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Virtues, work satisfactions and psychological wellbeing among nurses

Article  in  International Journal of Workplace Health Management · September 2009

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ASAC 2009 Ronald J. Burke
Niagara Falls, ON York University

Eddy S.W. Ng
California State Polytechnic University, Pomona

VIRTUES, WORK SATISFACTIONS AND PSYCHOLOGICAL

WELL-BEING AMONG NURSES 1

This exploratory study examined the relationship between virtues and indicators of work
satisfaction and engagement, perceptions of hospital functioning and quality of nursing
care, and psychological well-being of nursing staff. Data were collected from 79 staff
nurses using anonymously completed questionnaires. Three virtues were considered:
gratitude, optimism and proactive behaviors. Hierarchical regression analyses,
controlling for both personal demographic and work situation characteristics, indicated
that virtues accounted for significant increments in explained variance on most outcome
measures. Gratitude emerged as a particularly consistent predictor of these.
Explanations for the association of virtues with favorable outcomes are offered along
with potentially practical implications.

Introduction

People rate health care as one of their important priorities in most countries and it is likely to
become even more important as populations age. In response to this need, governments devote
significant amounts of their budgets to funding the health care system, with this allocation typically being
the largest single line item. Increases in funding for health care have also generally risen faster than
inflation rates highlighting both the importance and costs of health care.

Nurses occupy a central role in the delivery of health care in all countries, though countries may
have different health care systems and methods of payment options. Some countries are now reporting a
shortage of nurses, often compounded by the fact that richer nations are luring nurses away from poorer
ones. The health care system has also undergone significant change over the past decade stemming from
the greater use of new technologies, off-shoring some services to developing countries, advances in
medical knowledge, an aging population, more informed and critical users of the health care system, and
efforts by governments to further control health care expenditures.

It is not surprising then that considerable research has been undertaken in several countries to
understand the work experiences of nurses, particularly as they relate to nurse satisfaction and well-being
and patient care. Almost all of this work has studied “what is wrong” with organizations more generally
and with nursing more specifically, or the “dark side” of nursing experiences. It has concentrated on
issues of workload, lack of resources, overtime work, and increases in abuse experienced in the work
place by nursing staff as these affect burnout, depression, psychosomatic symptoms, absenteeism and

1
Ronald J. Burke, Schulich School of Business, York University; Eddy Ng, College of Business Administration,
California State Polytechnic University, Pomona; Lisa Fiksenbaum, Department of Psychology, York University.
Conduct of the research and preparation of this manuscript was supported in part by York University and the
Business Administration Program at Trent University. We thank the hospital for their cooperation.
intent to leave the profession. The bulk of nursing research has used a stressor-strain framework and has
contributed a great deal to our understanding of the experiences of nurses in their workplaces. These are
all important subjects but they tell only half the story.

An emphasis on these negative experiences and outcomes is consistent with almost the past sixty
years in the field of psychology with its emphasis on pathology and illness (Peterson & Seligman, 2003),
and the past forty years in the fields of organizational behavior and management with their emphasis on
dissatisfaction, withdrawal behaviors and alienation in the workplace (Cameron, 2003). Recent
developments in these fields, however, have fostered a different emphasis; an emphasis on human
flourishing and individual strengths represented by the beginnings of positive psychology (Fredrickson,
1998; 2003b; Seligman & Csikszentmihalyi, 2000) and “what is right” in organizations represented by
positive organizational scholarship (Cameron, Dutton & Quinn, 2003) and positive organizational
behavior (Luthans, 2002). Positive organizational scholarship (POS) focuses on positive outcomes such
as resilience, meaning, engagement, thriving and excellence -- the best of work conditions.

Virtues in the workplace

The present exploratory study examines stable individual difference factors termed “virtues” in
the work experiences, satisfactions, and well-being of nursing staff. Virtues have been discussed by
philosophers for almost 2000 years (Park & Peterson, 2003). A virtue is defined by McCullough and
Snyder (2000) as “any psychological process that enables a person to think and act so as to benefit both
him or herself and society” (p. 1). A virtue is “a discrete organized system of thought, reason, emotion,
motivation and action” (McCullough & Snyder, 2000, p. 3). To them, character is a higher order concept
that encompasses the possession of several virtues. Virtues are making a resurgence as a topic of study in
both psychology and POS. Virtues benefit individuals, other people, and general society. The neglect of
virtues also has had potentially important consequences. These include separating individuals from the
wider social and external context of their actions, making it hard to identify traits that contribute to our
understanding of human flourishing, and making it difficult to suggest virtue-based solutions to various
problems. This study included three virtues: optimism, gratitude and proactive or transcendent behavior.

