Perceptions Of Ethical Climate Research Articles

HELLO: a protocol for a cluster randomized controlled trial to enhance interpersonal relationships and team cohesion among ICU healthcare professionals

BackgroundMental health symptoms among healthcare professionals (HCP) in intensive care units (ICUs) are a significant concern affecting both HCP well-being and patient care outcomes. Cross-sectional studies among members of the European Society of Intensive Care Medicine (ESICM) report up to 50% burnout rates. Determinants of burnout include communication, team cohesion, psychological support, and well-being promotion. We designed the 'Hello Bundle' intervention to mitigate burnout among ICU-HCPs by fostering positive social interactions and a supportive work environment. This justification synthesizes evidence from social psychology, positive psychology, and healthcare communication research to support the intervention. The 'Hello Bundle' aims to enhance interpersonal relationships, improve team cohesion, and reduce burnout rates. The six components include: Hello campaign posters, email reminders, integrating greetings in morning huddles, hello jars, lead-by-example initiatives, and a daily updated hello board in each ICU. This protocol describes a cluster randomized controlled trial to evaluate the effectiveness of the intervention.MethodsThis protocol describes a cluster randomized controlled trial (RCT) conducted among ESICM-affiliated ICUs, consisting of at least 73 clusters with in average of 50 respondents per cluster, totaling approximately 7300 participants. Intervention clusters will implement the 6-component Hello Bundle between October 14 and November 10, 2024, while control clusters will be wait-listed to receive the intervention in January 2025 after the RCT concludes. Clusters will be matched based on ICU size (fewer or more than 20 beds), region, and average 2023 mortality. The primary outcome is the proportion of HCPs with burnout between intervention and control clusters at the end of the intervention. Secondary outcomes include comparing the following between clusters: (1) number of HCPs with high emotional exhaustion; (2) number with high depersonalization; (3) number with loss of accomplishment; (4) perception of ethical climate (5) satisfaction at work (VAS); (6) professional conflicts; (7) intention to leave the ICU (VAS); (8) patient-centered care rating; (9) family-centered care rating. The last secondary outcome is the comparison of burnout rates before and after the intervention in the intervention cluster. Outcomes will be based on HCP reports collected within four weeks before and after the intervention.DiscussionThis is the first large trial of healthcare communication, social, and positive psychology intervention among ICU-HCPs. It holds the potential to provide valuable insights into effective strategies for addressing burnout in ICU settings, ultimately benefiting both HCPs and patients.Trial registration: This trial was registered on ClinicalTrials.Gov on June 18, 2024. Registration: NCT06453616.

The relationship between Ethical Work Climate and nurses' perception of Moral Distress and Compassion Competences

The relationship between Ethical Work Climate and nurses' perception of Moral Distress and Compassion Competences

Contextualizing Ethical Climate: Examining Contextual Moderators of the Connection Between Ethical Climate Perceptions and Ethical Behavior

Contextualizing Ethical Climate: Examining Contextual Moderators of the Connection Between Ethical Climate Perceptions and Ethical Behavior

Relation between innovative work behavior and ethical climate perceptions among nursing personnel

BackgroundGlobalization and innovative technologies forced organizations to adopt innovative approaches and innovations for gaining a sustainable competitive advantage. Innovative Work Behavior (IWB) is related to the employees, ability, and enthusiasm to create innovative ideas. It exhibits a dynamic framework that is easier to be impacted by the ethical climate.MethodsDescriptive correlational design was applied and the study was performed at different inpatient units in Kafrelsheikh Governorate General Hospital. Two hundred twenty-two staff nurses and 45 head nurses from the aforementioned setting were chosen as a purposive sample. Two instruments were utilized to obtain the data; Innovative Work Behavior questionnaire and Ethical Climate Questionnaire. The significance of the acquired data was evaluated at the 5% level. Number and percentage were used to describe qualitative data and Range frequency, mean, standard deviation, and Pearson coefficient were used to characterize quantitative data.ResultsMore than half of staff nurses had a positive perception of innovative work behavior and more than three quarters of them had a negative Ethical climate perception.ConclusionThe study proved a significant relation between Efficiency dimension and the overall innovative work behavior perception p = 0.044, and the economic affairs and innovation dimension and the overall ethical climate perception p = 0.033.

