Climate Of Trust Research Articles

Capital structure and speed of adjustment: the impact of environmental, social and governance (ESG) performance

Purpose This study aims to examine the impact of sustainable practices as proxied by the environmental, social and governance (ESG) score on capital structure. It also investigates whether ESG performance influences the speed of adjustment (SOA) to target leverage in firms. Design/methodology/approach The sample covers 116 non-financial firms listed on the main stock exchanges from five Southeast ASEAN countries (Bursa Malaysia, Indonesia Stock Exchange, Philippines Stock Exchange, Singapore Stock Exchange and Stock Exchange of Thailand) over the period 2012–2019. The study adopts the OLS regression and system-GMM estimators to perform the data analysis. Findings The authors show that the ESG score is positively associated with book leverage, suggesting that firms increase their debt capital through sustainable practices. However, they find that the ESG score is negatively associated with market leverage across our model estimations. The authors also reveal that environmental, social and governance pillar scores produce about 7.82%, 2.88% and 0.47% SOAs, respectively, higher than the SOA of the traditional SOA without the ESG factor. The aggregate ESG score has about 3.41% SOA higher than the baseline SOA without the ESG factor. Practical implications This study is of interest to investors, corporate firms and policymakers. The study demonstrates that the ESG score increases the firm’s SOA to target leverage. By disaggregating the ESG score, the authors establish that ESG pillar scores produce higher SOAs than the traditional SOA (without ESG), with the environmental score inducing the fastest SOA. Practically, the study implies that environmentally sustainable activities reduce environmental transaction costs, benefit firms through better information transparency and enhance a trustful climate between the firm and suppliers of capital. Therefore, this study demonstrates that firms do not only incur the cost of disseminating ESG information but also benefit from lower information asymmetry and a higher SOA with better tax-deductible advantages. Social implications The findings have combined advantages for both stakeholders and directors who monitor and manage the firms’ resources to improve the quality of ESG practices and initiatives. Originality/value To the best of the authors’ knowledge, this study is among the first to establish that sustainable practices induce higher debt capital. Secondly, unlike prior research focusing on the cost of capital, the authors examine whether ESG performance affects capital structure patterns. Thirdly, it documents the extent to which sustainable practices influence the SOA towards target leverage in firms. The authors contribute to corporate finance literature that firms reach faster to their target leverage in the presence of ESG performance. Theoretically, through the notion of the stakeholder proposition, the study establishes that the firms’ pursuance of stakeholder goals further enhances the prediction of the trade-off theory.

A case study of a strategic initiative in pediatric rehabilitation transition services: An insiders' perspective on team principles and practices.

The aim was to describe an innovative initiative that took place in a pediatric rehabilitation hospital. The goal of this organization-wide strategic initiative, called the Transition Strategy, was to improve service delivery to children/youth with disabilities and their families at times of life transition. The research question was: What are the key elements that have contributed to the success of the Strategy, from the perspective of team members? The objectives were to describe: (a) the guiding principles underlying team functioning and team practices, (b) key enablers of positive team functioning, (c) the nature of effective team practices, and (d) lessons learned. A holistic descriptive case study was conducted, utilizing historical documents, tracked outcome data, and the experiences and insights of multidisciplinary team members (the authors). Reflecting an insiders' perspective, the impressions of team members were key sources of data. The perspectives of team members were used to generate key teamwork principles, enablers of team functioning, team practices, and key learnings. Team members identified four guiding humanistic principles (respect, support, partnership, and open communication). These principles underpinned three novel practices that contributed to team effectiveness in the eyes of team members: supportive relational practices, human-centered co-design, and solution-focused communication. Key enablers were the relational style of leadership, and a team climate of innovation, autonomy, and trust, supported by the organizational vision. This team climate fostered a sense of psychological safety, thereby encouraging both experimentation and learning from failure. This article provides information for other healthcare organizations interested in understanding the Strategy's value and its implementation. It provides a practical example of how to adopt a humanistic approach to health care, leading to both innovative service development and thriving among team members.

