Objective: This study aimed to elucidate the relationship between the professional identity of nurses and the organizational climate, and to examine the necessary factors for forming professional ...identity therein. Methods: The study recruited 449 nurses working in hospitals with 100 beds or more in Prefecture A. A bearer self-administered questionnaire was used to investigate the basic attributes and professional identity of nurses, organizational climate, and social support. Results: A multiple regression analysis indicated that occupational identity was associated with a constructive atmosphere, the unfair appraisal of nursing, an atmosphere conductive to research, more than 10 years of experience (long-term tenure), and motivation for choosing this profession. Nurses with more than 10 years of experience reported significantly low levels of support from superiors and seniors, leadership of nurse manager, constructive atmosphere, and research atmosphere. Conclusions: The results suggested that fostering an organizational climate for creating a constructive atmosphere is necessary for the formation of professional identity. Additionally, they stressed the importance of providing social support, including the approval of nursing practice, especially for nurses with a tenure of more than 10 years.
Despite recognizing the importance of events, researchers have rarely explored the influence of broader societal events on employee experiences and behaviors at work. We integrate perspectives on ...events and social identities to develop a cross-level theoretical model of the spillover effects of mega-threats, which we define as negative, large-scale, diversity-related episodes that receive significant media attention. With a focus on highly publicized instances of violence enacted against Black Americans by law enforcement as the mega-threat under study, we propose that the coupling of intrapsychic and group-level processes that occur as a result of a mega-threat leads minorities to experience identity fusion that involves the blurring of organizational and social identities through both affective and cognitive pathways. We further propose that identity fusion compels minorities to engage in task and relational positively deviant behaviors: progroup voice and relational bridging. We also propose that factors within the organizational context, including leader compassion, organizational climate for inclusion, and organizational demography, serve to empower minority employees, heightening the functional outcomes of mega-threats.
Employee silence impedes sustainable organizational development, and it can conceal harm for internal and external stakeholders. Established approaches to overcoming silence in organizations draw on ...the assumption that employees withhold their views based on deliberate elaborations on the effectiveness and risks they associate with voice. Our research aims at complementing these approaches. Applying an information processing approach to culture and using implicit voice theories (IVTs; i.e., taken‐for‐granted beliefs about when and why speaking up at work is risky or inappropriate) as an example, we introduce a model proposing ways through which shared implicit knowledge structures emerge in teams and organizations, and how they affect motives to remain silent. We examine parts of the model with a sample of 696 employees nested in 129 teams and 67 organizations. Our findings show that IVTs can be shared at the team and organizational level, that shared IVTs explain variance in silence motives above and beyond perceptions of organizational climate and manager openness at the team and organization level, and that IVTs function as a mediator between team manager openness and silence motives. In sum, our findings point at shared IVTs as a way to conceptualize underlying basic assumptions of cultures of silence.
Organizational culture is an important predictor of organizational effectiveness, but it is also part of an organizational system that consists of highly interdependent elements such as strategy, ...structure, leadership, and high performance work practices (HPWPs). As such, accounting for the effect of culture's system correlates is important to specify more precisely organizational culture's predictive value for organizational outcomes. To date, however, efforts to connect culture with its system correlates have proceeded independently without integration. This trend is problematic because it raises questions about the strength of culture's association with its system correlates, and it casts uncertainty about organizational culture's predictive validity for organizational outcomes relative to other elements of an organization's system. We addressed these issues by conducting a meta-analysis based on 148 independent samples (N = 26,196 organizations and 556,945 informants). Results generally supported hypothesized predictions linking culture with strategy, structure, leadership, and HPWPs. Meta-analytic regressions and relative weight analyses further revealed that culture dimensions explained unique variance in effectiveness criteria after controlling for the effects of leadership and HPWPs but varied across effectiveness criteria in terms of relative importance. We discuss theoretical and practical implications and highlight several avenues for future research.
Background:
Moral distress occurs when constraints prevent healthcare providers from acting in accordance with their core moral values to provide good patient care. The experience of moral distress ...in nurses might be magnified during the current Covid-19 pandemic.
Objective:
To explore causes of moral distress in nurses caring for Covid-19 patients and identify strategies to enhance their moral resiliency.
Research design:
A qualitative study using a qualitative content analysis of focus group discussions and in-depth interviews. We purposively sampled 31 nurses caring for Covid-19 patients in the acute care units within large academic medical systems in Maryland and New York City during April to June 2020.
Ethical considerations:
We obtained approval from the Institutional Review Board at the University of Maryland, Baltimore.
Results:
We identified themes and sub-themes representative of major causes of moral distress in nurses caring Covid-19 patients. These included (a) lack of knowledge and uncertainty regarding how to treat a new illness; (b) being overwhelmed by the depth and breadth of the Covid-19 illness; (c) fear of exposure to the virus leading to suboptimal care; (d) adopting a team model of nursing care that caused intra-professional tensions and miscommunications; (e) policies to reduce viral transmission (visitation policy and PPE policy) that prevented nurses to assume their caring role; (f) practicing within crisis standards of care; and (g) dealing with medical resource scarcity. Participants discussed their coping mechanisms and suggested future strategies.
