Abusive supervision and helping behavior among nursing staff: a moderated mediation model.

PURPOSE: This study aims to explore the adverse impacts of abusive supervision on helping behaviors among employees, as mediating by intention to leave and moderating by Islamic work ethics (IWE). DESIGN/METHODOLOGY/APPROACH: A quantitative approach was employed, and the sample consisted of 283 nurses working in various public sector hospitals in Pakistan. The data analysis was conducted using SPSS and AMOS with the PROCESS macro. FINDINGS: The results suggest that abusive supervision diminishes helping behavior among nurses. Additionally, the study reveals that intention to leave mediates the relationship of abusive supervision and nurses' helping behavior. Moreover, the introduction of IWE as a boundary condition reveals that the mediated link is weaker when IWE is higher, and vice versa. PRACTICAL IMPLICATIONS: This study provides valuable insights for hospital authorities to develop intervention strategies and policies aimed at reducing abusive supervision in hospitals. Hospital management should also be aware of the detrimental effects of abusive supervision on nurses' helping behaviors, which can be mitigated by promoting ethical values aligned with IWE. ORIGINALITY/VALUE: This study makes a valuable contribution to the limited research on the link between abusive supervision and helping behaviors in hospital settings. It offers new perspectives by incorporating the Conservation of Resources theory, particularly within the healthcare sector. Furthermore, this research expands the current knowledge by investigating the mediating influence of intention to leave and the moderating effect of IWE in mitigating the adverse impact of abusive supervision on nurses' helping behavior in Pakistan's public sector hospitals.

Work ethics and its relationship with workplace ostracism and counterproductive work behaviours among nurses: a structural equation model.

BACKGROUND: The organization's work ethics is the cornerstone to promoting positive nurses' behaviours and overcoming counterproductive ones. PURPOSE: 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. METHODS: 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. ETHICAL CONSIDERATIONS: Ethics Committee approval, written informed consent, data privacy and confidentiality, and participants' rights to voluntary participation and withdrawal were maintained. RESULTS: 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 (ß - 0.482, p < 0.005) and WO (ß - 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 (ß 0.035, p < 0.021) and mediates the relationship between WEs and CWB. DISCUSSION: Ostracism negatively affects the attitudes of nurses, which in turn results in negative behavioural outcomes (i.e., deviant behaviour). CONCLUSION: 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.

Ethical decision-making of social workers in Spain during COVID-19: Cases and responses.

In this article we address the ethical decision-making processes of social work professionals in Spain during the first wave of COVID-19. We present some of the findings from a broader international research project led by professor Sarah Banks and carried out in collaboration with the International Federation of Social Workers. The first wave of COVID-19 had a major impact in Spain, hitting harder the most vulnerable groups. In this unprecedented and unexpected context, social workers had to make difficult ethical decisions on fundamental issues such as respecting service-user's autonomy, prioritizing wellbeing, maintaining confidentiality or deciding the fair distribution of the scarce resources. There were moments of uncertainty and difficult institutional responses. The broader international project was carried out using an online questionnaire addressed to social work professionals in several countries. In this article, through several specific cases, we examine the ethical decision-making processes of social work professionals in Spain, as well as the way to resolve that situations. We have used a qualitative content analysis with a deductive approach to analyze the responses and cases. Findings show many difficult situations concerning the prioritization of the wellbeing of users without limiting their autonomy, the invention of new organizational protocols to provide support and resources for vulnerable people… Social workers had to manage the bureaucracy and had to solve some emergency situations getting personally involved or developing other cooperation mechanisms. The pandemic forced them to look for new forms of social intervention.

The work ethics of muslim woman Songket weavers in increasing family income: Sukarare tourism village, Indonesia.

This study looks into the contribution of Muslim songket weavers' strong work ethics on raising family income in Sukarara Village, Indonesia. This study employs qualitative descriptive methods and ethnographic approaches to examine two factors that boost family income, namely work ethic and motivation in weaving. The weavers of Sukarara Village exhibit a great degree of discipline, accountability, devotion, thoroughness, tenacity, and patience in their job, according to this study. The main driving forces of weavers in Sukarara Village are self-actualization, culture, and religion. Sukarara Village's female weavers have been successful in raising their families' standard of life through the sale of fabric.