"I'm too old for this!": A prospective, multilevel study of job characteristics, age, and turnover intention.

Deciding to leave a job is often foreshadowed by burgeoning job dissatisfaction, which is in turn often attributed to characteristics of the job and work environment. However, while we know that job characteristics influence job satisfaction, health, and motivation, their associations with turnover intention is less clear. Moreover, despite aging workforces, an understanding of how working conditions influence workers across the lifespan is lacking. Therefore, drawing on job design theories and bridging turnover- and aging research, we studied 15 specific job characteristics to determine whether they predicted turnover intentions, and whether the predictive value was modified by age. Data were collected from various public and private enterprises in Norway. Moderated multilevel regressions were conducted cross-sectionally (N = 12,485) and prospectively over 2 years (N = 5,504). Most work factors were associated with turnover intention at both the individual and work unit levels. A social climate of support, trust, and encouragement was most strongly inversely associated with turnover intentions, while role conflict was most strongly positively associated with turnover intentions. Organizational climate, leadership styles, and job control were more important with age while job demands, predictability and role stressors were more important to younger workers. Ten individual level- and four work-unit level factors predicted turnover intentions prospectively, suggesting turnover intentions due to poor working conditions persisted in employees that did not quit. Our results highlight several specific, modifiable job characteristics that are likely to affect turnover intentions, and the impact of certain factors specifically for older workers.

Scepticism and the value of distrust

ABSTRACT Faced with urgent calls for more trust in experts, especially in high impact and politically sensitive domains, such as climate science and COVID-19, the complex nature of public trust in experts and the need for a more critical approach to the topic are easy to overlook. Scepticism – at least in its Humean mitigated form that encourages independent, questioning attitudes – can prove valuable to democratic governance, but stands in opposition to the cognitive dependency entailed by epistemic trust. In this paper, we investigate the tension between the value of mitigated scepticism and the need for trust in experts. We offer four arguments in favour of mitigated scepticism: the argument from loss of intellectual autonomy; the argument from democratic deficit; the argument from the normative failures of science; and the argument from past and current injustices. One solution, which we reject, is the idea that reliance, rather than trust, is sufficient for accommodating experts in policy matters. The solution we endorse is to create a ‘climate of trust’, where questioning experts and expertise is welcomed, but the epistemic trust necessary for acting upon information which the public cannot obtain first-hand is enabled and encouraged through structural, institutional and justice-based measures.

The Conditions of the Emergence of Innovation Ecosystems: A Panoramic View

Based on a bibliographic study, this contribution explores the conditions of birth of innovation Ecosystems (IEs). The main purpose is to give an overview of the current thinking on the theme. The conceptual models drawn from the literature including the factors of birth of an ecosystem constitute the result of this paper work. The main ambition is the study of the possibility of setting up an IE with analysis of the existing situation. Thanks to an exploratory study, we were able to proof that an ecosystem community come into existence through both emergent and deliberate strategies. Three major phases characterize ecosystems arrival: knowledge ecosystem (KE), IE and business ecosystem (BE). During the birth phase, many factors are likely to enhance its advent, in particular: the diversity of ecosystem’s actors, the sharing of knowledge between members, the training for collaborative and inter-organizational skills and the establishment of a climate of trust within the community.

