INTRODUCTION: Medical errors commonly occur in medical imaging departments. These errors are frequently influenced by patient safety culture. This study aimed to develop a suitable patient safety culture assessment tool for medical imaging departments. METHODS: Staff members of a teaching hospital medical imaging department were invited to complete the generic short version of the Safety Attitude Questionnaire (SAQ). Internal consistency and reliability were evaluated using Cronbach's α. Confirmatory factor analysis (CFA) was conducted to examine model fit. A cut-off of 60% was used to define the percentage positive responses (PPR). PPR values were compared between occupational groups. RESULTS: A total of 300 complete responses were received and the response rate was 75.4%. In reliability analysis, the Cronbach's α for the original 32-item SAQ was 0.941. Six subscales did not demonstrate good fit with CFA. A modified five-subscale, 22-item model (SAQ-MI) showed better fit (goodness-to-fit index ≥0.9, comparative fit index ≥ 0.9, Tucker-Lewis index ≥0.9 and root mean square error of approximation ≤0.08). The Cronbach's α for the 22 items was 0.921. The final five subscales were safety and teamwork climate, job satisfaction, stress recognition, perception of management and working condition, with PPR of 62%, 68%, 57%, 61% and 60%, respectively. Statistically significant differences in PPR were observed between radiographers, doctors and others occupational groups. CONCLUSION The modified five-factor, 22-item SAQ-MI is a suitable tool for the evaluation of patient safety culture in a medical imaging department. Differences in patient safety culture exist between occupation groups, which will inform future intervention studies.
Humans ; Surveys and Questionnaires ; Patient Safety ; Attitude of Health Personnel ; Diagnostic Imaging ; Reproducibility of Results ; Male ; Female ; Adult ; Job Satisfaction ; Factor Analysis, Statistical ; Middle Aged ; Hospitals, Teaching ; Safety Management ; Organizational Culture ; Medical Errors/prevention & control*

PURPOSE: This study was undertaken to understand the determinants of job satisfaction for hospital nurses in Korea. Organization culture is deemed as a strong factor which contributes to overall job satisfaction. METHODS: A systematic review was conducted using five electronic databases to identify Korean studies for the years 1998 to 2017. The Comprehensive Meta-Analysis Software Ver 2.0 was then utilized in data analysis. RESULTS: A meta-analysis of data from 36 studies indicated that the overall effect size of correlation between organizational culture and job satisfaction was moderate (ESr=.36), and publication year was negatively associated with these factors in the meta-regression model. In addition, the magnitude of the types of organizational culture and job satisfaction varied according to size of the hospitals: innovation-oriented culture for secondary hospitals (ESr=.49) and relation-oriented culture for tertiary hospitals (ESr=.46). Lastly, of four different organizational cultures, innovation-oriented culture showed the strongest correlation with job satisfaction (ESr=.50), followed by relation-oriented culture (ESr=.49), and task-oriented culture (ESr=.30). CONCLUSION: Results indicate that nursing organization culture plays a significant role in Korean nurses' job satisfaction. The implication of the study is that creating an innovation-oriented and relation-oriented culture in hospitals may effectively promote nurses' job satisfaction more than hierarchy-oriented culture.
Job Satisfaction ; Korea ; Nursing ; Organizational Culture ; Publications ; Statistics as Topic ; Tertiary Care Centers

PURPOSE: The objective of this study was to explore the causal relationships among staff nurses' job stress factors, patient safety culture perception, and patient safety nursing activities through path analysis. METHODS: The participants, 275 staff nurses with over a year of exp rience working at a university hospital in Seoul, completed structured questionnaires. The data were collected from January 5 to February 28, 2018. The data analysis included descriptive statistics, t-test, ANOVA, Scheffé test and Pearson correlation coefficients using the SPSS/WIN 24.0 program, and path analysis & bootstrapping using AMOS 24.0 program. RESULTS: The path analyses of the hypothesized causal model showed a considerable explanatory power for each of the endogenous variables. About 45 percent of organizational culture was explained by work overload, lack of knowledge/skill, inadequate reward, work environment, and communication. The finding in this study confirmed the mediating effect of patient safety culture perception on the relationships between job stress factors and patient safety nursing activities. CONCLUSION: The proper arrangement of nursing staff, proper treatment and rewards, positive work environment, organizational culture, and smooth communication are needed to promote patient safety nursing activities.
Humans ; Negotiating ; Nursing Staff ; Nursing ; Organizational Culture ; Patient Safety ; Reward ; Seoul ; Statistics as Topic

