1,721,018 research outputs found
Nurses and Organizational Citizenship Behavior: contribution to the Italian validation of the Podsakoff et al. scale
No full textBackground: Workers engaging in Organizational Citizenship Behaviour (OCB) can benefit colleagues, organization and stakeholders. Such behavior is vital to the efficacy of health care organizations as they can have a positive effect on the quality of care and users' satisfaction. Therefore, it is important to assess such behaviour with a valid and reliable instrument.
Objectives: The purpose of this study was to test, from a confirmatory perspective, the dimensionality of the Italian version of the Podsakoff et al. OCB scale in a large sample of nurses, and at the same time to evaluate the differences in nurses' OCB considering socio-demographic and job characteristics.
Methods: The study included 886 nurses from different health organizations in Italy. The psychometric characteristics of the Italian OCB scale were tested through confirmatory factor analysis (CFA). The differences in nurses' OCB, according to several socio-demographic and job characteristics, were evaluated through a series of correlations and analysis of variance.
Results: The CFA of the Italian OCB scale confirmed the hypothesized factor structure, consisting of three dimensions: altruism, civic virtue and conscientiousness. Nurses' gender and professional training were positively correlated with OCB, while the amount of extra work was negatively correlated. In regard to clinical work settings, palliative care nurses engaged in OCB more than nurses working in other areas.
Conclusions: The Italian OCB scale is a valid and reliable instrument. Its use can support all individuals involved in the promotion of workers' organizational well-being in implementing processes aimed at fostering nurses' OCB
Gli infermieri e il “Comportamento di Cittadinanza Organizzativa”: contributo alla validazione italiana della scala di Podsakoff et al
Full text linkThe ethical leadership of the nursing ward managers as a key determinant of nurses' organisational behaviours in the healthcare settings
No full textAim: The main aim of this study is to examine the influence of the coordinator's ethical leadership on nurses' emotions (i.e., positive and negative) and work behaviours.
Method: A questionnaire was administered in paper format, including well-validated scales reported in literature, to a sample of 347 nurses working in a university hospital. A structural equation model has been tested after examining Pearson's correlations among study variables.
Results: The coordinator's ethical leadership is strongly related to the implementation of nurses' organisational citizenship behaviour and counterproductive work behaviour, which are influenced by their emotions. Positive emotions fully mediate the relationship between ethical leadership and organisational citizenship behaviour, while negative emotions partially mediate the relationship between ethical leadership and counterproductive work behaviour.
Conclusions: Ethical leadership acts on nurses' organisational behaviour, as described in the modelling process. The nurses' organisational behaviour is crucial to the outcome of the health care service. Therefore, the ethical leadership indirectly affects the quality of the care and the cure offered to the patients
Development and validation of emotional labour in nursing scale in Italy
No full textBackground: Emotional demands may be a significant risk factor for wellbeing in healthcare professionals. Nurses
have been considered the most exposed to emotional burden known as emotional labour. Scholars define it as the process by which nurses sometimes hide/fake the real emotion or struggle to display the appropriate emotion to meet the emotional work requirements. Emotional labour can result in physical, psychological and behavioural disorders. A specific tool to measure it among nurses is still missing. Objectives: This study aims to develop and validate an emotional
labour scale for nurses. Methods: The design process consisted of three different phases. In the first one, 24 items have
been selected from different tools. The second consisted of the assessment of the face and content validity. In the third
phase, the Emotional labour scale has been psychometrically evaluated through a cross validation approach, including
both exploratory factor analysis performed on a sample of 205 Italian nurses, with the final selection of an 11- items
tool, and confirmatory factor analysis.Results: Emotional labour is acted through surface acting, compliance and
restraint. The Emotional Labour Nursing scale showed good psychometric properties and was found to be valid and
reliable for assessing emotional labour among nurses. The association between emotional labour and burnout was
investigated. Conclusions: The Emotional Labour scale may foster a fuller understanding of the consequences of
emotional labour. Since emotional demands and emotional labour are not included in the most common psychosocial
risk assessment tools currently available, our results point out to their role in work stress prevention
Measuring Nurses' Quality of Life: adjustment of Satisfaction Profile (SAT-P); Misurare la qualità di vita degli infermieri: adattamento del Satisfaction Profile (SAT-P)
No full textintroduction: individuals’ quality of life (QoL) is strictly linked with working environment
experiences. the peculiarities of nursing profession yield it to be stressful, requiring
high emotional engagement.
AIM: the main aim of this study was to validate a reliable tool to measure nurses’ QoL.
methods: a panel of experts selected a tool from literature to measure QoL. they also
modified it to achieve more specific version for nurses. the developed tool (NQoLs) was
tested on 940 nurses.
results: NQoLs was a valid and reliable tool to describe different nuances of QoL.
therefore, four dimensions emerge from psychometrics analysis, which were physical,
emotional, social and working QoL. moreover, the overall nurses’ QoL was good but with
some significant differences related to the clinical settings of belonging. the working
dimension had the major impact on the overall nurses’ QoL.
conclusion: NQoLs allows to measure QoL amongst nurses, and that is strategic for
both research and management, due to NQoLs can help to face with a number of issues
coming from an area with many gaps in knowledge. It should also be helpful to assess
QoL in relation with organizational wellbeing amongst nurses.
