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Item type:Publication, When Grand Societal Challenges Stimulate the Creation of Public Value: A Study of Nurses in a Non-Western Public Healthcare Sector(Wiley, 2025-05-01)This study aims to explore the extent to which grand societal challenges motivate street‐level bureaucrats to actively create public value and why. The empirical sample comprises semi‐structured interviews with 36 nurses working in four public hospitals in Egypt. Thematic analysis was subsequently applied to the transcripts from the semi‐structured interviews to highlight the main themes linked to this topic. The findings show that the respondents (nurses in this case) have accepted the idea of creating public value through working extra unpaid hours, engaging actively in night shifts, and treating incoming refugees. This is a result of the following three categories of motives: Humanitarian (religious considerations, appreciation and praise from refugees, desire to emigrate), Job‐related (greater sense of discretionary power, implementing the orientation or directions of the hospital administration, exploiting recent developments in medical instruments) and Patriotic motives (understanding that refugees are a source of foreign currency, creating a culturally diverse climate which Egypt lacks, ensuring partnership between hospitals and the private sector). This study contributes to emerging literature on grand societal challenges and the creation of public value by street‐level bureaucrats on which empirical studies are rare, particularly in the context of developing nations.2 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Street-level bureaucracy and extreme work: understanding career shock perceptions among nurses in public hospitals(Emerald Publishing Limited, 2025-11-10)PURPOSE: The aim of this study is to explore how extreme work conditions influence nurses' experiences of career shock in public hospitals. DESIGN/METHODOLOGY/APPROACH: This study employed a phenomenon-based approach to gain a deeper and more nuanced understanding of real-world phenomena. Semi-structured interviews were conducted with 33 nurses working in public hospitals in Egypt. Thematic analysis was applied to analyze the interview data. FINDINGS: The study identified three key factors contributing to nurses' perceptions of career shock under extreme work conditions: (1) Refugee-related factors (e.g. differential treatment of refugees compared to nationals, refugees as opportunities to supplement income); (2) Contextual factors (e.g. increased courtesy from nationals, rising patient numbers and demands for wage increases) and (3) workplace factors (e.g. extended work hours, heavy job responsibilities and perceived treatment by managers). These factors were found to significantly influence nurses' perceptions of positive or negative career shocks. ORIGINALITY/VALUE: This research fills a gap in the literature on human resources, public administration and healthcare by addressing the limited empirical studies on how extreme job duties shape street-level bureaucrats' (nurses, in this case) perceptions of career shock, particularly in developing and non-Western contexts.Scopus© Citations 4 1 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Reconnecting to perform: the mediating role of well-being in disidentification(Emerald Publishing Limited, 2026-01-09)The of this study is to integrate social identity theory (SIT) with the Job demands-resources (JD-R) model to test whether workplace well-being (WWB) mediated the link between organisational disidentification (DISI) and employee outcomes in public hospitals. Design/methodology/approach A cross-sectional survey of healthcare professionals was used; confirmatory factor analysis and structural equation modelling were used to test the measurement and structural models. A complementary multiple correspondence analysis profiled psychosocial risk segments. Findings DISI significantly undermined WWB and, through this decline, increased turnover intention (TURI), reduced job performance (JP) and elevated counterproductive work behaviour (CWB), with stronger effects among younger professionals. Research limitations/implications The cross-sectional design limits causal inference and the evidence come from two public hospitals in one country, which constrains generalisability. Future research should adopt longitudinal and multilevel designs, test theoretically grounded moderators (e.g. organisational justice, leadership) and compare across institutional contexts to refine boundary conditions for the integrated SIT + JD-R framework. Practical implications Protecting WWB through demand-resource redesign and identity repair at the team level may curb turnover, sustain performance and reduce deviance. Social implications Protecting WWB through demand-resource redesign and identity repair at the team level was able to curb attrition, sustain performance and reduce deviance. Originality/value The study specified why and how DISI depletes resources within SIT + JD-R under systemic moral stress, a condition typical of hospitals with limited resources, clarifying the mediating role of WWB. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Between pride and frustration: why committed public healthcare workers consider exiting(Emerald Publishing Limited, 2026-01-01)This study examines why healthcare professionals in public hospitals may still express intentions to leave their organizations despite reporting favorable levels of workplace well-being and affective commitment. It introduces ambivalent identification as a mediating mechanism that helps explain turnover intention in the public sector. Design/methodology/approach Drawing on the job demands–resources model and social identity theory, survey data were collected from 520 administrative and healthcare personnel in two Colombian public hospitals. Partial least squares structural equation modeling (SmartPLS) was used to test the relationships among workplace well-being, affective commitment, ambivalent identification, and turnover intention. Findings Results show that workplace well-being and affective commitment are negatively associated with ambivalent identification, while ambivalent identification is positively related to turnover intention. Mediation analyses confirm that ambivalence transmits the effects of well-being and commitment on turnover intentions. These findings highlight that even committed and engaged employees may consider leaving when organizational identification is marked by unresolved tensions. Originality/value The study advances public management research by integrating ambivalent identification into turnover models, extending the job demands–resources framework, and applying social identity theory to a Latin American public healthcare context. It highlights identity-based mechanisms that help explain why traditional retention resources may be insufficient in public hospitals and offers practical guidance for managers seeking to detect and address ambivalence to strengthen workforce stability.