I need an annotated reference list


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I have the reference I just need the annotation part. I have attached an example for reference and also my references.

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Running head: COMMUNICATION BETWEEN MANAGERS AND EMPLOYEES Kang, M., & Sung, M. (2017). How symmetrical employee communication leads to employee engagement and positive employee communication behaviors: The mediation of employee-organization relationships. Journal of Communication Management, 21(1), 82102. Kanki, B. G. (2019). Communication and crew resource management. In Crew resource management (pp. 103-137). Academic Press. Karanges, E., Johnston, K., Beatson, A., & Lings, I. (2015). The influence of internal communication on employee engagement: A pilot study. Public Relations Review, 41(1), 129-131. Leje, M. I., Kasimu, M. A., & Kolawole, A. F. (2019). Impacts of Effective Communication towards Performance of Construction Organization. Traektoriâ Nauki= Path of Science, 5(8). Razmerita, L., Kirchner, K., & Nielsen, P. (2016). What factors influence knowledge sharing in organizations? A social dilemma perspective of social media communication. Journal of Knowledge Management, 20(6), 1225-1246. Anton Vdovin (2017). The Causes of Poor Communication in the Workplace. Retrieved from https://www.alert-software.com/blog/the-causes-of-poor-communication-in-theworkplace Lindsay Kramer (2019). Effective Communication between Management and Employees. Retrieved from https://bizfluent.com/about-6679424-effective-communication-betweenmanagement-employees.html COMMUNICATION BETWEEN MANAGERS AND EMPLOYEES 2 Annotated Bibliography Farquharson, B., Bell, C., Johnston, D., Jones, M., Schofield, P., Allen, J. …Johnston, M. (2012). Nursing stress and patient care: Real-time investigation of the effect of nursing tasks and demand on psychological stress, physiological stress and job performance: Study protocol. Journal of Advanced Nursing, 69(10), 2327-2335. doi: 10.1111/jan.12090 This study’s focus was on the effects of nurses’ daily tasks and assignments on their physiological health and the tempering properties that a reward system and locus of control realize. According to the study nurses in the acute care setting demonstrated high levels of stress in their work environment. The stress associated with the occupation and environment has been associated with increased level of nursing illness and staff turnover and decreased job performance, physiological health, and job satisfaction. The main research question was were poor outcomes related to a combination of low to no environmental control/rewards and episodes of increased psychological and physical work demand. They defined poor outcomes as “poorer mood, increased physiological arousal, and lower self-ratings of the adequacy of nursing performance” (p. 2329). They utilized human subjects in their study of 100 medical and surgical nurses. The nurses completed questionnaires, underwent pulse monitoring during their shift, detailed their specific activities, and offered acuities of stress in their work environment. The study detailed the need for real-time observations on nurses in their work environment. This is relevant to my research proposal because burnout is the end result of increased periods of stress or perceived stress in the work setting. Studying these effects will give insight to any precedents, indicators, and possible prevention strategies. Garrett, C. (2008). The effect of nurse staffing patterns on medical errors and burnout. AORN, 87(6), 1191-1200. doi: 10.1016/j.aorn.2008.01.022 This research effort discusses the practice of overtime and working greater than 8 hour shifts by the nursing profession and possible adverse outcomes on patients. It details an account of a nurse that worked a 16 hour shift which resulted in a sentinel event, a patient death due to administration of the wrong medication. The error can be attributed to possible nurse fatigue related to working overtime hours. This study looks at nurse fatigue as an influence and predecessor to burnout. It goes on to report that the job dissatisfaction rating for nursing is higher than that of United States workers. In their literature review, it was identified that certain patient infections, skin pressure injuries, falls, and errors in medication can all be linked to low nursing staffing levels. This correlates to my research because the increased shift work, due to mandatory or voluntary overtime, is also a contributing factor to burnout. Halbesleben, J.R., Wakefield, B.J., Wakefield, D.S., Cooper, L.B. (2008). Nurse burnout and patient safety outcomes. Nurse safety perception versus reporting behavior. Western Journal of Nursing Research, 30(5), 560-577. doi: 10.1177/0193945907311322 The authors of this study focus not only on the effects of burnout on the nurse but the behaviors associated with reporting adverse outcomes/events. Their research proposes that reduced incidences of adverse outcome reporting by nurses compromises the acute care setting’s performance improvement and quality indicator reviews and strategies. One such reporting measure is a medication error report. These are produced and provided by nursing staff and other health care professionals on a voluntary basis to detail potential and/or incurred harm to patients due to any medication error. These reports are reviewed by hospital quality teams and voluntarily published nationally. Their research states that burnout is possible indicator of potential to under-report medication or medical errors due to their decreased ease of use and time consuming nature of reporting errors. It goes on to say that a nurse experiencing burnout is prone to a negative outlook and may minimize the perceived harmful outcome to the patient. The outcome of their research was unanticipated by the researchers because they found no significant correlation between burnout and event reporting. Burnout was however linked to a perceived decrease in the sense of environmental safety and the incidences of reporting of potential (but avoided) adverse patient outcomes. I find this study interesting as burnout did lead to a decrease in the reporting of near misses it did not adversely affect the reporting of an actual incident. I will utilize this in my research because while burnout was identified in their subjects they ultimately did report appropriately. However, streamlining the adverse outcome reporting system could lead to an increase in reporting of potential adverse outcomes as well. Koppel, J., Virkstis, K., Strumwasser, S., Katz, M., Boston-Fleischhauer, C. (2015). Regulating the flow of change to reduce frontline nurse stress and burnout. JONA, 45(11). The authors of this research effort focus on the importance of nurse commitment and engagement within their acute health care setting. They state that in order for an organization to remain viable and deliver quality care its nurses must remain engaged and support the organization (p. 534). The researchers also found that a deterrent to engagement is burnout. Their research determined that health care organizations can have a positive impact on nursing and engagement. The study was conducted via phone interviews and found that nurses concluded that their organization was ineffective to decrease burnout because they applied strategies to mitigate when nurses had already experienced burnout and the strategies that were applied did not address