A B C D E F G H I J K L M N O P Q R S T U V W X Y Z All
Munda, Sneha Singh
- Great Challenge for Hrm to Manage Use of Innovative Practices in Healthcare Organizations in India
Authors
1 Dept. of Psychology, Banaras Hindu University, Varanasi, IN
Source
ANVESHAK-International Journal of Management, Vol 3, No 1 (2014), Pagination: 61-70Abstract
Purpose The study examined differences in the quality of patient care provided by medical professionals and their turnover intentions in private and public hospitals as a function of perceived levels of innovative practices, used in healthcare organizations. It was expected that the relationship between innovative practices was more likely to be positive with quality of patient care provided by medical professionals and negative with turnover intentions of medical professionals in the private and public hospitals.Sample and Method The study was conducted on a sample of 253 medical professionals from a large public hospital (N = 127) and a large private hospital (N = 126) in north India using questionnaire method.
Finding Stepwise regression analysis of the data revealed that the use of 'innovative practices' emerged as a positive predictor of quality of patient care in private hospital, whereas negatively predicted quality of patient care in public hospital.
Implication and Value The study has important implications for Indian hospitals in the private and public sector which are currently facing problems of providing quality of care to their patients. Despite using innovative technologies and trends, Indian hospitals are lacking in improving their performance. Data also showed that HR management strategies of West to manage use of innovative technologies and practices are not always applicable and suitable in Indian context.
Keywords
Innovative Practices, Quality of Patient Care, Turnover Intentions
- Effect of Organizational Process and Demographic Variables on Psychological Contract Fulfillment and Turnover Intentions of Doctors in Private and Public Healthcare Organizations
Authors
1 Dept. of Psychology, Banaras Hindu University, Varanasi, IN
Source
ANVESHAK-International Journal of Management, Vol 3, No 2 (2014), Pagination: 124-137Abstract
Purpose:The study examined differences in the psychological contract fulfillment and turnover intentions of doctors in private and public hospitals as a function of perceived levels of workplace process factors and demographic characteristics of doctors. It was expected that the relationship between both these factors were more likely to be positive with psychological contract fulfillment and more likely to be negative with turnover intentions of doctors in the private hospitals as compared to the public hospital.
Sample and Method : The study was conducted on a sample of 131 doctors from a large public hospital (N=67) and a large private hospital (N=64) in north India using questionnaire method.
Finding: Correlation and stepwise regression analysis of the data revealed that amongst the workplace factors, 'role efficacy' of doctors expectedly emerged as a positive predictor of psychological contract fulfillment in private hospitals while unexpectedly, role efficacy, perceived organizational support, participation, positively predicted turnover intentions in both the hospital. Among the demographic variables, duration of participants, promotion, age, positively predicted turnover intentions in both the hospitals.
Implication and Value: The study has important implications for Indian hospitals in the private and public.sector which are currently facing problems of workforce retention due to staff perceptions of inadequacy of their workplace environments and job conditions. Data also showed that retention strategies of west are not always applicable and suitable in Indian context.
Keywords
Psychological Contract Fulfillment, Turnover Intentions, Role Efficacy, Perceived Organizational Support, Participation- Work-Family Supportive Strategy: A Perfect Remedy to Manage Human Resources in Indian Health Care Organizations
Authors
1 Dept. of Psychology, Banaras Hindu University, Varanasi, IN
Source
ANVESHAK-International Journal of Management, Vol 4, No 1 (2015), Pagination: 11-19Abstract
Purpose: Main motto of this study is to find out the influence of work- family supportive strategies used by the health care organizations on the quality of care provided by medical professionals and their organizational commitment. The study examined differences in the perceived level of work-family supportive organizational strategies in the form of perceived organizational support and its effect on quality of patient care and organizational commitment of medical professionals in private and public hospitals. It was expected that the relationship between perceived organizational support and these outcome variables were more likely to be positive.
Sample and Method: The study was conducted on a sample of 253 medical professionals from a large public hospital (N=127) and a large private hospital (N=126) in north India using questionnaire method.
Finding: Correlation and stepwise regression analysis of the data revealed that amongst the workplace process factor, 'perceived level of organizational support' of medical professionals emerged as a positive predictor of quality of patient care and organizational commitment in both the hospitals equally.
Implication and Value: The study has important implications for Indian hospitals in the private and public sector which are currently facing problems of providing quality of care to their patients and maintain organizational commitment of medical professionals due to staff perceptions of inadequacy of their workplace environments and job conditions. Data also showed that HR management strategies of West, to manage Indian employees are not always applicable and suitable for Indian context.
Keywords
Work–Family Supportive Strategies, Perceived Organizational Support, Quality of Patient Care, Organizational Commitment.References
- Allen, T.D. (2001), "Family-supportive Work Environments: The Role of Organizational Perceptions", Journal of Vocational Behavior, Vol. 58, pp. 414-435.