Physiotherapists’ moral distress: Mixed-method study reveals new insights

Background Moral distress is a well-recognized term for emotional, cognitive, and physical reactions of professionals, when facing conflicts between perceived obligations and institutional constraints. Though studied across medical roles, limited research exists among physiotherapists. Research Question What factors contribute to Moral distress among physiotherapists and how do they cope? Objectives To develop and test a multifaceted model of Moral distress and gain an in-depth understanding of the phenomena. Research Design A 2017–2022 mixed-methods study: (1) Survey of 407 physiotherapists quantitatively testing a literature-based model analyzing relationships between Moral distress, Moral sensitivity, Locus of control, Self-efficacy, Ethical climate perceptions and demographics, analyzed by descriptive and inferential statistics, multiple comparisons and structural equation modelling (SPSS26, SAS, AMOS); (2) Semi-structured interviews with 21 physiotherapists examining Moral distress experiences using meticulous phenomenological analysis. Participants and Context Israeli physiotherapists from various occupational settings recruited via professional networks. Ethical Considerations The Haifa University Ethics Committee authorized the study. Informed consent was obtained for the anonymous survey and before interviews regarding recording, and quote use. Findings Quantitative results showed moderately high average Moral distress, significantly higher among women and paediatric physiotherapists, positively correlating with Moral sensitivity. Qualitative findings revealed intense emotions around Moral distress experiences, inner conflicts between care ideals and constraints, and coping strategies like reflective skills. Senior therapists, despite higher self-efficacy and moral sensitivity, still reported persistent high distress. Discussion Moral distress has complex links with moral sensitivity, self-efficacy, perceived professional autonomy and organizational support. A renewed framework emerged explaining relations between moral distress and personal, professional and organizational factors. Conclusions Multidimensional insights help identify Moral distress causes and coping strategies among physiotherapists, advancing theory. Conclusions can shape ethics training programs and competencies.

Yacht crews’ perceptions of ethical climate, safety climate, psychological capital and psychological well-being in Türkiye

Yacht crews’ perceptions of ethical climate, safety climate, psychological capital and psychological well-being in Türkiye

The ripple effect of organisational inclusiveness on perception of ethical climate - an empirical investigation

The ripple effect of organisational inclusiveness on perception of ethical climate - an empirical investigation

The mediator role of ethical climate perception on the relationship between cyberbullying victimization and turnover intention: A research on remote workers

Purpose- The more inclusion of information communication technologies in business life has also brought a new type of bullying which is cyberbullying. Traditional bullying has evolved into cyberbullying behavior in working life as a result of the increase in communication through information technologies with the increase in the remote working system and virtual work environments. In previous studies, the effect of cyberbullying on turnover intention was examined. Nonetheless, the mediating role of ethical climate in the relationship between these two has not been examined. This research is aimed to examine the association between cyberbullying victimization and turnover intention and to determine whether ethical climate perception performs as a moderator in that relationship. Methodology- A qualitative study was carried out and purposive sampling method and snowball technique were used to obtain a sample of 204 white-collar workers who are working remotely at least 1 day a week outside of the office and working mainly in İstanbul and Kocaeli in Turkey. The analysis of data were done by using SPSS program. Findings- The results showed that there is a positive relationship between cyberbullying and turnover intention, and ethical climate perception has a mediating role in this relationship. Conclusion- This paper showed how critical the concept of cyberbullying is for organizations in business life by showing the relationship between intention to leave and cyberbullying victimization and the mediating role that the perception of ethical climate may have in this relationship. Moreover, this study has made practical contributions about how important ethical codes in companies are to ensure that employees do not leave their jobs by trusting the organization when they are exposed to negative behavior such as cyberbullying. Keywords: Cyberbullying, cyberbullying victimization, ethical climate, turnover intention, remote workers JEL Codes: J24, J81, M14

EXAMINING THE MEDIATING ROLE OF ORGANIZATIONAL TRUST ON THE EFFECT OF ETHICAL CLIMATE ON EMPLOYEE VOICE IN THE HEALTH SECTOR

