The Impacts of the High-Quality Workplace Relationships on Job Performance: A Perspective on Staff Nurses in Vietnam

Behavioral Sciences

KhoaT. Tran¹  PhuongV. Nguyen¹  ThaoT.U. Dang²  TranN.B. Ton² 

[1] Center for Higher Training and Research in Public Administration, International University-Vietnam National University, Ho Chi Minh City 700000, Vietnam;School of Business, International University-Vietnam National University, Ho Chi Minh City 700000, Vietnam;

关键词: nurses;    leader–member exchange;    coworker relationships;    high-quality workplace relationship;    commitment;    job stress;    social impact;    performance;   

DOI  :  10.3390/bs8120109

来源: DOAJ

【 摘 要 】

Employees’ working relationships were long determined to be crucial to their overall wellbeing and performance ratings at work. However, a few studies were found to examine the effects of positive workplace relationships on employees’ working manners. This study aimed to investigate the effects of healthy workplace relationships on employees’ working behaviors, which in turn affect their performance. In doing so, an integrated model was developed to examine the primary performance drivers of nurses in Vietnamese hospitals and focus on the effects of high-quality workplace relationships on the working attitudes of the staff. This study analyzed a questionnaire survey of 303 hospital nurses using a structural equation modeling approach. The findings demonstrated the positive effects of high-quality workplace relationships on working manners including higher commitment, lower level of reported job stress, and increased perception of social impact. Notably, the results also demonstrated that relationships between leaders and their staff nurses make a significant contribution to the quality of workplace relationship and nurses’ performance. In addition, the social impact was illustrated to positively moderate the association between healthy workplace interactions and job stress; however, it had no significant effect on job commitment. Unfortunately, job commitment was surprisingly found to not be related to performance ratings. This paper provides some suggestions for the divergence of performance drivers in the hospital context in Vietnam.

【 授权许可】

Unknown