Volume 8, Issue 2 (Apr- June 2019)                   JCHR 2019, 8(2): 101-112 | Back to browse issues page

XML Print

Download citation:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:

Bordbar G, Ebrahimzadeh Pezeshki R. An Analysis of Factors Affecting the Creation of Tension and Chaos among Nurses (Case Study: Public and Private Hospitals of Yazd Province) . JCHR 2019; 8 (2) :101-112
URL: http://jhr.ssu.ac.ir/article-1-541-en.html
1- Department of Business Administration, Faculty of Economics, Management and Accounting, Yazd University, Yazd, Iran
2- Department of Organization Behavior and Resources, Faculty of Economics, Management and Accounting, Yazd University, Yazd, Iran
Abstract:   (2849 Views)
Introduction: Tension and chaos are considered as a socioeconomic phenomenon that can have adverse effects on individuals, organizations, and the community if not properly managed. Therefore, this study was aimed to investigate the factors affecting the formation of tension and chaos among nurses of Yazd Province, Iran.
Methods: This exploratory mixed methods research was conducted on nurses selected from 10 out of 31 hospitals of the province through cluster sampling and proportionate stratified random sampling. Data were collected using interview and a researcher-developed questionnaire. In total, 376 individuals were enrolled. The validity of the questionnaires was evaluated by face and content validity, and its reliability was verified using Cronbach's alpha test.
Results: Out of 47 factors identified, 44 factors explained 70% of the tension construct. These factors were classified into seven categories and confirmatory factor analysis was used to verify the construct validity of the categories. The results showed acceptable initial clustering. Moreover, financial and economic factors, work conditions and job security were identified as the most important factors for explaining the studied construct.
Conclusion: Given the issues discussed and viewpoints expressed about the seven categories identified regarding the strike by hospital directors, human resources area must be paid special attention and measures beyond changing the name of the administrative unit to human resources or human capital must be taken.
Full-Text [PDF 363 kb]   (991 Downloads) |   |   Full-Text (HTML)  (572 Views)  
Review: Research | Subject: Public Health
Received: 2019/06/30 | Accepted: 2019/06/30 | Published: 2019/06/30