- Aminah, A. and Zoharah, O. (2010), "Perceived Family-supportive Work Culture, Affective Commitment and Turnover Intention of Employees", Journal of American Science, Vol. 6, Vol. 839-846.
- Bhat, R. and Maheshwari, S.K. (2005), "Human Resource Issues and its Implication for Health Sector Reforms", J Health Manage, Vol. 7, pp. 1-39.
- Eisenberger, R., Huntington, R., Hutchison, S. and Sowa, D. (1986), "Perceived Organizational Support", Journal of Applied Psychology, Vol. 71, pp. 500-507.
- Haar, J.M. and Spell, C.S. (2004), "Programme Knowledge and Value of Work-family Practice and Organizational Commitment", International Journal of Human Resource Management, Vol. 15, pp. 1040-1055.
- Kalberg, S. (1996), "On the Neglect of Weber's Protestant Ethic as a Theoretical Treatise: Demarcating The Parameters of Postwar American Sociological Theory", Sociological Theory, Vol. 14(1), pp. 49-70.
- Kelly, E. and Hurst, J. (2006), Health Care Quality Indicators Project: Conceptual Framework Paper, Directorate For Employment, Labour And Social Affairs/HEA/WD/HWP, 3.
- Morrow, P.C. and Wirth, R.E. (1989), "Work Commitment among Salaried Professionals", J Vocational Behav, Vol. 34, pp. 40-56.
- Muse, L. (2008), "Work-life Benefits and Positive Organizational Behavior: Is there a Connection?", Journal of Organizational Behavior, Vol. 29, pp. 171-192.
- Nico, W.V.Y., Agnes, E.B. and Martijn, C.W. (1999), "Towards a Better Understanding of the Link between Participation in Decisionmaking and Organizational Citizenship Behaviour: A Multilevel Analysis", J Occup Organ Psychol, Vol. 72, pp. 316-77.
- Smith, P.B. (1992), "Organizational behavior and National Cultures", British Journal of Management, Vol. 3, pp. 39-51.
- Thomas, D.C., Au, K. and Ravlin, E.C. (2003), "Cultural Variations and the Psychological Contract", Journal of Organizational Behavior, Vol. 24, pp. 451-462.
- Thomas, L. and Ganster, D.C. (1995), "Impact of Family-supportive Work Variables on Work-family Conflict and Strain: A Control Perspective", Journal of Applied Psychology, Vol. 80, pp. 6-15.
- Zhang, J. and Liu, Y. (2011), "Antecedents of Work-family Conflict: Review and Prospect", International Journal of Business and Management, Vol. 6, pp. 89-103.
- Gender Discrimination: A Sting which Affects Nurses Work Attitudes in Indian Hospitals
Authors
1 Dept. of Psychology, Banaras Hindu University, IN
Source
ANVESHAK-International Journal of Management, Vol 4, No 2 (2015), Pagination: 110-120Abstract
In Indian culture women possess a very respectful, important and high status in the society. Despite the fact that India has a patriarchal society, still women played an important role in the family which is a basic building block of a society. Therefore, India is symbolized as Mother India. Women are known for their characteristics like patience, endurance, affection, love, sympathy and generosity. Women, from ancient period, are perceived as aradhangani of male, means without her support there was no existence of male. Women is the source of energy and life, she has potential to generate new life. Despite all these facts women employees are still not getting proper respect from their male counterparts at workplace and facing problem of gender discrimination in the workplace. This rotten mentality of male employees is creating a big challenge in front of HR Managers in handling women employees and reducing turnover intentions in them.
Through this paper we are trying to investigate the impact of gender discrimination on work related attitudes, that is, turnover intentions and organizational commitment. Sample consisted of 122 female nursing staff in which 62 nurses were employed in a central government hospital and 60 nurses belonged to a prestigious private hospital chain in North India.
It was hypothesized that perceptions of gender discrimination from male counterparts would be negatively related with organizational commitment and positively with the turnover intentions of nurses. The result of stepwise regression showed that in both the sectors, gender discrimination was negatively associated with organizational commitment and positively with turnover intentions. The study is presenting basic humanitarian solution for Indian hospitals in the private and public sector which are currently facing problems of retaining their nursing staff due to perception of gender discrimination in workplace environment.
Keywords
Gender Discrimination, Turnover Intentions and Organizational Commitment.References
- Despite the Importance of Nurses in the Healthcare Organizations, Stereotype of Nursing being a Profession Suitable to Women also Contributes to its Inferior Status Especially Since Nurses are Expected to be Obedient and act as Merely Doctors’ Handmaidens (Williamson, 2000)
- Cejka, M.A. and Eagly, A.H. (1999), “Gender-stereotypic Images of Occupations Correspond to the Sex-segregation of Employment, Sex Roles, Vol. 25, pp. 413–423.
