Correlation between the Ethical Climate, Job Stress and Job Satisfaction in Nurses

Mohammad Hassani; Roqayyeh Sedaqat; Mehdi Kazemzadehbeytali

摘要

Background and Aim: Nursing is a profession mixed with stress and psychological stress and numerous ethical issues. The attitudes and perceptions of nurses and their perception of the governing climate affect their performance and their job satisfaction or stress in organizational affairs. Climate is a phenomenon that always exists in the organization and dominates the attitude of the people as the hidden force. The climate is the perception channel through which the effects of the environment on the views and behaviors are determined. Ethical climate is important for organizations and affects employees' ethical behavior. The discovery of the relationship between ethical climate and employees' attitudes and behavior is considered as one of the most important issues in organizational studies. Therefore, the present study aimed to determine the correlation between ethical climate, job stress and job satisfaction among nurses working in Imam Khomeini Hospital, Urmia in 2015. Materials and Methods: The study population of this cross-sectional correlational study included nurses working in Imam Khomeini Hospital affiliated to Urmia University of Medical Sciences. Of the 366 nurses, 200 were selected using quota sampling method. Data collection was carried out using Victor and Cullen's Standard Ethical Climate (1999), Sutherland Job Stress (1995) and Brayfield & Rothe Job Satisfaction Questionnaires (1991). Cronbach's alpha of Ethical Climate, Job Stress and Job Satisfaction Questionnaires were calculated 0.72, 0.82, and 0.74, respectively. Also, in order to investigate the validity of the questionnaires, despite the standardization of the tools and their repeated use in domestic and foreign research, factor analysis was performed on the data obtained from the implementation of this scale were in the sample group. This analysis has been carried out in the form of exploratory analysis using the main component (PC) with Varimax rotation. The KMO coefficient was equal to 0.73 and the Xi value of Bartlett Sprite test 14506.8 was obtained, which was significant at 0.01, indicating the adequacy of the sample size and the sample variables for performing factor analysis. The results were confirmed and aggregate variance of 0.78 was obtained. For data analysis, descriptive statistics, Pearson correlation and regression tests were used in SPSS ver. 18 software. This research is the outcome of the M.A thesis of Urmia University, number A4/863. Ethical considerations: After obtaining the necessary permissions and familiarizing the participants with the objectives of the research, participants' oral satisfaction was obtained. Participants were assured about the confidentiality of information and the publication of the results of the study as a group. Findings: Participants' demographic information was as follow: female population (58%), age group of 26 to 30 years old (32.5%), Nurses with bachelor's degree (79%) and job experience of 6 to 10 years (49%). The mean and standard deviation of ethical climate, job satisfaction and job stress scores of participants were 80.55 ± 3.47, 28.44 ± 4.86 and 97.61 ± 17.21, respectively. Significant correlation was observed between the variables of ethical climate with job satisfaction (r = 0.395) and job stress with job satisfaction (r = -0.243) (P 0.01). Regression analysis showed that ethical climate predicts 34% of nurses' job stress (P0.01). The multiple correlation coefficient to predict job satisfaction from the ethical climate was β = 0.733 and the coefficient of determination was R2=0.538 so that the ethical climate variable accounts for about 53% of the variance in nurses' job satisfaction (p 0.01). Conclusion: The results of this study showed that there is a significant relationship between ethical climate, job stress and job satisfaction of nurses; in fact, as the hospital climate becomes more ethical, the job stress of nurses is less and their job satisfaction is higher. The limitations of this study include the lack of control of economic, social, and cultural variables. Considering the limited statistical population of this study, generalization of the results to nurses working in other hospitals and employees of other organizations should be carried out with caution. Our suggestions for future studies include investigation of the relationship between ethical climate and ethical stress with individual and organizational performance and their interaction on linking job satisfaction with organizational results and outcomes in similar professional environments and other health professionals. Considering the correlation observed between ethical climate, job stress and job satisfaction, it is suggested that hospitals managers and authorities provide the necessary ground for institutionalization of professional ethics and decrease nurses' job stress and enhance their job satisfaction and quality of care for patients by creating an appropriate ethical climate. Also, holding

