The moderating role of work experience in the effect of ethical culture on whistleblowing in healthcare professionals and the effect of organizational trust on whistleblowing

OBJECTIVE

This study aims to determine the moderator role of work experience in the impact of ethical culture perceptions of healthcare professionals on their whistleblowing tendencies. It is also to reveal the effect of organizational trust on whistleblowing.

METHODS

The population of the study consists of health personnel working in the public or private sector in Turkey. The sample of the study consists of 481 health workers who voluntarily participated in the survey. Data were collected using the convenience sampling technique. In collecting data, whistleblowing, organizational trust, and ethical culture scales were used. In the analysis of the data, descriptive statistics, factor analysis, correlation analysis, and path analysis in the structural equation model were performed.

RESULTS

The findings reveal that organizational trust has an impact on ethical culture and that some sub-components of organizational trust and ethical culture have an impact on whistleblowing. In addition, it has been determined that the group of health professionals with low work experience has a moderating role in the effect of applicability on internal whistleblowing.

CONCLUSION

To handle the whistleblowing mechanism internally in health institutions, it is important to clearly show the ethical rules to the employees. On the other hand, it has been seen that the professional experiences of the employees can be used as a tool for whistleblowing to work.

Empowering teachers through principals' emotional intelligence: Unlocking the potential of organizational citizenship behavior in Taiwan's elementary schools

The organizational citizenship behavior (OCB) of teachers is crucial for effective school functioning, and accessing valuable resources from principals greatly influences this behavior. Grounded in the conservation of resources (COR) theory, this study explored how a principal's emotional intelligence (EI) and teachers' organizational trust (OT) impact teachers' OCB. A survey was conducted on 521 elementary teachers in Taiwan using established scales to measure the constructs. Perceived principal's EI was assessed across self-awareness, self-management, social awareness, and relationship management dimensions. Similarly, teachers' OCB was examined through interpersonal citizenship performance, organizational citizenship performance, and job/task conscientiousness dimensions. Teachers' OT was explored in terms of personal trust in the individual, trust in the principal, and trust in the school. The mediation effect of OT in the relationship between a principal's EI and teachers' OCB was analyzed using Hayes' PROCESS macro for SPSS. The results yielded valuable evidence supporting the mediating model that teachers' OCB, influenced by the principal's EI, can be seen as secondary gains driven by higher levels of OT cultivated by emotionally intelligent principals. This study emphasizes the pivotal role of a principal's EI in fostering teachers' OT and OCB, underscoring the significance of EI in educational leadership. Investing in the EI development of school principals can nurture a positive school culture, enabling teachers to fully realize their potential and contribute to the overall well-being of the school community. However, the research results face limitations in generalizability due to the restricted sample size exclusive to Taiwan and the reliance on self-report measures in the study.

Corporate social responsibility initiatives and their role in firms' reputation and green economic recovery through organizational trust

Maintaining operations in the face of crises like COVID-19 is difficult. Using the stakeholder theory, this study examines the impact of corporate social responsibility (CSR) programs targeting company employees. Their social position and the likelihood of a green economic rebound (GER) are evaluated. Evidence shows that employee-focused CSR activities implemented by tourism boost organizational GER by fostering a more trusting work environment for their staff. Management and non-management staff at Chinese Tourism were polled using a non-probabilistic convenience sample and a 5-point Likert scale. Structured equation modeling was used to conduct structural analyses. Employee-focused CSR is a significant predictor of a firm reputation in the Chinese tourism industry. In addition, it is found that trust inside the organization acts as a go-between. The evidence also supports the hypothesis that a company's rising profile triggers GER. This research delves deeply into the connection between employees' perceptions of a company's employee-focused CSR initiatives, that company's reputation in the community, and employees' general enthusiasm for their job, a group that has been understudied until now. The findings are helpful for tourism management because they show them how to employ employee-focused CSR activities to strengthen connections with internal stakeholders while also using that reputation to shift to a greener way of doing business.

