背景:组织的职业道德是促进积极护士行为和克服适得其反的行为的基石。
目的:本研究旨在探讨护士工作伦理(WEs)与适得其反的工作行为(CWB)之间的关系,并证明工作场所排斥(WO)在这种关系中的中介作用。
方法:在埃及一家医院进行了描述性相关研究。同意参加研究的工作人员护士(N=369)的方便样本回答了职业道德,适得其反的工作行为,和工作场所排斥问卷,被证明是有效和可靠的研究措施。应用了描述性和推断性统计,并使用结构方程模型给出了关系。
方法:伦理委员会批准,书面知情同意书,数据隐私和保密,参与者自愿参与和退出的权利得到了维护。
结果:大多数护士(78.5%)认为工作道德水平很高,而大多数护士报告说适得其反的工作行为和工作场所排斥水平较低(82.25%,75.75%),分别。除了负相关,研究结果表明,WEs对CWB(β-0.482,p<0.005)和WO(β-0.044,p<0.005)均有显着的负面影响。回归分析表明,WEs可以负向预测CWB和WO各自约15%的方差。另一方面,WO对CWB具有积极作用(β0.035,p<0.021),并介导WEs与CWB之间的关系。
结论:排斥对护士的态度产生负面影响,这反过来会导致负面的行为结果(即,越轨行为)。
结论:医院和护士管理人员必须建立一种工作环境,以促进和培养职业道德和道德工作氛围,以管理消极的工作行为,提高护士的保留率和满意度,并最终提高患者护理质量。
BACKGROUND: The organization\'s work ethics is the cornerstone to promoting positive nurses\' behaviours and overcoming counterproductive ones.
OBJECTIVE: The current study aims to explore the relationship between work ethics (WEs) and counterproductive work behaviours (CWB) among nurses and testify to the mediating role of workplace ostracism (WO) in this relationship.
METHODS: A descriptive correlational study was conducted in an Egyptian hospital. A convenient sample of staff nurses (N = 369) who agreed to participate in the study answered work ethics, counterproductive work behaviours, and workplace ostracism questionnaires, which were proven to be valid and reliable study measures. Descriptive and inferential statistics were applied, and relationships were presented using structural equation modelling.
METHODS: Ethics Committee approval, written informed consent, data privacy and confidentiality, and participants\' rights to voluntary participation and withdrawal were maintained.
RESULTS: The majority of nurses (78.5%) perceived a high level of work ethics while majority of nurses reporting low levels of counterproductive work behaviours and workplace ostracism (82.25%, 75.75%), respectively. In addition to the negative correlations, the findings revealed that WEs have a significant negative influence on each of CWB (β - 0.482, p < 0.005) and WO (β - 0.044, p < 0.005). The regression analysis showed that WEs can negatively predict about 15% of the variance in each of CWB and WO. On the other hand, WO has a positive effect on CWB (β 0.035, p < 0.021) and mediates the relationship between WEs and CWB.
CONCLUSIONS: Ostracism negatively affects the attitudes of nurses, which in turn results in negative behavioural outcomes (i.e., deviant behaviour).
CONCLUSIONS: It is imperative for the hospital and nurse managers to establish a work environment that fosters support and cultivate work ethics and ethical work climate with the aim of managing negative work behaviours, enhancing nurses\' retention and satisfaction, and eventually improving the quality of patient care.