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
References
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TL;DR: The paper concludes that the main challenge for policy makers is to develop a co-ordinated package of policies that provide a long term and sustainable solution to nursing shortages.
Abstract: Aims and objectives. This paper provides a context for this special edition. It highlights the scale of the challenge of nursing shortages, but also makes the point that there is a policy agenda that provides workable solutions.
Results. An overview of nurse:population ratios in different countries and regions of the world, highlighting considerable variations, with Africa and South East Asia having the lowest average ratios. The paper argues that the ‘shortage’ of nurses is not necessarily a shortage of individuals with nursing qualifications, it is a shortage of nurses willing to work in the present conditions. The causes of shortages are multi-faceted, and there is no single global measure of their extent and nature, there is growing evidence of the impact of relatively low staffing levels on health care delivery and outcomes. The main causes of nursing shortages are highlighted: inadequate workforce planning and allocation mechanisms, resource constrained undersupply of new staff, poor recruitment, retention and ‘return’ policies, and ineffective use of available nursing resources through inappropriate skill mix and utilisation, poor incentive structures and inadequate career support.
Conclusions. What now faces policy makers in Japan, Europe and other developed countries is a policy agenda with a core of common themes. First, themes related to addressing supply side issues: getting, keeping and keeping in touch with relatively scarce nurses. Second, themes related to dealing with demand side challenges. The paper concludes that the main challenge for policy makers is to develop a co-ordinated package of policies that provide a long term and sustainable solution.
Relevance to clinical practice. This paper highlights the impact that nursing shortages has on clinical practice and in health service delivery. It outlines scope for addressing shortage problems and therefore for providing a more positive staffing environment in which clinical practice can be delivered.
356 citations
"Trust, ethical climate and nurses' ..." refers background in this paper
...sometimes endure.(2,5,8) These shortages result in exacerbated increases in overtime and patient loads, which then drive up turnover intention, and that worsens patient care experiences....
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TL;DR: An overview of the global nursing shortage, which, since 2002, has been termed a global crisis, is presented, the perspectives of the ICN are provided, and theICN’s initiatives regarding that crisis are discussed.
Abstract: Today’s global nursing shortage is having an adverse impact on health systems around the world. A major initiative by the International Council of Nurses (ICN) yielded important information regardi...
348 citations
"Trust, ethical climate and nurses' ..." refers background in this paper
...These shortages result in exacerbated increases in overtime and patient loads, which then drive up turnover intention, and that worsens patient care experiences.(9) Another factor to consider here which is particularly important for nurse managers and healthcare organizations is that turnover rates are exceedingly high among nurses....
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TL;DR: In this paper, the effect of ethical climate on job outcomes was investigated using a structural model that examines the process through which ethical climate (EC) affects turnover intention (TI) and showed that the EC-TI relationship is fully mediated by role stress (RC), interpersonal conflict (IC), emotional exhaustion (EE), trust in supervisor (TS), and job satisfaction (JS).
Abstract: Attitudinal- and stress theory are used to investigate the effect of ethical climate on job outcomes. Responses from 208 service employees who work for a country health department were used to test a structural model that examines the process through which ethical climate (EC) affects turnover intention (TI). This study shows that the EC–TI relationship is fully mediated by role stress (RC), interpersonal conflict (IC), emotional exhaustion (EE), trust in supervisor (TS), and job satisfaction (JS). Results show that EC reduces (RS) and increases TS. Lower stress levels result in lower EE, higher JS, and lower TI. Also, supervisor trust (TS) reduces IC and EE. The structural model predicts 53.9% of the variance of TI.
304 citations
TL;DR: A significant proportion of turnover costs are attributed to temporary replacement, highlighting the importance of nurse retention, and a minimum dataset is suggested to eliminate potential variability across countries, states, hospitals and departments.
Abstract: Aims
To compare nurse turnover rates and costs from four studies in four countries (US, Canada, Australia, New Zealand) that have used the same costing methodology; the original Nursing Turnover Cost Calculation Methodology.
Background
Measuring and comparing the costs and rates of turnover is difficult because of differences in definitions and methodologies.
Design
Comparative review.
Data Sources
Searches were carried out within CINAHL, Business Source Complete and Medline for studies that used the original Nursing Turnover Cost Calculation Methodology and reported on both costs and rates of nurse turnover, published from 2014 and prior.
Methods
A comparative review of turnover data was conducted using four studies that employed the original Nursing Turnover Cost Calculation Methodology. Costing data items were converted to percentages, while total turnover costs were converted to US 2014 dollars and adjusted according to inflation rates, to permit cross-country comparisons.
Results
Despite using the same methodology, Australia reported significantly higher turnover costs ($48,790) due to higher termination (~50% of indirect costs) and temporary replacement costs (~90% of direct costs). Costs were almost 50% lower in the US ($20,561), Canada ($26,652) and New Zealand ($23,711). Turnover rates also varied significantly across countries with the highest rate reported in New Zealand (44·3%) followed by the US (26·8%), Canada (19·9%) and Australia (15·1%).
Conclusion
A significant proportion of turnover costs are attributed to temporary replacement, highlighting the importance of nurse retention. The authors suggest a minimum dataset is also required to eliminate potential variability across countries, states, hospitals and departments.
293 citations
TL;DR: Of the variables included in this analysis, the hospital ethical climate was most important in explaining nurses' positional and professional turnover intentions.
Abstract: Purpose: To investigate (a) the effects of hospital ethical climates on positional and professional turnover intentions of registered nurses, and (b) the relationships among demographic factors, employment characteristics, and positional and professional turnover intentions of registered nurses.
Design: A cross-sectional study of randomly selected registered nurses (n=463) in Missouri, USA, conducted in 2003 and 2004.
Methods: A self-administered questionnaire containing the Hospital Ethical Climate Survey, the Anticipated Turnover Scale, and the Nursing Retention Index was used to assess registered nurses' perceptions of the hospital ethical climate and their intentions to leave their position or the nursing profession. Descriptive statistics, Pearson product-moment correlations, and hierarchical regression techniques were used to analyze the data.
Findings: The hospital ethical climate explained 25.4% of the variance in positional turnover intentions and 14.7% of the variance in professional turnover intentions. Together, hospital ethical climate, control over practice, the use of educational reimbursement as a retention strategy, gender, and staff sufficiency explained 29.7% of the variance in positional turnover intentions. Hospital ethical climate, patient load, and control over practice together explained 15.8% of the variance in professional turnover intentions.
Conclusions: Of the variables included in this analysis, the hospital ethical climate was most important in explaining nurses' positional and professional turnover intentions.
252 citations