机译：背景与目标：护理是一个充满压力和心理压力以及众多道德问题的职业。护士的态度和看法以及对管理气候的看法会影响他们的绩效以及他们在组织事务中的工作满意度或压力。气候是组织中始终存在的一种现象，支配着人们作为隐藏力量的态度。气候是一种感知渠道，通过它可以确定环境对视图和行为的影响。道德氛围对组织很重要，并影响员工的道德行为。道德氛围与员工态度和行为之间关系的发现被认为是组织研究中最重要的问题之一。因此，本研究旨在确定2015年在乌尔米亚伊玛目霍梅尼医院工作的护士的职业道德氛围，工作压力和工作满意度之间的相关性。材料与方法：该横断面相关研究的研究人群包括在伊玛目工作的护士乌尔米亚医科大学附属霍梅尼医院。在366名护士中，使用配额抽样方法选择了200名护士。使用维克多和库伦的《标准道德气候》（1999年），《萨瑟兰工作压力》（1995年）和《布雷菲尔德与罗特工作满意度调查表》（1991年）进行数据收集。 Cronbach的道德气候，工作压力和工作满意度问卷的alpha分别计算为0.72、0.82和0.74。同样，为了调查问卷的有效性，尽管工具已经标准化并在国内外研究中反复使用，但对样本组实施该量表获得的数据进行了因子分析。使用具有Varimax旋转的主要组件（PC）以探索性分析的形式进行了此分析。 KMO系数等于0.73，并且获得Bartlett Sprite测试14506.8的Xi值，该值在0.01时显着，表明样本大小和样本变量足以进行因子分析。结果得到确认，总方差为0.78。为了进行数据分析，在SPSS ver。1中使用了描述性统计数据，Pearson相关性和回归检验。 18软件。这项研究是Urmia大学硕士论文A4 / 863的成果。伦理方面的考虑：在获得必要的许可并让参与者熟悉研究目标之后，可以获得参与者的口头满意度。向参与者保证了信息的机密性和研究结果的整体发布。结果：参与者的人口统计学信息如下：女性人口（58％），年龄在26至30岁之间的年龄组（32.5％），具有学士学位的护士（79％）和6至10年的工作经验（49％）。参与者的道德氛围，工作满意度和工作压力评分的平均和标准偏差分别为80.55±3.47、28.44±4.86和97.61±17.21。伦理气氛与工作满意度之间的相关性（r = 0.395）与工作压力与工作满意度之间的显着相关（r = -0.243）（P 0.01）。回归分析表明，道德氛围可以预测护士工作压力的34％（P <0.01）。根据伦理环境预测工作满意度的多重相关系数为β= 0.733，确定系数为R2 = 0.538，因此伦理环境变量约占护士工作满意度方差的53％（p <0.01）。结论：本研究结果表明，护士的道德氛围，工作压力和工作满意度之间存在显着相关性。实际上，随着医院环境变得更加符合道德规范，护士的工作压力会减少，工作满意度也会更高。该研究的局限性包括缺乏对经济，社会和文化变量的控制。考虑到本研究的统计人群有限，应谨慎地将结果推广到在其他医院工作的护士和其他组织的雇员。我们对未来研究的建议包括调查道德氛围和道德压力与个人和组织绩效之间的关系，以及在类似职业环境和其他卫生专业人员中，将工作满意度与组织结果和成果联系起来的相互作用。考虑到观察到的道德氛围，工作压力和工作满意度之间的相关性，建议医院管理人员和主管部门为职业道德的制度化提供必要的基础，并通过创建以下内容来减轻护士的工作压力并提高他们的工作满意度和对患者的护理质量适当的道德氛围。还有

Correlation between the Ethical Climate, Job Stress and Job Satisfaction in Nurses

摘要

著录项

相似文献

相关主题

期刊订阅