Relationship between ethical work climate and nurses' perception of organizational support, commitment, job satisfaction and turnover intent.

Aims: Ethical climate is one of the vital features shaping intra-organisational relationships and tutors attitudes, thereby having an influence on organisational outcomes. Therefore, understanding the relationships among ethical climate, job satisfaction and organisational commitment is an important research area that needs to be researched. The main purpose of the study was to examine ethical climate and job satisfaction via mediating role of organisational commitment among College of Education tutors in Ghana.
 Study Design: The descriptive cross-sectional survey design was employed in the study.
 Place and Duration of Study: The study was carried out from 2019 to 2020, among College of Education tutors in Ghana.
 Methodology: The quantitative approach with the positivist paradigm was adopted for the study. A total of 250 participants through a multistage sampling procedures (proportionate and simple random sampling) were used in the study. Ethical climate questionnaire, job satisfaction scale and organisational commitment questionnaire were adapted and used in the study. Validation of the instruments were carried out using Confirmatory factor analysis (CFA).
 Results: The results revealed that ethical climate was a substantial predictor of job satisfaction, [b = 1.11; SE = .009; Boot95%CI (.1.091, 1.128)]. The result discovered that a surge in ethical climate would lead to 1.11 increase in job satisfaction. The results again, showed that the direct effect of organisational commitment on job satisfaction was statistically significant, B = 1.108, Boot95%CI [1.090, 1.127]. Further, with the introduction of organisational commitment, the indirect effect of ethical climate on job satisfaction was not statistically significant, B = .0011, Boot95%CI [-.0011, .0043]. This suggests that organisational commitment does not mediates the relationship between ethical climate and job satisfaction.
 Conclusion: This study confirms the relationship between ethical climate and job satisfaction among tutors in the Colleges of Education. When the ethical climate of tutors increases the likelihood tutors would be satisfied with their teaching job.

The influence of ethical climate on marketing employees' job attitudes and behaviors

The increasing use of emergent technology such as AI in organisations have doubled the need for a more ethical climate in today's workplace. Although the need for ethical workspace is on the rise, not very many studies are looking at the need for ethical work climate. The current study examines the effect of ethical work climate on employee performance drawing on relevant secondary data. Drawing on social exchange theory, the study's findings show that an ethical work climate driven by increasing technology use can bolster employee performance. Employee performance is driven by satisfaction, cognitive capability and organisation citizenship behaviour driven by ethical work climate. Interestingly, the study suggested that there is a business case for the development of an ethical work climate instead of paying lip service to ethical climate issues to avoid government sanctions. It emerged that the same AI use necessitating ethical change in organisations seeking to bolster performance can be deployed by organisations to promote ethical work climate. The implications were discussed.

Human resources have a major role in every activity of the company and are essential to support the success of the organization. It can be damaged directly by employee behavior of intention to turnover. The purpose of this study was to examine the effect of the ethical climate, job satisfaction and organizational commitment on turnover intention. The research method is quantitative with a cross-sectional survey design. Data analysis uses multiple linear regression test. Three hypothesis ware tests and the results showed that thare is a significant relationship between the ethical climate and turnover intention, job satisfaction has a significant relationship with turnover intention, also organizational commitment has a significant effect on the turnover intention of employees. To reduce the risk of turnover intention the company needs to take preventive steps by building a positive work ethic climate, providing rewards. Besides improving the working atmosphere, giving attention, respect, and appreciation to all employees without discriminating the status, expertise and educational background by providing equal opportunities in the promotion of career paths.

This study aims to examine the effect of work stress, compensation and job satisfaction on turnover intention through organizational commitment as an intervening variable. This study uses the approach used in this study is a quantitative approach. The population in this study were 100 employees. The sampling technique used the total sampling technique method (saturated sample). The sample in this study were 100 employees at PT. Jico Agung Sidoarjo. The data used in this study are questionnaire data and data sourced from PT. Jico Agung Sidoarjo. Data collection techniques using questionnaires and observation. Data analysis using smartPLS 3.2.8 Software. The results obtained from this path analysis are obtained from the results that work stress has no significant effect on turnover intention, compensation has a significant effect on turnover intention, job satisfaction has a significant effect on turnover intention, work stress has a significant effect on organizational commitment, compensation has a significant effect on organizational commitment. , job satisfaction has a significant effect on organizational commitment, organizational commitment has a significant effect on turnover intention, job stress has a significant effect on turnover intention through organizational commitment as an intervening variable, compensation has a significant effect on turnover intention through organizational commitment as an intervening variable, job satisfaction has a significant effect on turnover intention through organizational commitment as an intervening variable.

The ethical climate, shaped by policies, leadership, and practices, profoundly influences organizational behaviour, employee engagement, job satisfaction, and overall work performance. Organizations increasingly recognize the importance of fostering an ethical work climate, yet many struggle to effectively implement and maintain ethical standards that align with employee values and organizational goals. Therefore, this study aimed to investigate the relationship between an ethical work climate and employee performance. This was achieved through secondary data by using a desktop statistical and literature analysis method where publications relevant to this study were sought using keywords. The findings of this study reported that there was a correlation between ethical work climate and employee performance.

