Perception of ethical climate and turnover intention among nursing staff: does organizational cynicism mediate?

Abstract

Purpose The purpose of this paper is to explore the mediating effect of organizational cynicism between the relationship of perception of ethical climate and turnover intention among nurses working in public sector hospitals. Design/methodology/approach A quantitative approach was utilized and 870 questionnaires were distributed to collect data from nursing staff working in Punjab region of Pakistan by using non-probability multistage sampling technique. A total of 711 questionnaires were returned out of which 668 questionnaires were scrutinized. Additionally, confirmatory factor analysis and structural equation modeling were applied to analyze the data. Findings The results revealed a full mediating effect of organizational cynicism between the relationship of perception of ethical climate and turnover intention. Research limitations/implications The current study has adopted a multistage non-probability sampling technique to collect data because the management of hospitals restricted researcher access to personal information about the nurses. Therefore, at the first stage, the researcher used convenience sampling and at the second stage, the researcher utilized quota sampling to collect the data. Moreover, the findings of the current study are based on cross-sectional data because of the limited time and resources. Practical implications The current study fosters the ongoing debate in organizational studies related to cynicism and it is noteworthy for the nursing managers to understand the significant factors which directly or indirectly affect the nursing attitude. Originality/value The current study explored the mediating role of organizational cynicism between perception of ethical climate and turnover intention in nursing profession to fill the research gap.

Interactive Effects of Workplace Spirituality and Psychological Capital on Employee Negativity

“…A meta-analysis conducted on antecedents and consequences of OC by Chiaburu et al (2013) found that organizational trust, perceived organizational support and organizational justice were negatively correlated with OC, whereas psychological contract violation, perceived organizational politics and psychological strain were found to have positively correlated with OC. Ethical perceptions and core self-evaluations have also been identified as the predictor of OC (Munir et al, 2018).…”

The Effect of Ethical Climate, Organizational Culture, on Organizational Performance in Tax Service Offices Mediated by Strategic Service Management

“…This study tries to develop theories about Ethical Climate, which is carried out for the development of human resources, especially the ethical climate Munir et al (2018) Kia et al (2019) Mulki and Lassk (2019) Al-Halbusi et al (2020) Teng et al (2020) many opinions from developing experts on Ethical Climate, especially to pay attention to the habits and full responsibility of each individual. Likewise with the theory of Organizational Culture, because Organizational Culture is the process through which individual employees identify their culture and take steps to achieve their career goals, which are influenced by training, promotions, transfers, and work performance Tarifa-Fernández et al (2019) Meanwhile Jensen (2017) Pistoni and Songini (2017) Wang et al (2019) said that Strategic Service Management called Strategic service management is a business strategy that aims to optimize the aftersales service provided by the company, by synchronizing spare parts estimates and service resources, service partners, labour technicians, and service prices.…”

The hospital ethical climate and its meaning in nursing work. A review of research results

“…The questionnaire is used by nurses to assess the ethical climate in the hospital. It consists of 26 questions containing 5 subscales, with the following taken into consideration: relations with peers (questions 1, 10, 18, 23), patients (questions 2, 6, 11, 19), managers (questions 3,7,12,15,20,24), the hospital (questions 4, 8, 13, 16, 21, 25), and physicians (question 5,9,14,17,22,26). After reading the question, the respondent answers it using the 5-point Likert scale, where 1 means "almost never", and 5 means "almost always".…”

“…It also allows to learn about unethical behaviours and situations, and to take the necessary steps in order to eliminate them [13]. The ethical climate can therefore be regarded as a special dimension of the working climate [14].…”