PURPOSE: The purpose of this study was to explore perioperative nurses' communication experience within the surgical team with regard to patient safety. METHODS: Data were collected from December 2015 to September 2016, through in-depth individual interviews with 14 perioperative nurses. Individual interviews, once or twice, lasted from 40 minutes to one hour for each session. The main interview question was “How do you describe your communication experience with surgical team members as a perioperative nurse?” Collected data were analyzed using a conventional content analysis. RESULTS: Two categories of the perioperative nurses' experience of communication were identified: communication contributing to patient safety, communication hindering patient safety. Communication in the surgical team reflected on the unique features of the operating room, such as urgency and a hierarchical organizational culture. However, the nurses recognized ineffective communication could impact on patient safety, and endeavored to overcome communication failures. CONCLUSION: The results indicate that sharing responsibility, open communication, assertiveness on safety issues, and interprofessional collaboration in the operating room are necessary to ensure effective communication. Thus, respectful culture and an open communication climate based on interprofessional understanding are required to improve communication. Training programs to enhance communication skills should be implemented.
Assertiveness ; Climate ; Cooperative Behavior ; Education ; Humans ; Operating Rooms ; Organizational Culture ; Patient Safety ; Qualitative Research

PURPOSE: The purpose of this study was to determine nurses' perceptions of the disclosure of patient safety incidents (DPSI), which is known to be effective in reducing medical litigation and improving the credibility of medical professionals. METHODS: Three focus group discussions were conducted with 20 nurses using semistructured guidelines. Transcribed content including a record of the progress of the focus group discussions and researchers' notes were analyzed using directed content analysis. RESULTS: Most participants thought that DPSI is necessary because of its effectiveness and for ethical justification. However, participants held varied opinions regarding the primary responsibility of DPSI. Participants agreed on the necessity of explaining the incident and expressing sympathy, apologizing, and promising appropriate compensation that are chief components of DPSI. However, they were concerned that it implies a definitive medical error. A closed organizational culture, fear of deteriorating relationships with patients, and concerns about additional work burdens were suggested as barriers to DPSI. However, the establishment of DPSI guidelines and improving the hospital organization culture were raised as facilitators of DPSI. CONCLUSION: Most nurse participants acknowledged the need for DPSI. To promote DPSI, it is necessary to develop guidelines for DPSI and provide the appropriate training. Improving the hospital organization culture is also critical to facilitate DPSI.
Compensation and Redress ; Disclosure ; Focus Groups ; Humans ; Jurisprudence ; Korea ; Medical Errors ; Organizational Culture ; Patient Rights ; Patient Safety

PURPOSE: The purpose of this study was to investigate the relationship among nursing organizational culture, work performance, and workplace bullying of nurses, and to identify the factors that affect workplace bullying.METHODS: The design of this study was descriptive research, and the data were collected from October 26 to November 5, 2018. The research participants were 210 nurses in six general hospitals in G province. The data were analyzed by descriptive statistics, a t-test, one-way ANOVA, Scheffé post-hoc test, Pearson's correlation coefficient, and a stepwise multiple regression using SPSS 22.0.RESULTS: The workplace bullying type showed negative correlations with innovation-oriented culture, relation-oriented culture, and work performance. The workplace bullying consequence showed negative correlations with the innovation-oriented culture, relation-oriented culture, and work performance, and showed positive correlations with the workplace bullying type. The factors influencing the results of the workplace bullying consequence were workplace bullying type followed by relation-oriented culture, and unmarried status.CONCLUSION: Workplace bullying among nurses was related to the nursing organizational culture and work performance. Therefore, in order to reduce the turnover rate of nurses and to help them adapt well to the nursing organizational culture, a bullying prevention and intervention program is necessary.
Bullying ; Hospitals, General ; Humans ; Nursing ; Organizational Culture ; Single Person ; Work Performance

