Trust, ethical climate and nurses' turnover intention.
01 Aug 2021-Nursing Ethics (SAGE PublicationsSage UK: London, England)-Vol. 28, Iss: 5, pp 969733020964855-969733020964855
TL;DR: The results suggest that nurse managers and leaders should try and establish principled and benevolent climates in order to engender trust in organization and to reduce turnover intention.
Abstract: Background:Nursing turnover is a very serious problem, and nursing managers need to be aware of how ethical climates are associated with turnover intention.Objectives:The article explored the effec...
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TL;DR: In this article, the authors tried to demystify the dark side of electronic human resource management (e-HRM) by examining banking institutions in India which are believed to have undergone several transformations in recent years.
Abstract: While prior studies have highlighted the brighter side of technology adoption in improving human resource (HR) functions, the dark side pertaining to the adoption of technology in people management within organizations has gone relatively unnoticed. The current study tries to demystify the dark side of electronic human resource management (e-HRM) by examining banking institutions in India which are believed to have undergone several transformations in recent years.,This study adopts an inductive qualitative approach to examine the research problem. In total, 53 semi-structured interviews were conducted with the employees of eight public sector banks in India. The interviews were transcribed. The analysis of the data was done using the thematic analysis technique.,The findings of the study suggest that there is a stratification of the workplace in banking institutions into digital natives and digital migrants. This social stratification is based on technology adoption and usage which has further created problems in the form of knowledge hiding and perceived workplace conflicts.,The findings of the current study have important theoretical and managerial implications. It not only extends the current scholarship on the transtheoretical model of change but it also has strong managerial implications as it highlights the need for the adoption of customized e-HRM training curriculums for the workforce based on their age, education, work experience and expertise.,Current research on the dark side of e-HRM is inadequate. Furthermore, the evolution of banking institutions from being a typical bureaucratic organization into a hybrid one has not been examined in the context of e-HRM.
6 citations
TL;DR: In this article, the authors examined the relationship between nurses' perception about human resource management system and prosocial organisational behaviour through job efficacy, and found that positive perceptions such as involvement with the job and communication as well as supervisors' support are essential human resource practices for fostering self-efficacy and, thus, improving prosocial organizational behaviour of nurses working in non-profit hospitals.
Abstract: Aims To examine the relationship between nurses' perception about human resource management system and prosocial organisational behaviour through job efficacy. Background Literature suggests that non-profit organisations are often confronted with financial constraints on one side and the expectation of delivering high-quality services on the other. Employees voluntarily engaging in service-oriented behaviours help to bridge this gap to some extent, and human resource management system plays a significant role in eliciting the requisite behaviours. In this article, the case of nurses from non-profit hospitals has been undertaken to examine the aspects of human resource management system that needs focus while promoting prosocial organisational behaviours among the nurses for ensuring better service delivery. Method Cross-sectional design was employed. Data were collected from 387 nurses working in non-profit hospitals in India through questionnaires and were analysed with the help of structural equation modelling. Findings In the absence of sophisticated human resource system in non-profit hospitals, the study found that nurses' perception about human resource management system is positively related to prosocial organisational behaviours, and job efficacy partially mediates the relationship. Conclusion Positive perceptions such as involvement with the job and communication as well as supervisors' support are essential human resource practices for fostering self-efficacy and, thus, improving prosocial organisational behaviour of nurses working in non-profit hospitals. Implication for nursing management Non-profit hospitals should focus on nurses' participation and supervisory support, which would provide a better human touch approach to patient care and also improve service quality. The findings shed light on the nursing management of non-profit hospitals in terms of human resource management that has to be given much attention for institutionalizing prosocial organisational behaviour.
2 citations
TL;DR: The average score of the three variables of nurses' perception of the ethical climate in the hospital, Moral Courage and moral reasoning, was higher than the average score, which does not indicate the appropriateness of the moral atmosphere in thehospital and nurses' ability to cope with moral tensions.
Abstract: Background & Aims: The ethical climate of nurses' work environment makes the nurse achieve higher levels of ethical reasoning by participating in decision making. Although making decisions is essential, responding appropriately to situations and overcoming fear requires moral courage. The study aimed to determine the nurses' understanding of the hospital's moral climate, reasoning, and moral courage. Materials & Methods: The present study is a cross-sectional descriptive performed on 87 nurses working in Meybod and Ardakan hospitals in March 2020. The Hospital Ethical Climate Survey (HECS), Nursing Dilemma Test (NDT), and Professional Moral Courage (PMC) questionnaire were used to collect data. Data were analyzed using SPSS software, v. 16, and descriptive and analytical statistics of Pearson, independent t-test. Results: The age range of participants was 24-50 years, with a Mean±SD of 32.97±7.26. The average score of ethical climate was 83.72±17.42, moral reasoning was obtained at 45.00±6.91, and moral courage was 45.55±6.04. Significant differences were found between gender and perception of the Ethical Climate (P=0.03). But other individual characteristics of nurses were not significantly different from the studied variables (P> 0.05). Conclusion: According to the findings, the average score of the three variables of nurses' perception of the ethical climate in the hospital, Moral Courage and moral reasoning, was higher than the average score that It reflects the appropriateness of the Ethical Climate in the hospital and the desirable ability of nurses to deal with moral tensions and critical situations. According to the results, the average score of the three variables of nurses 'perception of the Ethical Climate in the hospital, Moral Courage, and moral reasoning, was higher than the average score, which does not indicate the appropriateness of the moral atmosphere in the hospital and nurses' ability to cope with moral tensions. However, due to the need for continuous upgrading and improvement of organizations and human resources working in it, it is suggested to improve the Ethical Climate of hospitals by planning and using appropriate interventions and to promote Moral Courage and moral reasoning in nurses.