the issue of the rapid changes to the delivery of care that nurses experience. This study is relevant to my research proposal because it demonstrates that organizations can play a pivotal role in the nurse’s perception of support. Organizational support and identifying nurse burnout prior to its occurrence may improve nurse retention in the acute care setting. Leverence, K. (2015). Become a more resilient nurse. ONS Connect, 30(4), 24-28. This study’s author focuses on resilience in the nurse as a way to flourish and thwart burnout in the profession. She describes resilience as “a tree in a storm that bends but doesn’t break under the stress, bouncing back to grow and thrive” (p. 25). She goes on to say that nurses do not focus on their own needs as they are consumed by the need to support and care for their patients. She recommends taking a risk assessment tool entitled The Heathy Nurse Heath Risk Appraisal to nurses to gauge their burnout risk. She also indicates that nurses today must display technological knowledge but not lose focus on the human touch aspect of nursing. She provides that while lack of control in nursing is inherent there are steps that nurses can take to embrace resilience and reduce burnout. This is helpful to my research because it offers prevention measures and identification tools that can be utilized by nurses that feel burnout. These tools and reflections can be applied to assist the nurse in acute care to remember why he or she may have entered into the field of nursing. McHugh, M. D., Kutney-Lee, A., Cimiotti, J.P., Sloane, D.M., & Aiken, L.H. (2011). Nurses’ widespread job dissatisfaction, burnout, and frustration with health benefits signal problems for patient care. Health Affairs, 30(2), 202-210. The focus on this research effort was to evaluate job satisfaction, patient satisfaction rating, burnout, and its effects on nurses in different settings, i.e., hospitals, nursing homes, pharmaceutical settings. The researchers conducted a survey of 95,000 registered nurses to identify the way nurses perceive their job and if there was any link between negative job perceptions and implications, if any, for patients. Of their 95,000 nurse subjects, 51% were acute care setting employees (p. 204). The study showed that nurses in the acute care setting that provided direct patient care “were statistically significantly more likely than nurses in other settings to express dissatisfaction with their jobs and to report feeling burned out” (p. 204). The study also found that the percentage of patients that would endorse the hospital to family was reduced by 2 percent for every 10 percent of nurses that reported job dissatisfaction (p. 205). This research is significant and applicable to by research problem of nurse burnout in the acute care setting because it demonstrates the correlation between high incidences of nurse burnout in the hospital and the effect of this on patients. Packell, K., & Narayan, A. (2013). Exploring the role of valence and regulation type on the emotional antecedents of burnout. Journal of Psychological Issues in Organizational Culture, 4(1), 6-28. The researchers in this study examined the relationship between nurse affect, positive or negative, and the moderation of those emotions through behaviors. The positive or negative emotions associated toward job satisfaction were describes as “faked, suppressed, or expressed” (p. 6). Their methodology used a survey of 91 registered nurses. The researchers found that the suppression of emotions that are positive were not indications of variance in burnout. The research also supported that expressing genuinely positive emotion in a situation was supported by those demonstrating efficiency in the workplace (p. 22). Research also demonstrated that “emotional depletion…and depersonalization…were the primary mechanisms through which burnout may affect patient care” (p. 22). This research is important to my research project because it shows that a nurse’s attitude and outlook can have impacts on their predisposition for burnout. Maintaining a positive attitude in difficult situations may assist to decrease the incidence of burnout. Poncet, M.C., Toullic, P., Papazian, L., Kentish-Barnes, N., Timsit, J.F., Pochard, F. …Azoulay, E. (2007). Burnout syndrome in critical care nursing staff. American Journal of Respiratory and Critical Care Medicine, 175(7). The aim of this research study was to study the effect of burnout on nurses in the critical care nurses. While this study focuses on the subgroup specialty of critical care, it is applicable to nurses that provide direct patient care in the hospital setting. The study involved 2,497 research participants that answered questions of a three page questionnaire by the researchers to investigate the welfare of nurses in critical care units. The research demonstrated 32.8 percent of the participants demonstrated severe burnout. It also found an increased incidence in the correlation between increased burnout and teaching hospitals. This research is relevant and applicable to burnout research effort because it notes that certain specialties within the field of nursing may have an increased incidence of burnout, particularly those working in teaching hospitals. Van Bogaert, P. (2013). Nurse practice environment, workload, burnout, job outcomes, and quality of care in psychiatric hospitals: A Structural equation model approach. Journal of Advanced Nursing, 69(7), 1515-1524. Van Bogaert has studied nurse burnout extensively and this research entry adds to his body of work. The study’s aim was to investigate the relationship between nurse burnout, work environment, and job outcomes through a cross-sectional research design. The participants were given surveys to ascertain their level of engagement. The researcher found that nurse relationships with physicians and their organization had an impact on perceived job stress, workload, and satisfaction, and burnout. He also found that favorable ratings of the nurse practice environment by participants was a good indicator of positive job outcomes and an increased incidence of remaining in their hospital units for greater than one year. This research is important because it demonstrates the relevance of nurse/physician relationships and their impact on outlook of nursing staff. Witkoski, A., Sloane, D.M., Aiken, L.H. (2012). The longer the shifts for hospital nurses, the higher the levels of burnout and patient dissatisfaction. Health Affairs, 31(11), 25012509. This research topics investigates the role that longer shifts have on nurses. The allure of working a twelve hour shift is appealing for many nurses as they are able to have more days of throughout the week. This body of research takes a look at the effect of those increased work hours. Their study was conducted with nurses across fours states during the years of 2005 to 2008. Over 22,000 nurses participated in the study. The conclusion was nurses that routinely work greater than thirteen hours per day experience higher levels of burnout, job dissatisfaction, and intention to leave their current work area more so than nurses that work a traditional eight hour shift. This study is interesting as many nurses do obtain overtime in an effort to increase their salary. However, this study finds that continuously working greater than twelve hours may be counterintuitive if burnout and decreased job satisfaction ensues. ...
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School: UC Berkeley

