Shiraz University of Medical Sciences, Shiraz, Iran.
Nurs Ethics. 2022 May;29(3):675-684. doi: 10.1177/09697330211015291. Epub 2022 Feb 22.
Discrimination and injustice are big obstacles in nurses' way to socialization and are among the major clinical challenges faced by nurses. Workplace discrimination is associated with such negative consequences as stress, fatigue, demoralization, loss of professional commitment, tension and conflicts at work, and resignation. A review of literature shows that not much research has been dedicated to workplace discrimination in nursing.
This study aims to investigate nurses' perception of workplace discrimination.
This cross-sectional study was conducted in the hospitals affiliated with a university of medical sciences in the largest city in the south of Iran in 2019. The participants consisted of 597 nurses who were selected through stratified random sampling. Data were collected using a researcher-made workplace discrimination questionnaire and analyzed in SPSS v. 21.
The mean of the nurses' workplace discrimination scores was found to be 102.57 ± 14.5, which is considered as moderate. The nurses' mean scores for the dimensions of vertical and horizontal discrimination (44.53 ± 6.8), consequences of discrimination (20.52 ± 5.55), and unfair promotion (12.38 ± 2.44) were moderate. As for the two other dimensions of workplace discrimination, namely, gender discrimination (14.41 ± 3.28) and cultural-organizational discrimination (11.88 ± 2.99), the participants' mean scores were low. There was a significant relationship between the nurses' workplace discrimination mean score on the one hand and their employment status (p = 0.016) and work experience (p = 0.002) on the other. However, the nurses' workplace discrimination mean score was not found to correlate with their level of education (p = 0.65), marital status (p = 0.274), and gender (p = 0.479).
This study has been approved by the ethics committee of the university. All the participants had signed the written informed consent form before participation.
Hospital managers should take measures to reduce discrimination and establish organizational justice to raise nurses' morale and improve the quality of their performance as caregivers.
歧视和不公正严重阻碍了护士的社会化进程，也是护士面临的主要临床挑战之一。工作场所歧视会导致压力、疲劳、士气低落、职业承诺丧失、工作紧张和冲突以及辞职等负面后果。文献回顾表明，针对护理工作场所歧视的研究并不多。
本研究旨在调查护士对工作场所歧视的看法。
本横断面研究于 2019 年在伊朗南部最大城市一所医科大学附属医院进行。参与者包括通过分层随机抽样选择的 597 名护士。使用研究者自行设计的工作场所歧视问卷收集数据，并在 SPSS v. 21 中进行分析。
护士工作场所歧视得分的平均值为 102.57 ± 14.5，被认为处于中等水平。护士在垂直和水平歧视（44.53 ± 6.8）、歧视后果（20.52 ± 5.55）和不公平晋升（12.38 ± 2.44）维度的平均得分处于中等水平。而在工作场所歧视的另外两个维度，即性别歧视（14.41 ± 3.28）和文化组织歧视（11.88 ± 2.99），参与者的平均得分较低。护士工作场所歧视平均得分与他们的就业状况（p = 0.016）和工作经验（p = 0.002）显著相关。然而，护士的工作场所歧视平均得分与他们的教育水平（p = 0.65）、婚姻状况（p = 0.274）和性别（p = 0.479）无关。
本研究已获得大学伦理委员会的批准。所有参与者在参与前都签署了书面知情同意书。
医院管理者应采取措施减少歧视，建立组织公正，提高护士的士气，提高他们作为护理人员的绩效质量。