Optimism

Peterson (2000) reviews research on optimism, an individual difference variable, showing it to be

related to good mood, perseverance, achievement and physical health. Optimism is an attitude or belief
that one’s future will be positive and satisfying. Scheier and Carver (1992) view optimism as a personal
disposition associated with the expectation that good things will be common in the future. Optimism has
cognitive, emotional and motivational components. Optimism has been found to be related to good
morale, effective problem solving, success in various endeavors (academic, athletic, military,
occupational political) and to longevity (see Peterson, 2000; Seligman, 1991; Scheier and Carver, 1985;
1987, 1992).

Gratitude

Emmons and Crumpler (2000) examined the research literature on the virtue of gratitude.
Gratitude involves feeling grateful for positive outcomes one has experienced; it is an emotional state and
an attitude toward life. Gratitude has been found to be associated with life satisfaction and fewer physical
health complaints (Emmons, 2003; Emmons & McCullough, 2003), positive emotions (Walker & Pitts,
1996), and happiness, pride and hope (Overwalle, Mervielde & de Schuyter, 1995). Emmons and
McCullough (2003) report findings from three studies of gratitude or grateful thinking (a grateful outlook)
and psychological and social functioning. The grateful outlook groups indicated higher levels of well-
being across most of their outcome measures.
Proactive Behavior

Almost all experts on the workplace agree that employees should be more proactive on the job
and that proactive behavior increases job performance. Crant (2000) considered antecedents and
consequences of proactive behavior in organizations. Bateman and Crant (1993) have undertaken
research on the proactive personality. Proactive people identify opportunities and act on them, take
initiative, and persevere until goals are reached or change is brought about. Crant (2000) reviewed
research findings showing that proactive real estate agents were more productive (Crant, 1995), managers
and professionals were more successful in their careers on a number of dimensions (Seibert, Crant &
Kraimer, 1999), individuals were more likely to display leadership (Crant & Bateman, 2000), employees
were more likely to see their work roles in broader terms and undertake more performance-related
initiatives (Parker, 1997), students were more likely to intend to start their own businesses (Crant, 1996),
individuals were more likely to improve sales in small companies (Becherer & Maurer, 1999), and at a
team-level, proactivity was positively correlated with productivity levels, customer service, job
satisfaction, organizational commitment, and team commitment (Kirkman & Rosen, 1999).

The present exploratory study examines the relationship of virtues, positive personality
characteristics, and nurse work experiences, satisfactions, and psychological well-being. It serves a pre-
test of the usefulness of a survey developed to measures POS concepts, and provides a preliminary
examination of the general hypothesis that virtues would be associated with more favorable work and
well-being outcomes.

Method

Respondents

Table 1 presents the personal demographic and work situation characteristics of the sample
(n=79). There was considerable diversity on each item. The sample age ranged from under 30 to over
51, with 30 (39%) being 51 or older. Most were married (83%), had children (78%), worked full-time
(69%), were female (96%), worked between 31-40 hours per week (60%), had a college nursing degree (
46 %), did not have supervisory responsibilities (58%), had not changed units in the past year (83%), had
five years or less of unit tenure (62%), ten years or less of hospital tenure (46%), and worked in a variety
of nursing units.
---------------------
Enter Table 1 About Here
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Procedure

All data were collected using self-report questionnaires. Notices were placed in various nursing
units along with copies of the survey. After a few weeks, the data collection was stopped, resulting in the
sample size of 79.

Measures

Personal and work situation characteristics. These were measured by single items (e.g., age,
sex, level of education, unit tenure, hospital tenure).

