43 results found
George G, Chaturvedi S, Corbishley C, et al., 2022, Relational coordination and stigma at work: how frontline employees compensate for failures in public health systems, Journal of Management Studies, ISSN: 0022-2380
Co-ordinating collective work and communicating a shared understanding of tasks is necessary to accomplishing organizational goals. Stigma could exacerbate co-ordination challenges between public and private organizations by further widening differences in goals and incentives among employees. Using relational co-ordination theory, we explore how stigma can influence employee behaviour in the context of healthcare delivery. We study healthcare professionals and frontline workers involved in the fight against AIDS in India to examine how public health systems fail due to a lack of communication and co-ordination, and that these failures are worsened by stigma. When stigma is present, relationships between employees become strained due to misaligned work routines, lack of information sharing and cooperation failure. Our findings reveal emergent responses from frontline employees that mitigate co-ordination failures through: (1) role adaptation to improve predictability of tasks; (2) social purpose identification to promote a common understanding and engage stigmatized clients; and (3) affective attachment that encourages extra-role behaviours and task ownership. We draw implications for relational co-ordination and stigma, as well as public-private co-ordination in public health systems.
Williams SP, Purkayastha S, Chaturvedi S, et al., 2022, The GP-OH (General Practice - Organizational Health) Survey: Development and Validation of a Novel Instrument to Measure Organizational Health in General Practice., Hosp Top, Vol: 100, Pages: 177-187
Primary care healthcare organizations are complex and multidimensional, and there has been much discussion about the potential dangers of focusing on outcomes as quality indicators in isolation without understanding the processes and system characteristics that drive them. Organizational health, as a concept, shifts the focus of measurement upstream and considers the elements needed for sustainable long-term success. This study has both designed and tested the first survey seeking to measure organizational health specifically within the context of primary care. A stepwise approach was taken to ensure that the validity and reliability of the survey was examined at multiple stages.Supplemental data for this article is available online at https://doi.org/10.1080/00185868.2021.1947164.
Williams SP, Purkayastha S, Chaturvedi S, et al., 2022, Organizational health and independent sector healthcare organizations, International Journal of Healthcare Management, Vol: 15, Pages: 196-203, ISSN: 2047-9719
With an increasing proportion of UK healthcare delivered by independent sector providers (ISPs) it is important that performance data is reviewed with a similar rigour as within the public sector. However, there is a relative paucity of work considering quotients of performance in the independent healthcare sector. This study sets out to measure organizational health within ISPs in the UK and juxtapose this with contemporaneous data taken from public sector NHS organizations. Survey data was tested for construct validity with fit of the existing factor structure of the Healthcare-OH survey examined using confirmatory factor analysis (CFA). Multiple-group CFA was used to establish measurement invariance to permit comparison of latent sum scores between ISP and NHS organizations. Measurement invariance analysis evaluated the fit of sequential invariance models, proceeding iteratively to establish partial metric and scalar invariance. Latent sum scores comparisons demonstrated ISPs outperformed NHS trusts across all elements of organizational health. This is the first time organizational health has been measured in ISPs explicitly for comparison with results in the public sector. Comparative measurement and analysis in this way is novel and has the potential of fostering a two-way learning process for the ultimate benefit of both NHS and ISP organizations.
Williams SP, Nicolay CR, Purkayastha S, et al., 2020, Organizational health in healthcare organizations - psychometric validation of the Healthcare-OH survey across fifteen acute NHS trusts in England, International Journal of Healthcare Management, Pages: 1-8, ISSN: 2047-9719
Healthcare-OH is the only healthcare-specific measure of organizational health currently in use and for this concept to be truly applied in a healthcare context then reliable and valid measurement is essential. The primary focus of this study is to determine the dimensionality, reliability and so the construct validity of this measure, as applied to its target demographic. The Healthcare-OH survey was disseminated nationwide across acute NHS trusts in the UK. Survey dimensionality and construct validity was examined using confirmatory factor analysis. 5412 participants completed the survey from fifteen trusts covering the breadth of the country. Existing models had considered the Healthcare-OH survey as a series of sub-scales but attempts to fit these models resulted in both poor fit indices and low reliability estimates. An eight factor model, representing the entire 112-item survey, was then devised, with each domain of organizational health denoted as a separate factor. This model demonstrated both acceptable fit indices and a high level of reliability for all factors. We believe that in the future, organizational health measurements, if performed serially and on a large scale, could provide invaluable information for healthcare organizations on their relative strengths and weaknesses, unearthing previously unseen opportunities for targeted organizational change.