The main purpose of this study is to reveal whether organizational trust plays a mediating role in the effect of ethical climate perception observed in the health sector on employee voice. In the study designed according to the quantitative research method; the data were collected from the health workers working in a private hospital affiliated to the Provincial Health Directorate in the province of Istanbul by convenience sampling method. SPSS 27, AMOS 22 programs and Process Macro plugin were used in the analysis of the data obtained in the study. According to the findings of the research; organizational ethical climate positively and significantly affects employee voice and organizational trust plays a mediating role in this relationship. In the working environment where the organizational ethical climate is effective, the voice of the employees rises and the trust of the employees in their organizations increases, which strengthens the voice of the employees. Findings show that employees' ethical climate, voice and trust perceptions are related concepts.

The relationship between moral distress, ethical climate, and attitudes towards care of a dying neonate among NICU nurses

BackgroundNurses working in neonatal intensive care units play a crucial role in providing care to critically ill or premature neonates. However, is not without its challenges, particularly when it comes to making difficult ethical decisions about end-of-life care. In some cases, neonates do not survive despite the best efforts of medical professionals. The present study aimed to investigate the relationship between moral distress, ethical climate, and attitudes towards end-of-life care among nurses working in neonatal intensive care units.MethodsThis is a descriptive-analytical cross-sectional study (May 21, 2021).The research population included 126 nurses working in neonatal intensive care units in Kerman province (Kerman, Jiroft, Bam, and Rafsanjan). Data collection tools included four questionnaires: demographic information, the Frommelt Attitudes towards Care of the Dying (FATCOD), the Hospital Ethical Climate Survey, and the Moral Distress Scale. SPSS22 was used to analyze the data.ResultsThe results revealed that the mean frequency and intensity of moral distress were 44.42 ± 17.67 and 49.45 ± 17.11, respectively. The mean ethical climate was 92.21 ± 17.52 and the FATCOD was 89.75 ± 9.08, indicating NICU nurses’ positive perceptions of ethical climate and their favorable attitudes towards EOL care, respectively. The results showed a direct and significant relationship between ethical climate and the FATCOD (P = 0.003, r = 0.26).DiscussionWe suggest policymakers and managers design strategies for better ethical climate in hospitals and reduction of moral distress among nurses.

Ethical climate in healthcare: A systematic review and meta-analysis.

Ethical climate refers to the shared perception of ethical norms and sets the scope for what is ethical and acceptable behaviour within teams. This paper sought to explore perceptions of ethical climate amongst healthcare workers as measured by the Ethical Climate Questionnaire (ECQ), the Hospital Ethical Climate Survey (HECS) and the Ethics Environment Questionnaire (EEQ). A systematic review and meta-analysis was utilised. PSYCINFO, CINAHL, WEB OF SCIENCE, MEDLINE and EMBASE were searched, and papers were included if they sampled healthcare workers and used the ECQ, HECS or EEQ. Ethical approval was not required. The search returned 1020 results. After screening, 61 papers were included (n = 43 HECS, n = 15 ECQ, n = 3 EEQ). The overall sample size was over 17,000. The pooled mean score for the HECS was 3.60. Mean scores of individual studies ranged from 2.97 to 4.5. For the HECS studies, meta-regression was carried out. No relationship was found between the country of the studies, the study setting (ICU v non-ICU settings) or the mean years of experience that the sample had. For the ECQ, sub-scales had mean scores ranging from 3.41 (instrumental) to 4.34 (law) and were all observed to have significant and substantial heterogeneity. Three studies utilised the EEQ so further analysis was not carried out. The above results provide insight into the variability of scores as measured by the HECS, ECQ and EEQ. To some extent, this variability is not surprising with studies carried out across 21 countries and in a range of healthcare systems. Results also suggest that it may be that more local and context specific factors are more important when it comes to predicting ethical climate.

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

To assess perceptions of ethical climate, experiences of moral distress, and intentions to leave among healthcare professionals in Nordic pediatric oncology care. 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. 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. Organizational actions that ensure safe staffing levels and improve the continuity of care are needed to prevent moral distress and high staff turnover.