Impact of team knowledge management, problem solving competence, interpersonal conflicts, organizational trust on project performance, a mediating role of psychological capital

There has been substantial research on megaprojects in project management literature. However, there is dearth of studies empirically investigating performance of new launched megaproject of Thailand that named as "Phuket sandbox". The core purpose of this project is to normalize covid-19 situation and resuming tourism in Thailand. Therefore, the evaluation of project performance is essential to achieve the targeted goal for success. The purpose of this study is to investigate the factors that affect project performance (Phuket sandbox) in Thailand. This study used quantitative approach based on structured questionnaire and the data was collected from Phuket, Thailand. The survey conducted from team members which are tourism stake holders' team, immigration team and public service teams including hospitals and hotels who were supposed for the management of Phuket tourism sandbox operations. The study got 222 valid responses only as the members were so busy and partial lockdowns in Thailand hindered the data collection process. The proposed hypothetical model tested by partial least square structural equation modelling. The results of the study found mix findings. The independent variables are team knowledge management, interpersonal conflict, organizational trust, and as significant and dependent variable as project performance through the mediation of psychological capital. The all relationships found to be significant except problem solving competence which have insignificant relationship with project performance as well as problem solving competence and organizational trust have insignificant relation with psychological capital.

Organizational trust in times of COVID-19: Hospitality employees' affective responses to managers' communication

During a crisis, such as the COVID-19 pandemic, what managers communicate to their employees can greatly impact important organizational attitudes, such as organizational trust. There is, however, very little research focusing on the mechanisms explaining how managers' messages during a crisis can influence employees' organizational trust. To address this gap, the current study examined the role that emotions play in developing organizational trust using a 2 (following CDC norms vs. ignoring CDC norms) by 2 (employee focus vs. bottom-line focus) between-subjects factorial experiment, with COVID-19 as the context. The results showed that a manager's communication that followed the CDC social norms made employees feel grateful, whereas communication that ignored CDC social norms enhanced fear and anger toward the organization. The feelings of gratefulness and fear influenced organizational trust. These results provide important theoretical and practical implications for understanding organizational trust during a crisis.

An examination of the correlation between nurses' organizational trust and burnout levels

INTRODUCTION

Decrease in the organizational trust level of nurses, leads to increase turnover rate of nurses, causes an increase in workload, causes a decrease in motivation and quality of patient care. The results caused by the lack of organizational trust is important for both individuals and organizations.

AIM

To investigate the relationship between nurses' organizational trust and burnout level.

METHOD

This descriptive and relational study is carried out at an university hospital with 155 nurses who were agreed to participate. Data were collected with Identifying Information Form, Organizational Trust Inventory and Maslach Burnout Inventory. Data were analyzed with numbers, percentage, mean standard deviation, spearman correlation analysis and multiple linear regression.

FINDINGS

A negative, very weak and statistically significant relationship was found between emotional exhaustion level and trust in employer level (r = 0.304, p < 0.01) and trust in institution level (r = 0.335, p < 0.01); a negative, very weak and statistically significant relationship was found between emotional exhaustion level and trust in colleagues level (r = 0.240, p < 0.01); between depersonalization level and trust in employer level (r = 0.315, p < 0.01); between depersonalization level and trust in colleagues level (r = 0.282, p < 0.01); between reduced personal accomplishment level and trust in employer level (r = 0.238, p < 0.01).

RESULTS

It was concluded that there was a statistically significant relationship between the nurses' organizational trust level and burnout level. In addition, organizational trust was a significant predictor of emotional exhaustion, depersonalization and reduced personal accomplishment level.

Ethical climate as a moderator between organizational trust and whistle-blowing among nurses and secretaries

Objectives:

To reveal the effect of perception of ethical climate by nurses and secretaries and their level of organizational trust on their whistleblowing intention.

Methods:

Nurses and secretaries working in a University Hospital in Ankara, Turkey, were enrolled in the study conducted in 2016. Responses were received from 369 nurses and secretaries working at Clinics and Polyclinics. Path analysis, investigation of structural equation models used while multi-regression analysis was also applied.

Results:

According to the regression model, ethical climate dimensions, profession, gender, and work place had significant impact on the whistleblowing intention. According to Path analysis, ethical climate had direct impact of 69% on whistleblowing intention. It was seen that organizational trust had an indirect impact of 27% on the whistleblowing score when ethical climate had a moderator role.

Conclusion:

In order to promote whistleblowing in organizations, it is important to keep the ethical climate perception of employees and the level of their organizational trust at high levels.