The impact of ethical climate types on nurses’ behaviors in Bosnia and Herzegovina

Background: The performance of nurses has become vital in hospitals. Some studies have suggested that nurses’ perceptions of the ethical climate in their hospitals are related to higher job satisfaction and organizational commitment and in turn lessen the issue of nursing shortage. Hypothesis: (1) The ethical climate types “caring,” “independent,” “law and code,” and “rules” have a significant positive impact on overall job satisfaction. (2) The ethical climate types and overall job satisfaction have significant positive influences on normative and affective and significant negative influences on continuance commitment. Research design: The study uses path analysis to understand which types of ethical climate impact overall job satisfaction. It also tries to find the effect of different types of ethical climate and overall job satisfaction on the components of organizational commitment. The relationships between variables were evaluated using factor analysis, reliability, descriptive statistics, correlations, and regression in this study. Participants and research context: A total of 171 useful questionnaires were collected from nurses working in public and private hospitals in Bosnia and Herzegovina. Ethical considerations: Formal research approval was obtained from the administration of each study hospital. Questionnaires with a cover letter were mailed to the hospitals that agreed to participate in the study. In the cover letter, the researchers explained the study purpose, encouraged nurses’ voluntary participation, and guaranteed the anonymity of participants. Findings: In the first path analyses, “rules” and “caring” climates significantly and positively affected overall job satisfaction. In the second one, while overall job satisfaction and “rules” climate significantly influenced normative commitment, “caring” climate and overall job satisfaction significantly affected affective commitment. Discussion: The findings of the study have been convenient with the literature. Conclusion: Public and private hospitals can enhance overall job satisfaction and organizational commitment by altering the ethical climate of organizations. Hospital administrations should nurture caring and rule types of ethical climate which influence overall satisfaction. By this way, they could reduce nursing shortage.

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Matching Ethical Climate to Nurses’ Service Behaviors in Public and Private Hospitals: A Cross-Sectional Study

10.21203/rs.3.rs-124044/v1 ◽

2020 ◽

Author(s):

Na Zhang ◽

Jingjing Li ◽

Xing Bu ◽

Zhenxing Gong

Keyword(s):

Ethical Climate ◽

Cross Sectional Study ◽

Public Hospitals ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Private Hospitals ◽

Public And Private ◽

Service Behavior ◽

Public And Private Hospitals ◽

The Relationship

Abstract Background: Workplace climate is great significant element that has impact on nurses’ behavior and practice; moreover, nurses’ service behavior contributes to the patients’ satisfaction and subsequently to the long-term success of hospitals. Few studies explore how different types of organizational ethical climate encourage nurses to engage in both in-role and extra-role service behaviors, especially in comparing the influencing process between public and private hospitals. This study aimed to compare the relationship between the five types of ethical climate and nurses’ in-role and extra-role service behaviors in public and private hospitals.Methods: This study conducted a cross-sectional survey on 559 nurses from China. All participants were investigated using the Ethical Climate Scale and Service Behavior Questionnaire. SPSS 22.0 was used for correlation analysis, t-test and analysis of variance test, and Mplus 7.4 was used for group comparison.Results: The law and code climate has a much greater influence on nurses’ in-role service behavior in private hospitals than on that in public hospitals (β = -.277; CI 95% = [-.452, -.075]; p < .01), and the instrumental climate has a stronger influence on nurses’ extra-role service behavior private hospitals than on that in public hospitals (β = -.352; CI 95% = [-.651, -.056]; p < .05). Meanwhile, the rules climate has a greater effect on nurses’ extra-role service behavior in public hospitals than it does in private hospitals (β = .397; CI 95% = [.120, .651]; p < .01). Conclusions: As the relationship between the five types of ethical climate and nurses’ in-role and extra-role service behaviors in public and private hospitals were different, the strategies used to foster and enhance the types of ethical climate are various from public to private hospitals. The caring and instrumental climate are the key to promote extra-role service behavior for nurses in private hospitals. And independent climate has great effect on extra-role service behaviors for nurses in public hospitals.