Virtues. Optimism was measured by an eight-item scale (α=.84) developed by Scheier and
Carver (1985;1987). One item was, “In uncertain times, I usually expect the best.” Respondents
indicated their agreement with each item on a five-point Likert scale. Gratitude was assessed by a six-
item scale (α=.88) developed by McCullough, Emmons and Tsang (2002) and Emmons and McCullough
(2003). One item was, “I have so much in my life to be thankful for.” Respondents indicated their
agreement with each item on a seven point Likert scale (1= Strongly disagree, 4=Neutral, 7=Strongly
agree). Proactive Personality was measured by a seventeen-item scale (α=.92) developed by Bateman
and Crant (1993). Respondents indicated their agreement with each item on a seven=-point Likert scale
(1= Strongly disagree, 4=Neither agree nor disagree, 7=Strongly agree). An item was “I am good at
turning problems into opportunities.”

Work Outcomes. Five work outcomes were included. Job satisfaction was measured by a five-
item scale (α=.86) developed by Quinn and Shepard (1974). One item was, “All in all, how satisfied
would you say you are with your job?” Respondents indicated their responses on a four-point Likert scale
(1-Very satisfied, 4=Not at all satisfied). Intent to quit (α=.83) was measured by two items used
previously by Burke (1991). An item was, “Are you currently looking for a different job in a different
organization?” Work engagement. Three dimensions of work engagement were assessed using scales
developed by Schaufeli et al. (2002) and Schaufeli and Bakker (2004). Respondents indicated their
agreement with each item on a five-point Likert scale (1= Strongly disagree, 3=Neither agree nor
disagree, 5=Strongly agree). Vigor was measured by six items (α=.86) “At my work, I feel bursting with
energy.” Dedication was measured by five items (α=.88) “I am proud of the work that I do.” Absorption
was assessed by six items (α=.77). I am immersed in my work.” Absenteeism. Nurses indicated first how
many days they had been absent from work during the past month, and then how many of these days of
absenteeism were due to sickness. Burnout. Three dimensions of burnout were measured by the Maslach
Burnout Inventory (Maslach, Jackson & Leiter, 1996). Respondents also indicated how often they
experienced each item on a seven-point scale (0=never, 3=a few times a month, 6=every day).
Exhaustion was measured by a five-item scale (α=.90). “I feel burned out from my work.” Cynicism was
assessed by a five-item scale (α=.84). “I have become more cynical about whether my work contributes
anything.” Efficacy was measured by six items (α=.70). “I have accomplished many worthwhile things
in this job.”

Psychological Well-being. Five aspects of psychological well-being were included. Positive

Affect was measured by a ten-item scale (α=.93) developed by Watson, Clark and Tellegen (1988).
Respondents indicated how often they experienced these items during the past week (e.g., excited, proud,
excited) on a five-point Likert scale (1=not at all, 5=extreme). Negative affect was also measured by a
ten-item scale (α=.90) developed by Watson, Clark and Tellegen (1988). Respondents indicated how
often they experienced these (e.g., irritable, nervous, distressed) on the same frequency scale.
Psychosomatic symptoms was measured by nineteen items (α=.88) developed by Quinn and Shepard
(1974). Respondents indicated how often they had experienced each physical condition (e.g., headaches,
having trouble getting to sleep) during the past year. Responses were made on a seven-point Likert scale
(1=never, 4=often).

Medication use was measured by a five-item scale (α=.39) developed by Quinn and Shepard
(1974). Respondents indicated how often they took listed medications (e.g., pain medication, sleeping
pills) on a five point scale (1=never, 5=a lot). Life satisfaction was assessed by a five-point scale (α=.90)
developed by Quinn and Shepard (1974). Respondents indicated their agreement with each item (e.g., In
most ways my life is close to ideal) on a seven-point Likert agreement scale ( 1=Strongly agree, 4=neither
agree not disagree, 7=Strongly disagree).

Perceptions of Hospital Functioning and Health Care. Five measures were included here,
three assessing perceptions of hospital functioning, one assessing perceptions of patient care quality, and
one measuring their satisfaction being a nurse.
 Health and Safety Climate. Nurses indicated their agreement with eight items assessing health
and safety (α=.89) developed by Zohar and Luria (2005). An item was, “I feel free to report safety
problems where I work.” Workplace Incidents. Nurses indicated how frequently they observed six
hospital incidents (α=..87) on a four-point scale (1=never, 4=frequently). Incidents included, “Patient
received wrong medication or dose,” “patient falls with injuries”). Hospital Support. Hospital support
was assessed by eight items (α=.95) developed by Eisenberger, Huntington, Hutchison and Sowa (1986).
An item was, “This hospital is willing to help me when I need a special favor.” Respondents indicated
their agreement with each item on a seven-point Likert scale (1= Strongly agree, 4= Neither agree nor
disagree, 7= Strongly disagree). Patient care. Nurses indicated on a single item their views on the
quality of patient care provided (“In general, how would you describe the quality of nursing care
delivered to patients on your unit?” (1=excellent, 4=poor). Nurse satisfaction. Nurses indicated their
satisfaction being a nurse on a single item, “Independent of your present job, how satisfied are you with
being a nurse?” (1-very dissatisfied, 4=very satisfied).