The Relationship between Teachers' Perceptions of Organizational Ethical Climate and Accountability Tendencies

The aim of this study is to examine the relationship between teachers' perceptions of organizational ethical climate and their accountability tendencies. The research was carried out with 405 teachers working in the province of Istanbul. Organizational Ethics Climate Scale and Teacher Accountability Tendency Scale were used as data collection tools in the research designed in relational survey model. As a result of the research, it was found that teachers' ethical climate perceptions and accountability tendencies regarding their schools were high. In addition, it has been determined that there is a statistically positive, moderate, and significant relationship between teachers' ethical climate perceptions and accountability tendencies. Based on the findings of this study, it can be suggested that ethical and accountable behaviors should be considered in order to create a productive working environment at school.

Burnout, ethical climate and work organization in covid-19 intensive care units: mixed method study.

to analyze the association between burnout and the perception of the ethical climate in nursing professionals in the covid-19 Intensive Care Unit and the relationship with the organization of work from the perspective of managers of these units. mixed method study conducted in three university hospitals in southern Brazil from December 2021 to March 2022. A cross-sectional study was developed with 110 nursing professionals, followed by an exploratory-descriptive study through semi-structured interviews with six managers. Descriptive and analytical statistics and discursive textual analysis were used. the prevalence of burnout was 10% and the perception of negative ethical climate was 24.5%. The association between burnout and ethical climate revealed overload and fatigue during working hours, related to tension, fear, and stress that emerged from the consequences of the organization and relations of work in the covid-19 Intensive Care Unit. there was an association between burnout and ethical climate and elements of the work organization.

The relationship between school ethical climate and school effectiveness in Israel 2020

The current research discusses the ethical aspects that were currently not studied yet in the context of the teacher attrition phenomenon and its impact on school effectiveness, which is measured in this research by promoting achievements basing the assumption that teacher perception of ethical climate might explain teacher attrition behaviors, including leaving teaching (Rosenblatt & Shapira-Lishchinsky, 2017). This research has examined teacher perceptions of school ethical climate through three dimensions found to be relevant in the 21st-century era in the aspects of organizational climate in general and school climate in particular, caring ethical climate, law and code ethical climate, and instrumental ethical climate. For this purpose, quantitative research is based on the pioneer researchers Victor & Cullen’s (1987, 1988) questionnaire and self-report of teachers regarding teacher tendency to leave the teaching profession, and their perception of learner achievement promotion in the context of ethical climate in their school was used. To deepen and expand the understanding of teacher perceptions, qualitative research including in-depth interviews was also performed. The research population consisted of 223 teachers from elementary and junior high schools in Israel. The current research indicates a principal finding that expresses the influence and importance of a caring ethical climate in reducing attrition behaviors and teacher attrition intentions and promoting learner achievements. Moreover, it was found that law and code ethical climate is correlated with promoting student achievements, and therefore integrating these two ethical climate dimensions will be the foundation for a program for new and senior teacher preservation in the education system. The research findings are currently relevant since the education system in Israel faces a severe shortage of teachers due to increased teacher attrition of teaching.

Perceived Ethical Climate and Unethical Behavior: The Moderating Role of Moral Identity

Unethical behavior in organizations results in significant negative outcomes, including financial impacts such as decreased shareholder value and profitability as well as non-financial impacts such as poor employee morale and reputation. This research empirically examines the moderating role of moral identity on the relation between ethical climate perceptions and unethical behavior as reflected by moral disengagement, unethical pro-organizational behavior, and ethical judgment. Moral identity was hypothesized to moderate the impact of ethical climate on unethical behavior such that higher levels of moral identity reduced the propensity to engage in unethical behavior in all ethical climate types. Moral identity internalization, but not moral identity symbolization, was found to have significant correlations with unethical behavior as well as the predicted moderating effects on the relationships between ethical climates and unethical behavior. Theoretical and practical implications and future research directions are discussed.

