Ethical climate in a Belgian psychiatric inpatient setting: relation with burnout and engagement in psychiatric nurses

Research suggests a relation between the ethical climate – that is, the organisational conditions and practices that affect the way ethical issues with regard to patient care are discussed and decided - and job satisfaction of nurses. Yet no study to date has investigated the relationship between ethical climate and job satisfaction in psychiatric nurses. This study aimed to address this critical gap in our knowledge by investigating the relationships among ethical climate and features of both burnout and engagement based on the Job Demands-Resources Model (JD - R model) in a large cross-sectional study of 265 nurses working in a large psychiatric inpatient hospital in Flanders, Belgium. Correlational and multiple hierarchical regression analyses were used to investigate the relationship between ethical climate, burnout and engagement. In addition, based on the JD-R model, we also investigated whether engagement mediated the relationship between ethical climate on the one hand and job satisfaction and turnover intention on the other and whether ethical climate moderated the relationship between emotional burden and burnout. Results showed that a positive ethical climate was related to lower levels of emotional exhaustion and distancing and higher levels of engagement and job satisfaction. Furthermore, although ethical climate did not buffer against the effects of emotional burden on burnout, higher levels of engagement explained in part the relationship between ethical climate and job satisfaction.

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Managerial support for development and turnover intention

Journal of Organizational Change Management ◽

10.1108/jocm-06-2017-0232 ◽

2018 ◽

Vol 31 (1) ◽

pp. 135-153 ◽

Cited By ~ 8

Author(s):

Manish Kumar ◽

Hemang Jauhari ◽

Ashish Rastogi ◽

Sandeep Sivakumar

Keyword(s):

Job Satisfaction ◽

Social Exchange ◽

Organizational Support ◽

Turnover Intention ◽

Social Exchange Theory ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Content Type ◽

Managerial Support ◽

The Relationship

Purpose The purpose of this paper is to integrate learnings from social exchange theory, organizational support theory and JD-R model to explore the relationship among support for development, work engagement (WE), job satisfaction (JS) and turnover intention (TI). It was hypothesized that the relationship between managerial support for development (MSD) and TI would be explained through organizational support for development (OSD), WE and overall job satisfaction (OJS). Design/methodology/approach A cross-sectional survey on a sample of 5,088 service industry employees undergoing organizational change and working in the business-to-business context was employed. Reponses were analyzed using IBM® SPSS® AMOSTM 20. Findings The findings were along the hypothesized lines. The study found support for mediation by OSD, WE and OJS, respectively of MSD and TI relationship. Similarly, the mediation of MSD-OJS relationship by OSD and WE, respectively were also supported. Furthermore, OSD mediated the relationship between MSD and WE; while the relationship between OSD and TI was mediated by WE and OJS, respectively and additionally, the OSD-OJS relationship was mediated by WE. Lastly, the mediation of WE-TI relationship by OJS was also supported. Therefore, the sequence of MSD-OSD-WE-OJS-TI partial mediation model was supported. Research limitations/implications While the sample size (n=5,088) is large, the respondents belong to one business unit of an organization, constraining generalizability. Additionally, the study is limited by cross-sectional design. Finally, the study was restricted by the choices of perceptual measures of study variables and non-quantitative evaluation of discretion/job demand. Originality/value Using learnings from multiple theories, the present study examined the roles of two sources of support for development (organizational and managerial) and two job-related states (WE and JS) in relating with TI. Interestingly, all the expected relationships were true in a context signifying the discretionary nature of organization. Further, testing of alternate models gives additional credence to the findings.