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The relationship between ethical climate and nursing service behavior in public and private hospitals: a cross-sectional study in China

BMC Nursing ◽

10.1186/s12912-021-00655-7 ◽

2021 ◽

Vol 20 (1) ◽

Author(s):

Na Zhang ◽

Jingjing Li ◽

Xing Bu ◽

Zhen-Xing Gong

Keyword(s):

Ethical Climate ◽

Public Hospitals ◽

Snowball Sampling ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Private Hospitals ◽

Public And Private ◽

Service Behavior ◽

Public And Private Hospitals ◽

The Relationship

Abstract Background Workplace climate is a great significant element that has an impact on nurses’ behavior and practice; moreover, nurses’ service behavior contributes to the patients’ satisfaction and subsequently to the long-term success of hospitals. Few studies explore how different types of organizational ethical climate encourage nurses to engage in both in-role and extra-role service behaviors, especially in comparing the influencing process between public and private hospitals. This study aimed to compare the relationship between the five types of ethical climate and nurses’ in-role and extra-role service behaviors in public and private hospitals. Methods This study conducted a cross-sectional survey on 559 nurses from China in May 2019. The questionnaire was distributed to nurses by sending a web link via the mobile phone application WeChat through snowball sampling methods. All participants were investigated using the Ethical Climate Scale and Service Behavior Questionnaire. SPSS 22.0 was used for correlation analysis, t-test, and analysis of variance test, and Mplus 7.4 was used for group comparison (p < .05). Results The law and code climate has a much greater influence on nurses’ in-role service behavior in private hospitals than on that in public hospitals (β = − 0.277; CI 95 % = [-0.452, − 0.075]; p < .01), and the instrumental climate has a stronger influence on nurses’ extra-role service behavior private hospitals than on that in public hospitals (β = − 0.352; CI 95 % = [-0.651, − 0.056]; p < .05). Meanwhile, the rules climate has a greater effect on nurses’ extra-role service behavior in public hospitals than it does in private hospitals (β = 0.397; CI 95 % = [0.120, 0.651]; p < .01). Conclusions As the relationship between the five types of ethical climate and nurses’ in-role and extra-role service behaviors in public and private hospitals were different, the strategies used to foster and enhance the types of ethical climate are various from public to private hospitals. The caring and instrumental climate are the key to promote extra-role service behavior for nurses in private hospitals. And the independent climate has a great effect on extra-role service behaviors for nurses in public hospitals.

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Job Satisfaction and Organizational Commitment: A Case Study of Hospitals in Pakistan

Peshawar Journal of Psychology and Behavioral Sciences (PJPBS) ◽

10.32879/pjpbs.2016.2.2.197-213 ◽

2017 ◽

Vol 2 (2) ◽

pp. 197-213

Author(s):

Aqsa Siddiq ◽

Kousar Takreem ◽

Khursheed Iqbal

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Affective Commitment ◽

Pearson Correlation ◽

Vital Role ◽

Primary Data ◽

Public And Private ◽

Correlation And Regression Analysis ◽

Public And Private Hospitals ◽

Female Nurses

Organizational commitment is the individual's mental attachment to the organization and is perceived as employees’ eager to contribute in organizational achievements feeling satisfied at work. The study aimed at examining the relationship between the organizational commitment and job satisfaction among the nurses of public and private sectors hospitals in Peshawar. The study used a reliable instrument (Cronbach alpha=0.91), developed from the literature, containing 27 items to measure the components of organizational commitment and job satisfaction. A sample size (N=120) was randomly selected, consists of female nurses employed in public and private hospitals in Peshawar. The primary data was analyzed using descriptive statistics, Pearson correlation and regression analysis. The results showed that the affective commitment and normative commitment are significantly positively associated with job satisfaction, while the continuous commitment was not significantly associated with job satisfaction of the nurses in hospitals of Peshawar. The study revealed that employees who are highly committed to the organization have higher level of job satisfaction. It is concluded from the finding of the study that a caring and conducive work environment may play a vital role in creating organizational commitment among employees.

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JOB SATISFACTION AMONG NURSES IN PUBLIC AND PRIVATE HOSPITALS OF RAWALPINDI AND ISLAMABAD

Pakistan Journal of Public Health ◽

10.32413/pjph.v6i4.14 ◽

1970 ◽

Vol 6 (4) ◽

pp. 44-48 ◽

Cited By ~ 1

Author(s):

Saman Waqar ◽

Saima Hamid

Keyword(s):

