Moral Distress, Ethical Climate, and Intent to Turnover Among Critical Care Nurses

2.50
Hdl Handle:
http://hdl.handle.net/10755/160949
Type:
Presentation
Title:
Moral Distress, Ethical Climate, and Intent to Turnover Among Critical Care Nurses
Abstract:
Moral Distress, Ethical Climate, and Intent to Turnover Among Critical Care Nurses
Conference Sponsor:Midwest Nursing Research Society
Conference Year:2010
Author:Fogel, Karla, PhD
P.I. Institution Name:North Park University
Title:School of Nursing
Contact Address:3225 W. Foster Ave., Box 22, Chicago, IL, 60625, USA
Contact Telephone:773-244-5758
Co-Authors:K.M. Fogel, School of Nursing, North Park University, Chicago, IL;
This study focused on moral and ethical issues experienced by critical care nurses (CCN) and their impact on retention of nursing staff. The purpose of this study was to explore relationships between the levels of moral distress experienced by CCNs and the likelihood of a nurse leaving a position (intent to turnover), as well as moderating effects of these nurses' perceptions of the ethical climate of the work environment on intent to turnover. Moral distress is generally defined as the experience of knowing the right thing to do, but being constrained pursuing the right course of action. Moral distress has been anecdotally associated with professional burnout and leaving a nursing position or the profession itself. Ethical climate is the perception of practices and conditions within the work environment that facilitate the discussion and resolution of difficult patient care issues. Intent to turnover is a variable which measures an individual's likelihood of leaving a job. A descriptive, correlational study of these three variables was carried out using three Likert-type tools and a demographic data form. A sample of 100 critical care staff nurses from two tertiary level health care institutions in a Midwestern major metropolitan area of the United States revealed significant levels of moral distress that correlated positively with intent to turnover. Factors showing the highest levels of distress were related to questions concerning aggressive treatments for terminally ill patients. The lowest levels of distress related to assisted suicide indicating that this situation rarely occurs. A positive perception of the ethical climate was strongly, negatively correlated with intent to turnover. Specific climate factors, such as relationships with peers and managers, moderated the effect of moral distress levels on intent to turnover. Implications are noted for administrative intervention in these factors to decrease critical care staff turnover.
Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Midwest Nursing Research Society

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleMoral Distress, Ethical Climate, and Intent to Turnover Among Critical Care Nursesen_GB
dc.identifier.urihttp://hdl.handle.net/10755/160949-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Moral Distress, Ethical Climate, and Intent to Turnover Among Critical Care Nurses</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Midwest Nursing Research Society</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2010</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Fogel, Karla, PhD</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">North Park University</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">School of Nursing</td></tr><tr class="item-address"><td class="label">Contact Address:</td><td class="value">3225 W. Foster Ave., Box 22, Chicago, IL, 60625, USA</td></tr><tr class="item-phone"><td class="label">Contact Telephone:</td><td class="value">773-244-5758</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">kfogel@northpark.edu</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">K.M. Fogel, School of Nursing, North Park University, Chicago, IL;</td></tr><tr><td colspan="2" class="item-abstract">This study focused on moral and ethical issues experienced by critical care nurses (CCN) and their impact on retention of nursing staff. The purpose of this study was to explore relationships between the levels of moral distress experienced by CCNs and the likelihood of a nurse leaving a position (intent to turnover), as well as moderating effects of these nurses' perceptions of the ethical climate of the work environment on intent to turnover. Moral distress is generally defined as the experience of knowing the right thing to do, but being constrained pursuing the right course of action. Moral distress has been anecdotally associated with professional burnout and leaving a nursing position or the profession itself. Ethical climate is the perception of practices and conditions within the work environment that facilitate the discussion and resolution of difficult patient care issues. Intent to turnover is a variable which measures an individual's likelihood of leaving a job. A descriptive, correlational study of these three variables was carried out using three Likert-type tools and a demographic data form. A sample of 100 critical care staff nurses from two tertiary level health care institutions in a Midwestern major metropolitan area of the United States revealed significant levels of moral distress that correlated positively with intent to turnover. Factors showing the highest levels of distress were related to questions concerning aggressive treatments for terminally ill patients. The lowest levels of distress related to assisted suicide indicating that this situation rarely occurs. A positive perception of the ethical climate was strongly, negatively correlated with intent to turnover. Specific climate factors, such as relationships with peers and managers, moderated the effect of moral distress levels on intent to turnover. Implications are noted for administrative intervention in these factors to decrease critical care staff turnover.</td></tr></table>en_GB
dc.date.available2011-10-26T23:13:24Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T23:13:24Z-
dc.description.sponsorshipMidwest Nursing Research Societyen_GB
All Items in this repository are protected by copyright, with all rights reserved, unless otherwise indicated.