Aim: This study examined the following: (a) the impact of nurses' workplace ostracism on unethical behaviour; (b) mediating role of emotional exhaustion between nurses' workplace ostracism and unethical behaviour; and (c) moderating effect of hostile attribution bias.
Background: While unethical behaviour is a workplace phenomenon that can negatively influence the sustainable development of settings, few nurse studies have explored it. This study identified an interpersonal antecedent of unethical behaviour: workplace ostracism.
Design: A time-lagged three-wave survey was conducted over 3 months (November 2016-January 2017) to collect data.
Methods: Nurses (N = 530) from three hospitals in China completed three anonymous self-reported questionnaires. Descriptive statistics, linear regression, and moderated mediation tests were performed, and data analysed using SPSS 23.0 and Mplus7.4.
Results: Workplace ostracism positively influenced nurses' unethical behaviour and emotional exhaustion mediated the relationship between workplace ostracism and unethical behaviour. Nurses' hostile attribution bias moderated the effect of workplace ostracism on emotional exhaustion and unethical behaviour.
Conclusion: Workplace ostracism was an important interpersonal factor predicting unethical behaviour. Nurse supervisors should establish a harmonious interpersonal environment and be aware of hostile attribution bias to prevent nurses' unethical behaviour.
Impact: Workplace ostracism is a pervasive phenomenon in the nursing workplace that contributes to unethical behaviour. Nurse supervisors and staff should together establish harmonious working environments without workplace ostracism. Nurse supervisors should pay attention to nurses' emotions and conduct psychological counselling to minimize the negative effects of workplace ostracism. This study contributed to understanding how and why nurses engaged in unethical behaviour.
目的: 虽然不道德行为是一种可能会对环境可持续发展产生负面影响的职场现象,但与这方面的探讨有关的护士相关研究极少。本研究发现了不道德行为的人际关系前因:职场边缘化。 设计: 为收集数据,在3个月内(2016年11月至2017年1月)展开了一项时滞性三波调查。 方法: 来自中国三家医院的护士(N = 530)填写了三份匿名的自我报告式问卷。采用描述性统计、线性回归和调节中介效应检验,并使用SPSS 23.0和Mplus7.4进行数据分析。 结果: 职场边缘化对护士的不道德行为有着正面影响,而情绪耗竭在职场边缘化与不道德行为之间发挥了中介作用。在职场边缘化对情绪耗竭和不道德行为的影响方面,护士的敌意归因偏差发挥了调节作用。 结论: 职场边缘化是预测不道德行为的重要人际关系因素。护士主管应营造和谐的人际关系环境,关注敌意归因偏差,防止护士发生不道德行为。 影响: 职场边缘化是护理工作中普遍存在的一种现象,是造成不道德行为的原因。护士主管和护理人员应共同营造和谐的工作环境,不应出现职场排挤现象。护士主管应关注护士的情绪,并及时进行心理辅导,尽量降低职场边缘化的负面影响。本研究有助于了解护士如何以及为何会出现不道德行为。.
Keywords: affective events theory; emotional exhaustion; hostile attribution bias; nurse; unethical behaviour; workplace ostracism.
© 2020 John Wiley & Sons Ltd.