Hello. I am through with the paper, I passed it through grammarly to ensure that grammar is perfect and also turnitin for plagiarism. The paper is good now. However, you can contact me in case you want anything more. pleasure working with you. goodbye


Communication between managers and employees






Communication between managers and employees
Kang, M., & Sung, M. (2017). How symmetrical employee communication leads to employee
engagement and positive employee communication behaviors: The mediation of
employee-organization relationships. Journal of Communication Management, 21(1), 82102.
This journal is based on the investigation conducted to determine how the communication
between the employees and the management staff influences the performance of the
employees as well as the future employee perceptions towards the organization. The
study revealed that symmetrical employee communication cultivates positive employee
perceptions towards the organization and motivates them to dedicate their crucial
competence and time to ensure the best results are achieved in the long run. Through
initiating programs that facilitate that employees can easily approach the management
and discuss various issues they encounter while at work the employees gain confidence
with the management. Further, involving the employees during critical decision making
processes employees gain the essence of belonging in the company eventually enhancing
positive traits while communicating with the external individuals on their organization.
The ability to create the regulations imposed in a certain firm via the employee inclusive
decision-making processes the positive employee communication behaviors (ECB) is
enhanced. Close relations between the employees and the management inhibit actions
developed by the employees in case of issues in the firm since they are aware of the
reliable communication channels established.


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