| So Young Choi | 2 Articles |
Purpose
This study aimed to identify the influence of ethical sensitivity, positive nursing organizational culture, and caring efficacy on person-centered care among clinical nurses in general hospitals. Methods: The participants were 181 clinical nurses working in general hospitals located in Jinju and Changwon cities, Gyeongnam Province, South Korea. Data were collected from December 17, 2024, to January 25, 2025. Data analysis was performed using SPSS Statistics 27.0 and included descriptive statistics, the independent t-test, one-way analysis of variance, Pearson correlation analysis, and multiple regression analysis. Results: The participants’ mean scores were 4.16±0.42 for ethical sensitivity, 3.76±0.64 for positive nursing organizational culture, 4.23±0.67 for caring efficacy, and 3.90±0.50 for person-centered care. Person-centered care showed a significant positive correlation with ethical sensitivity (r=.49, p<.001), positive nursing organizational culture (r=.54, p<.001), and caring efficacy (r=.58, p<.001). Caring efficacy had the most significant effect on person-centered care (β=.41, p<.001), followed by positive nursing organizational culture (β=.30, p<.001) and ethical sensitivity (β=.19, p=.005). These variables accounted for 47.8% of the variance in person-centered care. Conclusion: To improve person-centered care, educational programs aimed at improving ethical sensitivity and caring efficacy, along with the establishment of a nursing organizational culture based on trust and respect, should be implemented.
Purpose
This descriptive correlation study sought to evaluate the mediating effect of nursing work environment on the relationship between work-family conflict and turnover intention among married female nurses. Methods This study enrolled 149 married female nurses employed at a university hospital in G. province J City. For data analysis, the SPSS/WIN 25.0 program and SPSS PROCESS Macro version 4.2 was used. Results The mean score of work-family conflict among married female nurses was 2.99±72 out of 5 points, nursing work environment was 2.50±39 out of 4 points, and turnover intention was 3.96±69 out of 5 points. Turnover intention was positively correlated with work-family conflict (r=.34, p<.001), and negatively correlated with nursing work environment (r=-.34, p<.001). The nursing work environment had a parial mediating effect (β=.32, p<.001) on the relationship between work-family conflict and turnover intention. Conclusion Work-family conflict and turnover intention among married female nurses influenced each other, with the nursing work environment having a partial mediating effect. This study can serve as basis for addressing work-family conflict, improving the nursing work environment and reducing turnover among married female nurses. Citations Citations to this article as recorded by
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