Earticle

Purpose: This study aimed to investigate the effects of rehabilitation hospital nurses’ perception of patient safety culture, nursing professionalism, and nursing work environment on patient safety nursing activities. Methods: A cross-sectional design was used with a convenience sample of 230 nurses with more than six months of experience working in rehabilitation hospitals located in D Metropolitan City, South Korea. Data were collected from October 23 to 31, 2023 through a self-administered questionnaire and analyzed by descriptive statistics, independent t-test, one-way ANOVA with post-verification of Scheffe? test, Pearson's correlation coefficient, and multiple stepwise regression analysis using SPSS 28.0. Results: The average scores were 3.73±0.35 for perception of patient safety culture, 3.54±0.47 for nursing professionalism, 2.67±0.49 for nursing work environment, and 4.68±0.45 for patient safety nursing activities. Patient safety nursing activities was significantly positively correlated with perception of patient safety culture, nursing professionalism, and nursing work environment. Experience of reporting incidents (β=.19, p=.002), communication and procedure (β=.18, p=.003), frequency of reporting (β=.18, p=.002), total clinical experience (β=.17, p=.004), patient safety (β=.17, p=.005), and direct supervisor/manager (β=.17, p=.008) affected patient safety nursing activities in rehabilitation hospitals. Conclusion: Perception of patient safety culture may increase rehabilitation hospital nurses’ patient safety nursing activities.

Purpose: This study aimed to develop a tool to measure the job stress of nursing managers in small and medium-sized hospitals and to evaluate its reliability and validity. Methods: DeVellis' eight steps scale development process was applied. The initial questions were developed through a literature review and in-depth interviews, and content validity was evaluated by 13 experts. Data were collected from 193 nursing managers at small and medium-sized hospitals in Korea, 193 through exploratory factor analysis (EFA), and 192 through confirmatory factor analysis (CFA). Results: The scale consisted of 27 final items and seven factors, with a total variance of 66.76%. The CFA results were x2=642.56, p<.001, GFI=.80, CFI=.92, and Cronbach’s ? for the overall scale was .82. Conclusion: The scale showed satisfactory validity and reliability, confirming its potential to become an appropriate tool for measuring the job stress of nursing managers in small and medium-sized hospitals.

Purpose: This study aimed to identify the influence of work-life balance and insomnia severity on shift working nurses’ health promotion behaviors. Methods: Participants were 152 nurses who worked rotating shifts at a general hospital. Data were collected from August 2 to 16, 2023 and analyzed by t-test, ANOVA, Pearson correlation, and multiple regression analysis using SPSS/WIN 25.0. Results: The participants exhibited high insomnia severity and low scores in both work-life balance and health promotion behaviors. Health promotion behaviors were positively correlated with work-life balance but negatively correlated with insomnia severity. The key factors influencing shift-working nurses’ health promotion behaviors included work-life balance (β=.37, p<.001) and gender (female) (β=-.17, p=.026), with an explanatoty power of 18% (F=12.35, p<.001). Conclusion: Work-life balance is a significant variable affecting shift-working nurses’ health promotion behaviors. The health of nurses is crucial not only for their personal well-being but also for ensuring the patient safety. Therefore, flexible work systems and adaptable health program schedules must be implemented to promote the health of shift-working nurses.

Purpose: The purpose of this study was to identify the effect of nurses’ workplace incivility on workplace bullying, as well as the moderating effects of organizational silence and head nurses’ authentic leadership. Methods: A descriptive research design was used with a convenience sample of 154 nurses. Data were collected from April 02 to April 18, 2024 using self-reported online questionnaires. Data were analyzed using t-test, ANOVA, Pearson correlation coefficients, and hierarchical multiple regression analysis. Results: Workplace bullying was positively correlated with organizational silence and workplace incivility (r=.65, p<.001, r=.82, p<.001); however, it was negatively correlated with head nurses’ authentic leadership (r=-.63, p<.001). In addition, organizational silence had a moderating effect on the relationship between workplace incivility and workplce bullying (β=.12, p=.006). Conclusion: Organizational Silence has a moderating effect on the relationship between nurses’ workplace incivility and workplace bullying. This study’s findings indicate the necessity of reducing organizational silence in the context of incivility and bullying experienced by nurses in the workplace.

Purpose: This study aimed to examine the differences in nurses’ psychosocial work environment (PWE) in integrated nursing care wards (IWs) with higher nurse staffing and general wards (GWs) with lower staffing, and to analyze the effect of PWE on their health outcomes. Methods: Data were collected from 151 nurses in IWs and 156 nurses in GWs at a tertiary hospital in Seoul in 2023. The Korean version of the Copenhagen Psychosocial Questionnaire III was used to measure PWE and health outcomes. Regression analyses were conducted to examine the effect of PWE on health outcomes. Results: The most negative aspects of the nurses’ work environment were found in the work demand domain. IW nurses (vs. GW nurses) reported lower work demand, better work organization and job contents, and a more positive work-individual interface. Nurse health outcomes were also better in the IWs. Lower work demand and better work-individual interfaces were positively associated with improved health outcomes, while ward type (IW vs. GW) was not significantly related to health outcomes. Conclusion: Reducing work demand by expanding integrated nursing care services nationwide and improving nurse staffing in GWs is crucial for improving health outcomes.