ÖĞRETMEN PERSPEKTİFİNDEN OKUL YÖNETİCİLERİNİN KAYIRMACILIK DAVRANIŞLARI

Kayırmacılık, okul yöneticilerinin kendilerine yakın gördüğü kişileri, yasalara aykırı biçimde desteklemesi ve koruması olarak tanımlanmaktadır. Bu araştırmanın amacı okul yöneticilerinin kayırmacılık davranışlarını öğretmen perspektifinden ele alarak kayırmacılığın olası etkilerini ortaya çıkarmak ve çözüm yolları geliştirmektir. Nitel araştırma yöntemlerinden olgubilim yöntemi ile yürütülen araştırmanın çalışma grubu, 2021-2022 eğitim-öğretim yılında amaçlı örnekleme yöntemlerinden benzeşik örnekleme ile belirlenen 37 öğretmenden oluşmaktadır. Yarı yapılandırılmış görüşme formuyla toplanmış olan veriler içerik ve betimsel analiz tekniklerine başvurularak çözümlenmiştir. Elde edilen bulgulara göre öğretmenler okul yöneticilerinin kayırmacılık davranışlarını dört tema (türler, imkanlar, sorunlar ve önlemler) ile açıklamışlardır. Okul yöneticilerinin en çok kronizm ve klientalizm türlerinde kayırmacılık yaptığı; kayırmacılıktan yararlanan kişilere en çok tanınan imkanın istekleri ve ihtiyaçları dikkate alarak öncelik tanıma (izin, ders programı, nöbet vb.) olduğu; kayırmacılık davranışlarının okulda en çok yol açtığı sorunların gruplaşma, huzursuzluk, güvensizlik ve isteksizlik olduğu ve kayırmacılık davranışlarını önlemek için okullarda en çok alınabilecek önlemlerin liyakate dayalı atama, adalet ve güven iklimi oluşturma, şeffaf ve tarafsız denetim olduğu tespit edilmiştir.

A Framework Payment for ecosystem services to reconstitute forest areas closed to grazing in the Ifrane National Park (Morocco).

Overgrazing constitutes the major constraint threatening the sustainability of the forest ecosystems in the Ifrane National Park. The operations of regeneration and afforestation impose to close areas to grazing over one period exceeding ten years, generally lead to the opposition of the local population to the programs of reconstitution of the forest ecosystems. To solve these problems, a text of compensation for closed perimeters of afforestation or regeneration to the grazing was established in 2002. The main aim of this study is to evaluate the role of the compensation mechanism described as a payment tool for forest ecosystem restoration programs. For this purpose, an analysis of quantitative and qualitative indicators, based on individual and semi-structure interviews, before and after the introduction of the compensation mechanism is used. The GIS mapping approach is also used to visualize some results spatially. Based on results, this mechanism contributed to conserving the forest ecosystem and enhancing rural livelihoods at the level of Ifrane National Park, resulting in the regression of the forest infractions with a rate of 48%. On the socio-economic level, this mechanism contributed to initiate a climate of trust resulting in the collaboration of the population with the foresters and, to carry out many projects of community interest generated socio-economic benefits relevant for the users.

L’effet du temps et des compétences croissantes sur les résultats de l’anxiété langagière

The subject of the article is to discuss the research carried out at the Department of Romance Philology of the University of Szczecin. The research was conducted during a two-hour public speaking workshop based on the modified Toastmasters approach (the Modified Toastmasters Program), taking place weekly during the winter and summer semesters of the academic year 2014/2015. The results of our research (Kalińska, 2009) show that some students do not speak either for linguistic reasons (fear of making mistakes) or more personal ones (shyness). One of the first necessities was therefore to get the students to participate on their own. It is certain that the atmosphere of the class plays a significant role: an atmosphere conducive to communication is more likely to make students overcome their small blockages and their shyness, and to make them express themselves more freely without fear of being judged by others. In our opinion, the method inspired by the Toastmasters approach greatly promotes the climate of trust sought, facilitates the participation of all students and allows to overcome the stress associated with speaking in public due to the constant exposure to anxiety-provoking situations and the progressive habit of speaking in the group. To conduct this research, the mixed method was used, i.e. the combination of quantitative and qualitative methodology. The activities proposed in the workshop were aimed at reducing language anxiety and developing public speaking skills through behavioral and cognitive therapy exercises, including cognitive restructuring, systematic desensitization, skills training and public speaking training (oral communication and leadership activities). This study shows the positive effects of the Modified Toastmasters Program on reducing language anxiety and developing public speaking skills.