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The relationship between job satisfaction, burnout, and turnover intention among physicians from urban state-owned medical institutions in Hubei, China: a cross-sectional study

BMC Health Services Research ◽

10.1186/1472-6963-11-235 ◽

2011 ◽

Vol 11 (1) ◽

Cited By ~ 89

Author(s):

Yimin Zhang ◽

Xueshan Feng

Keyword(s):

Job Satisfaction ◽

Turnover Intention ◽

Cross Sectional Study ◽

Sectional Study ◽

Cross Sectional ◽

Medical Institutions ◽

The Relationship ◽

Urban State

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Turnover Intention: The Impact of Ethical Climate, Job Satisfaction and Organizational Commitment

RELEVANCE Journal of Management and Business ◽

10.22515/relevance.v3i1.2389 ◽

2020 ◽

Vol 3 (1) ◽

pp. 75

Author(s):

Nurtati Nurtati

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Significant Relationship ◽

Turnover Intention ◽

Ethical Climate ◽

Educational Background ◽

Cross Sectional Survey ◽

Design Data ◽

Cross Sectional ◽

The Impact

Human resources have a major role in every activity of the company and are essential to support the success of the organization. It can be damaged directly by employee behavior of intention to turnover. The purpose of this study was to examine the effect of the ethical climate, job satisfaction and organizational commitment on turnover intention. The research method is quantitative with a cross-sectional survey design. Data analysis uses multiple linear regression test. Three hypothesis ware tests and the results showed that thare is a significant relationship between the ethical climate and turnover intention, job satisfaction has a significant relationship with turnover intention, also organizational commitment has a significant effect on the turnover intention of employees. To reduce the risk of turnover intention the company needs to take preventive steps by building a positive work ethic climate, providing rewards. Besides improving the working atmosphere, giving attention, respect, and appreciation to all employees without discriminating the status, expertise and educational background by providing equal opportunities in the promotion of career paths.

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Precursors and outcomes of work engagement among nursing professionals—a cross-sectional study

BMC Health Services Research ◽

10.1186/s12913-021-07405-0 ◽

2022 ◽

Vol 22 (1) ◽

Author(s):

Terje Slåtten ◽

Gudbrand Lien ◽

Barbara Rebecca Mutonyi

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Quality Of Care ◽

Turnover Intention ◽

Turnover Intentions ◽

Cross Sectional ◽

Organizational Goals ◽

Nursing Professionals ◽

The Relationship

Abstract Background Health services organizations must understand how best to lower nursing professionals’ turnover intentions, and increase their job satisfaction and the quality of care provided to patients. This study aims to examine whether work engagement (WE) is a significant predictor of the achievement of these preferred organizational goals. The study also aims to examine whether organizational culture and organizational climate can manage the WE of nursing professionals and indirectly contribute to the accomplishment of the preferred organizational goals. Methods In detail, a cross-sectional questionnaire survey study was conducted through a convenience sampling of a total of N = 164 nurses, from four Norwegian public hospitals. Structural equation modeling was employed in testing the hypothesis in the conceptual model, using Stata software. Furthermore, mediation analyses were achieved through use of the “medsem” package in the Stata software, in testing whether the proposed direct and indirect effects were statistically significant, and the type of mediation found. Results The three key findings from this study are: i) WE of nursing professionals was found to be positively related to service quality of care (β = 0.551) and job satisfaction (β = 0.883). Job satisfaction fully mediates the relationship between WE and turnover intention and in itself explains almost 60% (R2 = 0.59) of turnover intention; ii) nursing professionals’ perception of organizational culture (β = 0.278) and collaboration climate (β = 0.331) were both directly related to their WE; and iii) WE fully mediates the relationship between organizational culture/climate and service quality of care and job satisfaction. Moreover, WE partially mediates the relationship between collaborative climate and job satisfaction. Conclusions The WE of nursing professionals is highly correlated to their job satisfaction. WE and turnover intentions are (fully) mediated by job satisfaction. Employers should therefore focus on improving the job satisfaction of nursing professionals. The WE of nursing professionals is a common key factor for such improvement. Consequently, leaders and managers should continuously manage nursing professionals’ WE, focusing on such areas as organizational culture and climate, because WE is an effective means of enabling multiple desirable outcomes for hospital organizations.