Williams SP, Panigyraki A, Purkayastha S, et al., 2020, Defining a Healthy Organisation in Primary Care: A Qualitative Interview Study., Hosp Top, Vol: 98, Pages: 68-79
This study aimed to qualitatively develop a conceptual framework for organizational health, within the setting of GP practices in the UK, through a qualitative interview study utilizing aspects from grounded theory. Data saturation was reached after 33 interviews revealing six themes: Strategy, Resources, Leadership, Staff Wellbeing, Capacity for change and Ways of working. The structure of each theme is discussed in detail. By unpicking the elements of organizational health in GP practices in this way, we hope to shift focus from considering down-stream clinical outcomes in isolation to practices taking a more long-term view centered around fostering ongoing high performance.
Reb J, Chaturvedi S, Naryanan J, et al., 2019, Leader mindfulness and employee performance: a sequential mediation model of LMX quality, interpersonal justice, and employee stress, Journal of Business Ethics, Vol: 160, Pages: 745-763, ISSN: 0167-4544
In the present research, we examine the relation between leader mindfulness and employee performance through the lenses of organizational justice and leader-member relations. We hypothesize that employees of more mindful leaders view their relations as being of higher leader-member exchange (LMX) quality. We further hypothesize two mediating mechanisms of this relation: increased interpersonal justice and reduced employee stress. In other words, we posit that employees of more mindful leaders feel treated with greater respect and experience less stress. Finally, we predict that LMX quality serves as a mediator linking leader mindfulness to employee performance—defined in terms of both in-role and extra-role performance. Across two field studies of triadic leader-employee-peer data (Study 1) and dyadic leader–employee data (Study 2), we find support for this sequential mediation model. We discuss implications for theorizing on leadership, organizational justice, business ethics, LMX, and mindfulness, as well as practical implications.
Nicolay CR, Williams SP, Brkic M, et al., 2019, Measuring the organisational health of acute sector healthcare organisations: Development and validation of the Healthcare-OH survey, International Journal of Healthcare Management, Pages: 1-13, ISSN: 2047-9700
Williams SP, Malik HT, Nicolay CR, et al., 2018, Interventions to improve employee health and well-being within health care organizations-a systematic review, Journal of Healthcare Risk Management, Vol: 37, Pages: 25-51, ISSN: 1074-4797
In response to an increasing body of evidence on the importance of employee health and well-being (HWB) within health care, there has been a shift in focus from both policymakers and individual organizations toward improving health care employee HWB. However, there is something of a paucity of evidence regarding the impact and value of specific HWB interventions within a health care setting. The aim of this article was to systematically review the literature on this topic utilizing the EMBASE, Global Health, Health Management Information Consortium, MEDLINE, and PsycINFO databases. Forty-four articles were identified and, due to a large degree of heterogeneity, were considered under different headings as to the type of intervention employed: namely, those evaluating changing ways of working, physical health promotion, complementary and alternative medicine, and stress management interventions, and those utilizing multimodal interventions. Our results consider both the efficacy and reliability of each intervention in turn and reflect on the importance of careful study design and measure selection when evaluating the impact of HWB interventions.
Reb J, Narayanan J, Chaturvedi S, et al., 2016, The mediating role of emotional exhaustion in the relationship of mindfulness with turnover intentions and job performance, Mindfulness, Vol: 8, Pages: 707-716, ISSN: 1868-8535
The role of mindfulness in the workplace has emerged as a legitimate and growing area of organizational scholarship. The present research examinedthe role of employee emotional exhaustion in mediating the relationshipof mindfulness with turnover intentionsand task performance. Drawing on theory and empirical research on both organizational behavior and mindfulness, we predicted that more mindful employees would show lower turnover intentionsand higher task performance and that theserelationshipswould be mediated by emotional exhaustion. We tested these hypothesesin two field studies in an Indian context. Study 1 wasa field study of call center employees of amultinational organization, an industry in which turnover rates are very high. This study found that mindfulnesswas associated with lower turnover intentions and less emotional exhaustion,and that emotional exhaustion mediated the relationshipbetween mindfulness and turnover intentions. Study 2 replicated these results in a sample of employees based in major Indian cities and drawn from different industries.In addition, it showed that mindfulness was positively related to supervisor-rated task performance,withemotional exhaustion again playinga mediating role.We discuss theoretical and practical implicationsof our findings, as well as future research directions.