Results

Intercorrelations among virtues

Two of the three correlations among the three virtues were positive and significantly different
from zero, p<.05, those being optimism and gratitude (r=.345, p<.001) and optimism and proactive
behavior (r=.38, p<.001). Gratitude and proactive behavior were positively correlated (r=.17), but this
was not statistically significant. Thus, the three virtues represented relatively independent strengths in
this sample of nurses.

Hierarchical Regression analysis

Hierarchical regression analyses were undertaken in which various work outcomes, indicators of
psychological well-being and perceptions of hospital functioning were regressed on three blocks of
predictors entered in a specified order. The first block of predictors (n=5) consisted of personal
demographics (e.g., age, marital status, level of education); the second block (n=6) consisted of work
situation characteristics (e.g., jot has supervisory duties, hospital tenure, work status, full-time versus
part-time); the third block of predictors (n=3) consisted of the virtues (e.g., gratitude, optimism, proactive
behavior). When a block of predictors accounted for a significant amount or increment in explained
variance (p<.05), individual variables within these blocks having significant and independent
relationships with the criterion variable (p<.05) were identified. These variables are indicated in the tables
that follow along with their respective βs.

Virtues and Work Outcomes

Table 2 presents the results of hierarchical regression analyses in which seven work outcomes
were regressed separately on the three blocks of predictors: personal demographics, work situation
characteristics, and virtues. The following comments are offered in summary. First, personal
demographics failed to account for a significant amount of explained variance on all work outcomes.
Second, work situation characteristics were inconsistently related to these work outcomes: nurses having
longer hospital tenure indicated less job satisfaction, nurses working their preferred work status reported
more vigor, nurses working their preferred work status, nurses working part-time, and nurses having
supervision responsibilities were absent fewer days in the past month, and nurses working their preferred
work status, nurses working part-time and nurses who had not changed units during the past year were
absent fewer days due to sickness in the past month. Third, virtues accounted for a significant increment
in explained variance on four of the seven work outcomes: job satisfaction, vigor, dedication and days
absent due to illness in the past month. In all four analyses, nurses scoring higher on gratitude indicated
more favorable outcomes (more job satisfaction, vigor, dedication and fewer absences due to illness). In
addition, nurses scoring higher on optimism also were absent fewer days as a result of illness over the
past month.
-------------------------
Enter Table 2 About Here
-------------------------

Virtues and Burnout

Table 3 presents the results of hierarchical regression analyses in which the three burnout
components were separately regressed on the three blocks of predictors. Personal demographics failed to
account for a significant amount of variance on any of these components. Work situation characteristics
accounted for a significant increment in explained variance on cynicism; nurses having longer unit tenure
an d nurses having shorter hospital tenure were more cynical. Virtues accounted for a significant
increment in explained variance on all three burnout components: Nurses scoring higher on gratitude
indicated less exhaustion, less cynicism and greater efficacy. In addition, nurses engaging in more
proactive behavior also scored higher on efficacy.

-------------------
Enter table 3 About Here
--------------------

Virtues and Psychological Well-Being

Table 4 shows the results of hierarchical regression analyses involving five indicators of
psychological well-being: positive and negative affect, psychosomatic symptoms, medication use and life
satisfaction. The following comments are offered in summary. First, personal demographics did not
contribute a significant amount of explained variance in any of the five analyses. Second, work situation
characteristics contributed a significant increment in explained variance on four of the five indicators:
nurses working their preferred status reported more positive affect, less negative affect, fewer
psychosomatic symptoms and less medication use; nurses having longer unit tenure indicated less
negative affect, and nurses having supervision responsibilities indicated less medication use. Virtues
accounted for a significant increment in explained variance on three of the five psychological well-being
indicators: positive affect, psychosomatic symptoms and life satisfaction. Nurse reporting more gratitude
indicated fewer psychosomatic symptoms and more life satisfaction; nurses reporting more optimism
indicated more positive affect and life satisfaction, and nurses indicating more proactive behavior
reported greater positive affect.
--- - - - - - - - - - - - - - - - - -
Enter Table 4 About Here
--------------------

