The Effects of Professional Autonomy on Employees' Perception of Its Ethical Climate and Job Satisfaction

2.50
Hdl Handle:
http://hdl.handle.net/10755/601645
Category:
Full-text
Format:
Text-based Document
Type:
Poster
Title:
The Effects of Professional Autonomy on Employees' Perception of Its Ethical Climate and Job Satisfaction
Author(s):
Shida, Kyoko; Muya, Makiko
Lead Author STTI Affiliation:
Non-member
Author Details:
Kyoko Shida, MS, RN, kshida@nursing.osakafu-u.ac.jp; Makiko Muya, PhD, RN
Abstract:
Session presented on Saturday, July 25, 2015: Background: It is a global understanding to improve nurses' professional autonomy is crucial to provide excellent nursing care. However, it is also clear, that the more professional autonomy grows, the more the conflict to the organizational custom is enlarged. The number of studies pertaining to the relationship between professional autonomy and the organizational climates is quite a few. This study aims to investigate how professional autonomy influences to perception of the ethical climate, as the result, to job satisfaction. Methods: The candidates were gathered from nurses who working in two hospitals which have more than 300 beds-sized by a convenient sampling methodology. Following ethical guidelines of nursing research, the survey was performed by the mail returned- questionnaire in terms of professional autonomy, perception of its ethical climate, the preference of its ethical climate, and job satisfaction. As the measurement tool, DPBS (Dempster, 1990), ECS (Victor & Cullen, 1988) and MSQ (Weiss et.al, 1967) were adopted. DPBS has 4 subscales; Actualization, Empowerment, Readiness and Valuation. ECS has 7 categories; Egoism-Individual, Egoism-Local, Egoism-Cosmopolitan, Benevolence, Principle-Individual, Principle-Local, Principle-Cosmopolitan. MSQ has 3 categories; Intrinsic, Extrinsic, and Social. Each item was calculated by Likert scale. Results: The number of eligible data was 310. The ratio of sex was 9:1(women:men). 'The composition of population was 20s(45.3%), 30s(29.0%), 40s(15.1%), 50s(8.9%), 60s(1.7%). As the results of Pearson correlation analysis, every category of DPBS score was positively correlated with job satisfaction score (0.21JS 0.40*, Ego->JS -0.40*, CFI=0.93). At Benevolence group, model was not depicted. At Principle group, positive affection model was depicted but there was slight relationship (DPBS->JS 0.31*, Principle->JS 0.07. CFI=0.94). To determine the relationship with the preference of ethical climates, pass analysis was implemented. There was a positive effect in both Egoism and Principles groups (DPBS->Ego0.18*, Ego->JS0.38*, DPBS->JS0.36*, CFI=0.95; DPBS->Principle0.24*, Principle->JS 0.48*, DPBS->JS0.31* CFI=0.93). As a result, total effects of DPBS was 0.42(Egoism) and 0.42(Principle) each. Discussion: DPBS score highly affected to nurses' job satisfaction. However, the perception of ethical climate also influenced to their job satisfaction. Especially, Egoism-climates are characteristically negative affection to their job satisfaction.According to the depicted pass models, there was no different influence between job satisfaction and culture preference. It means DPBS originally affect to JS no matter with cultural preference, only with the perception to the cultural aspects.? It should be encouraged for nursing managers to establish principle based culture to foster professional autonomy and improve job satisfaction although high automated nurses prefer egoism based culture.
Keywords:
professional autonomy; job satisfation
Repository Posting Date:
17-Mar-2016
Date of Publication:
17-Mar-2016 ; 17-Mar-2016
Other Identifiers:
INRC15PST219
Conference Date:
2015
Conference Name:
26th International Nursing Research Congress
Conference Host:
Sigma Theta Tau International, the Honor Society of Nursing
Conference Location:
San Juan, Puerto Rico
Description:
Research Congress 2015 Theme: Question Locally, Engage Regionally, Apply Globally. Held at the Puerto Rico Convention Center.

