Organizational Culture, Organizational Trust and Workplace Bullying Among Staff Nurses at Public and Private Hospitals

Abstract

Background: Organizations involve individuals with diverse backgrounds, skills and experience; they work together as a supportive entity to attain definite goals and objectives. The major responsibility of healthcare owners is to generate and sustain a positive organizational culture and organizational trust that is free of lack of respect and workplace bullying. Aim: the present study aimed to assess the relationship of organizational culture, organizational trust and workplace bullying among staff nurses at public and private hospitals. Research design: A descriptive correlation comparative design was utilized. Sample: All staff nurses (n=176) who agreed to participate in the study at time of data collection and had at least one year of experience were included,   public hospital (n= 87) and private hospital (n= 89). Setting: The present study was conducted at two public and two private hospitals in Cairo. Tools:  Three questionnaires were developed guided by literature 1- The Organizational Culture Assessment Instrument, 2- Organizational trust questionnaire3- Negative Acts Questionnaire-Revised (NAQ-R). Results: showed that more than half (57.4%) of staff nurses bullied by patients, there was a statistical significant difference between total staff nurses perception of organizational culture (t=-8.83-, p = 0.00) at public and private hospitals and their perception of organizational trust (t= -3.93- , p = 0.00) at public and private hospitals. Highest mean score in total perception of organizational culture and organizational trust (54.9 ± 12.37 and (65.56 ± 12.85) respectively in private hospitals compared to public hospitals. There was no statistical difference between all dimensions and total nurses' perception regarding bullying in public and private hospitals. Moreover, there was a statistical significant positive correlation (r=.529^**) between organizational culture and organizational trust. While, there was a statistical significant negative correlation among organizational culture, organizational trust and bullying (r= -.157^* and r= -.300^**) respectively. Conclusion: The present study concluded that there were significant difference between staff nurses perception of organizational culture and organizational trust in public and private setting. While, there was no significant difference between bullying in private and public setting. Recommendations: Develop polices by administrators to prevent patients and relative workplace bullying. Develop strategic plan to enhance organizational culture and organizational trust in public healthcare settings. Increase awareness about workplace bullying.