Work ethics, stay-at-home measures and COVID-19 diffusion : How is the pandemic affected by the way people perceive work?

Non-pharmaceutical interventions aimed at reducing the spread of COVID-19 rely largely on voluntary compliance among the target population to be effective, since such measures, which are aimed at the entire population, are very hard to enforce. In this paper, we focus on the impact of different work ethics on the spread of COVID-19. There are indeed reasons to believe that populations with different attitudes toward work will react differently to stay-at-home orders and other policies that forbid people from working. By means of a quantitative analysis, using hybrid model estimators, we test the impact of different work ethics on COVID-19 diffusion in a sample of 30 European countries. Results show that the more a population holds certain beliefs about work-namely, that it is humiliating to receive money without working, that people who do not work become lazy, and that work always comes first-the higher contagion rates of COVID-19 are, ceteris paribus. On the other hand, the more a population perceives work as a social duty, the lower contagion rates are. All this suggests that different work ethics matter in the containment of COVID-19.

Structural empowerment and work ethics influence on the work engagement of millennial nurses.

AIM: This study investigated the influence of structural empowerment and work ethics on work engagement among millennial Saudi clinical nurses. BACKGROUND: No extensive research has been conducted on the structural empowerment, work ethics and work engagement of millennial nurses, especially in Arab countries such as Saudi Arabia. DESIGN: This study utilized descriptive correlation quantitative design. METHOD: A total of 250 millennial Saudi nurses participated in the online survey containing the Multidimensional Work Ethic Profile-Short Form, Conditions for Work Effectiveness Questionnaire-II and Utrecht Work Engagement Scale. RESULTS: Descriptive analyses revealed the highest mean for 'delay of gratification' for work ethics (M = 4.38, SD = 0.66), 'access to opportunity' for structural empowerment (M = 4.28, SD = 0.78) and 'dedication' dimension for work engagement (M = 5.02, SD = 1.10). Regression analysis revealed that marital status, employment status, type of hospital, structural empowerment and work ethics influenced the work engagement of millennial Saudi clinical nurses. CONCLUSIONS: Personal and organisational factors, work ethics and structural empowerment contribute to the work engagement of millennial Saudi clinical nurses. IMPLICATIONS FOR NURSING MANAGEMENT: This study discusses the importance of formulating strategies such as recognition, rewards and incentives for good nursing practice to foster the work engagement of millennial nurses.

Exploring Interactions in the Sickness Insurance System in Terms of Power and Trust.

Purpose Activation policies and efforts to reduce sick leave rates has influenced sickness insurance systems in Western countries, which has led to social security being more connected with work and attempts to expose malingering among the sickness absent. The aim of this study was to explore how power and trust are expressed by clients and stakeholders within the Swedish sickness insurance system. Methods This was a longitudinal qualitative study based on semi structured interviews and case files from 31 clients on sick leave in Sweden. Data was analyzed using a thematic analysis. Results The main theme 'Acts of power and distrust' illustrates how stakeholders' express suspicions towards each other, and how clients need to demonstrate desire and efforts to return to work which other stakeholders verified. Conclusions The clients desire to prove themselves able to contribute to society was prominent in this study and power relations need to be acknowledged, in particular between client and the SIA. Further, to preserve citizens trust in the system, the system needs to demonstrate trust also in the clients.

Analysis and Suggestions on Work Ethic Risk Factors of Caregivers of the Elderly with Disability and Dementia / 中国医学伦理学

Through the definition of the concepts of disabled and demented elderly, caregivers, work ethic, and ethical principles of caring for elderly with disability and dementia, this paper analyzed the ethical risk factors from the work ethics level of caregivers, the overall service ability and management level of care industry, the caregivers’ occupational burnout, and the degree of social public support and recognition of caregivers’ profession. It is proposed that paying attention to the cultivation of the caregivers’ work ethic quality, establishing the work ethic supervision and evaluation system of caregivers of the elderly with disability and dementia, exploring the successful experience of integrating ethic norms into the care of the elderly with disability and dementia, and safeguarding the rights and interests of the caregivers of the elderly with disability and dementia, so as to gradually reduce the work ethic risk of caregivers of the elderly with disability and dementia, improve the work ethic quality of caregivers, and safeguard the rights and interests of the disabled and demented elderly to the greatest extent.