Full metadata record

DC FieldValue Language
dc.language.isoenen
dc.type.categoryFull-texten
dc.formatText-based Documenten
dc.typePosteren
dc.titleThe Effects of Professional Autonomy on Employees' Perception of Its Ethical Climate and Job Satisfactionen
dc.contributor.authorShida, Kyokoen
dc.contributor.authorMuya, Makikoen
dc.contributor.departmentNon-memberen
dc.author.detailsKyoko Shida, MS, RN, kshida@nursing.osakafu-u.ac.jp; Makiko Muya, PhD, RNen
dc.identifier.urihttp://hdl.handle.net/10755/601645-
dc.description.abstractSession presented on Saturday, July 25, 2015: Background: It is a global understanding to improve nurses' professional autonomy is crucial to provide excellent nursing care. However, it is also clear, that the more professional autonomy grows, the more the conflict to the organizational custom is enlarged. The number of studies pertaining to the relationship between professional autonomy and the organizational climates is quite a few. This study aims to investigate how professional autonomy influences to perception of the ethical climate, as the result, to job satisfaction. Methods: The candidates were gathered from nurses who working in two hospitals which have more than 300 beds-sized by a convenient sampling methodology. Following ethical guidelines of nursing research, the survey was performed by the mail returned- questionnaire in terms of professional autonomy, perception of its ethical climate, the preference of its ethical climate, and job satisfaction. As the measurement tool, DPBS (Dempster, 1990), ECS (Victor & Cullen, 1988) and MSQ (Weiss et.al, 1967) were adopted. DPBS has 4 subscales; Actualization, Empowerment, Readiness and Valuation. ECS has 7 categories; Egoism-Individual, Egoism-Local, Egoism-Cosmopolitan, Benevolence, Principle-Individual, Principle-Local, Principle-Cosmopolitan. MSQ has 3 categories; Intrinsic, Extrinsic, and Social. Each item was calculated by Likert scale. Results: The number of eligible data was 310. The ratio of sex was 9:1(women:men). 'The composition of population was 20s(45.3%), 30s(29.0%), 40s(15.1%), 50s(8.9%), 60s(1.7%). As the results of Pearson correlation analysis, every category of DPBS score was positively correlated with job satisfaction score (0.21<r<0.47, p<0.001). On the contrary, as for perception of .its ethical climate, Egoism-Individual and Egoism-Local climates score were negatively correlated to all categories of job satisfaction score (-0.34<r<-0.17, p<0.001). Spontaneously, Empowerment and Valuation, subscales of DPBS were negatively correlated to perception of Egoism climates (-0.19<r<-0.12, p<0.05). In order to demonstrate Structural Equation Model, ethical climate categories were divided into 3groups: Egoism, Benevolence, and Principle. At Egoism group, negative affection model was depicted (DPBS->JS 0.40*, Ego->JS -0.40*, CFI=0.93). At Benevolence group, model was not depicted. At Principle group, positive affection model was depicted but there was slight relationship (DPBS->JS 0.31*, Principle->JS 0.07. CFI=0.94). To determine the relationship with the preference of ethical climates, pass analysis was implemented. There was a positive effect in both Egoism and Principles groups (DPBS->Ego0.18*, Ego->JS0.38*, DPBS->JS0.36*, CFI=0.95; DPBS->Principle0.24*, Principle->JS 0.48*, DPBS->JS0.31* CFI=0.93). As a result, total effects of DPBS was 0.42(Egoism) and 0.42(Principle) each. Discussion: DPBS score highly affected to nurses' job satisfaction. However, the perception of ethical climate also influenced to their job satisfaction. Especially, Egoism-climates are characteristically negative affection to their job satisfaction.According to the depicted pass models, there was no different influence between job satisfaction and culture preference. It means DPBS originally affect to JS no matter with cultural preference, only with the perception to the cultural aspects.? It should be encouraged for nursing managers to establish principle based culture to foster professional autonomy and improve job satisfaction although high automated nurses prefer egoism based culture.en
dc.subjectprofessional autonomyen
dc.subjectjob satisfationen
dc.date.available2016-03-17T12:51:38Zen
dc.date.issued2016-03-17-
dc.date.issued2016-03-17en
dc.date.accessioned2016-03-17T12:51:38Zen
dc.conference.date2015en
dc.conference.name26th International Nursing Research Congressen
dc.conference.hostSigma Theta Tau International, the Honor Society of Nursingen
dc.conference.locationSan Juan, Puerto Ricoen
dc.descriptionResearch Congress 2015 Theme: Question Locally, Engage Regionally, Apply Globally. Held at the Puerto Rico Convention Center.en
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