Discussion/Conclusion:
Our study affirms new causes of moral distress related to the Covid-19 pandemic. Institutions need to develop a supportive ethical climate that can restore nurses’ moral resiliency. Such a climate should include non-hierarchical interdisciplinary spaces where all providers can meet together as moral peers to discuss their experiences.
ABSTRACTThis research aims to determine and analyze the influence of organizational climate on simultaneous general election public services during the Covid-19 Pandemic at the General Election ...Commission Bone Bolango regency. This study uses a questionnaire as a primary data collection tool and data analysis techniques in quantitative research using statistics. The statistical test used in this study is descriptive statistics which is carried out to find the effect between the two variables through analysis of the regression test. The variables used in this study are Organizational Climate as the independent variable and public service as the dependent variable. This study found that the simple linear regression coefficients from organizational climate data and the effectiveness of simultaneous general election public services during the Covid-19 Pandemic were obtained at a = 19.38 and b = 0.30. Thus, the form of the simple linear regression equation obtained is Y = 19.38 + 0.30x. The results of the analysis of variance show that this equation is linear. In other words, the linear regression equation model is accepted and can be used to predict that if the organizational climate increases by one unit, the effectiveness of simultaneous general election public services during the Covid-19 Pandemic will increase by 0.30 units at a constant rate of 19.38 .
#MeToo has inspired the voices of millions of people (mostly women) to speak up about sexual harassment at work. The high-profile cases that reignited this movement have revealed that sexual ...harassment is and has been shrouded in silence, sometimes for decades. In the face of sexual harassment, managers, witnesses and targets often remain silent, wittingly or unwittingly protecting perpetrators and allowing harassment to persist. In this integrated conceptual review, we introduce the concept of network silence around sexual harassment, and theorize that social network compositions and belief systems can promote network silence. Specifically, network composition (harasser and male centrality) and belief systems (harassment myths and valorizing masculinity) combine to instill network silence around sexual harassment. Moreover, such belief systems elevate harassers and men to central positions within networks, who in turn may promote problematic belief systems, creating a mutually reinforcing dynamic. We theorize that network silence contributes to the persistence of sexual harassment due to the lack of consequences for perpetrators and support for victims, which further reinforces silence. Collectively, this process generates a culture of sexual harassment. We identify ways that organizations can employ an understanding of social networks to intervene in the social forces that give rise to silence surrounding sexual harassment.
This paper adopts a multilevel approach and uses hierarchical-level modelling, to explore the mechanisms that underlie organizational citizenship behaviour for the environment (OCBE) in four- and ...five-star hotels in Poland. It contributes both to organizational climate research and the organizational greening literature. More specifically, it examines the direct effects of green organizational climate (GOC) on OCBE, as well as its moderating effects on the relationships between individual factors and OCBE. The results indicate that GOC had a direct impact on OCBE and that it had a significant moderating effect on the relationships between personal environmental values and OCBE, and between affective organizational commitment and OCBE. It also emerged that employee values and commitment were positively related to OCBE, and that employees' engagement in extra-role green activities was equally explained by individual- and hotel-level factors. However, we found that in most hotels, there were weak GOC, which implies lack of organizational emphasis on green practices. We discuss the theoretical and practical implications of the findings, and make the case for the adoption of the multilevel approach for exploring employee involvement in organizational pro-environmental action. A series of key managerial implications are listed, explained and justified.
Building on the human resource management (HRM) behavioral and organizational climate literature, this study explores the linkage between socially responsible HRM (SRHRM) and employee support for ...perceived external corporate social responsibility (CSR) (that is, CSR directed toward external stakeholders) and the underlying social and psychological process. Multilevel analysis of data gathered over two separate periods confirmed that the relationship between SRHRM and employee support for external CSR initiatives of the employing organization is mediated by the organizational CSR climate. Moreover, the indirect effect is contingent on perceived internal CSR (that is, CSR directed toward employees). This study extends CSR research into the HRM domain and develops a better understanding of the micro-foundations of CSR (individual actions and interactions) by integrating the micro- and macro-perspectives of CSR. Based on the study findings, this paper also discusses theoretical contributions and future research directions.
Corporate environmental responsibility (CER) practices of small-and medium-sized enterprises (SMEs) are significant to the sustainable development of firms and the whole society. The institutional ...environment affects the environmental response of SMEs in the form of the implementation of CER practices. However, the relationship between institutional pressures and CER practices is quite mixed. To address this research gap, we developed a model that incorporates resource slack and green organizational climate to investigate whether and when institutional pressures affect CER practices. We tested our model with 211 questionnaires from Chinese manufacturing firms. Our results show that SMEs respond positively to mimetic and normative pressures by implementing CER practices, but their responses vary by resource slack and green organizational climate. SMEs are more likely to increase their CER practices when resources are strained and used more efficiently, or when the organizational climate values and recognizes green development. Our study contributes to an institutional perspective on CER by highlighting the negative moderating role of resource slack and the positive moderating role of green organizational climate. It also advances management practices regarding resource allocation and climate shaping for CER in a specific institutional environment.
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