This study explored the perceptions of ethics among long-term care employees (N275) in order to test two hypotheses. A cohort cross-sectional survey examined employees’ perceptions of an ethics environment, racial-ethnic, and position disparities (HO1; ANOVA), and, secondarily, ethics in relationship to select, research-grounded work features measured as manage disagreements, effectiveness, work satisfaction, and opinions of care, the latter including intention to remain (HO2; Pearson Correlations). Established questionnaires with robust psychometrics were employed. Response rate was 51%. Non-significant differences between sample and population on key variables supported extrapolation of results. Statistically significant differences between racial–ethnic (p < 0.03; F 2.42) and work positions (p <0.0001; F 6.24) were revealed on ethics (3.16; HO1). Statistically significant relationships (p <0.0001; r = 0.26–0.68; HO2) between ethics and employees’ work features also were found, confirming both hypotheses. Perceptions of ethics based on racial-ethnic and position disparities, as well as the robust links with employee work features, offered potential avenues for decreasing disparities at work and improving the quality of long-term care. Noted further on ethics item scoring were relatively low scores indicating less involvement in, and access to, ethics discussions and decisions. In contrast, the literature review substantiated the importance of empowerment and retention, which were enhanced by employee involvement in work, notably, discussions and decisions. Thus, implications of ethics committees in long-term care sites as ways to potentially enhance employees’ work and quality of care, especially work satisfaction and retention, were explored; relevant concerns raised by the Covid pandemic were, briefly, discussed.

本研究探讨了长期护理员工 (N275) 的道德观念，以检验两个假设。一项队列横断面调查检查了员工对道德环境、种族-民族和职位差异 (HO1; ANOVA) 的看法，其次是道德与选择的关系，以研究为基础的工作特征衡量为管理分歧、有效性、工作满意度和护理意见，后者包括留下的意愿（HO2；皮尔逊相关）。采用了具有强大心理测量学的既定问卷。响应率为 51%。样本和总体在关键变量上的非显着差异支持结果的外推。种族 - 民族之间的统计学显着差异（p  <0.03; F2.42）和工作职位（p  <0.0001；F 6.24）在道德（3.16；HO1）方面有所体现。具有统计学意义的关系 ( p  <0.0001; r = 0.26–0.68；还发现了道德与员工工作特征之间的 HO2)，证实了这两个假设。基于种族和职位差异的道德观念，以及与员工工作特征的密切联系，为减少工作中的差异和提高长期护理质量提供了潜在途径。进一步注意到道德项目评分相对较低的分数表明较少参与和获得道德讨论和决策。相比之下，文献回顾证实了授权和保留的重要性，员工参与工作，特别是讨论和决策，增强了授权和保留的重要性。因此，探讨了长期护理场所伦理委员会作为潜在提高员工工作和护理质量，特别是工作满意度和保留率的方法的影响；