[Ethical analysis of work environment in audiology]. / Analiz eticheskikh aspektov trudovoi deyatel'nosti vrachei-surdologov-otorinolaringologov i vrachei-otorinolaringologov.

The issues of medical ethics concern not only the doctor-patient relationship, but also the ethical aspects of the organization of the labor activity of medical specialists. Identifying and resolving ethical dilemmas can serve as the basis for preventing occupational stress and burnout and improving the effectiveness of medical care in the field of audiology. OBJECTIVE: Ethical analysis of work environment in audiology. MATERIAL AND METHODS: A 14-question questionnaire developed on the basis of demand-control and effort-reward models, an online survey was conducted using the Google Forms service among 111 specialists (43 audiologists, 13 otorhinolaryngologists, and 55 doctors combining work in both specialties).Results and discussion. The differences were revealed on the scales Effort and Reward depending on the specialty and clinic (public or private). The greatest effort was found among doctors combining both specialties, the least - among doctors of private clinics. 58% of the respondents consider the wages to be inadequate to the expended efforts. At the same time, a high respect level among patients, management and colleagues helps to compensate for the identified efforts. CONCLUSION: The analysis made it possible to identify ethical dilemmas in the work of audiologists for effective planning of specialty development.

Collegial Relationships.

Although collegial relationships are among the most prevalent types of interpersonal relationships in our lives, they have not been the subject of much philosophical study. In this paper, we take the first step in the process of developing an ethics of collegiality by establishing what qualifies two people as colleagues and then by determining what it is that gives value to collegial relationships. We argue that A and B are colleagues if both exhibit sameness regarding at least two of the following three features: (i) the same work content or domain of activity; (ii) the same institutional affiliation or common purpose; and/or (iii) the same status or level of responsibility. Moreover, we describe how the potential value of collegial relationships is grounded in the relationship goods that two colleagues have reason to generate qua colleagues, namely, collegial solidarity and collegial recognition. Two interesting conclusions that can be drawn from our analysis are that one has to be proficient at one's work if one is to be considered a good colleague and that we are also more likely to be better colleagues if we regard the work we do as valuable. Finally, we draw special attention to the working conditions that are conducive to the generation of good collegial relationships and suggest some policies to promote them.

Does Organizational Cronyism Lead to Lower Employee Performance? Examining the Mediating Role of Employee Engagement and Moderating Role of Islamic Work Ethics.

In this research, using a time-lagged approach, we investigated the relationship between organizational cronyism and employee performance. Drawing on the conservation of resources theory, we tested the mediating role of employee engagement in the relationship between organizational cronyism and employee performance. We also examined how Islamic work ethics moderated the relationship between organizational cronyism and work engagement. The study, with a total of 267 participants, was conducted in the healthcare sector of Pakistan. The results revealed that organizational cronyism was negatively related to employee performance. The analyses confirmed the mediating role of work engagement in the relationship between organizational cronyism and employee performance. Similarly, Islamic work ethics moderated the relationship between organizational cronyism and work engagement. Implications for future research as well as managerial implications of our findings along with the limitations and future research directions are also discussed.

The status of research ethics in social work.

Research ethics provide important and necessary standards related to the conduct and dissemination of research. To better understand the current state of research ethics discourse in social work, a systematic literature search was undertaken and numbers of publications per year were compared between STEM, social science, and social work disciplines. While many professions have embraced the need for discipline-specific research ethics subfield development, social work has remained absent. Low publication numbers, compared to other disciplines, were noted for the years (2006-2016) included in the study. Social work published 16 (1%) of the 1409 articles included in the study, contributing 3 (>1%) for each of the disciplines highest producing years (2011 and 2013). Comparatively, psychology produced 75 (5%) articles, psychiatry produced 64 (5%) articles, and nursing added 50 (4%) articles. The STEM disciplines contributed 956 (68%) articles between 2006 and 2016, while social science produced 453 (32%) articles. Examination of the results is provided in an extended discussion of several misconceptions about research ethics that may be found in the social work profession. Implications and future directions are provided, focusing on the need for increased engagement, education, research, and support for a new subfield of social work research ethics.

Physician job satisfaction related to actual and preferred job size.

