Hospital Ethical Climate and Job Satisfaction among Nurses: A Scoping Review

Ozdoba, Patrycja; Dziurka, Magdalena; Pilewska–Kozak, Anna B.; Dobrowolska, Beata

doi:10.3390/ijerph19084554

Cited by 19 publications

(24 citation statements)

References 30 publications

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“…Prior research has established a strong relationship between ethical climate and nurses' job satisfaction. 24 It accords with both recent 34 and the present findings that link ethical climate perceptions with intention to leave. When comparing those who considered…”

Section: Discussionsupporting

confidence: 91%

“…Prior research has reported positive perceptions of ethical climate in pediatric settings. 23 Ozdoba et al 24 described, in a scoping review, that the role of a manager is essential in creating and fostering an ethical climate. However, in this study, relations to patients and coworkers were appreciated even more, and contributed most to the high overall scores.…”

Section: Discussionmentioning

confidence: 99%

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Moral distress and ethical climate in pediatric oncology care impact healthcare professionals' intentions to leave

et al. 2023

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Objective To assess perceptions of ethical climate, experiences of moral distress, and intentions to leave among healthcare professionals in Nordic pediatric oncology care. Methods A cross‐sectional survey with registered nurses, physicians, and nursing assistants at 20 Nordic pediatric cancer centers. Data were collected by using translated versions of the Swedish Hospital Ethical Climate Survey‐Shortened and the Swedish Moral Distress Scale‐Revised. Descriptive analyses and non‐parametric tests were used to describe, summarize, and compare data. Results According to 543 healthcare professionals (response rate 58%), the ethical climate in Nordic pediatric oncology care was positive. Inadequate staffing levels, poor continuity and lack of time were the most common causes of moral distress. Registered nurses experienced significantly higher levels of moral distress compared to physicians and nursing assistants. About 6% of the respondents considered leaving due to moral distress. Typically, they assessed the ethical climate as less positive and reported higher levels of moral distress than those who had no intention to leave. Conclusions Organizational actions that ensure safe staffing levels and improve the continuity of care are needed to prevent moral distress and high staff turnover.

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Section: Discussionsupporting

confidence: 91%

Section: Discussionmentioning

confidence: 99%

Moral distress and ethical climate in pediatric oncology care impact healthcare professionals' intentions to leave

et al. 2023

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“…La hipótesis 6 (Rho=0,47; p=0,00), tuvo como resultado una correlación moderada en los incentivos que generan de manera positiva al desempeño laboral. Para Ozdoba et al, (2022) los incentivos permite a las organizaciones de servicios públicos a mantener y atraer de mejor manera el talento dentro del mercado, sin duda es uno de los mejores motivos del porque los trabajadores deciden porque quedarse en la organización. Por otro lado, generalmente los incentivos es una forma de como recompensar y motivar a los trabajadores en el desempeño de la fuerza laboral (Chiang M. et al, 2021).…”

Section: Discussionunclassified

“…El clima organizacional es uno de los elementos importantes en el desarrollo de las organizaciones u empresas, ya que implica en el desenvolvimiento de los colaboradores para una correcta ejecución de actividades y procesos (Prasad et al, 2020). El comprender como afecta el clima organización en la satisfacción laboral de los trabajadores, se refleja a través de una alta rotación de personal por causa de incumplimiento de políticas corporativas, así como también, incertidumbres y desmotivación donde no existe una retroalimentación del desempeño por parte de los jefes en sus áreas de trabajo (Ozdoba et al, 2022). Es por ello que, actualmente la satisfacción laboral es uno de los puntos clave en una organización pública y privada, debido a que un personal laboral totalmente satisfecho alcanza las metas establecidas por parte de la empresa, por lo contrario puede haber una variedad de factores que afecten un clima organizacional dentro de una empresa u organización, que es a través de un bajo rendimiento del personal laboral, desmotivación, descontento e incumplimiento de normar y directrices que forman parte de canales de comunicación dentro de la empresa (Sonarita et al, 2019).…”

Section: Introductionunclassified

Respuesta de satisfacción laboral basados en los desafíos del clima organizacional de los servidores públicos de Tungurahua