The current study explores the relationship between work design, job satisfaction, stress, organizational commitment and turnover intention of employees. The target population for this study consist of non-voice BPO professionals from BPO organizations of Coimbatore. 430 employees is selected through simple random sampling. The instrument used for this study is a questionnaire, which included the demographic profile of employees on their BPO jobs. The relationship between the constructs of this study was identified using correlation analysis. The correlation between Work Design, Job Satisfaction, Stress, Organizational Commitment and Turnover Intention factors were performed and it was found that the correlation between work design and job satisfaction is high. The correlation between job satisfaction and stress is negative, indicating that higher the stress, lower the job satisfaction and vice versa. The correlation between job satisfaction and organizational commitment is high, indicating a significant relationship between Job Satisfaction and Commitment. Since job satisfaction and organizational commitment are the best predictors of employee Turnover Intention, organizations should conduct formal assessments of their employees during the first year of employment to measure success in providing an employment environment that promotes jobs satisfaction and organizational commitment. This may provide information useful for analyzing and modifying HR practices that will help to improve where there are deficiencies in employee perception of job satisfaction and organizational commitment. Work Design affects job satisfaction directly and turnover intention affects only indirectly. Finally, job satisfaction has a fairly strong negative effect on turnover intention.

Taking the social exchange framework, we examined the mechanisms linking person-organization fit (P-O fit) and work-related outcomes. We gathered survey data from a sample of 179 employees from Chinese organizations. Our analyses suggested that work value congruence (WVC) is a significant predictor of three important work outcomes. It is positively related to job satisfaction and organizational commitment, while negatively related to turnover intention after controlling for demographic characteristics. We also discovered that perceived organizational support (POS) mediates the effect of WVC on job satisfaction, organizational support, and turnover intention. Finally, when leader-member exchange (LMX) was incorporated into the conceptual model and statistical analyses, the findings revealed that there is overall moderated mediation for the connections between work value congruence, job satisfaction, and organizational commitment, but no moderated mediation for the connection between work value congruence and turnover intention. We discuss theoretical and practical implications of these research findings, as well as suggest possible avenues for future research.

Aims: This study aims to analyze the effect of Employee training on Organizational Commitment and Turnover Intention with Job Satisfaction as Mediation.
 Study design: Hypotheses Testing.
 Place and Duration of Study: 111 employees at Banjar Hospital, Indonesia.
 Methodology: Structural Equation Modeling (SEM) based on AMOS.
 Results: First, employee training positively effects on organizational commitment at the Banjar Hospital. Second, employee training positively effects on job satisfaction. Third, job satisfaction positively effects on organizational commitment. Fourth, job satisfaction mediates on the effects employee training on organizational commitment at the Banjar Hospital. Fifth, the findings further show that job satisfaction does not effects on turnover intention at the Banjar Hospital. Finnaly, employee training does not effects on turnover intention at the Banjar Hospital.
 Conclusion: Employee Training and job satisfaction effect on organizational commitment. Employee training effects on job satisfaction. Job satisfaction has a significant as mediator between employee training and organizational commitment. Meanwhile, Job satisfaction and employee training do not effect on turnover intention.

The Effects of Perceptions of Organizational Structure on Job Involvement, Job Satisfaction, and Organizational Commitment Among Indian Police Officers

Background: The subjects of work behaviour and work perception research of hospital employees are often limited to medical care personnel. While the hospital management system is getting more and more complicated, the hospital supervisors ought to pay more attention to the work perception and turnover intention of the hospital administrative staff as well.Objectives: This study aimed at exploring the organizational commitment, job satisfaction, turnover intention, and other associated factors of medical records room staff in public hospitals, as well as the correlations among those factors. The medical record room staffs of ten public hospitals were selected for the study.Methods: A structural questionnaire was formulated and used for a cross-sectional analysis. In addition to personal characteristics, Meyer and Allen's scales were adopt to measure organizational commitment, while the short form of Minnesota Satisfaction Questionnaire was adopted to measure job satisfaction, and the study of Mobley et al was adopt to gauge turnover intention. In this study, 243 of 402 questionnaires were the effective collected. The effective response rate was 60.45%.Results: According to the results of the multiple regression models, after controlling other variable, family support was the only variable that significantly associated with overall organizational commitment and its three dimensions. Age, educational level and family support were significantly associated with job satisfaction. As to turnover intention, the results showed age is negatively correlated; unmarried employees or employees with Health Care Management degree have stronger turnover intention than those married or employees without such degree. Moreover, stronger family support leads to weaker turnover intention. The same models of the three organizational commitment dimensions showed that affective commitment was the only one significantly negatively associated with turnover intention. The regression models also showed that both intrinsic and extrinsic satisfactions were significantly negatively associated with turnover intention; and only affective commitment was significantly negatively associated with turnover intention, when both organizational commitment and job satisfaction were taken into account.Conclusions: According the results, affective commitment was the most powerful predictor for turnover intention. That is, hospital administrative staff members will be retained and devoted to their works if they have established belonging and affection with their hospitals. The satisfaction with working environment was an important factor for the staff member to decide to stay or resign. Therefore, hospital supervisors must build positive working atmosphere and provide adequate incentives for the staff to create a good working environment. To retain highly educated staff members or those with Health Care Management degree, hospital administrators should offer diversified incentives to promote the staff member's sense of achievement and reduce his/her turnover intention.

