Elliethey Nancy Sabry, Aly Abou Hashish Ebtsam, Ahmed Mohamed Elbassal Nariman
Faculty of Nursing, Alexandria University, Alexandria, Egypt.
BMC Nurs. 2024 Feb 17;23(1):126. doi: 10.1186/s12912-024-01785-4.
The organization's work ethics is the cornerstone to promoting positive nurses' behaviours and overcoming counterproductive ones.
The current study aims to explore the relationship between work ethics (WEs) and counterproductive work behaviours (CWB) among nurses and testify to the mediating role of workplace ostracism (WO) in this relationship.
A descriptive correlational study was conducted in an Egyptian hospital. A convenient sample of staff nurses (N = 369) who agreed to participate in the study answered work ethics, counterproductive work behaviours, and workplace ostracism questionnaires, which were proven to be valid and reliable study measures. Descriptive and inferential statistics were applied, and relationships were presented using structural equation modelling.
Ethics Committee approval, written informed consent, data privacy and confidentiality, and participants' rights to voluntary participation and withdrawal were maintained.
The majority of nurses (78.5%) perceived a high level of work ethics while majority of nurses reporting low levels of counterproductive work behaviours and workplace ostracism (82.25%, 75.75%), respectively. In addition to the negative correlations, the findings revealed that WEs have a significant negative influence on each of CWB (β - 0.482, p < 0.005) and WO (β - 0.044, p < 0.005). The regression analysis showed that WEs can negatively predict about 15% of the variance in each of CWB and WO. On the other hand, WO has a positive effect on CWB (β 0.035, p < 0.021) and mediates the relationship between WEs and CWB.
Ostracism negatively affects the attitudes of nurses, which in turn results in negative behavioural outcomes (i.e., deviant behaviour).
It is imperative for the hospital and nurse managers to establish a work environment that fosters support and cultivate work ethics and ethical work climate with the aim of managing negative work behaviours, enhancing nurses' retention and satisfaction, and eventually improving the quality of patient care.
该组织的职业道德是促进护士积极行为和克服消极行为的基石。
本研究旨在探讨护士的职业道德（WEs）与反生产工作行为（CWB）之间的关系，并验证职场排斥（WO）在这种关系中的中介作用。
在一家埃及医院进行了一项描述性相关性研究。一个由同意参与研究的在职护士组成的便利样本（N = 369）回答了职业道德、反生产工作行为和职场排斥问卷，这些问卷被证明是有效且可靠的研究工具。应用了描述性和推断性统计，并使用结构方程模型呈现关系。
维护了伦理委员会的批准、书面知情同意、数据隐私和保密性，以及参与者自愿参与和退出的权利。
大多数护士（78.5%）认为职业道德水平较高，而大多数护士报告的反生产工作行为和职场排斥水平较低（分别为82.25%、75.75%）。除了负相关外，研究结果还显示，职业道德对反生产工作行为（β - 0.482，p < 0.005）和职场排斥（β - 0.044，p < 0.005）均有显著负面影响。回归分析表明，职业道德可以负向预测反生产工作行为和职场排斥中各约15%的方差。另一方面，职场排斥对反生产工作行为有正向影响（β 0.035，p < 0.021），并在职业道德与反生产工作行为之间起中介作用。
排斥会对护士的态度产生负面影响，进而导致负面行为结果（即越轨行为）。
医院和护士管理者必须营造一个促进支持、培养职业道德和道德工作氛围的工作环境，以管理负面工作行为、提高护士的留用率和满意度，并最终改善患者护理质量。
