Zhi Zeng, Yijuan He, Jiahuan Zheng, Xiaohan Jiang, Zhanjie Lu, Dandan Chen, Xin Yan
School of Health and Economics Management, Nanjing University of Chinese Medicine, Nanjing, 210023, People's Republic of China.
School of Nursing, Nanjing University of Chinese Medicine, Nanjing, 210023, People's Republic of China.
Psychol Res Behav Manag. 2024 May 22;17:2083-2097. doi: 10.2147/PRBM.S457284. eCollection 2024.
Due to the particularity of the services provided by the medical industry, medical staff need to not only be proficient in their professional skills, but also pay attention to the cultivation of ethical qualities. However, at present, the performance-oriented management system of medical institutions, imbalanced allocation of medical resources, and other problems are likely to cause unethical pro-organisational behaviour (UPB) among medical staff.
To explore the causes of pro-organizational unethical behaviors among health care workers from the perspective of employee-organizational relationships and to investigate the mechanism of organizational support perception on pro-organizational unethical behaviors.
A multi-stage sampling method was used to assess 322 health care workers from several tertiary and above public hospitals in China, using the Sense of Organizational Support Scale, the Organizational Identity Scale and the Pro-Organizational Unethical Behavior Scale.
All dimensions of perceived organisational support (job support, concerns about employee interests, and value identification) significantly positively predicted organisational identification and UPB (p < 0.05). Organisational identification significantly positively predicted UPB (p < 0.05), and partially mediated the relationship between all three dimensions of perceived organisational support and UPB.
Medical institutions in China could positively guide medical staff through professional training to effectively avoid their UPB. Digital technologies, such as internet platforms, can also be used to increase job support for medical staff from outside the organisation. The recognition of the contributions of medical staff could be strengthened to enhance their sense of social identity and social responsibility, which may help effectively reduce their UPB.
由于医疗行业所提供服务的特殊性,医务人员不仅需要精通专业技能,还需注重职业道德素质的培养。然而,目前医疗机构的绩效导向管理体制、医疗资源分配不均衡等问题,很可能导致医务人员出现亲组织不道德行为(UPB)。
从员工 - 组织关系视角探讨医护人员亲组织不道德行为的成因,并探究组织支持感知对亲组织不道德行为的作用机制。
采用多阶段抽样方法,运用组织支持感量表、组织认同感量表和亲组织不道德行为量表,对我国几家三级及以上公立医院的322名医护人员进行测评。
感知组织支持的所有维度(工作支持、对员工利益的关注和价值认同)均显著正向预测组织认同和UPB(p < 0.05)。组织认同显著正向预测UPB(p < 0.05),并部分中介感知组织支持的三个维度与UPB之间的关系。
我国医疗机构可通过专业培训积极引导医务人员,有效避免其出现UPB。还可利用互联网平台等数字技术,增加组织外部对医务人员的工作支持。加强对医务人员贡献的认可,以增强其社会认同感和社会责任感,这可能有助于有效减少其UPB。