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3TMR Integrative Nursing  2019, Vol. 3 Issue (5): 159-165    DOI: 10.12032/TMRIN20190828
Review     
Influential factors and correlation analysis of hospital ethical climate and psychological empowerment of ICU nurses
Min Zhang1, Zhi Guan1, Ying Wang2,*()
1Graduate school, Tianjin university of traditional Chinese medicine, Tianjin, China
2Nursing department, Tianjin first central hospital, Tianjin, China.
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Highlights

The purpose of this study is to investigate the current situation of ICU nurses' hospital ethical climate. Taking psychological authorization as a key point, which provides a new idea for improving the ethical climate perception of ICU nurses, Making full use of hospital ethical climate in nursing management.

Editor’s summary

Hospital ethical climate refers to the nurses perception of the problems to be dealt with in the workplace. Researches showed that harmonious hospital ethical climate has a positive impact on improving job satisfaction, nursing quality and stabilizing nursing team.

ABSTRACT

Background and aims: To investigate the current situation of ICU nurses' hospital ethical climate in China and analyze the correlation and influencing factors of hospital ethical climate. In order to provide a new direction and idea for creating the good hospital ethical climate, relieving the nurses' job burnout and stabilizing the nursing team. Methods: A total of 226 ICU nurses from 6 tertiary Tianjin hospitals were selected as subjects, and the Chinese version hospital ethical climate scale and psychological empowerment scale were used for investigation. Results: The gender and labor relationship of ICU nurses affected the perception of nurses' hospital ethical climate; hospital ethical climate and psychological empowerment were positively correlated; stepwise regression analysis showed that labor relationship and psychological empowerment can explain 58.5% variation rate of hospital ethical climate. Conclusion: We should pay attention to the current situation of the hospital ethical climate of ICU nurses. Managers should create a comfortable working environment not only to provide good material conditions for nurses and transfer of right, but also to pay attention to the nurses' mental state and negative impact of ethical issues. Hospital managers should reasonably allocate human resources, establish effective incentive and assessment standards, reasonable reward and punishment system and promotion mechanism. To provide comprehensive learning resources and channels. To improve nurses' awareness of their own professional value. Creating a harmonious and positive hospital ethical climate, reduce the impact of ethical issues on nurses, improve nurses' enthusiasm and satisfaction.



Key wordsICU nurse      Hospital ethical climate      Psychological empowerment      Burnout      Turnover intention     
Published: 24 October 2019
Corresponding Authors: Wang Ying   
E-mail: wangy2009@sina.com.
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Cite this article:

Min Zhang, Zhi Guan, Ying Wang. Influential factors and correlation analysis of hospital ethical climate and psychological empowerment of ICU nurses. 3TMR Integrative Nursing, 2019, 3(5): 159-165. doi: 10.12032/TMRIN20190828

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https://www.tmrjournals.com/in/EN/10.12032/TMRIN20190828     OR     https://www.tmrjournals.com/in/EN/Y2019/V3/I5/159

Demographics n (%) Ethical Climate Psychological Empowerment
X F/t P X F/t P
Gender 5.124 0.025* 0.296 0.587
Male 30 (13.3) 97.93 ± 18.50 41.33 ± 9.15
Female 196 (86.7) 97.60 ± 14.58 42.52 ± 8.90
Age (year) 0.633 0.595 0.710 0.547
≤ 25 25 (11.0) 100.16 ± 18.20 44.60 ± 9.01
25 - 35 156 (69.1) 96.17 ± 15.03 41.88 ± 8.58
36 - 45 37 (16.4) 98.05 ± 14.14 42.86 ± 10.47
> 45 8 (3.5) 94.75 ± 19.74 42.25 ± 7.98
Marital 0.506 0.604 0.616 0.514
Married 30 (13.3) 98.73 ± 17.95 43.73 ± 9.30
Single 161 (71.2) 96.23 ± 14.80 41.96 ± 8.52
Other 35 (15.5) 98.20 ± 14.10 43.03 ± 1.41
Experience (year) 0.042 0.959 0.103 0.902
1 - 5 61 (27.0) 96.70 ± 16.51 42.11 ± 8.57
6 - 10 93 (41.1) 96.65 ± 14.56 42.22 ± 8.79
>10 72 (31.9) 97.29 ± 14.78 42.75 ± 9.48
Educational degree 0.316 0.729 0.410 0.664
Junior college 39 (17.3) 95.77 ± 19.56 42.00 ± 10.95
Undergraduate 183 (80.9) 96.99 ± 14.17 42.35 ± 8.51
Graduate 4 (1.8) 101.75 ± 7.72 46.25 ± 6.24
Professional title 0.076 0.973 0.565 0.639
Senior Nurse 53 (23.5) 96.45 ± 17.70 42.25 ± 10.10
Junior Nurse 97 (42.9) 97.19 ± 14.59 41.68 ± 8.04
Superior Nurse 73 (32.3) 96.62 ± 14.18 43.19 ± 0.31
Primary Nurse 3 (1.3) 100.00 ± 7.81 46.00 ± 3.47
Labor relationship 4.843 0.003* 2.127 0.098
authorized strength 135 (59.7) 98.50 ± 15.41 41.70 ± 9.37
contract system 35 (15.5) 95.26 ± 14.87 41.29 ± 6.98
Labor dispatch 30 (13.3) 94.37 ± 13.36 43.30 ± 7.01
Other 26 (11.5) 106.69 ± 15.03 46.15 ± 10.14
Table 1: Characteristics of the subjects and univariate analysis for the factors related to hospital ethical climate (n = 226)
Variable HEC.1 HEC.3 HEC.4 HEC.5 HEC PE.1 PE.2 PE.3 PE.4
HEC.2 0.7512)
HEC.3 0.5892)
HEC.4 0.7322) 0.6462)
HEC.5 0.7032) 0.7322) 0.8472)
HEC 0.8262) 0.8412) 0.9122) 0.9392)
PE.1 0.6522) 0.5802) 0.6592) 0.6852) 0.7202)
PE.2 0.5802) 0.6122) 0.6372) 0.6742) 0.7012) 0.6912)
PE.3 0.6522) 0.5222) 0.5852) 0.5882) 0.6562) 0.7042) 0.6972)
PE.4 0.2592) 0.5062) 0.4302) 0.4812) 0.4842) 0.4362) 0.6232) 0.4802)
PE 0.6272) 0.6642) 0.6862) 0.7232) 0.7602) 0.8342) 0.9052) 0.8402) 0.7752)
Table 2: correlation analysis between psychological empowerment and hospital ethical climate (r)
Dependent variable Independent variable B Standard error R2 t P
Hospital Ethical Climate constant 40.825 3.211 12.714 < 0.001
Labor relationship 1.261 0.074 0.745 17.149 < 0.001
Psychological empowerment 1.480 0.615 0.105 2.407 0.017
Table 3: The main factor of hospital ethical climate (n=226)
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