Catholic Church and a ministry of spiritual assistance in the dimension of sexuality development

In view of the omnipresent contemporary crisis of truth, it seems a purposeful and valuable activity to approximate, clarify, as well as correct or recify the vision of the Catholic Church's teaching regarding treatment of man as a sexual being. The purpose of the article is to attempt to present selected elements of the teachings of the Catholic Church on sexuality, considering the ways in which sexual education is understood and identifying persons who are most acccountable for that dimesion of education. The inquiry is conducted from the point of view of an educator. The source literature of this study consists of selected documents of the Catholic Church. Other studies on the topic were also analysed. Based on the analysis of the documents, it may be conculded, that the Catholic Church attaches great importance to the issues connected with sexuality and sexual education. Such education should be based on integral vision of man. It is emphasized that this sphere should be considered in the context of the development of the whole human being, whose fundamental taks in life is love understood as the gift of self. Sexual education is therefore tantamount to education for love. It involves assisting children and youth in their search for the answer to the most important questions concerning the meaning and purpose of life, as well as the ideas and values which determine the trajectory of human existence on Earth. An element of the analysed dimension of upbringing is both the introduction of young people to issues related in a strict sense to the biological functioning of man as a being endowed with sex, and the formation of views and attitudes towards himself and other people. Given the strength and primordiality of the natural family bonds, this responsible task should be delegated mainly to parents. It is parents who are to the greatest degree responsible for the formation of children to whom they have passed on their lives. All other educational instituations should conform to the principle of subsidiarity and respect the precedence of parental rights and obligations. The ministry of spiritual assistance in the delicate sphere of the development of sexuality is the task of parents, who are the most important educators. All parents are obliged to undertake that difficult task, which requires creation of the climate of trust, closeness and mutual respect in the family, as well as gentleness and respect for the intimate shpere of children. It is essential, that all information be conveyd in a clear way and reach children in proper time.

A grounded theory on collaborative interactions in a community-university partnership: the case of youth in the public space

Background:Research impact is at least partly generated through collaborative interactions, yet the associations between knowledge production and impact are far more complex than relatively simple linear models generally describe. Aims and objectives:In this case study, we focus on a community-university partnership and try to answer the question, ‘What are the conditions that facilitate or hinder successful collaborative interactions aimed towards solving a shared challenge between partners from different organisations?’ Methods:A set of four co-creation sessions with diverse stakeholders was organised with the aim of tackling the nuisance caused by youth in a specific deprived neighbourhood in Belgium. The sessions were video-recorded, transcribed verbatim, and analysed following a Grounded Theory (GT) approach to develop theoretical understandings of the process of knowledge production and research impact. Findings:Roles and mandates of individual stakeholder representatives determine (and hinder) their access to (confidential) information, but also their visibility and accessibility towards youth as end users. Achieving positive outcomes through collaboration was perceived by stakeholders as slowly evolving towards small successes, and was facilitated by being able to accept failure, working in a climate of trust, developing a shared identity, managing expectations, informally sharing information, and being able to connect with youth. Discussion and conclusions:We reflect on the importance of overcoming organisational asymmetries in collaborative interactions through installing feedback loops, and through the particular roles of boundary organisations, boundary objects, and practical tools that can help steer iterative collaborative interactions towards positive impact.

How Workplace Social Capital Affects Turnover Intention: The Mediating Role of Job Satisfaction and Burnout.

Committed social workers are significant to organizational performance and service quality; therefore, it is crucial to explore the contributing factors of turnover intention to enhance social workers’ commitment. To reduce social workers’ turnover intention, this study used the first national survey data (N = 5620) of social workers in China to find out the relationship between workplace social capital and turnover intention in public service and explore possible solutions. This study treated workplace social capital as a comprehensive measure that captured employees’ overall perceptions of their interpersonal relations in the public sector. It covered the impact of many other organizational factors on turnover intention, such as job embeddedness, social networks, social relations, communication, and organizational fairness. The results confirmed that workplace social capital had a significant negative impact on employees’ turnover intention. Workplace social capital could be a better predictor of employees’ turnover intention than a single organizational factor or a combination of several factors. These findings not only deepened the theoretical understanding of social capital within the organization and brought insight into how workplace social capital affected employees’ turnover but also promoted a formation of a holistic organizational perspective from the fragmented organizational factors. Results also showed that job burnout and job satisfaction mediated the relation between workplace social capital and turnover intention. Public service agencies should endeavor to foster an organizational climate of cooperation and trust, encourage teamwork and altruistic behaviors among coworkers to reduce emotional exhaustion, and strengthen the professional identity and professional value of social work.

