Human Systems Management

Amid the mounting COVID-19 situation, we take up the opportunity to examine micro-level CSR practices as an internal strategic approach for employees’ engagement to assist organizational resiliency. Past research had documented the Matthew effects of engaged employees and the fatal threat of disengaged employees. However, little is known to the precise outcome of job engagement and organizational engagement.

This study endeavors to offer comprehensive findings on job engagement and organizational engagement through the antecedent of micro-level CSR practices. Additionally, job engagement was modelled as the mediator between micro-level CSR practices and organizational engagement. Stakeholder Theory, Social Exchange Theory and Engagement Theory guided the development of the hypotheses.

Quantitative judgmental sampling technique was employed to reach out to the targeted respondents. A total of 336 responses was collected for statistical analysis facilitated by partial least squares structural equation modeling (PLS-SEM) approach.

The study revealed that employees’ involvement and working environment are positively influencing job engagement and organizational engagement while the others micro-level CSR practices demonstrated mixed results. Also, job engagement was found to mediate the relationships between the four dimensions of micro-level CSR practices (i.e., employees’ involvement, employees’ empowerment, work-life balance and working environment) and organizational engagement.

Micro-level CSR practices positively affecting job engagement and organizational engagement with different degree of influences. Organizations could consider implementing micro-level CSR practices for enhanced job engagement and organizational engagement to ease the challenging moment during uncertainty.

Burnout among newly licensed registered nurses is a prevalent healthcare issue.

To investigate the factors that reduce nurse burnout: workload, job interference with home life, having friendly co-workers, and inspirational motivation.

Secondary data from Kovner et al.’s 2006–2015 longitudinal survey was used to conduct a factor analysis. Kovner et al. surveyed 1,706 newly licensed nurses who received their nursing licenses in 2002 in the United States. The factor analysis identified the relationships between several questions about burnout symptoms and organizational factors.

Supervisors inspiring the best in their employees, job satisfaction, and nurses’ job expectations matching their actual job duties were found to be related. Heavy workloads, nervousness, mood swings, irritability, and feeling on edge were also related. Additionally, job’s interference with home life and friendly co-workers were unrelated.

Burnout can be mitigated by lessening workloads, supporting nurses, and ensuring nurses’ job expectations are met. Further research is needed to explain why some factors, such as having friendly co-workers, did not appear to influence burnout symptoms.

The 2020 pandemic yielded significant changes to work – most notable was the shift from centralized to remote work. As employers called for the return to traditional office settings, workers resumed daily commutes to/from the workplace, resurrecting stressors like work overload, time constraints, and commuting strain.

We investigate (1) how commute strain affects employees’ work frustration, burnout, and satisfaction, and (2) how supportive supervisors and work climates may attenuate its negative implications.

Using a snowball sample of 403 workplace commuters obtained through various social media, we examined worker perceptions of commute strain, frustration, burnout, and dissatisfaction. We tested mediation and moderation hypotheses using OLS path modeling via the SPSS PROCESS macro.

Results indicate that commute strain adversely affects work frustration, burnout, and job satisfaction. The negative frustration/satisfaction and burnout/satisfaction relationships were moderated by supervisor support and work climate, respectively.

As more workers resume the daily commute, employers must be sensitive to the added strain associated with commuting and working while commuting as well as the serious downstream consequences of these strains. Fortunately, employers can moderate the severity of these consequences through supportive supervisors and work climates.

The Centers of Medicare & Medicaid Services (CMS) links hospital reimbursements to quality metrics. Likewise, the Hospital Value-Based Purchasing (VBP) program offers financial incentives to acute-care hospitals based on performance improvements on several quality measures included in the national Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) survey. A research gap exists with regard to assessing the effectiveness of VBP incentives on improving the patient’s quality of care.

This study is to determine whether hospitals which reported better patient quality metrics and lower frequency of pressure sores received higher reimbursements.

The data were retrieved from the CMS Care Compare website utilizing matched data from 2297 US hospitals. Information on HCAHPS, the VBP Program in Patient Safety Index, and Reimbursements was obtained for this study. Partial Least Square (PLS) was utilized thru SmartPLS 3.0 to test the hypotheses.

The results did not reveal any financial penalties when hospitals reported lower patient quality outcomes and increased numbers of pressure sores. However, lower patient quality measures were associated with lower patient satisfaction. Controversially, lower patient satisfaction scores were associated with higher reimbursement rates overall.

The main contribution of this study reveals that the effectiveness of value-based reimbursements and the concept of continuous improvement is constrained due to the lack of unified measurement objectives across US healthcare institutions.

While COVID-19 has significantly impacted how healthcare is provided, telehealth services with remote access have dramatically reduced the chance of in-person contact and the costs of services for patients with increased healthcare quality.

As the COVID-19 is still a very prevalent part of people’s lives, it is critical to examine what factors affect telehealth, impacts the choice of the prominent and efficient healthcare service platform, and utilizes telehealth effectively and efficiently.

Grounded on the Self-determination theory (SDT), this research analyzes a sample of 142 response data for the effects of access, need, knowledge, and technology skills, on telehealth utilization mediated by satisfaction via Structural Equation Modeling (SEM).

The empirical results indicated that telehealth satisfaction significantly increased the use of telehealth services during the pandemic. Meanwhile, the access, needs, and knowledge of telehealth also significantly increase telehealth utilization directly and indirectly through telehealth satisfaction. Additionally, an individual’s technological skill has no significant effect on telehealth use; instead, it can increase telehealth satisfaction, which increases telehealth utilization.

The study with its theoretical and practical implications may provide researchers and public health officials with new options and strategies for telehealth services regarding the pandemic issue.

As interest in foreign business enterprises rises between the U.S. and Brazil, companies have encountered added challenges in the areas of staffing and gender inequity and inequality against the backdrop of the COVID-19 pandemic. Companies must address these challenges head on to continue to thrive.

The goal of this study is to identify and diagnose the differences in job expectations of employees in the early stages of their career and personal development in terms of their gender and nationality.

This study asked male and female workers from the U.S. and Brazil to rate the importance of various intrinsic and extrinsic job characteristics on a five-point Likert scale. Responses were compared for 1,431 total participants.

This study found both cultural (U.S. and Brazil) and gender (male and female) differences in rank order ratings across an array of job expectations. Findings also revealed significant cultural and gender differences in mean importance scores for job expectations rated by these groups.

This study’s findings are relevant to guide managerial practices as companies seek to attract, develop, and retain future generations of technical and managerial staff following the uncertainty brought about by COVID-19 and the Great Resignation.