- Crosby, F. (1984), “The Denial of Personal Discrimination”, American Behavioral Scientist, Vol. 27, pp. 371–386.
- David, C. (2006), Organisational Leadership: Employee Relationships, Los Angeles. Smart Business.
- Eldis. (2009), What is Gender? Available at: http://www.eldis.org/go/topics/resourceguides/gender [Accessed 25 November 2010].
- Ensher, E.A., Grant-Vallone, E.J. and Donalson, S.I. (2001), “Effects of Perceived Discrimination on job Satisfaction, Organizational Commitment, Organizational Citizenship behaviour, and Grievances”, Human Resource Development Quarterly, Vol. 12, pp. 53–72.
- Ensher, E.A., Grant-Vallone, E.J. and Donaldson, S.I. (2001), “Effects of Perceived Discrimination on Job Satisfaction, Organizational Commitment, Organizational Citizenship behavior, and Grievances”, Human Resource Development, Quarterly, Vol. 12, pp. 53–72.
- Griffith, R.W., Hom, P.W. and Gaetner, S. (2000), “A Meta-analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Test and Research Implications for the Nest Millennium”, Journal of Management, Vol. 26(3), pp. 463–488.
- Gutek, B.A., Cohen, A.G. and Tsui, A. (1996), “Reactions to Perceived Sex Discrimination”, Human Relations, Vol. 49, pp. 791–812.
- Heilman, M.E. and Okimoto, T.J. (2005), “Mitigating Penalties for Women’s Success: The Perceived Communality Deficiency”, Manuscript in preparation.
- Heilman, M.E., Block, C., Martell, R. and Simon, M. (1989), “Has Anything Changed? Current Characterizations of Males, Females and Managers”, Journal of Applied Psychology, Vol. 74, pp. 935–942.
- Kalberg, S. (1996), “On the Neglect of Weber's Protestant Ethic as a Theoretical Treatise: Demarcating The Parameters of Post war American Sociological Theory”, Sociological Theory, Vol. 14 (1), pp. 49–70.
- Lips, H.M. (2003), “The Gender Pay Gap: Concrete Indicator of Women’s Progress toward Equality”, Analyses of Social Issues and Public Policy, Vol. 3, pp. 87–109.
- Martell, R.F., Parker, C. and Emrich, C.G. (1998), “Sex Stereotyping in the Executive Suite: “Much ado about something”, Journal of Social Behaviour & Personality, Vol. 13, pp. 127–138.
- Morrison, A.M., White, R.P. and Van Velsor, E. (1987), “Breaking the Glass Ceiling: Can Women Reach the Top of America’s Largest Corporations?”, Reading, MA: AddisonWesley. Precursors of Hospital Employee Turnover. Journal of Applied Psychology, Vol. 63(4), pp. 408–414.
- Rosin, H.M. and Korabik, K. (1991), “Workplace Variables, Affective Responses, and Intention to Leave among Women Managers”, Journal of Occupational Psychology, Vol. 64, pp. 317–330.
- Sanchez, J. I. and Brock, P. (1996), “Outcomes of Perceived Discrimination among Hispanic Employees: Is Diversity Management a Luxury or a Necessity?”, Academy of Management Journal, Vol. 39, pp. 704–719.
- Schaffer, M.A., Joplin, J.R.W., Bell, M.P., Lau, T. and Oguz, C. (2000), “Gender Discrimination and Job-related Outcomes: A Cross-cultural Comparison of Working Women in the United States and China”, Journal of Vocational Behaviour, Vol. 57, pp. 395-427.
- Schein, V.E. (2001), “A Global Look at Psychological Barriers to Women’s Progress in Management”, Journal of Social Issues, Vol. 57, pp. 675–688.
- Stein, L.I. (1967), “The Doctor-nurse Game”, Archives of General Psychiatry, Vol. 16(6), pp. 699–703.
- Stein, L.I., Watts, D.T. and Howell, T. (1990), “The Doctor-nurse Game Revisited”, The New England Journal of Medicine, Vol. 322(8), pp. 546–549.
- Stone, P., Hooney-Kane, L, Zwanzigar, Pastor and Dick. (2007), Health Sciences Research, Vol. 42(3), pp. 1085–1104.
- Stroh, L.K., Brett, J.M. and Reilly, A.H. (1996), “Family Structure, Glass Ceiling, and Traditional Explanations for the Differential Rate of Turnover of Female and Male Managers”, Journal of Vocational Behaviour, Vol. 49, pp. 99–118.
- Williamson, M. (2003), “Challenging Doctors’ Orders”, Nursing New Zealand, Vol. 9, pp. 26–27.