Psychological Safety as a catalyst for Knowledge Sharing

Abstract The power of knowledge has become one of the main pillars on which one can rely on in a world governed by unpredictability and constant change. The process of knowledge sharing requires a trust climate in which one voluntarily choose to exchange information, values, and beliefs, making Psychological Safety (PS) a shelter to consider under the current hypercompetitive environment, allowing individuals to freely speak up and take risks. The present paper brings into attention creativity, trust, innovation, and transformational leadership as significant pillars of PS, highlighting the bilateral relation between them in conjunction with its effect on Knowledge Sharing. Using a qualitative methodology through bibliometric research in VOSviewer, 759 publications were taken into account to design a statistical bibliography map created by 304 keywords. The results of the paper indicates a positive effect of PS on knowledge sharing process, which is being mediated by innovation, creativity, trust, and transformational leadership.

Factors Affecting Trust in Female and Male School Leaders

This research aims to determine the factors that affect teachers’ trust in male and female leaders. The study employed a qualitative research design. The data were collected with interview technique. In this regard, 20 teachers were interviewed. The participants were determined with purposeful sampling method. The data were analyzed with inductive analysis method. Results revealed that the participant teachers trust different behaviors or characteristics of their male or female leaders. In general, teachers trust in their female leaders’ more because of their objective, idealistic, dedicated behaviors, and also their motherly, sensitive and compassionate personality. On the other hand, teachers trust in their male leaders as they are fair, trustworthy, frank, competence, more rational and strong communicators. While male leaders are believed to take initiative and implement the laws and regulations more strictly, female administrators are more interested in the administration profession, behave meticulously and work devotedly. It is recommended that school administrators should create a climate of objectivity and trust in school.

The Effect of Job Satisfaction on Staff Retention and Attrition at GCB Bank PLC in Upper East Region of Ghana

The research aimed to assess the link among bank employees using the GCB Bank for the study of job satisfaction and employee attrition. The study employed case study of the quantitative approach. Out of the 325, simple random sampling was adopted to select 130 employees of GCB in Upper East. Questionnaire was the main data collection instrument used. The data gathered were analysed using frequencies, percentages means, and standard deviations as well Pearson correlation and regression. The study found that job satisfaction affects retention of employees. When any component of job satisfaction is troubled, it will directly affect the employee turnover. Employee satisfaction can positively impact the organization as it increases employee productivity, performance, quality of work, profits, commitment to the organization and reduces turnover and absenteeism. Therefore, the study recommended that employers engage in practices that support good working relationships and benefits; job satisfaction improves because workers tend to believe that the company is using their skills, appreciating their service and commitment. In turn, higher job satisfaction generally results in higher levels of employee retention. Also, management should always provide an enabling environment that protects the health and safety of employees and minimizes stress. Incorporate a climate of trust by being honest with employees, treating them fairly, justly and consistently, keeping its words, and showing willingness to listen to the comments and suggestions made by employees during processes of consultation and participation.

Effect of regulation scripts for dialogic peer assessment on feedback quality, critical thinking and climate of trust

Conceptualising peer assessment as a dialogue is expected to bring many benefits for learners. However, open-ended dialogue still faces many challenges in learning effectiveness because superficial feedback contents, resistance to critical thinking and distrust of peers’ assessments may negatively affect learners’ performance in their interactions. This study created regulation scripts for dialogic peer assessment, which not only engaged learners in meaningful dialogues through prompt questions, but also guided them to establish shared goals and monitor their collaboration processes. To verify their effectiveness, a quasi-experimental study was performed with 34 undergraduate students in an authentic learning environment. Learners in the experimental groups were required to exchange feedback information in stages involving case evaluation, group dialogic feedback and individual reflection with the support of regulation scripts, while learners in the control groups completed the same experimental process with general scripts. The quantitative data showed that the experimental groups achieved better development in climate of trust and critical thinking. In terms of feedback quality, however, there was no significant difference between the two groups.