BACKGROUND: Job satisfaction is essential for physicians' well-being and patient care. The work ethic of long days and hard work that has been advocated for decades is acknowledged as a threat for physicians' job satisfaction, well-being, and patient safety. Our aim was to determine the actual and preferred job size of physicians and to investigate how these and the differences between them influence physicians' job satisfaction. METHOD: Data were retrieved from a larger, longitudinal study among physicians starting medical training at Groningen University in 1982/83/92/93 (N = 597). Data from 506 participants (85%) were available for this study. We used regression analysis to investigate the influence of job size on physicians' job satisfaction (13 aspects) and ANOVA to examine differences in job satisfaction between physicians wishing to retain, reduce or increase job size. RESULTS: The majority of the respondents (57%) had an actual job size less than 1.0 FTE. More than 80% of all respondents preferred not to work full-time in the future. Respondents' average actual and preferred job sizes were .85 FTE and .81 FTE, respectively. On average, respondents who wished to work less (35% of respondents) preferred a job size reduction of 0.18 FTE and those who wished to work more (12%) preferred an increase in job size of 0.16 FTE. Job size influenced satisfaction with balance work-private hours most (ß = -.351). Physicians who preferred larger job sizes were - compared to the other groups of physicians - least satisfied with professional accomplishments. CONCLUSIONS: A considerable group of physicians reported a gap between actual and preferred job size. Realizing physicians' preferences as to job size will hardly affect total workforce, but may greatly benefit individual physicians as well as their patients and society. Therefore, it seems time for a shift in work ethic.

Psychometrics of an original measure of barriers to providing family planning information: Implications for social service providers.

Social service professionals can face challenges in the course of providing family planning information to their clients. This article reports findings from a study that developed an original 27-item measure, the Reproductive Counseling Obstacle Scale (RCOS) designed to measure such obstacles based conceptually on Bandura's social cognitive theory (1986). We examine the reliability and factor structure of the RCOS using a sample of licensed social workers (N = 197). A 20-item revised version of the RCOS was derived using principal component factor analysis. Results indicate that barriers to discussing family planning, as measured by the RCOS, appear to be best represented by a two-factor solution, reflecting self-efficacy/interest and perceived professional obligation/moral concerns. Implications for practice and future research are discussed.

WORK ETHICS, ORGANIZATIONAL ALIENATION AND JUSTICE AMONG HEALTH INFORMATION TECHNOLOGY MANAGERS.

INTRODUCTION: Failure to comply with work ethics by employees working in Health Information Technology (HIT) Departments and their negative attitudes about organizational justice may have an adverse impact on patient satisfaction, quality of care, collecting health statistics, reimbursement, and management and planning at all levels of health care; it can also lead to unbearable damages to the health information system in the country. As so far there has been no research on HIT managers to assess the moral and ethical aspects of works and their relationship with organizational alienation and justice, this study aimed to evaluate the relationship between work ethics and organizational justice and alienation among the HIT managers. METHODS: This study was performed in affiliated hospitals of Semnan University of medical sciences in Semnan, Iran, in 2015. In this study, a census method was used. The data collection tool was a researcher made questionnaire. RESULTS: There was a negative and significant relationship between work ethic and organizational alienation (B= - 0.217, P<0.001), and there was also a positive and significant relationship between work ethic and organizational justice (B= 0.580, P<0.001). There were negative and significant relationships among between education level and work ethic (B= - 0.215, P=0.034) and organizational justice (B=- 0.147, P=0.047). CONCLUSION: The results of this study showed that the managers' attitude toward justice and equality in the organization can affect their organizational commitment and loyalty and thus have a significant impact on the work ethics in the work environment. On the other hand, with increasing the education level of the managers, they will have higher expectation of the justice in the organization, and they feel that the justice is not observed in the organization.

"But I wasn't told to": lack of education and workplace policy as barriers in the provision of family planning information.

Access to family planning has been identified as critical to public health. Improving the linkage between medical and social services could result in improved access to care for those most at risk of unintended pregnancy. This study used a survey based on Alfred Bandura's social cognitive theory (1986) to increase the understanding of the barriers social workers confront in the provision of family planning information to clients. Although moral disagreement with family planning presented a barrier for some, workplace policy, participation in family planning trainings, and working in an urban setting were of greater value in understanding barriers.

