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    The Effect of Workplace Conditions on Employee Job Performance
    (Ege Univ, Fac Economics & Admin Sciences, 2020) Reyhanoglu, Metin; Akin, Ozden
    In the health sector, violent situations have led to the advancement of prevention policies and practices for employees working efficiently. The condition of the hospital, the adequacy of resources, the presence of conflicts between employees, and the management style make happy or unhappy employees that causes them to behave positively or negatively. The aim of the study is to determine the relationship between workplace conditions, violence prevention policies and practices (VPC), organizational constraints and conflicts between employees, job related wellbeing and employee job performance, dimensioned as counterproductive work behavior (CWB) and organizational citizenship behavior (OCB), in a model. A survey on the permanent nurses and health officers in a hospital was conducted, and a developed model was tested using structural equation modeling. As a result of the validity and reliability analyzes, all scale items were collected in the dimensions to which they belong, except for the VPC that split into two, and the model was partially verified. In this study, the presence of VPC reduces negative workplace conditions (interpersonal conflict and organizational constraints) and CWB of employee. The claim that the presence of VPC increases job related well-being and OCB were not found significant statistically. The results are discussed, and suggestions are presented.
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    Impact of toxic leadership on the intention to leave: a research on permanent and contracted hospital employees
    (Emerald Group Publishing Ltd, 2022) Reyhanoglu, Metin; Akin, Ozden
    Purpose This study aims to investigate the impact of toxic leadership, organizational justice and organizational silence on hospital employees' intention to leave their jobs. Design/methodology/approach A questionnaire survey was conducted with permanent and contractual employees of a university teaching hospital, including nurses, medical assistants, health technicians and clerical staff. Structural equation modeling was used to develop and test the model. Findings The findings reveal that toxic leadership is directly and negatively related to organizational justice, while all dimensions of organizational silence and the intention to leave are positively related. In this model, the coefficients of the relationships are found to be higher, almost doubling in permanent employees than in contracted employees, except for the relationship between toxic leadership and silence to protect the organization. This exception lies in the fact that permanent workers with long-term employment have been dealing with the managers for many years. Research limitations/implications The model can be extended with counterproductive behavior, work performance and satisfaction measures and work stress and compared with different sectors using higher sample volumes. Originality/value In the human-centered health-care industry, it is essential to know the way leadership behaviors guide health-care professionals. The negative leadership behaviors can negatively affect both employees' self-esteem and their attitudes toward patients and their relatives. The results of the present study are expected to contribute to the development of more effective manager selection and promotion policies by policy-makers as well as the determination of short- and long-term employment policies.