Gavilanes¹,

Lara²,

Guano³

2022

revista

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El clima organizacional trata de un conjunto de características dentro de un ambiente de trabajo, donde los jefes se preocupan por el bienestar de los trabajadores y la productividad organizacional. El objetivo del estudio fue identificar las respuestas de satisfacción laboral basado en los desafíos del clima organizacional en las entidades públicas de la provincia de Tungurahua para el mejoramiento organizacional durante el periodo 2022. Se utilizó una encuesta dirigida a los colaboradores del sector público a los cuales se evaluó según: la estructura, recompensa, responsabilidad, relaciones, desafío, cooperación, conflictos e identidad del ambiente laboral, para ello se aplicó la técnica estadística multivariable de análisis factorial. Los resultados reflejaron que, el clima organizacional de las empresas públicas oferta un nivel de satisfacción alto a sus colaboradores. No obstante, dentro del componente desafío se identificó una relación moderadamente baja hacia el sistema de recompensas, pues los colaboradores no perciben dicho elemento de agradecimiento en este tipo de organizaciones. De similar forma, el factor responsabilidad reveló que, las críticas dentro y fuera de la organización son detonantes negativos dentro de la reputación de estas organizaciones, lo cual afecta la relación con sus jefes y compañeros. Se concluyó que, el clima organizacional es favorable, pues permite a sus colaboradores desarrollarse profesionalmente y satisfacer sus necesidades individuales.

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“…The result of the research indicated a positive correlation among sub-dimensions of job satisfaction (professionalism, caring, rules, independence climate) and organisational commitment. in support" of thisa, Ozdoba, Dziurka, Pilewska-Kozak, and Dobrowolska [65] examine hospital ethical climate and job satisfaction among nurses. A total of 235 nurses participated in the study.…”

Section: Related Studiesmentioning

confidence: 99%

Ethical Climate and Job Satisfaction via Mediating Role of Organisational Commitment (Case Study: Tutors in Ghana)

Amoah¹,

Acheampong²,

Adjei

et al. 2022

JESBS

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Aims: Ethical climate is one of the vital features shaping intra-organisational relationships and tutors attitudes, thereby having an influence on organisational outcomes. Therefore, understanding the relationships among ethical climate, job satisfaction and organisational commitment is an important research area that needs to be researched. The main purpose of the study was to examine ethical climate and job satisfaction via mediating role of organisational commitment among College of Education tutors in Ghana. Study Design: The descriptive cross-sectional survey design was employed in the study. Place and Duration of Study: The study was carried out from 2019 to 2020, among College of Education tutors in Ghana. Methodology: The quantitative approach with the positivist paradigm was adopted for the study. A total of 250 participants through a multistage sampling procedures (proportionate and simple random sampling) were used in the study. Ethical climate questionnaire, job satisfaction scale and organisational commitment questionnaire were adapted and used in the study. Validation of the instruments were carried out using Confirmatory factor analysis (CFA). Results: The results revealed that ethical climate was a substantial predictor of job satisfaction, [b = 1.11; SE = .009; Boot95%CI (.1.091, 1.128)]. The result discovered that a surge in ethical climate would lead to 1.11 increase in job satisfaction. The results again, showed that the direct effect of organisational commitment on job satisfaction was statistically significant, B = 1.108, Boot95%CI [1.090, 1.127]. Further, with the introduction of organisational commitment, the indirect effect of ethical climate on job satisfaction was not statistically significant, B = .0011, Boot95%CI [-.0011, .0043]. This suggests that organisational commitment does not mediates the relationship between ethical climate and job satisfaction. Conclusion: This study confirms the relationship between ethical climate and job satisfaction among tutors in the Colleges of Education. When the ethical climate of tutors increases the likelihood tutors would be satisfied with their teaching job.

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Hospital Ethical Climate and Job Satisfaction among Nurses: A Scoping Review

Cited by 19 publications

References 30 publications

Moral distress and ethical climate in pediatric oncology care impact healthcare professionals' intentions to leave

Moral distress and ethical climate in pediatric oncology care impact healthcare professionals' intentions to leave

Respuesta de satisfacción laboral basados en los desafíos del clima organizacional de los servidores públicos de Tungurahua

Ethical Climate and Job Satisfaction via Mediating Role of Organisational Commitment (Case Study: Tutors in Ghana)

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