PURPOSE: The present research was done to examine the fundamental significance and structure of conflict experience of nurses in hospital nursing organizations.METHODS: This qualitative research was conducted by analyzing data collected through in-depth interviews based on Colaizzi's (1978) method of analysis, one of the phenomenological methods of analysis.RESULTS: Statements from the 12 study participants demonstrate two key topics “accumulation of conflicts” and “manifestation of new conflicts” as well as seven sub-topics including “being forced to comply”, “Lack of respect and consideration”, “unsatisfactory conflict management by the leaders”, “continuous and overwhelming vicious cycle”, “prevalence of self-defensive egotism”, “difficult to accept differences”, and “incapable of responding to the structural changes of nursing workforce”.CONCLUSION: Resolving the dysfunctional conflicts in hospital nursing organizations requires not only improvement in the organizational culture of individuals and nursing organizations, but also legal and institutional measures in addition to new attempts to integrate education and research findings from relevant fields of studies.
Education ; Methods ; Nursing ; Organizational Culture ; Qualitative Research

BACKGROUND: This study was aimed to examine relationships among workplace bullying, organization culture and nursing performance in clinical nurses.METHODS: A cross-sectional questionnaire survey was conducted from October 16 to 26, 2018 with 168 nurses participating in RN-BSN and graduate programs in a university. Data was analyzed with SPSS 22.0 by t - test, ANOVA, Pearson's correlation coefficient and hierarchical multiple regression.RESULTS: Of nurses, 23.2% were found as victims of workplace bullying. Higher scores for workplace bullying positively correlated with rank-oriented culture (r=.19, p=.015), negatively correlated with relational-oriented culture (r=−.43, p<.001) and innovation-oriented culture (r=−.35, p<.001). After adjusting for other variables, better nursing performance was associated with lower scores for workplace bullying (β=−.18, p=.026) and innovation-oriented culture (β=.24, p=.023). However, there was no moderating effect of organizational culture in the relationship between workplace bullying and nursing performance.CONCLUSION: Efforts to creating innovative organizational culture and reducing workplace bullying can contribute to improving nursing performance.
Bullying ; Nursing ; Organizational Culture

PURPOSE: The purpose of this study was to examine the relationships of authentic leadership and nursing organizational culture to the intention of hospital nurses to stay in their current position. METHODS: The participants of this study were 503 nurses in 8 hospitals. We collected data using questionnaires for assessing authentic leadership, nursing organization culture and intention to stay. For data analysis, t-test, ANOVA, Cronbach's α, Pearson's correlation coefficient, Tukey test, Multiple regression were performed using SAS ver.9.4 (SAS Institute Inc., Cary, NC, USA). RESULTS: Authentic leadership (β=.12, p=.008) and relation-oriented culture (β=.13, p=.009) affected the intention of the hospital nurses to stay. These variables accounted for 29% of the variance in the intention to stay among hospital nurses. CONCLUSION: The finding of this study shows that the authentic leadership and nursing organizational culture especially relation-focused can influence nurses' intention to stay in their current position. For retaining nurses, it is suggested to use an authentic leadership training program for nursing leaders and to make efforts to establish a relation-focused culture in the hospital.
Education ; Intention ; Leadership ; Nursing ; Organizational Culture ; Statistics as Topic

PURPOSE: Patient-centered care is a widely utilized concept in nursing and health care. However, the key components of patient-centered nursing have not yet been reported. Moreover, previous studies on patient-centered care have mostly focused on components of nursing rather than organizational factors. Therefore, a comprehensive understanding of influential factors of patient-centered care is required. METHODS: The purpose of this study was to develop a theoretical model based on person-centered care theory, and the relevant literature and to test the developed model with covariance structure analysis in order to determine the causal paths among the variables. RESULTS: The model fit indices for the hypothetical model were suitable for the recommended level (goodness of fit index=.87, standardized root mean residual=.01, root mean square error of approximation=.06, Tucker-Lewis index=.90, comparative fit index=.92, parsimonious normed fit index=.75). In this study, five of the six paths established in the initial hypothetical model were supported. The variables of teamwork, self-leadership, and empathy accounted for 56.4% of hospital nurses' patient-centered care. Among these, empathy was the strongest predictor of patient-centered care. CONCLUSION: These results suggest that it is necessary to use strategies to improve self-leadership and empathy. In addition to enhancing the personal factors of nurses, nursing organizations should strive for effective multidisciplinary cooperation with active support for patient-centered care and openness to change.
Delivery of Health Care ; Empathy ; Humans ; Korea ; Leadership ; Models, Theoretical ; Nursing ; Organizational Culture ; Patient-Centered Care