Exploring leading nurses’ work values and their association with team safety climate: Results from a questionnaire survey in neonatal intensive care units

Abstract

Aim To explore leading nurses’ work values and their effect on the safety climate in neonatal intensive care units (NICUs). Background Despite their significance for behaviour, the work values of leading nurses are still insufficiently studied. We explore the impact of work value dimensions (self‐transcendence, self‐enhancement, conservation, and openness to change) on the safety climate. Methods A cross‐sectional study was conducted in 86 German NICUs between September 2015 and August 2016. Our analyses relate questionnaire data from 75 leading nurses to the shared perceptions regarding safety among their team members (n = 1,277). We used fractional response modelling to identify important work values. Results The analysis showed differences between the dimensions of work values and their association with the safety climate. A significant positive association was found between the work value dimension self‐transcendence (including the work values relationships with others and altruism) and safety climate (β = 0.255, p = .001). A large team size has a negative impact on the safety climate. Conclusion The findings indicate that the leading nurse's score on self‐transcendence is positively related to the safety climate. Implications for Nursing Management The results demonstrate that it might be useful to consider work values in the selection of nurse leaders.

Concept analysis of nurses' work values

“…• Values for working conditions 46,63,77,79 • Values for salary 5,10,21,22,25,35,46,47,63,77,79,81 • Values for benefits 63,81 • Values for job security 4,14,21,25,47,79,80 • Values for financial stability 48 • Values for occupational stability 10,32,81 • Values for comfort 4,10,80 • Values for the working environment 10…”

“…The term "values" 18 is defined in the Cambridge dictionary as "the Seibert et al 21 Work values are defined as an individual's concepts or beliefs about desirable end states (e.g., high pay) or types of behavior (e.g., working with people) and are a specific expression of basic values in the work setting. 19 Jing et al 22 Work values refer to work-related norms individuals comply with in performing jobs, working with colleagues, and interacting with other stakeholders in the workplace.…”

“…Similarly, previous studies on workers in other occupations (e.g., police officers, teachers, firefighters) used literature that had long been used in psychosociology. 65,70,72 • Values for autonomy 11,12,21,22,25,32,35,48,63 • Values for work diversity 21,25,35 • Values for creativity 25,32,77,79 • Values regarding the fun of work 22,47,79 • Values for challenging opportunities 10,22 • Values for achievement and fulfillment 5,11,25,35,63 • Values for self-growth/development 4,5,11,12,22,80,85 • Values for skill and ability development 10,12 • Values for utilizing knowledge and skills 4,35,80 Extrinsic work values…”

“…• Altruistic values (helping others, contributing to society) 5,11,12,21,25,27,32,47,77,79 • Values for support from supervisors 10,25,46,63,81 • Values for relationships at work 21,25,27,48,77,79,81 Prestige work values…”

“…• Values for promotion opportunities 32,35,48,63,77,79,81 • Values for social status/evaluation 4,5,11,14,21,27,80 • Values for occupational independence 47,79,80 • Values regarding influence on others 77 • Values for management 25 • Values for authority 21,25,27 select the workplace and specialized field that best suits them will lead to a more fulfilling work life. Currently, there are few studies that deal with nurse's work values, and only the relations with limited variables have been clarified.…”