Contract cheating, where students use a third party to complete their assignments, is frequently reported to be increasing, presenting a threat to academic standards and quality. Many incidents involve payment of the third party, giving contract cheating a commercial aspect. This study synthesised findings from prior research to try and understand how common self-report of contract cheating is in Higher Education, and test whether it is increasing. It also sought to evaluate the quality of the research evidence which addresses those questions. 71 samples were identified from 65 studies, going back to 1978. These included 54514 participants. Contract cheating was self-reported by a historic average of 3.52 % of students, with evidence that this has increased in recent years; a positive relationship was found between time and the percentage of students admitting to contract cheating, and in samples from 2014 to present the figure is 15.7%, representing approximately 31 million students around the world. This increase may be due to an overall increase in self-reported cheating, rather than contract cheating specifically. Most samples were collected using designs which makes it likely that contract cheating is under-reported, for example using convenience sampling, with a very low response rate and without guarantees of anonymity for participants. Recommendations are made for future studies on academic integrity and contract cheating specifically.

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How Common Is Commercial Contract Cheating in Higher Education and Is It Increasing? A Systematic Review

We examined the factors affecting clinical nurses' turnover intention and constructed a structural equation model based on the Culture-Work-Health Model. This cross-sectional study utilized self-administered questionnaires. Registered nurses (N = 252) from four tertiary hospitals participated. Factors affecting nurses' turnover intention included the organizational culture, job stress, and fatigue (explanatory power = 56.7%), and the model showed acceptable goodness of fit. In the final turnover intention model, fatigue and job stress had direct effects and the organizational culture had indirect effects. The organizational culture also had indirect effects on turnover intention through job stress and fatigue. This model, therefore, effectively explained how nursing organizational culture, job stress, and fatigue affect their turnover intention. The results provide support for theory-driven interventions to address developing intention to stay at work among experienced nurses.

Nurses' Fatigue, Job Stress, Organizational Culture, and Turnover Intention: A Culture-Work-Health Model.

Aim
To compare nurses’ job satisfaction and perceptions of transformational leadership style of their manager among four different nurse/manager gender dyads in Saudi Arabia.

Background
Women and men differ on many behavioral characteristics and are influenced by the cultural environment. Understanding these differences may have an impact on leadership behaviors and job satisfaction.

Design
A descriptive analysis of one-time survey data collected in 2011 from Saudi nurses employed in six general public hospitals located in three cities.

Method
Three hundred and eight (51.3%) of 600 Saudi nurses solicited to participate completed anonymous questionnaires that measured their job satisfaction and perceptions of transformational leadership style of their manager.

Findings
Factorial ANOVA tested the main effects of gender of the nurse, gender of the manager and the interaction term on the nurse's job satisfaction and perceived transformational leadership style of their manager. These analyses indicated a main effect of gender of the manager on both job satisfaction and perceived transformational leadership style of the manager (p<.05) with no significant effect of the gender of the nurse or the interaction term on these variables. Post-hoc analysis indicated that nurses regardless of their gender reported higher job satisfaction and perceived transformational leadership style of their manager when their manager was male.

Conclusion
These findings are in contrast to what other researchers have reported that nurse job satisfaction and perceived leadership characteristics of their manager are independent of the gender of the manager. These perceptions of Saudi nurses may be a result of “sex-role spillover” in a male dominated, gender-segregated society.

This article is protected by copyright. All rights reserved.

The effect of gender on transformational leadership and job satisfaction among Saudi nurses.

Academic dishonesty in higher education is an increasingly visible problem throughout the world and in Romania in particular. A total of 1127 university students from six public Romanian universities were surveyed for their experiences and beliefs with 22 behaviors that might be considered academically dishonest. A five-factor solution to the frequencies of these behaviors was interpretable and accounted for more than half of the total variance. How acceptable students believed the behaviors were and how often students witnessed other students engage in these behaviors were consistent predictors of the frequency of the behaviors, with small to medium effect sizes. Demographic predictors of these behaviors, including gender, academic specialty, year in school, institution, grade average, and scholarship status, predicted very little variance in the behaviors. Implications and limitations of the study, as well as limitations of research in the field, are discussed.