School Leadership’s Role in the Disruption of Math Anxiety

Math anxiety, the discomfort or fear of math, spans the globe and affects a wide range of ages, from early childhood to adulthood. Teachers and students may experience math anxiety in a variety of contexts. Teachers who suffer from math anxiety often express negative attitudes about math and lack confidence in their pedagogical content knowledge of mathematics, which influences the instructional practices they choose to implement in their classrooms. Student math anxiety adversely affects student engagement and achievement in math. School leadership is fundamental to effective teaching and student learning and plays a vital role in teacher and student math anxiety. By identifying teachers and students who suffer from math anxiety, leaders can create the conditions to reduce and prevent this anxiety. Leading this work will involve the integration of both instructional and transformational leadership to develop a school culture that is open to sharing and strengthening their knowledge of instructional practices focused on math improvement. To address anxiety concerns and advance student achievement in mathematics, it is beneficial for school leaders to adopt some of the characteristics of a learning organization. To be a learning organization requires leadership to cultivate a climate of trust among members of the school community to develop collective efficacy. It entails school leaders and staff participating in professional learning and coaching opportunities to build the collective capacity of evidence-informed instructional practices in math. Using self-reflection, teachers can acknowledge their own feelings and potential biases towards mathematics and seek support to deepen their understanding of math concepts and pedagogy. The engagement of colleagues in the acquirement of best practices in math instruction will develop positive classroom environments that immerse students in the learning of math. By changing how leaders and teachers approach mathematics, math anxiety will decrease, and student achievement will improve.

Corporate reputation and stakeholder engagement: Do assurance quality and assurer attributes matter?

The objective of this research is to determine the impact that sustainability assurance services have on corporate reputation and stakeholder engagement, delving into the differentiating effect of certain attributes of the assurer and the quality level of the assurance. After an initial exploratory analysis in which the added value that the assurance service has on the external business image and on the relationships with stakeholders is evidenced, the results obtained for a sample of 604 multinational corporations for the period 2011–2017 show the existence of a reputational advantage for those companies that have contracted for a higher quality assurance service. On the contrary, the attributes of the assurer have no direct and indirect effect on corporate reputation unless the assurer is an auditor, which favours a higher quality of assurance service and indirectly affects the probability that the company will be included in a reputation ranking. The intrinsic characteristics of this service do not translate into active stakeholder engagement. From a theoretical and practical point of view, this evidence contributes to the knowledge of the effect of assurance on stakeholder engagement and corporate reputation by improving the climate of trust around the company's disclosure.

SCHOOL SELF-EVALUATION: A BUREAUCRATIC OBLIGATION OR AN OPPORTUNITY FOR SCHOOL DEVELOPMENT AND EDUCATION QUALITY IMPROVEMENT

Since the 1980s, education policies in many European countries have aimed at decentralization by giving educational institutions greater autonomy and responsibility for overseeing the quality of the provided education, while introducing or intensifying accountability measures. During recent years, an effort was made in Greece to promote the institutionalization of school self-evaluation and to enable the continuous assessment of education quality. Nevertheless, evaluation remains inactive or is partially implemented. Self-evaluation can be described as a process that starts from the school itself, in which carefully selected participants make a systematic description and evaluation of its operation, in order to make decisions or take initiatives for overall school development. In self-evaluation the initiative lies primarily with the school itself which chooses the means to be used and the participants. Because self-evaluation is conducted for the purpose of school improvement, stakeholder involvement, open school climate development, and transparency become critical factors. The aim of the present study was to investigate the attitudes of teachers working in a secondary education special school on the necessity and the prospects of self-evaluation in the Greek educational system and on how it should be designed and implemented to improve education quality. For this purpose, we conducted qualitative research using semi-structured interviews. Our research results show that if we want self-evaluation to be an essential tool, not just a bureaucratic obligation, it should focus on responsibility sharing and on promoting the collective character of all stakeholders involved in the educational process. Self-evaluation should help develop relationships of dialogue and cooperation, and a climate of trust among those involved, aiming not to control but to improve education. That is, to identify weaknesses and problems and to create the conditions for the improvement of educational practices by introducing innovative actions. At the same time, teachers should be given the opportunity for continuous feedback, which will enable improved planning and implementation of the related pedagogical interventions.

