School of Nursing, Texas Tech University Health Sciences Center, Lubbock, Texas, United States of America.
Department of Communication Studies, College of Media & Communication, Texas Tech University, Lubbock, Texas, United States of America.
PLoS One. 2021 Feb 26;16(2):e0247715. doi: 10.1371/journal.pone.0247715. eCollection 2021.
Incivilities are pervasive among workers in healthcare institutions. Previously identified effects include deterioration of employee physical and mental health, absenteeism, burnout, and turnover, as well as reduced patient safety and quality of care. This study documented factors related to organizational civility at an academic health sciences center (AHSC) as the basis for future intervention work. We used a cross-sectional research design to conduct an online survey at four of five campuses of an AHSC. Using the Organizational Civility Scale (OCS), we assessed differences across gender, race (White and non-White) and job type (faculty or staff) in the eleven subscales (frequency of incivility, perceptions of organizational climate, existence of civility resources, importance of civility resources, feelings about current employment, employee satisfaction, sources of stress, coping strategies, overall levels of stress/coping ability, and overall civility rating). Significant gender differences were found in six of the eleven subscales: perception of organizational climate (p < .001), existence of civility resources (p = .001), importance of civility resources (p < .001), frequency of incivilities (p < .001), employee satisfaction (p = .002), and overall civility rating (p = .007). Significant differences between respondents by self-identified race were found only in one subscale: existence of civility resources (p = .048). Significant differences were found between faculty and staff in four subscales: perception of organizational climate (p = .001), importance of civility resources (p = .02), employee satisfaction (p = .01), and overall levels of stress (p = .03). Results suggest that gender and employment type differences exist in the perception of organizational climate at the academic health center, while significant racial differences only occurred in reference to reported existence of civility resources. Attention to these differences should be incorporated into the development of programs to address the problem.
医疗机构工作人员中普遍存在不文明行为。先前已确定的影响包括员工身心健康恶化、旷工、倦怠和离职，以及患者安全和护理质量下降。本研究记录了学术健康科学中心（AHSC）组织文明相关因素，作为未来干预工作的基础。我们使用横断面研究设计，在 AHSC 的五个校区中的四个校区进行了在线调查。使用组织文明量表（OCS），我们评估了在 11 个子量表（不文明行为频率、组织氛围感知、文明资源存在、文明资源重要性、对当前就业的感受、员工满意度、压力源、应对策略、总体压力/应对能力和总体文明评价）方面，性别、种族（白人和非白人）和工作类型（教职员工）之间的差异。在 11 个子量表中的 6 个中发现了显著的性别差异：组织氛围感知（p <.001）、文明资源存在（p =.001）、文明资源重要性（p <.001）、不文明行为频率（p <.001）、员工满意度（p =.002）和总体文明评价（p =.007）。仅在一个子量表中发现了自我认定种族的受访者之间存在显著差异：文明资源的存在（p =.048）。在组织氛围感知（p =.001）、文明资源重要性（p =.02）、员工满意度（p =.01）和总体压力水平（p =.03）方面，教职员工和员工之间存在显著差异。结果表明，在学术健康中心，组织氛围感知方面存在性别和就业类型差异，而仅在报告文明资源存在方面存在显著的种族差异。应该注意这些差异，并将其纳入解决问题的方案制定中。