Schillebeeckx SJD, Chaturvedi S, George G, et al., 2016, What do I want? The effects of individual aspiration and relational capability on collaboration preferences, Strategic Management Journal, Vol: 37, Pages: 1493-1506, ISSN: 1097-0266
Research summary: We examine individuals' collaboration preferences in the Knowledge Transfer Network (KTN) for the UK plastics electronics sector. Using conjoint analysis, we investigate how aspiration gaps and relational capability affect the value placed on potential organizational collaborations. Aspiration gaps reflect individuals' perception of whether they are ahead of or behind peers on their career trajectory, and relational capability captures three distinct dimensions: networking skills, openness to collaborate, and network awareness. Our findings suggest that positive and negative aspiration gaps augment preferences to form organizational partnerships. These effects are positively moderated by networking skills and openness and negatively moderated by network awareness. We discuss the implications of these findings for theories of partnership formation, scientific collaboration, and behavioral strategy.Managerial summary: University–industry collaboration is important to the creation and application of new knowledge. Such collaboration requires individuals of different backgrounds to work together, which can be difficult. We investigate what drives individuals' preferences to collaborate. We find that individuals who consider themselves ahead of or behind their peers are more favorable toward collaboration. We also find that networking skill and openness augment this positive collaboration disposition whereas awareness of the network members makes one more selective and reduces the proclivity to collaborate.
Reb J, Narayanan J, Chaturvedi S, 2014, Leading Mindfully: Two Studies on the Influence of Supervisor Trait Mindfulness on Employee Well-Being and Performance, MINDFULNESS, Vol: 5, Pages: 36-45, ISSN: 1868-8527
Leung A, Maw Der F, Chaturvedi S, 2013, Imprinting effects of founding core teams on HR values in new ventures., Entrepreneurship Theory and Practice, Vol: 37, Pages: 87-106
McAllister DJ, Bigley G, Chaturvedi S, 2012, Influence of Identification-, Affect-, and Cognition-based Trust on Knowledge Workers’ Discretionary Behaviour in Teams., Society for Personality and Social Psychology
Chaturvedi S, Zyphur MJ, Arvey RD, et al., 2012, The Heritability of Emergent Leadership: Age and Gender as Moderating Factors., Leadership Quarterly, Vol: 23, Pages: 219-232
Parikh P, Chaturvedi S, George G, 2012, Empowering Change: The Effects of Energy Provision on Individual Aspirations in Slum Communities, Energy Policy, Vol: 50, Pages: 477-485
Chaturvedi S, Arvey RD, Zhang Z, et al., 2011, Genetic Underpinnings of Transformational Leadership: The Mediating Role of Dispositional Hope, Journal of Leadership and Organizational Studies, Vol: 18, Pages: 469-479
Chaturvedi S, Christoforou PT, 2011, Genetic Basis of Transformational Leadership: Hope as a Mediator, Academy of Management Best Papers Proceedings
Arvey RD, Chaturvedi S, 2011, Examining the Genetic Basis of Leadership, Early Development and Leadership, Editors: Murphy, Reichard, Publisher: Psychology Press: Routledge, Pages: 59-69, ISBN: 9781848728240
Chaturvedi S, Miraldo M, 2011, The Impact of Macro-Level Policy on Quality of Healthcare, Performance, Satisfaction and Intention to Quit., Society of Personality and Social Psychology
Leung A, Chaturvedi S, 2011, A Cognitive Process Model of PO fit and Individual Attitudes., Academy of Management
Nicolay C, Purkayastha S, Greenlaugh A, et al., 2011, A systematic review of the Application of Quality Improvement Methodologies from the Manufacturing Industry to Surgical Healthcare., British Journal of Surgery, Vol: 99, Pages: 324-335
Leung A, Chaturvedi S, 2011, Linking the Fits, Fitting the Links: Connecting Different Types of PO Fits to Attitudinal Outcomes, Journal of Vocational Behavior, Vol: 79, Pages: 391-402
Naraynan J, Chaturvedi S, 2009, To Kill or Not to Kill? Approach and Avoidance Motivations in Moral Dilemmas., Society for Personality and Social Psychology
Chaturvedi S, McAllister DJ, 2009, Deliberative processes of proffering and withholding OCB at work., Society for Industrial and Organizational Psychology
Chaturvedi S, McAllister DJ, 2009, Self Regulatory Focus at Work: Promotion- and Prevention Extra-role Behavior., Society for Personality and Social Psychology
Wu PC, Chaturvedi S, 2009, The Role of Procedural Justice and Power Distance in the Relationship Between High-Performance Work Systems and Employee Attitudes: A Multilevel Perspective., Journal of Management, Vol: 35, Pages: 1228-1247
Chaturvedi S, McAllister DJ, 2009, Self Regulatory Focus at Work: Promotion- and Prevention Extra-role Behavior., Society for Personality and Social Psychology
Zhang Z, Zyphur MJ, Narayanan J, et al., 2009, The Genetic Basis of Entrepreneurship: Effects of Gender and Personality, Organizational Behavior and Human Decision Processes, Vol: 110, Pages: 93-107
Arvey RD, Chaturvedi S, Zyphur MJ, et al., 2008, Heritability of leadership as a function of age and gender., Academy of Management Conference
Christoforou PT, Chaturvedi S, Arvey RD, 2008, Genetic foundations of hope: Hope Springs Internal, Academy of Management Conference
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