Job Satisfaction ◽

Professional Growth ◽

Administrative Support ◽

Private Hospital ◽

Public Hospitals ◽

Working Environment ◽

Hospital Nurses ◽

Private Hospitals ◽

Public And Private ◽

Public And Private Hospitals

BACKGROUND: Job satisfaction is an important factor for retention of health workers within organization. Multiple factors have influenced the job satisfaction among nurses working in the public sector hospitals of Pakistan. This study was conducted to quantify and compare the levels of job satisfaction among nurses of tertiary care public and private hospitals. METHODS: A cross sectional comparative study was conducted in one Public and one Private hospital in Rawalpindi and Islamabad over the period of 6 months. The study included all nurses registered with Pakistan Nursing Council (PNC). Sampling was done by first acquiring the list of all the hospitals from Rawalpindi and Islamabad, 2 hospitals were then selected. Afterwards, the list of all the registered nurses was taken; sample size was determined by applying inclusion / exclusion criteria and by simple random technique by computer generated method. Data was analyzed by using SSS. RESULTS: Results showed that working conditions were more comfortable and working relations with male coworkers were friendlier in private hospital as compared to public hospitals. Satisfaction with the competence of senior nurses, and administrative support in service problems was also more in private hospital. Majority of public hospital nurses were satisfied with their profession because of manageable duty hours, pay and other benefits provided and administrative support in their domestic problems. On the other hand private hospital nurses were more satisfied with positive feedback of their performance, professional growth, and promotion system. CONCLUSION: There is a dire need to improve the conditions regarding working schedule, working environment and management support of nursing staff of hospitals in Pakistan.

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To study the correlation between self job satisfaction and other dimensions of nurses working in public & private hospitals

Journal of Management and Science ◽

10.26524/jms.2018.3 ◽

2018 ◽

Vol 8 (1) ◽

pp. 27-37

Author(s):

Hem Raj ◽

Parmar K.K

Keyword(s):

Job Satisfaction ◽

Pearson Correlation ◽

Himachal Pradesh ◽

Correlation Technique ◽

Private Hospitals ◽

Public And Private ◽

Significance Level ◽

Organizational Policies ◽

Public And Private Hospitals ◽

Structured Questionnaire

The present study was related to the job satisfaction among nurses of Himachal Pradesh working in both public and private hospitals. The main objective of the present study was to measure the level of job satisfaction among nurses in hospitals. A structured questionnaire was used to collect the data with a convenient sample size of 480 nurses (240 nurses from private and 240 from public) were taken from both public and private hospitals. In the present study, Pearson correlation technique was used to identify the correlation between self satisfaction and other dimensions of nurses working in public and private hospitals of Himachal Pradesh with the help of statistical package of social sciences (SPSS) software.Results: A positive correlation was found between job satisfaction of nurses working in public and private hospitals and other variables i.e. (Ability Utilization, Achievement, Activity, Advancement, Authority, Organizational Policies and Practices, Compensation, Co-workers, Creativity, Independence, Moral Values, Recognition, Responsibility, Security, Social Service, Social Status, Supervision-Human Relations, Supervision-Technical, Variety, Working Conditions) at the 0.01 significance level.

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Nursing organizational climates in public and private hospitals

Nursing Ethics ◽

10.1177/0969733013503680 ◽

2013 ◽

Vol 21 (4) ◽

pp. 437-446 ◽

Cited By ~ 5

Author(s):

I García García ◽

RF Castillo ◽

ES Santa-Bárbara

Keyword(s):

Organizational Climate ◽

Work Environment ◽

Ethical Climate ◽

Public Hospitals ◽

Climate Variables ◽

Private Hospitals ◽

Public And Private ◽

Environment Scale ◽

Public And Private Hospitals ◽

Social Demographic

Background: Researchers study climate to gain an understanding of the psychological environment of organizations, especially in healthcare institutions. Climate is considered to be the set of recurring patterns of individual and group behaviour in an organization. There is evidence confirming a relationship between ethical climate within organizations and job satisfaction. Objectives: The aim of this study is to describe organizational climate for nursing personnel in public and private hospitals and to confirm the relationships among the climate variables of such hospitals. Materials and methods: A correlational study was carried out to measure the organizational climate of one public hospital and two private hospitals in Granada. The Work Environment Scale was used for data collection. The Work Environment Scale includes 10 scales, ranging from 0 to 9, which were used to evaluate social, demographic and organizational climate variables. In this study, 386 subjects were surveyed in three hospitals. Results: A total of 87% of the participants were female and 16% were male. Most participants were nurses (65.6%), followed by nursing aides (20%), and technicians (14.4%). The results obtained reflected different patterns of organizational climate formation, based on hospital type (i.e. public or private) within the Spanish context. Most of the dimensions were below the midpoint of the scale. Discussion and conclusions: In conclusion, in public hospitals, there is a greater specialization and the organizational climate is more salient than in the private hospitals. In addition, in the public hospitals, the characteristics of the human resources and their management can have a significant impact on the perception of the climate, which gives greater importance to the organizational climate as decisive of the ethical climate.

