Using a social capital framework to enhance measurement of the nursing work environment

Sheingold, RN Brenda Helen; Sheingold, Steven H.

doi:10.1111/jonm.12127

Cited by 34 publications

(50 citation statements)

References 20 publications

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“…The SCON Cronbach's alpha was 0.92 in Sheingold and Sheingold () and 0.90 in the present study. The reliability coefficient of the subscales ranged from 0.72 to 0.85 in the present study.…”

Section: Methodssupporting

confidence: 47%

The effect of social capital on job satisfaction and quality of care among hospital nurses in South Korea

Shin

Lee

2016

J Nurs Manag

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Strategies to improve social capital in nursing organisations are necessary to improve job satisfaction and the quality of care provided by nurses. Nurse managers and administrators should encourage nurse participation in organisational affairs and decision-making processes to improve social capital by developing a trusting work environment with shared values and support nurses who work with peers, superiors, and subordinates.

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“…The SCON Cronbach's alpha was 0.92 in Sheingold and Sheingold () and 0.90 in the present study. The reliability coefficient of the subscales ranged from 0.72 to 0.85 in the present study.…”

Section: Methodssupporting

confidence: 47%

The effect of social capital on job satisfaction and quality of care among hospital nurses in South Korea

Shin

Lee

2016

J Nurs Manag

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“…This instrument consists of 36 items categorized into five subscales: internal trust and solidarity (12 items), external trust and solidarity (9 items), participation and empowerment (7 items), conflict (5 items), and social cohesion with coworkers (3 items). For the SCON, Cronbach's ⍺ was .92 in Sheingold and Sheingold [17] and .90 in the present study. The reliability coefficients of the subscales ranged from .75 to .88 in the present study.…”

Section: Social Capitalmentioning

confidence: 66%

“…Social capital was measured using the Social Capital Outcomes for Nurses (SCON) developed by Sheingold and Sheingold [17] and evaluated for validity and reliability for use with nurses by Shin and Lee [13]. It was used after obtaining permission via e-mail from Shin and Lee [13], who translated the SCON.…”

Section: Social Capitalmentioning

confidence: 99%

Mediating Effect of Social Capital between Transformational Leadership Behavior and Organizational Citizenship Behavior in Hospital Nurses

Jun

2017

J Korean Acad Nurs Adm

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Purpose: This study was conducted to examine the current status of transformational leadership behavior (TLB) and organizational citizenship behavior (OCB), and to investigate the mediating effect of social capital on the relationship between TLB and OCB in hospital nurses. Methods: A cross-sectional descriptive study design was used with a convenience sample of 219 nurses from two university-affiliated teaching hospitals in South Korea. Results: The survey instruments measured TLB, OCB, and social capital. Data were analyzed using t-tests, ANOVA, Scheffe's test, Baron and Kenny's regression method. The average level of TLB was 3.13 points, for OCB 3.64 points, and for social capital 3.24 points in social capital. Positive correlations were found between TLB, OCB, and social capital. Hospital nurses' social capital showed a significant mediating effect on the relationship between TLB and OCB. Conclusion: Findings indicate that TLB is a contributing factor to better OCB, and TLB can lead to improved OCB through social capital. Interventions to improve social capital of nurses in health-care organizations have important implications for OCB improvement. This is an open access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/ by-nc/3.0), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited. INTRODUCTIONAs the largest health profession, the nurse workforce plays an important role in the delivery of quality healthcare services and productivity in health-care organizations. Nursing is the profession that interacts the most closely with clients in the health-care sector, and therefore, requires the cooperation of health-care staff, reciprocal communication, and team work [1]. Currently, some cooperative behaviors have emerged among co-workers in hospital organizations and these behaviors have gradually gained much more importance. The organization members perform these behaviors during their fulfillment of organizational roles in order to improve healthy work environments [2]. Organization citizenship behavior (OCB) is one type of extra role behaviors, which increases tendencies towards helping and sharing information, promoting a feeling of conscience, tolerance, and praising the institution [3]. OCB comprises positive social behaviors that increase the efficiency of an organization as a whole. Moreover, OCB is characterized as the behavior of individuals in an organization and defined as extra role behaviors, rather than defined roles and responsibilities [4]. These are behaviors displayed voluntarily by workers, dependent on their personal choice, without a written obligation, and they are not clearly indicated in the agreement of an organization and are not required by a job description [4]; therefore, negligence in these behaviors does not bring any penalty.For these reasons, OCB is essential for establishing more reciprocal communication and cooper...

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“…The eight-subscale solution accounted for 68.49% of the overall variance, and was found to be internally consistent (overall Cronbach’s α = 0.87). The subscales were renamed based on the conceptual meanings of the items [34] and comprised the following: system and policy; fringe benefits; work itself; working relationship; professional development; recognition; working environment; and remuneration, and accounted for 14.29%, 10.6%, 9.6%, 8.3%, 7.8%, 7.4%, 6.1%, and 4.6% of the overall variance, respectively. The Cronbach’s αs within individual subscales ranged from 0.80 to 0.91.…”

Section: Resultsmentioning

confidence: 99%

Relationships between actual and desired workplace characteristics and job satisfaction for community health workers in China: a cross-sectional study

Zhong

Sun³

et al. 2014

BMC Fam Pract

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BackgroundCommunity health workers are the main providers of community health services in China and have been important in the process of health system reform that has been in place since 2009. Therefore, it is critical that healthcare managers and policy decision makers motivate current staff and improve their job satisfaction. This study examined workplace characteristics and their contribution to job satisfaction in community health workers in Heilongjiang Province, China.MethodsA cross-sectional survey of 448 community health workers, from three cities in Heilongjiang province, was conducted between October 1, 2012 and December 31, 2012. Multistage sampling procedures were used to measure socioeconomic and demographic status, job satisfaction, and both actual and desired workplace characteristics. Factor analysis was conducted to determine the main factors contributing to workplace characteristics, and multiple linear regression analysis was performed to assess the key determinants of job satisfaction.ResultsEight groups of factors were identified as the most important workplace characteristics. These comprised system and policy; fringe benefits; work itself; work relationships; professional development; recognition; work environment; and remuneration. In all cases, all desired workplace characteristics were higher than the associated actual workplace characteristics. The main determinants of job satisfaction were occupation, years worked in health service institution, and five subscales representing the gap between desired and actual workplace characteristics, which were system and policy; fringe benefits; working relationship; professional development; and remuneration.ConclusionsThese findings suggested that managers wishing to enhance job satisfaction should assess workplace characteristics comprehensively and design mechanisms that reduce the gap between actual and desired workplace characteristics.

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Using a social capital framework to enhance measurement of the nursing work environment

Abstract: Social capital measurement of the nurse work environment has the potential to provide managers with an enhanced set of tools for building productive capacity in health-care organisations and achieving desired outcomes.

Cited by 34 publications

References 20 publications

The effect of social capital on job satisfaction and quality of care among hospital nurses in South Korea

The effect of social capital on job satisfaction and quality of care among hospital nurses in South Korea

Mediating Effect of Social Capital between Transformational Leadership Behavior and Organizational Citizenship Behavior in Hospital Nurses

Relationships between actual and desired workplace characteristics and job satisfaction for community health workers in China: a cross-sectional study

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