Nursing focuses on the development of an empathic relationship between the nurse and the patients. Compassionate competence, in particular, is a very important trait for oncology nurses. The current study sought to determine the degree of compassionate competence in oncology nurses, as well as to determine the relationships between compassionate competence, burnout, job stress, turnover intention, degrees of job satisfaction, and organizational commitment in oncology nurses. A descriptive correlational study evaluating the relationships between compassionate competence, burnout, job stress, turnover intention, degrees of job satisfaction, and organizational commitment in 419 oncology nurses was conducted between January 30 and February 20, 2015. The average score of compassionate competence for oncology nurses in the current study was higher than for clinical nurses. The correlational analysis between compassionate competence and organizational commitment, burnout, job stress, turnover intention, and degree of job satisfaction revealed a high correlation between compassionate competence and positive job satisfaction and organizational commitment. Compassionate competence was higher in oncology nurses than in nurses investigated in previous studies and positively correlated with work experience. Job satisfaction and organizational commitment in nurses may be improved through compassionate competence enhancement programs that employ a variety of experiences.

Background – The high turnover intention in college environments is a serious problem that might threaten the stability and continuity of an organization. People often want to leave this job because of high stress levels and low job satisfaction. Aim – The objective of this research is to analyze and identify the impact of job satisfaction and work-related stress on employee turnover intention, examining the role of organizational commitment as a mediator, while emphasizing the significance of job satisfaction as a dominant factor in reducing turnover intentions. Design / methodology / approach – This study employs a quantitative approach utilizing explanatory research design. The data collected via a questionnaire based on indicators of work stress, job satisfaction, organizational commitment, and turnover intention. SPSS is used to test validity and reliability. There were 140 respondents, all of whom were lecturers and educational staff at a university in eastern Indonesia, with data collection conducted both online and offline. SmartPLS software was used to analyze the data.. Findings – The findings of the study indicate that job satisfaction has a significant positive effect on organizational commitment and a significant negative effect on turnover intention. On the other hand, work stress does not have a significant effect on organizational commitment or turnover intention. Organizational commitment does not serve as a mediator in the relationship between work stress and job satisfaction with turnover intention. Conclusion – The empirical evidence suggests that job satisfaction is the most important factor in reducing turnover intention, while organizational commitment is more closely related to job satisfaction. Research implication – The outcomes of this study indicate that higher education institution management should concentrate on improving employee job satisfaction by strengthening a fair reward system, balancing work and life, and improving organizational communication. Limitations – This study is limited to a single educational institution in Eastern Indonesia, which may affect the generalizability of the findings. Moreover, the local organizational culture may affect how respondents viea HR policies. Further studies are recommended to include more institutions and employ a mixed methods approach.

Ethical climate of the operating room from the perspective of the surgical team and its relationship with organizational culture and organizational commitment

Objective: To examine the mediating relation of emotional exhaustion as well as moderating function of caring climate in such relationships. Study Setting: Health care providers in government hospitals (such as Lahore General Hospital, Mayo Hospital, Services Hospital, Nishtar Hospital, Multan) as well as private hospitals (such as Fatima Memorial Hospital, Shalamar Hospital, Doctors Hospital, National Hospital, Bakhtawar Amin Hospital, Multan) and health care centres in Lahore (such as the latter two) are included in this group. The health care providers are also included in this group. Study Duration: This study was conducted from period of 1st September to 1st December, 2020 in the selected Hospitals. Materials and Methods: In order to acquire data, a sampling method was used. Google forms were used to collect data online. A total of 105 health care professionals from Lahore's health care organisations participated in the survey. Process macro model 8 shows that ethical leadership is critical to assessing the variations in emotional tiredness and turnover intention, whereas the ethical environment has a negligible moderating impact on the changes in turnover intention. Exhaustion mediated the influence of ethical leadership on turnover intention, according to the findings. Results: The findings show that the ethical conduct of higher management is critical because workers' perceptions of an ethical leadership are based on the ethical beliefs of managers, and their sincere and truthful conduct is an important influence in shaping the organisational environment and thus influencing the employees' turnover intention. Aside from future research directions, the theoretical and practical consequences and constraints of the discussion are also contested. Conclusion: According to the findings of this study, the influence of ethical leadership on employee turnover is totally mediated by emotional weariness. There is a correlation between ethical leadership and the desire to leave the company. The association between ethical leadership and emotional weariness is also diminished. Furthermore, this study indicated that emotional irritation and turnover intention are linked in a positive manner. Keywords: Emotional weariness; ethical leadership; purpose to replace; ethical climate; climate of turnover