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“Digging Deeper” into the Relationship Between Safety Climate and Turnover Intention Among Stone, Sand and Gravel Mine Workers: Job Satisfaction as a Mediator

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph17061925 ◽

2020 ◽

Vol 17 (6) ◽

pp. 1925 ◽

Cited By ~ 3

Author(s):

Abdulrazak O. Balogun ◽

Stephanie A. Andel ◽

Todd D. Smith

Keyword(s):

Job Satisfaction ◽

Turnover Intention ◽

Business Performance ◽

Safety Climate ◽

Mining Industry ◽

Performance Outcomes ◽

Cross Sectional ◽

Gravel Mining ◽

Sand And Gravel ◽

The Relationship

Employee turnover has been linked to negative business performance outcomes, increased costs, and disruptions to operations. Research to explore predictors of turnover intention is important to the mining industry, including the stone, sand, and gravel mining (SSGM) industry. Safety climate has been linked to job satisfaction and reductions in turnover intention in other fields, but investigation within SSGM has virtually been non-existent, creating a knowledge gap. This research seeks to address this dearth of information. Cross-sectional data from 452 workers in the SSGM industry were analyzed to assess the influence of safety climate on turnover intention through job satisfaction. Mediation analyses showed that job satisfaction significantly mediated the relationship between safety climate and turnover intention. The implications of these novel findings are important for SSGM administrators. It suggests that bolstering safety programs and increasing safety climate perceptions will help increase job satisfaction and reduce turnover intention among workers in the SSGM industry.

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The Effect of School Principals’ Ethical Leadership on Teacher Job Satisfaction: The Mediating Role of School Ethical Climate

International Journal of Psychology and Educational Studies ◽

10.52380/ijpes.2021.8.4.600 ◽

2021 ◽

Vol 8 (4) ◽

pp. 210-222

Author(s):

Ramazan CANSOR ◽

Hanifi PARLAR ◽

M. Emin TÜRKOĞLU

Keyword(s):

Job Satisfaction ◽

Ethical Leadership ◽

Ethical Climate ◽

Positive Relationship ◽

Mediating Effect ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Mediating Role ◽

The Relationship

This study aims to examine the mediating role of ethical climate in the relationship between ethical leadership and job satisfaction. A cross-sectional survey was conducted for the study. Questionnaires were distributed to 641 teachers in Turkey. Regression analysis was conducted to determine the mediating effect of ethical climate. Bootstrapping tehchnique was used to test the hypotheses and the effects of mediation. Our results show that there is a positive relationship between principals' ethical leadership and teachers' job satisfaction and a positive relationship between ethical leadership and ethical climate. In addition, ethical climate partially mediated the relationship between ethical leadership and job satisfaction. Schools should focus on ethical leadership practices in the workplace. The study enriched the understanding of the factors that influence the relationship between ethical leadership, ethical climate and job satisfaction.

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The Relationship between Workplace Violence and Turnover Intention with a Mediating Role of Work Engagement and Job Satisfaction

Jinnah Business Review ◽

10.53369/zyoy5815 ◽

2021 ◽

Vol 9 (2) ◽

pp. 112-124

Author(s):

Rubina Yasmin ◽

◽

Namra Mubarak ◽

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Workplace Violence ◽

Turnover Intention ◽

Call Centers ◽

Cross Sectional ◽

Mediating Role ◽

Sectional Analysis ◽

The Relationship

The current study aimed at identifying the relationship between turnover intention and workplace violence with a mediating role of work engagement and job satisfaction. A structured questionnaire has been used as a tool. In order to test the relationship, data were collected from 150 employees working in call centers of Pakistan, as the rate of turnover intention is highest in call centers. A cross sectional analysis was used to find out the results. SPSS has been used to find the results. Results indicated that workplace violence has significant relationship with turnover intention, and work engagement and job satisfaction plays a mediating role in this relationship. This paper reveals insight into the relation among the concept of workplace violence, work engagement, job satisfaction and turnover intention and forms a novel study that has not been recently investigated. The examination uncovered that if there is violence at workplace it will reduce work engagement and job satisfaction, which will lead to turnover intention. We support replications and expansion of this examination to build the generalizability.

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