Patterns and predictors of academic dishonesty in Romanian university students

The literature has suggested that to understand the diffusion of unethical conduct in the workplace, it is important to investigate the underlying processes sustaining engagement in misbehaviour and to study what occurs during vocational education. Drawing on social-cognitive theory, in this study, we longitudinally examined the role of two opposite dimensions of the self-regulatory moral system, regulatory self-efficacy and moral disengagement, in influencing academic cheating behaviour. In addition, in line with the theories highlighting the bidirectional relationship between cognitive processes and behaviour, we aimed to also examine the reciprocal influence of behaviour on these dimensions over time. Overall, no previous studies have examined the longitudinal interplay between these variables. The sample included 866 (62.8% female) nursing students who were assessed three times annually from the beginning of their vocational education. The findings from a cross-lagged model confirmed that regulatory self-efficacy and moral disengagement have opposite influences on cheating behaviour, that regulatory self-efficacy negatively influences not only the engagement in misconduct but also the justification mechanisms that allow the divorce between moral standards and action, and that moral disengagement and cheating behaviour reciprocally support each other over time. Specifically, not only did moral disengagement influence cheating behaviour even when controlling for its prior levels, but also cheating behaviour affected moral disengagement one year later, controlling for its prior levels. These findings suggest that recourse to wrongdoing could gradually lead to further normalising this kind of behaviour and morally desensitising individuals to misconduct.

https://link.springer.com/content/pdf/10.1007%2Fs10551-016-3373-6.pdf

Understanding the Interplay Among Regulatory Self-Efficacy, Moral Disengagement, and Academic Cheating Behaviour During Vocational Education: A Three-Wave Study

Academic cheating among nursing students

Purpose: In this study factors affecting job satisfaction and turnover intention of nurses were explored in the context of organizational culture, self- leadership, and empowerment. Methods: Participants were 286 nurses drawn from 3 general hospitals. Data were analyzed using t-test, one-way ANOVA, Pearson correlation, and hierarchial multiple regression with the SPSS/WIN 18.0 program. Results: Significant differences in job satisfaction and turnover intention were found according to organizational culture types. Significant positive correlations were found between self-leadership, empowerment, task oriented organizational culture, relationship oriented organizational culture, innovation oriented organizational culture and job satisfaction. On the other hand, significant negative relationships were found between empowerment, relationship oriented organizational culture, innovation oriented organizational culture and turnover intention. The factors that enhance job satisfaction were found to be higher innovation-oriented organizational culture. Lower turnover intention was shown to be positively associated with relationship- or innovation oriented organization culture. Conclusion: Innovation oriented organizational culture is needed in order to raise job satisfaction and reduce turnover intention of nurses.

/pdf/effects-of-organizational-culture-self-leadership-and-ih6923pe3k.pdf

Effects of Organizational Culture, Self-Leadership and Empowerment on Job Satisfaction and Turnover Intention in General Hospital Nurses

Clinical misconduct among South Korean nursing students

Factors associated with nursing students' willingness to care for older adults in Korea and the United States.

Purpose: The purpose of this study was to compare the effects of CEDA (Cross Examination Debate Association) debate with those of traditional lecture education on moral judgment and ethical values using the Korean version of DIT and the ethical values. Methods: The experiment was performed for 9 weeks, from September 2 to November 12, 2010. Participants were 71 undergraduate nursing students in a nursing college, assigned to an experimental group (36 students) or a control group (35 students). The design of this study was a non equivalent control group pretest-posttest design. Results: The experimental group reported significantly higher scores of the 4 stage scores of moral judgment (t

Insun Jang

Papers

Academic cheating among nursing students

Effects of Organizational Culture, Self-Leadership and Empowerment on Job Satisfaction and Turnover Intention in General Hospital Nurses

Clinical misconduct among South Korean nursing students

Factors associated with nursing students' willingness to care for older adults in Korea and the United States.

Effects of Nursing Ethics Education based upon CEDA Debates on Moral Judgment and Ethical Values