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Job Satisfaction and Associated Factors among Health Professionals Working at Public and Private Hospitals in Bahir Dar City, Northwest Ethiopia: A Comparative Cross-Sectional Study

BioMed Research International ◽

10.1155/2021/6632585 ◽

2021 ◽

Vol 2021 ◽

pp. 1-13

Author(s):

Amare Geta ◽

Gashaw Andargie Biks ◽

Endalkachew Dellie ◽

Lake Yazachew

Keyword(s):

Job Satisfaction ◽

Health Professionals ◽

Associated Factors ◽

Healthcare Professionals ◽

Cross Sectional Study ◽

Northwest Ethiopia ◽

Cross Sectional ◽

Private Hospitals ◽

Public And Private ◽

Public And Private Hospitals

Introduction. Job satisfaction is a pleasurable or positive emotional state resulting from evaluating one’s job or job experiences. However, knowledge of workplace factors that either satisfy employees to keep working or dissatisfy them making them leave their jobs or working places is essential for decision-making. Thus, this study is aimed at assessing job satisfaction and associated factors among healthcare professionals working at public and private hospitals in Bahir Dar city, northwest Ethiopia. Methods. An institution-based comparative cross-sectional study design was conducted from 10 February 2020 to 29 May 2020. A total of 520 health professionals were selected from public and private health facilities using stratified systematic random sampling techniques. Data were collected using structured pretested self-administered questionnaires. A binary logistic regression model with Huber-White robust standard error was fitted to identify job satisfaction and associated factors among healthcare professionals working at public and private hospitals. A less than 0.05 p value and an Adjusted Odds Ratio (AOR) with 95% Confidence Interval (CI) were considered to have a statistically significant association with the outcome variable. Results. The overall magnitude of job satisfaction was 55.2% (95% CI: 51.0, 59.4%). At public and private hospitals, the provider’s satisfaction was 29.0% (95% CI: 23.2, 35.1%) and 81.23% (95% CI: 76.6, 85.8%), respectively. Working at private hospital (AOR: 8.89; 95% CI: 5.14, 15.35), pleasant nature of work (AOR: 1.82; 95% CI: 1.05, 3.15), autonomy (AOR: 2.37; 95% CI: 1.29, 4.33), adequate supportive supervision (AOR: 2.42; 95% CI: 1.33, 4.40), good reward and recognition (AOR: 3.04; 95% CI: 1.37, 6.75), and high normative commitment (AOR: 2.57; 95% CI: 1.48, 4.43) were factors affecting the overall job satisfaction of health professionals. Conclusions. The magnitude of job satisfaction was relatively low in private and public hospital health professionals and severe among health professionals working in public hospitals. Healthcare policy-makers and hospital managers need to develop and institutionalize evidence-based satisfaction strategies considering the predictors of health professional’s job satisfaction.

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Correlations and Organisational Effects of Compensation and Benefits, Job Satisfaction, Career Satisfaction and Job Stress in Public and Private Hospitals in Lucknow, India

Asia Pacific Journal of Health Management ◽

10.24083/apjhm.v11i2.191 ◽

2016 ◽

Vol 11 (2) ◽

pp. 65-64 ◽

Cited By ~ 1

Author(s):

Neha Saxena ◽

Himanshu Rai

Keyword(s):

Job Satisfaction ◽

Human Resources ◽

Job Stress ◽

Private Hospital ◽

Career Satisfaction ◽

Private Hospitals ◽

Public And Private ◽

Hospital Employees ◽

Government Hospitals ◽

Public And Private Hospitals

The present study compares the organisational effect of compensation and benefits in public and private hospitals. It was observed that private hospital employees were more satisfied with their compensation and benefits as compared to the employees of government hospitals. Furthermore, the employees who were satisfied with their compensation and benefits were also found to be satisfied with their jobs. Abbreviations: HR – Human Resources.

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