Virtues and Perceptions of Hospital Functioning and Patient Care

Table 5 presents the results of hierarchical regression analyses in which five indicators of
perceived hospital functioning and nurse satisfaction were regressed on the three blocks of predictors.
Personal demographics failed to account for a significant amount of explained variance in any of these
analyses. Work situation characteristics accounted for a significant increment in explained variance on
only two of the five outcome measures: quality of patient care and satisfaction being a nurse. Nurses
having longer hospital tenure, and nurses having shorter unit tenure, rated the quality of nursing care
higher, and nurses working their preferred work status indicated greater satisfaction being a nurse.
Virtues accounted for a significant increment in explained variance on four of the five indicators. Nurses
scoring higher on gratitude also rated the health and safety climate more highly, received higher levels of
hospital support, rated the quality of health care more highly, and were more satisfied being a nurse.
Nurses indicating higher levels of optimism also indicated receiving higher levels of hospital support.

It is possible to draw some tentative conclusions across all the analyses that were undertaken.
First, personal demographics almost never accounted for a significant amount of explained variance in
any of the analyses (see Tables 2 through 5). Second, work situation characteristics accounted for a
significant increment in explained variance in about half the hierarchical regressions; more significant
relationships were observed with indicators of psychological well-being and perceptions of hospital
functioning than with the other types of outcomes. Third, virtues accounted for a significant increment in
explained variance in about three quarters of the analyses, with gratitude having significant and
independent relationships with various criterion variables in many of these analyses.

Discussion

This exploratory study provided preliminary support for the general hypothesis underlying the
research. That is, nurses reporting higher levels of virtues would be more satisfied and engaged at work,
would indicate higher levels of psychological well-being, and perceive higher levels of hospital
functioning and performance. These results were supportive of previous theorizing (see Cameron, Dutton
& Quinn, 2003;Luthans, Youssef & Avolio, 2007;Nelson & Cooper, 2007; Snyder & Lopez, 2002) and
consistent with empirical findings (Bakker, 2008;Luthans, et al., 2006; Luthans, et al., 2007). Thus
virtues seem to be associated with greater satisfaction, better individual health, and perceptions of
goodness in the workplace.

Why are virtues associated with positive outcomes?

Four different explanations for the association of virtues with higher levels of individual and
organizational well-being have been proposed. First, virtues, as reported above, were associated with
positive emotions. In addition, virtues tend to be associated with other virtues, increasing the
experiencing of positive emotions even more (Carver, 1998). Individuals experiencing positive emotions
are more likely to be proactive, to engage in organizational citizenship behaviors, be outgoing, and think
and act in more creative ways. Fredrickson (2001; 2003a) developed her “broaden and build” theory of
positive emotions, which, at its core, suggests that positive emotions foster an upward spiral of individual
functioning (see Fredrickson & Branigan, 2005).

Second, virtues are associated with higher levels of individual psychological and physical health.
Healthy individuals are likely to being heightened focus, vigor and persistence, which in turn contribute
to higher levels of individual and organizational functioning (see Fredrickson & Joiner, 2002; Ryan &
Frederick, 1997; Shirom, 2003).

Third, virtues are associated with increases in both personal and job or organizational resources
over time. This would be predicted by Fredrickson’s “broaden and build” theory; the rich keep getting
richer. Particular virtues are likely to increase over time, and the consequences of these virtues (e.g.,
proactive behavior, creativity, vigor) are also likely to increase over time resulting in more personal
resources. In addition, virtues would also be associated with more job and organizational resources over
time as well (e.g., more variety, more feedback and learning). Virtues can make it easier for individuals to
bounce back after setbacks in their personal or work lives (Tugade & Fredrickson, 2004;Youssef &
Luthans, 2007). Fourth, virtues have also been found to influence colleagues in the workplace; virtues
can be transferred to others. To the extent to which this occurs, the unit or organization becomes stronger
and more effective. Positive emotions can be transferred to colleagues and customers (See Bakker, 2008;
Baker, Cross & Wooten, 2003; Fredrickson & Losada, 2005).