The Relationship Between Emotional Intelligence (EI) And Organizational Citizenshp Behaviour (OCB): The Moderating Role Of Islamic Work Ethics (IWE)

Objective: This study intended to investigate the relationship between Emotional Intelligence (EI) and Organizational Citizenship Behaviour (OCB) with moderating role of Islamic Work Ethics (IWE). Methods: A sample of 123 students of Islamabad were surveyed on EI, OCB and IWE and data from this survey were entered into a linear regression model to study the links between these variables. Thirty-four (27.6%), 45 (36.6%), 9 (7.3%), 27 (21.9%) and 8 (6.5%) of the respondents were in the age range of 20 - 25, 25 - 30, 30 - 35, 35 and above, respectively. Furthermore, 7 (5.7%), 23 (18.7%), 43 (34.9%), 31 (25.2%) and 19 (15.4%) had qualifications of Graduate, Masters, MS, PhD and Post Doc, respectively. Eighty-two (66.67%) were male and 41 (33.33%) female. Results: There was a statistically significant linear relation between EI and OCB (Beta = 0.292) whereas IWE also had a notable link with OCB (Beta =0.559). IWE had no significant impact on the relationship between EI and OCB. Conclusion: The interaction effect of EI and IWE did not cause the target sample of the study to exhibit OCB to a significant level.

The association between work ethics and attitudes towards organizational changes among the administrative, financial and support employees of general teaching hospitals.

In order to achieve success in today's competitive world, organizations should adapt to environmental changes. On the other hand, managers should have a set of values and ethical guidelines for their administrative and organizational functions. This study aimed to investigate the association between work ethics and attitudes towards organizational changes among the administrative, financial and support employees of general teaching hospitals affiliated to Shiraz University of Medical Sciences. This was an applied, cross-sectional and descriptive-analytic study conducted in 2013. A sample of 124 employees was selected using stratified sampling proportional to size and simple random sampling methods. Data were collected using 2 questionnaires measuring the dimensions of employees' work ethics (four dimensions) and attitudes towards organizational changes (three dimensions). The collected data were analyzed using SPSS 18.0 and statistical tests, including ANOVA, independent samples t-test, and Pearson's correlation coefficient. A P < 0.05 was considered statistically significant. The maximum and minimum score of work ethic dimensions were related to being cooperative (4.60 ± 0.38) and dependable (4.29 ± 0.39) respectively. On the other hand, the maximum and minimum score of attitudes towards the various dimensions of organizational changes were related to the behavioral (3.83 ± 0.70) and the affective (3.55 ± 0.88) dimensions respectively. Furthermore, there was a significant relationship between the work ethics and education levels of the employees in this study (P = 0.003). Also, among work s dimensions, only being considerate had a significant association with attitudes towards organizational changes (P = 0.014) and their cognitive dimension (P = 0.005). To improve employees' work ethics and attitudes towards organizational changes, the following suggestions can be offered: training hospitals managers in participative management style and its application, as well as the importance of meeting the employees' needs and expectations based on their characteristics; familiarizing employees with the Islamic work ethic; educating employees on the importance of being considerate towards their colleagues and subordinates in the workplace, and reinforcing this desirable quality; and finally, clarifying the need for changes in the organization for all employees.

Social media and social work education: understanding and dealing with the new digital world.

Accompanying the multiple benefits and innovations of social media are the complex ethical and pedagogical issues that challenge social work educators. Without a clear understanding of the blurred boundaries between public and private, the potentially limitless and unintended audiences, as well as the permanency of the information shared online, social work students who use social media can find themselves in difficult situations in their personal and professional lives. In this article, we present three scenarios that illustrate issues and complexities involving social media use by social work students, followed by a discussion and recommendations for social work educators.

The Criminalization of Immigration: Value Conflicts for the Social Work Profession.

This article examines the impact of the criminalization of immigration on non-documented immigrants and the profession of social work. To meet its aims, the article explores the new realities for undocumented immigrants within the context of globalization. It then assesses the criminal justice and homeland security responses to undocumented immigrants, also referred to as the criminalization of immigration. It subsequently explores the ethical dilemmas and value discrepancies for social workers that are implicated in some of these responses. Finally, it presents implications for social workers and the social work profession.