1. Luo S. Agendas, alternatives, and collective labour law: A case study of local collective bargaining legislation in South China. Employee Relations. 2017; 39(4): 541-560. [DOI:10.1108/ER-08-2016-0167]
2. Whitehead S. A rational response to Taser strikes. Jems. 2005; 30(5): 56-66. [DOI:10.1016/S0197-2510(05)70123-6]
3. Wang K. Labour resistance and worker attitudes towards trade :union: reform in China. Employee Relations. 2016;38(5): 724-740. [DOI:10.1108/ER-03-2016-0065]
4. Hicks JR. Marginal productivity and the principle of variation. Economica. 1932; (35): 79-88. [DOI:10.2307/2548977]
5. Bithymitris G. Socio-cultural aspects of neo-nationalism in crisis contexts: an empirical analysis of liminal workers' perceptions in Greece (2011-2015). Acta Politologica. 2017; 9(1): 61-74.
6. Maloni MJ, Campbell SM, Gligor DM, et al. Exploring the effects of workforce level on supply chain job satisfaction and industry commitment. The International Journal of Logistics Management. 2017; 28(4): 1294-1318. [DOI:10.1108/IJLM-10-2016-0235]
7. Bordogna L. Strikes in Europe: still a decade of decline or the eve of a new upsurge?. Indian Journal of Industrial Relations. 2010; 45(4): 658-670.
8. Harvey RG. Why is labour strife so persistent in South Africa's mining industry?. The Extractive Industries Society.2016; 3(3): 832-842. [DOI:10.1016/j.exis.2016.04.008]
9. Cowman J, Keating MA. Industrial relations conflict in Irish hospitals: a review of Labour Court cases. Journal of Health Organization Management. 2013; 27(3): 368-389. [DOI:10.1108/JHOM-11-2012-0223]
10. Duffield C, Diers D, O'Brien-Pallas L, et al. Nursing staffing, nursing workload, the work environment and patient outcomes. Applied Nursing Research. 2011; 24(4): 244-255. [DOI:10.1016/j.apnr.2009.12.004]
11. Aiken LH, Sloane DM, Bruyneel L, et al. Nurse staffing and education and hospital mortality in nine European countries: a retrospective observational study. The Lancet. 2014; 383(9931): 1824-1830. [DOI:10.1016/S0140-6736(13)62631-8]
12. Wolf LD, Potter P, Sledge JA, et al. Describing nurses' work: combining quantitative and qualitative analysis.Human Factors. 2006; 48(1): 5-14. [DOI:10.1518/001872006776412289]
13. Borimnejad L, Valizadeh S, Rahmani A, et al. Attributes of Iranian new nurse preceptors: A phenomenological study. Nurse Education in Practice. 2018; 28: 121-126. [DOI:10.1016/j.nepr.2017.10.018]
14. Dehghan-Nayeri N, Shali M, Navabi N, et al. Perspectives of oncology unit nurse managers on missed nursing care: a qualitative study. Asia-Pacific Journal of Oncology Nursing. 2018; 5(3): 327-336. [DOI:10.4103/apjon.apjon_6_18]
15. Rivaz M, Ebadi A, Momennasab M. The role of Magnet hospitals in making the nursing practice environment attractive. Journal of Hayat. 2018; 23(4): 290-294.
16. San Park J, Hyun Kim T. Do types of organizational culture matter in nurse job satisfaction and turnover intention?. Leadership in Health Services. 2009; 22(1): 20-38. [DOI:10.1108/17511870910928001]
17. Lo WY, Chien LY, Hwang FM, et al. From job stress to intention to leave among hospital nurses: A structural equation modelling approach. Journal of Advanced Nursing. 2018; 74(3): 677-688. [DOI:10.1111/jan.13481]
18. Clarke J, O'Neill CS. An analysis of how the Irish Times portrayed Irish nursing during the 1999 strike. Nursing Ethics. 2001; 8(4): 350-359. [DOI:10.1177/096973300100800407]
19. Briskin L. Resistance, mobilization and militancy: nurses on strike. Nursing Inquiry. 2012; 19(4): 285-296. [DOI:10.1111/j.1440-1800.2011.00585.x]
20. Mudaly P, Nkosi Z. Factors influencing nurse absenteeism in a general hospital in D urban, S outh A frica. Journal of Nursing Management. 2015; 23(5): 623-631. [DOI:10.1111/jonm.12189]
21. Adam MB, Muma S, Modi JA, et al. Paediatric and obstetric outcomes at a faith-based hospital during the 100-day public sector physician strike in Kenya. BMJ Global Health. 2018; 3(2): e000665. [DOI:10.1136/bmjgh-2017-000665]
22. Thompson B. Exploratory and confirmatory factor analysis: Understanding concepts and applications. Washington,DC, US: American Psychological Association; 2004. [DOI:10.1037/10694-000]
23. Mikkelsen F. Denmark 1700-1849: crowds, movements and absolute monarchy. In: Mikkelsen F, Kjeldstadli K,Nyzell S, editors. Popular Struggle and Democracy in Scandinavia. Palgrave Studies in European Political Sociology.London: Palgrave Macmillan; 2018: 13-33. [DOI:10.1057/978-1-137-57855-6_2]
24. Chang C, Cooke FL. Layers of :union: organising and representation: the case study of a strike in a Japanese‐funded auto plant in China. Asia Pacific Journal of Human Resources. 2018; 56(4): 492-517. [DOI:10.1111/1744-7941.12181]
25. Gose K, Sadrieh A. Strike, coordination, and dismissal in uniform wage settings. European Economic Review.2014; 70: 145-158. [DOI:10.1016/j.euroecorev.2014.04.001]
26. Lieberman DE, Venkadesan M, Werbel WA, et al. Foot strike patterns and collision forces in habitually barefoot versus shod runners. Nature. 2010; 463(7280): 531-535. [DOI:10.1038/nature08723]
27. McKee Y. Strike art: Contemporary art and the post-occupy condition. Verso Books; 2016.
28. Gourevitch A. Quitting work but not the job: Liberty and the right to strike. Perspectives on Politics. 2016; 14(2):307-323. [DOI:10.1017/S1537592716000049]
29. Hersey P, Blanchard KH. Management of organizational behavior: Utilizing human resources. Academy of Management Journal. 1969; 12(4). [DOI:10.5465/amj.1969.19201155]
30. Adams JS, Freedman S. Equity theory revisited: Comments and annotated bibliography. Advances in Experimental Social Psychology.1976; 9: 43-90. [DOI:10.1016/S0065-2601(08)60058-1]
31. Lopez M, Mills B. Opportunistic shirking behavior during unpaid overtime. Applied Economics Letters. 2019;26(7): 608-612. [DOI:10.1080/13504851.2018.1488048]
32. Bordia P, Restubog SLD, Tang RL. When employees strike back: investigating mediating mechanisms between psychological contract breach and workplace deviance. Journal of Applied Psychology. 2008; 93(5): 1104-1117. [DOI:10.1037/0021-9010.93.5.1104]
33. Hackman JR. Work redesign and motivation. Professional Psychology. 1980; 11(3): 445-455. [DOI:10.1037/0735-7028.11.3.445]
34. Haimson LH, Tilly C. Strikes, wars, and revolutions in an international perspective: Strike waves in the late nineteenth and early twentieth centuries. Cambridge University Press; 2002.
35. Huang Q, Jiang F, Lie E, et al. The effect of labor :union:s on CEO compensation. Journal of Financial Quantitative Analysis. 2017; 52(2): 553-582. [DOI:10.1017/S0022109017000072]

Add your comments about this article : Your username or Email:

Rights and permissions
Creative Commons License This work is licensed under a Creative Commons Attribution 4.0 International License.

© 2024 CC BY 4.0 | Journal of Community Health Research

Designed & Developed by : Yektaweb