Medication errors in type 2 diabetes from patients' perspective.

IntroductionDrug errors pose a major health hazard to a number of patient populations. However, patients with type 2 diabetes mellitus seem especially vulnerable to this risk as diabetes mellitus is usually concomitant with various comorbidities and polypharmacy, which present significant risk factors for the occurrence of drug errors. Despite this fact, there is little data on drug errors from patients’ perspective. The present survey aimed to examine the viewpoints of patients with type 2 diabetes mellitus regarding their experiences with medication errors, the overall treatment satisfaction, and their perceptions on how a medication error was handled in daily hospital routine.Materials and methodsInpatients at the Department of Endocrinology and Diabetology of the University Hospital of Graz were included in the survey. Out of 100 patients, one-half had insulin therapy before hospitalization while the other half had no insulin therapy prior to admission. After giving informed consent, patients filled out a questionnaire with 22 items.ResultsIndependent of their preexisting therapy, 25% of patients already suffered at least one drug error, whereby prescribing a wrong dose seemed to be the most common type of error. Furthermore, 26% of patients in the non-insulin versus 50% in the insulin group (p = 0.084) were convinced that drug errors were addressed honestly by the medical staff, while 54% in the non-insulin versus 80% in the insulin-group (p = 0.061) assumed that adequate measures were taken to prevent drug errors. Finally, 9 out of 10 patients seemed satisfied with their treatment regardless of their diabetes therapy.Discussion/conclusionThe results of the survey clearly showed that patients experienced at least one medication error during hospitalization. However, these errors only rarely led to patient harm. The survey also revealed the value of an honest and respectful doctor-patient relationship regarding patient perception of medication errors and general complaints. Increasing patient awareness on the existing in-hospital error management systems could eliminate treatment-related concerns and create a climate of trust that is essential for effective treatment.

“I love the job…” Thriving in nursing: A qualitative interview study with framework analysis

BackgroundBurnout is a well-known issue among nurses in critical care settings, including emergency nurses. There are decades of research indicating that emergency nurses experience burnout in their work. However, many nurses have long careers in emergency settings, which suggests that burnout is not the only outcome for nurses. Thriving may also be part of nurses’ experiences. The Model of Thriving at Work includes external factors (autonomy, climate of trust and respect, and information sharing) and internal factors (knowledge, personal outlook, and relationships). Thriving is characterized by the concepts of vitality and ongoing learning. Previous researchers suggest that thriving fits with some nurses’ experiences, based on validated questionnaires. However, thriving has not been investigated among nurses using interview approaches. AimsThis article explores nurses’ experiences of thriving and assesses the fit of Spreitzer et al.’s Model of Thriving at Work with nurses’ experiences. Study DesignQualitative interview study, using framework analysis. MethodsEleven nurses, from a single site, completed semi-structured interviews. These interviews explored nurses’ workplace experiences, both positive and negative. ResultsParticipants reported experiences that fit with the Model of Thriving at Work, consisting of vitality, ongoing learning, and external and internal factors. Nurses hesitated to describe themselves in positive ways, referring instead to being ‘not burnt out’. Nurses could, however, readily identify qualities of thriving in others, and viewed those nurses as aspirational. In addition to the Model, participants highlighted their emotional burden, workload, and ethical issues as important contributors to thriving. The Model could potentially be expanded to include these factors. ConclusionsThriving at work could be part of a range of emergency nurses’ workplace outcomes. External and internal factors contribute to thriving. Healthcare leaders could support thriving among emergency nurses by fostering a positive work environment.