Can virtues be developed?

There have been some efforts to develop individual virtues that appear to have been successful.
Emmons and McCullough (2003), in studies of university students, developed gratitude by having them
“count their blessings,” or to write down up to five things in their lives over the past week that they were
grateful or thankful for. Bakker (2008) describes his work with individuals and organizations to increase
engagement using both interviews and survey data. Seligman (1998) lays out his program for increasing
optimism. Brown and Ryan (2001) show how their efforts to develop mindfulness among cancer patients
resulted in both increased mindfulness over time and declines in mood disturbances and stress.
Eisenberger (1992) suggests how learned industriousness can be increased. Snyder (1994; 1995)
illustrates ways in which hope can be heightened. Finally, Luthans and his colleagues (Luthans, et al.,
2006; Luthans, et al., 2007;Luthans, Vogelgesang & Lester, 2006; Luthans, Youssef & Avolio, 2007)
describe a micro-intervention in some detail that they have used to increase levels of Psychological
Capital (hope, optimism, resilience). These efforts provide a solid basis for further efforts to increase
virtues.

Limitations of the research

Some limitations of the research should be noted to put the findings into a broader context. First,
the sample of nurses in this exploratory study was small (n=79). Second, it was not possible to determine
the representativeness of those nurses that participated. Third, all data were collected using self-report
questionnaires raising the possibility of response set tendencies. Fourth, data were collected at one point
in time making it difficult to determine causality. Fifth, all respondents worked in a single hospital. It is
not clear the extent to which our results would generalize to other samples of nurses working in other
hospitals.

Future research directions

Future research needs to involve a larger and representative sample of nurses drawn from several
different hospitals. In addition, to the virtues examined here, the inclusion of other virtues such as hope,
self-esteem, and would add to our understating of the relationship of various virtues with individual and
organizational flourishing. In addition, future research should incorporate longitudinal designs to permit
examination of causal directions and reciprocal relationships. Incorporating measures of virtue at
individual, unit and hospital levels would illuminate the link between various levels of analysis. Finally,
efforts to increase the levels of virtues at individual and unit levels appear to be a promising and
necessary endeavor as well.
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 Table 1
Demographic Characteristics of Sample

Age N % Sex N %
30 or less 8 10.4 Female 75 96.2
31-40 13 16.9 Male 3 3.8
41-50 26 33.7
51 or older 30 39.0 Marital Status
Married 65 83.3
Parental Status Single 13 16.7
Children 61 78.2
Childless 17 21.8 Number of Children
0 17 21.8
Education 1 6 7.7
RNA Diploma 13 16.7 2 35 44.9
RN-College 36 46.2 3 or more 20 25.6
RN-Hospital-based 10 12.8
BA-Nursing 14 17.8 Work Status
BA-non-Nursing 2 2.6 Full-time 54 69.2
MA-Nursing 1 1.3 Part-time 2 30.8
MA-non-Nursing 2 2.6

Hours Worked Supervisory Duties

20 or less 5 6.5 Yes 33 41.8
21-30 18 23.4 No 46 58.2
31-40 46 59.7
41 or more 8 10.4 Nursing Unit
Surgical 18 23.1
Changed Units Past Year Medical 9 11.5
Yes 13 17.1 Outpatient 6 7.7
No 63 82.9 Maternal/child 6 7.7
Rehabilitation 5 6.4
Unit Tenure Operating Room 3 3.8
2 years or less 25 32.5 Post-Anesthetic
2-5 years 23 29.8 Recovery 3 3.8
6-10 years 13 16.9 Continuing care 3 3.8
11 years or more 16 20.8 Emergency 2 2.6
Palliative care 2 2.6
Hospital Tenure Other 17 21.8

5 years or less 23 29.9

6-10 years 12 15.6
11-20 years 15 25.9
21 years or more 27 29.6
 Table 2
Virtues, Work Outcomes and Engagement

Work Outcomes
Job Satisfaction (N=74) R R2 ∆R2 p
Personal demographics .14 .02 .02 NS
Work situation .47 .22 .20 .05
Hospital tenure (-.35)
Virtues .60 .36 .14 .01
Gratitude (.36)
Intent to quit (N=74)
Personal demographics .34 .12 .12 NS
Work Situation .40 .16 .04 NS
Virtues .45 .21 .05 NS