KEYWORDS: nurses; quality of life; scal
[Counterproductive behaviors and moral disengagement of nurses as potential consequences of stress-related work: validity and reliability of measurement scales],I comportamenti controproduttivi e il disimpegno morale degli infermieri quali possibili conseguenze dello stress lavoro correlate: validit{\`a} e affidabilit{\`a} delle relative scale di misura
No full text«Counterproductive behaviors and moral disengagement of nurses as potential consequences of stress-related
work: validity and reliability of measurement scales». Background: Several studies, but no one in the nursing,
have shown that work stress can facilitate the adoption of specific behaviors that the literature identifies as Counterproductive
Work Behaviors (CWB). Individuals, however, not giving up to their moral principles, may transgress
social, organizational, moral and ethical norms, through the adoption of moral disengagement (MD). Objectives:
The purpose of this study is to validate two specific scales of deviant behaviors and MD in nursing: the
Nursing Counterproductive Work Behaviours Scale (Nursing CWBS) and Nursing Moral Disengagement Scale
(Nursing MDS). Method: 460 nurses participated in the study. After the adaptation of the Counterproductive
Work Behavior Checklist by Spector and Fox to Nursing context (Nursing CWBS) and the ex novo development
of the Nursing MDS, the psychometric properties of the two scales were tested. Also, the two scales were correlated.
Results: Through a cross-validation approach and based on the results of exploratory factor analysis (EFA) and
confirmatory factor analysis (CFA), we have shown that the scales have good psychometric properties. Furthermore,
the results, attest that the nurse with high levels of MD implements more CWB in the workplace. Conclusions:
The Nursing CWBS and Nursing MDS represent a valid starting point for the study of such phenomena
in this specific context where stress among nursing staff is sometimes of considerable extent, especially in specific
contexts of clinical care
Measuring Nurses' Quality of Life: adjustment of Satisfaction Profile (SAT-P)
No full textIntroduction: Individuals' quality of life (QoL) is strictly linked with working environment experiences. The peculiarities of nursing profession yield it to be stressful, requiring high emotional engagement.
Aim: The main aim of this study was to validate a reliable tool to measure nurses' QoL.
Methods: A panel of experts selected a tool from literature to measure QoL. They also modified it to achieve more specific version for nurses. The developed tool (NQoLs) was tested on 940 nurses.
Results: NQoLs was a valid and reliable tool to describe different nuances of QoL. Therefore, four dimensions emerge from psychometrics analysis, which were physical, emotional, social and working QoL. Moreover, the overall nurses' QoL was good but with some significant differences related to the clinical settings of belonging. The working dimension had the major impact on the overall nurses' QoL.
Conclusion: NQoLs allows to measure QoL amongst nurses, and that is strategic for both research and management, due to NQoLs can help to face with a number of issues coming from an area with many gaps in knowledge. It should also be helpful to assess QoL in relation with organizational wellbeing amongst nurses
[Nurses and Organizational Citizenship Behavior: contribution to the Italian validation of the Podsakoff et al. scale]
No full textWorkers engaging in Organizational Citizenship Behaviour (OCB) can benefit colleagues, organization and stakeholders. Such behavior is vital to the efficacy of health care organizations as they can have a positive effect on the quality of care and users' satisfaction. Therefore, it is important to assess such behaviour with a valid and reliable instrument
A mixed methods study of an organization's approach to the COVID-19 health care crisis
No full textBackground: Healthcare emergency can increase work-related stress and reduce nurses' job satisfaction and quality of life. Managerial decisions and proactive interventions implemented to react to the emergency ensure the best patient outcomes. Purpose: The purpose of this study was to verify whether a proactive organizational approach can limit nurses' work-related stress and help preserve their job satisfaction and quality of life during a health emergency. Methods: A longitudinal mixed methods study was conducted. Data were collected before and after the transformation into a SARS-CoV-2 Hospital and the implementation of organizational interventions. Focus groups were conducted to investigate quantitative data. Findings: After the implementation of interventions and as the pandemic progressed, work-related stress decreased and job satisfaction and quality of life increased. Discussion: Through proactive organization, even during an emergency, nurses are prepared for working, and work-related stress due to changes is reduced. Nurses are motivated and satisfied with their organization and management, and quality of life increases
I Comportamenti Controproduttivi e il Disimpegno Morale degli Infermieri quali possibili conseguenze dello stress lavoro correlato: validità e affidabilità delle relative scale di misura [Counterproductive behaviours and moral disengagement among nurses as consequence of stress at work: scales' validity and reliability]
No full text«Counterproductive behaviors and moral disengagement of nurses as potential consequences of stress-related
work: validity and reliability of measurement scales». Background: Several studies, but no one in the nursing,
have shown that work stress can facilitate the adoption of specific behaviors that the literature identifies as Counterproductive
Work Behaviors (CWB). Individuals, however, not giving up to their moral principles, may transgress
social, organizational, moral and ethical norms, through the adoption of moral disengagement (MD). Objectives:
The purpose of this study is to validate two specific scales of deviant behaviors and MD in nursing: the
Nursing Counterproductive Work Behaviours Scale (Nursing CWBS) and Nursing Moral Disengagement Scale
(Nursing MDS). Method: 460 nurses participated in the study. After the adaptation of the Counterproductive
Work Behavior Checklist by Spector and Fox to Nursing context (Nursing CWBS) and the ex novo development
of the Nursing MDS, the psychometric properties of the two scales were tested. Also, the two scales were correlated.
Results: Through a cross-validation approach and based on the results of exploratory factor analysis (EFA) and
confirmatory factor analysis (CFA), we have shown that the scales have good psychometric properties. Furthermore,
the results, attest that the nurse with high levels of MD implements more CWB in the workplace. Conclusions:
The Nursing CWBS and Nursing MDS represent a valid starting point for the study of such phenomena
in this specific context where stress among nursing staff is sometimes of considerable extent, especially in specific
contexts of clinical care
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