The effect of organisational virtuousness on ethical climate and psychological well-being

The aim of this study is to examine the effect of organizational virtuousness on ethical climate and psychological well-being according to teachers’ perceptions. The research is a correlational study. The universe consists of 12,852 teachers working in 444 schools in the central districts of Konya in the 2017-2018 academic year. The sample consists of 452 teachers determined with the proportional cluster sampling method. It was found that perceptions of psychological well-being are at a good level and there is a significant difference between perceptions of psychological well-being regarding “gender” in favour of women. Organizational virtuousness and ethical climate perceptions vary significantly regarding “seniority”. Significant correlations were found between psychological well-being, organizational virtuousness, ethical climate and their dimensions. It is determined that organizational virtuousness predicts ethical climate at a high level and psychological well-being at a medium level. Additionally, ethical climate predicts psychological well-being moderately.

Participative leadership, ethical climate and responsible innovation perceptions: evidence from South Korea

AbstractThis study explores a novel process linking participative leadership (PL) to responsible innovation (RI) perceptions through ethical climate. It also investigates the moderating role of managerial discretion in this process. Two-wave survey data were collected from employees working for technology firms in South Korea. Findings show that the link between PL and RI perceptions is mediated by ethical climate and that the relationship between ethical climate and RI as well as the indirect relationship between PL and RI are moderated by managerial discretion. This study expands the theoretical research perspective on consequences and mechanisms of PL, uncovers a new driver of ethical climate, expands research on the outcomes of ethical work climates, discovers new antecedents of RI perceptions, and enriches the RI literature by exploring mechanisms and boundary conditions in which RI perceptions are formed within organizations in Asia Pacific, specifically South Korea. This study provides a good approach for managers in Asian countries to follow if they wish to establish positive perceptions of an ethical climate and RI among their employees that are important to achieve organizational success.

Public university workers' perception of instrumental ethical work climate: an exploratory study based on demographic variables

PurposeUsing public universities as research setting, this study explored whether perception of the prevalence of instrumental ethical climate (IEC) differ among employees based on their gender, age, education levels, job tenure and status.Design/methodology/approachStructured survey questionnaires were used in collecting data, and responses from a final sample of 101 senior level university employees were used in the analysis.FindingsResults of independent t-tests and one-way analysis of variance (ANOVA) showed that although participants had a high overall perception of the presence of IEC in their organisations, statistically significant differences in perception were only found for the gender and education level groups. Furthermore, this research concludes that females are more perceptive of, and sensitive to, the existence of unethical decision-making conditions in their work place, compared to males employees; and that employees with low levels of education are more likely to perceive stronger levels of IECs in their work environment, compared to their more educated counterparts.Research limitations/implicationsAlthough the sample size is large enough for the kind of inferential analytical method employed in this study, it may not be representative of all the public universities in Nigeria. Furthermore, given that private organisations may encourage different ethical work climates than public establishments, the generalisability of our findings is limited.Practical implicationsTo reduce unethical practices in public universities, more women should be encouraged to take up top decision-making positions.Originality/valueCompared to the general business and public service fields, the current study is one of very few studies that empirically examined individual-level antecedents of ethical climate in African Universities.

Relationships between job burnout, ethical climate and organizational citizenship behaviour among registered nurses: A cross-sectional study.

This study aimed to investigate the levels of nurses' organizational citizenship behaviour and the associations between job burnout and ethical climate with organizational citizenship behaviour. Organizational citizenship behaviour improves adverse outcomes led by nursing shortage. However, the associations between three dimensions of job burnout and organizational citizenship behaviour are inconsistent, and little is known about whether ethical climate is related to organizational citizenship behaviour in nurses. In this cross-sectional study, 1157 nurses were selected using convenience sampling from April to October 2019. Self-report surveys assessed nurses' organizational citizenship behaviour, emotional exhaustion, depersonalization, personal accomplishment and perceptions of ethical climate. Mean organizational citizenship behaviour was high among nurses. The regression model showed that job burnout and ethical climate explained an additional 38.6% of the variance in organizational citizenship behaviour over and above sociodemographic factors, with 44.9% of the total variance. Nurses' organizational citizenship behaviour was at a relatively high level. Depersonalization was negatively associated with organizational citizenship behaviour while personal accomplishment and ethical climate were positively related to organizational citizenship behaviour. Therefore, nurse leaders are encouraged to take measures to help nurses reduce job burnout and create a favourable ethical climate for increasing nurses' organizational citizenship behaviour.