1 citations
TL;DR: In this article, the authors explore Australian midwives experience and consequences of moral distress and identify three key themes: experiencing moral compromise; experiencing moral constraints, dilemmas and uncertainties; and professional and personal consequences.
1 citations
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TL;DR: To evaluate a heuristic model of employee turnover, survey data were collected from hospital employees and measures of general and job facet satisfaction, thoughts about quitting, the intention to quit, the perceived probability of finding another job, and biographical details of employees were collected.
Abstract: To evaluate a heuristic model of employee turnover, survey data were collected from 203 hospital employees. The questionnaire included measures of general and job facet satisfaction, thoughts about quitting, the intention to quit, the perceived probability of finding another job, and biographical in
1,493 citations
"Trust, ethical climate and nurses' ..." refers methods in this paper
...Turnover Intention: Turnover intention was measured by a three-item scale by Mobley et al.(27) A sample item is ‘If I could choose again, I would choose not to work for the current hospital’....
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TL;DR: The results of this study suggest what may be the most appropriate areas to target for interventions to reduce the risk of nurses exiting early from their chosen career.
Abstract: Aim This study tested whether the mediation model of burnout could predict nurses’ turnover intentions
Background A better understanding of what factors support a commitment to a nursing career could inform both policies and workplace practices The mediation model of burnout provides a way of linking the quality of a nurse’s worklife to various outcomes, such as turnover
Method Data on areas of worklife, burnout, and turnover intentions were collected by surveying 667 Canadian nurses in the Atlantic Provinces
Results The findings supported the mediation model of burnout, in which areas of worklife predicted burnout, which in turn predicted turnover intentions Cynicism was the key burnout dimension for turnover, and the most critical areas of worklife were value conflicts and inadequate rewards
Conclusions The results of this study provide some new insights into how the intention of nurses to leave their job is related to particular aspects of their worklife and to burnout
Implications for nursing management These results suggest what may be the most appropriate areas to target for interventions to reduce the risk of nurses exiting early from their chosen career
718 citations
TL;DR: In this paper, the effects of ethical climate on organizational commitment were investigated and it was shown that an ethical climate of benevolence has a positive relationship with organizational commitment while egoistic climate is negatively related to commitment.
Abstract: Although organizational commitment continues to interest researchers because of its positive effects on organizations, we know relatively little about the effects of the ethical context on organizational commitment. As such, we contribute to the organizational commitment field by assessing the effects of ethical climates (Victor and Cullen, 1987, 1988) on organizational commitment. We hypothesized that an ethical climate of benevolence has a positive relationship with organizational commitment while egoistic climate is negatively related to commitment. Results supported our propositions for both a benevolent climate and an egoistic climate. We also hypothesized that a principled climate is positively related to organizational commitment for professional workers but has no relationships for nonprofessional workers. Results supported this hypothesis.
580 citations
"Trust, ethical climate and nurses' ..." refers background in this paper
...In a benevolent climate, most employees will perceive that their employer has a sincere interest in their well-being.(14,22,23) This will then imply that employees working in benevolent organizations are likely to have high levels of trust in their organization....
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TL;DR: In this article, the conceptual relationship between ethical climate and ethical behavior in organizations is examined, and supervision is shown to be one of the principle influences on ethical climate, and concomitant subordinate behavior.
Abstract: In recent years, theoretical and empirical developments in the area of organizational climate has provided the impetus for research concerning ethical climate. According to this latter research, ethical climate is a multi-dimensional construct which is manifested in organizations. Studies, however, have not focused on the relationship between ethical climate and ethical behavior. Furthermore, an enhanced understanding of the multi-dimensionality of ethical climate will likely advance what we know about organizational climate and culture in general. We propose further examination of ethical climate by: (1) showing the conceptual relationship between ethical climate and ethical (or unethical) behavior in organizations; and (2) examining supervision as one of the principle influences on ethical climate and concomitant subordinate behavior. Finally, we explore the implications for future research on ethical climate.
453 citations
"Trust, ethical climate and nurses' ..." refers background in this paper
...In a benevolent climate, most employees will perceive that their employer has a sincere interest in their well-being.(14,22,23) This will then imply that employees working in benevolent organizations are likely to have high levels of trust in their organization....
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TL;DR: A conceptual primer on conditional process analysis is provided for those not familiar with the integration of moderation and mediation analysis, while also describing some recent advances and innovations for the more experienced conditional process analyst.
Abstract: Behavioral scientists use mediation analysis to understand the mechanism(s) by which an effect operates and moderation analysis to understand the contingencies or boundary conditions of effects. Ye...
400 citations