Days Absent (N=74)

Personal demographics .21 .04 .04 NS
Work situation .49 .24 .20 .05
Preferred work status (1.30)
Work status (.25)
Supervision duties (-.26)
Virtues .55 .30 .06 NS

Days Absent –Illness (N=74)

Personal demographics .27 .07 .07 NS
Work situation .52 .27 .20 .05
Preferred work status (-.34)
Work status (.29)
Changed units (.25)
Virtues .62 .39 .12 .05
Optimism (-.30)
Gratitude (-.36)

Engagement
Vigor (N=74)
Personal demographics .27 .07 .07 NS
Work situation .59 .34 .27 .001
Preferred work status (.28)
Virtues .70 .49 .15 .01
Gratitude (.25)

Dedication (N=74)
Personal demographics .23 .05 .05 NS
Work situation .43 .18 .13 NS
Virtues .58 .34 .16 .01
Gratitude (.36)

Absorption (N=74)
Personal demographics .27 .07 .07 NS
Work situation .42 .17 .10 NS
Virtues .50 .25 .08 NS
 Table 3
Virtues and Burnout

Burnout
Exhaustion (N=74) R R2 ∆R2 p
Personal demographics .24 .06 .06 NS
Work situation .46 .21 .15 NS
Virtues .62 .38 .17 .01
Gratitude (-.29)

Cynicism (N=74)
Personal demographics .18 .03 .03 NS
Work situation .49 .24 .21 .05
Unit tenure (.35)
Hospital tenure (-.35)
Virtues .62 .38 .14 .01
Gratitude (-.24)

Efficacy (N=74)
Personal demographics .30 .09 .09 NS
Work situation .45 .20 .11 NS
Virtues .59 .35 .15 .01
Gratitude (.24)
Proactive behavior (.24)
 Table 4
Virtues and Psychological Well-Being

Psychological
Well-Being R R2 ∆R2 p
Positive Affect (N=72)
Personal demographics .11 .01 .01 NS
Work situation .50 .25 .24 .01
Preferred work status (.24)
Virtues .67 .45 .20 .001
Proactive behavior (.27)
Optimism (.30)

Negative Affect (N=72)

Personal demographics .26 .07 .07 NS
Work situation .54 .29 .22 .01
Unit tenure (.43)
Preferred work status (-.28)
Virtues .60 .36 .07 NS

Psychosomatic Symptoms (N=74

Personal demographics .17 .03 .03 NS
Work situation .50 .25 .22 .05
Preferred work status (-.28)
Virtues .60 .36 .11 .05
Gratitude (-.27)

Medication Use (N=74)

Personal demographics .20 .04 .04 NS
Work situation .50 .26 .22 .05
Supervision duties (-.28)
Preferred work status (-.25)
Virtues .54 .30 .04 NS

Life Satisfaction (N=74)

Personal demographics .31 .10 .10 NS
Work situation .47 .22 .12 NS
Virtues .70 .49 .27 .001
Gratitude (.30)
Optimism (.29)
 Table 5
Virtues, Hospital Functioning and Nursing Satisfaction

Hospital Functioning

Health and Safety

Climate (N=74) R R2 ∆R2 p
Personal demographics .27 .07 .07 NS
Work situation .41 .17 .10 NS
Virtues .53 .28 .11 .05
Gratitude (.28)

Hospital Support (N=74)

Personal demographics .20 .04 .04 NS
Work situation .42 .20 .16 .05
Hospital tenure (.22)
Virtues .60 .32 .12 .05
Gratitude (.24)
Optimism (.20)

Hospital Incidents (N=74)

Personal demographics .15 .02 .02 NS
Work situation .25 .06 .04 NS
Virtues .37 .14 .08 NS

Nursing Satisfaction
Quality of Patient Care (N=74)
Personal demographics .23 .05 .05 NS
Work situation .51 .26 .21 .05
Unit tenure (.47)
Hospital tenure (-.37)
Virtues .64 .40 .14 .01
Gratitude (.44)

Satisfaction being a Nurse (N=74)

Personal demographics .11 .01 .01 NS
Work situation .45 .20 .19 .05
Preferred work status (.33)
Virtues .63 .40 .20 .001
Gratitude (.48)

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