Joy, Self Efficacy, Workplace Incivility
Conditions
Brief summary
The aim of this study is to assess and describe employee characteristics associated with perceived horizontal inter-collegial workplace uncivil behavior within nursing services, and identify any relationships with meaning and joy in work (MJW), and assess job satisfaction.
Detailed description
Workplace incivility in the nursing profession interferes with the establishment of a culture of safety, places patient safety at risk, and erodes job satisfaction and a positive staff environment (Kile, Eaton, deValpine, & Gilbert, 2019). Contemporary research among nurses in Magnet and Pathway to Excellence-designated hospitals reflects that 'nurse coworker incivility is sporadic on average but varies considerably across nurses (Smith, Morin, & Lake, 2018). However, there needs to be more administrative focus and attention on nurses' work environments to support civil workplaces where the nurses focuses on and provide patient care (Smith et al., 2018). Hence, the proposed study aims to examine intra-organizational incivility, that is incivility 'originating from within the organization' (Cortina, Magley, Williams, & Langhout, 2001), and will examine nurses' intrapersonal resourcefulness to support or promote proactive self-management in a self-efficacious manner, thus ameliorating workplace incivility, dissatisfaction, and detrimental outcomes. For this study, nursing staff will include registered nurses and other para-professionals employed under nursing services. The para-professionals employed under nursing services are Mental Health Technicians (MHT), Patient Care Technicians (PCT), Surgical Technicians (ST), and Emergency Medical Services (EMS).
Interventions
None listed
Sponsors
Methodist Health System
Study design
Observational model
COHORT
Time perspective
PROSPECTIVE
Eligibility
Sex/Gender
ALL
Inclusion criteria
* The sample of participants will include all willing individuals who are registered nurses (full time, part time, and per-diem) or nursing para-professionals employed by MHS and working at the MDMC, MCMC, MLMC, or MMMC campuses. * Provide direct patient care for more than 50% of work hours. * All participants must be able to read and understand English.
Exclusion criteria
* Excluded from the study will be employees who do not provide direct patient care for at least 50% of the time, educators, managers, leaders, advanced practice nurses, and non-nursing service personnel.
Design outcomes
Primary
| Measure | Time frame | Description |
|---|---|---|
| Self-efficacy | Dec 2021 - Dec 2022 | Self-efficacy is directly related to job satisfaction |
| Perceived self-efficacy | Dec 2021 - Dec 2022 | Perceived self-efficacy is inversely related to incivility |
| MJW | Dec 2021 - Dec 2022 | MJW is inversely related to perceived incivility \[Rutledge et al, 2018\] |
| Nursing staff in high-stress levels clinical areas and high sense of urgency (e.g., critical care and the emergency department (ED)) | Dec 2021 - Dec 2022 | Nursing staff in high-stress levels clinical areas and high sense of urgency (e.g., critical care and the emergency department (ED)) are more likely to be exposed to incivility |
| Years of experience in this hospital predicts staff's perception of incivility | Dec 2021 - Dec 2022 | Years of experience in this hospital predicts staff's perception of incivility |
| Years of experience in nursing services at any facility predicts report of coping self-efficacy | Dec 2021 - Dec 2022 | Years of experience in nursing services at any facility predicts report of coping self-efficacy |
Contacts
PRINCIPAL_INVESTIGATORAnne-Gret Friedrich-Cuntz, EdD
Methodist Charlton Medical Center
PRINCIPAL_INVESTIGATORCheyenne Ruby, MSN
The Methodist Hospital Research Institute
PRINCIPAL_INVESTIGATORLaura Sweatt, MSN
Methodist Mansfield Medical Center
PRINCIPAL_INVESTIGATORJulie Vinson, BSN
Methodist Midlothian Medical Center
Outcome results
None listed