The effect of ethical work climate on the organizational citizenship behavior of academic nurses

Abstract

Aim: This study demonstrates the effect of academic nurses' perceptions of ethical work climate on their organizational citizenship behaviour. Background: Establishing healthy relationships in organizations and ensuring organizational effectiveness depend on workers' perception of organizational ethics and voluntary behaviours that improve their organizations. Methods: This study was conducted with 644 academic nurses working in public institutions of higher education that offer nursing education at the undergraduate level in Turkey. The data were collected using a sociodemographic characteristics form, the Ethical Climate Scale and the Organizational Citizenship Behaviour Scale. The data were evaluated using statistical software. Approvals for the study were obtained from the institutions and their ethics committees, and the participants' consent was obtained. Results: This study found there was a significant relationship between academic nurses' perception of ethical work climate and their organizational citizenship behaviour. Ethical work climate based on social responsibility had the most effect on organizational citizenship behaviour. Conclusions: Academic nurses' perceptions of ethical work climate affect their organizational citizenship behaviour. Implications for Nursing Policy: Academic nurses should act in accordance with the laws and both professional and personal moral codes in the work environment, take into account team and institutional interests, be aware of their social responsibilities and be efficient. In this way, they can provide an ethical work environment and be a good organizational citizen based on volunteering and courtesy, thinking about team members, acting with advanced task awareness and supporting the development of the organization.

The impact of clinical nurses’ perception of hospital ethical climates on their organizational citizenship behavior

“…[ 6 ] As the important content of organizational behavior research, organizational citizenship behavior plays a significant role in improving employee loyalty, reducing separation rate, and stabilizing the nursing team. [ 7 ]…”

“…Lower job satisfaction and reduced organizational commitment caused by poor ethical issues are critical factors that could influence the organizational citizenship behavior of nurses [6] . As the important content of organizational behavior research, organizational citizenship behavior plays a significant role in improving employee loyalty, reducing separation rate, and stabilizing the nursing team [7] …”

“…[6] As the important content of organizational behavior research, organizational citizenship behavior plays a significant role in improving employee loyalty, reducing separation rate, and stabilizing the nursing team. [7] According to a number of researches, the nurses' perception of the ethical climates in hospital could affect their attitude and approach to ethical issues. [8] Hospital ethical climates have been a key environmental factor for nurses to make ethical decision.…”

How Supportive Ethical Relationships Are Negatively Related to Palliative Care Professionals’ Negative Affectivity and Moral Distress: A Portuguese Sample

“…This is related to the implementation of ethical norms, which help build a work environment in which professionals follow ethical principles that support the quality of the health services they provide. In such workplaces, professionals practice ethical values that promote feelings of ownership and decrease feelings of loneliness, resulting in increased productivity and patient satisfaction with care [ 36 , 37 , 38 ]. Previous literature showed that numerous organizational and relational variables that contribute to creating a positive ethical climate can play a crucial role in protecting against moral distress.…”

Work Climate Scale in Emergency Services: Abridged Version

“…The availability of instruments that assess the quality of the work climate has been a focus of studies in this field. Certain authors have emphasized organizational characteristics [ 5 ], psychological features [ 6 ] and, in some cases, both [ 7 ].…”