Nursing Work Environment Research Articles

Left Without Being Seen: Nurse Work Environment and Timely Outcomes in New York and Illinois Emergency Departments

IntroductionThis study determined the relationship between the emergency nurse work environment and emergency department patient left without being seen rates and lengths of stay. MethodsCross-sectional analysis of 215 New York and Illinois emergency departments. The work environment (abbreviated Practice Environment Scale of the Nursing Work Index) was measured by emergency nurses in the 2021 RN4CAST-NY/IL survey and linked with outcomes from Hospital Compare. Regression models estimated the relationship between the nurse work environment and emergency department patient left without being seen rates, median length of stay (in minutes), and median behavioral health patient length of stay. Model coefficients were used to estimate expected additional care minutes gained if emergency department work environments improved. Results“Mixed” work environments had the longest median overall length of stay (3.4 hours) and the highest median left without being seen rates (2.2%), while “poor” work environments had the longest median length of stay for behavioral health patients (6 hours). Improving the emergency department work environment from poor to mixed (and mixed to better) was associated with a 13-minute reduction in overall length of stay (P ≤ .05), a 33-minute reduction in behavioral health length of stay (P ≤ .01), and a 19% reduction in left without being seen rates (P ≤ .01). We estimated 11,824 to 41,071 additional patients could be seen in emergency departments associated with work environment improvements from “poor” to “better,” depending on annual patient volumes. DiscussionHospital administrators should consider investing in nurse work environments as a foundation to improve timely outcomes.

Fatores que afetam o sucesso profissional de enfermeiros que atuam na área de tecnologia de reprodução assistida

Objective: to examine the relationship between career success and work environment of nurses who practice in assisted reproductive technology and to identify factors that affect career success. Method: a cross-sectional study conducted in 53 fertility centres in 26 provinces in mainland China. Data were collected using a demographic data questionnaire, a specialised nursing competence questionnaire, the Career-Success Scale, and the Nursing Work Environment Scale. Descriptive and inferential statistics were applied. Results: 597 assisted reproductive technology nurses participated in our survey, and 555 valid questionnaires were collected. Theoverall mean scores for career success and work environment were 3.75 [standard deviation (SD) = 1.01] and 3.42 (SD = 0.77) respectively. There was a strong positive correlation between career success and work environment (r = 0.742, p < 0.01). Multiple regression showed that attending academic conferences, psychological care, professional development, support and care, salary, and welfare were significant factors that influence career success. Conclusion: attending academic conferences, psychological care, and work environment are positively related to career success. Administrators should consider ways to address these factors.

Factors that affect career success of nurses who practice in assisted reproductive technology.

to examine the relationship between career success and work environment of nurses who practice in assisted reproductive technology and to identify factors that affect career success. a cross-sectional study conducted in 53 fertility centres in 26provinces in mainland China. Data were collected using a demographic data questionnaire, a specialised nursing competence questionnaire, the Career-Success Scale, and the Nursing WorkEnvironment Scale. Descriptive and inferential statistics were applied. 597assisted reproductive technology nurses participated in our survey, and 555 valid questionnaires were collected. Theoverall mean scores for career success and work environment were 3.75[standard deviation (SD) = 1.01] and 3.42(SD = 0.77) respectively. There was a strong positive correlation between career success and work environment (r = 0.742, p < 0.01). Multiple regression showed that attending academic conferences, psychological care, professional development, support and care, salary, and welfare were significant factors that influence career success. attending academic conferences, psychological care, and work environment are positively related to career success. Administrators should consider ways to address these factors.

The impacts of nurses' attitudes towards dementia, critical reflection competency, and nursing work environment on person-centered nursing in acute care hospitals: A descriptive study

Purpose: The purpose of the study was to examine the attitudes of acute care nurses towards dementia, their critical reflection competency, and the level of nursing work environment and to identify the factors relating to person-centered nursing. Methods: The study was conducted for 149 nurses with at least 1 year of experience working in acute care hospitals and providing nursing care to hospitalized elderly patients. The measurements used were the Dementia Attitude Scale Korean version, the Critical Reflection Competency Scale, the Nursing Work Environment Scale, and the Person-Centered Nursing Assessment Tool. The collected data were analyzed with frequency analysis, descriptive statistics, independent t-test, ANOVA test, Pearson's correlation, and multiple regression using IBM SPSS 29.0 software. Results: The factors influencing person-centered nursing performance were critical reflection competency (β=.49, p&lt;.001), attitudes towards dementia (β=.29, p&lt;.001), and clinical career (β=-.26, p=.024), having the explanation power of 59.6%. Conclusion: The results of this study indicate that critical reflection competency, attitudes towards dementia, and clinical career have an impact on person-centered nursing performance. Specifically, higher levels of critical reflection competency and positive attitudes towards dementia were predictors with higher levels of person-centered nursing performance. Therefore, to enhance person-centered nursing performance among acute care nurses, it is important to prioritize critical reflection training programs for experienced nurses to enhance their critical reflection competency.

Opinions of emergency nurses in Turkey on their work environment during the COVID-19 pandemic and its relationship with their health: A qualitative study

IntroductionCOVID-19 patients being admitted to emergency service pose a high risk of exposure and infection to emergency nurses. Therefore, one of the primary responsibilities of hospital management is to provide an appropriate work environment for nurses. AimTo analyze the opinions of emergency nurses about their work environment, and to understand how the working environment is related to their health during the COVID-19 pandemic. MethodsThe study employed a qualitative descriptive research design and purposive sampling method. It was conducted in the emergency service of a state hospital in the central Anatolia region of Turkey, which was providing COVID-19 care at the time. The data were collected through semi-structured individual interviews held between January and February 2021. Each interview was conducted only once via WhatsApp video calls. Data collection was continued to reach data saturation (n:14). The data were analyzed using Colaizzi's seven-step content analysis. The Consolidated Criteria for Reporting Qualitative (COREQ) Studies checklist was followed in the study. ResultsThree themes emerged in the analysis of the data obtained from a total of 14 emergency nurses: (a) “Insufficient Physical Environment”; (b) “Inadequacies in Managerial Roles and Skills”; and (c) “The Effect of the Work Environment on Nurses' Health”. It was determined that the work environment of emergency nurses was inadequate in terms of resting areas, ventilation and separation of clean and infected areas, and they stated that they had not received adequate support from their managers and encountered difficulties due to equipment shortage, particularly in the early stages of COVID-19. It was also determined that the work environment caused psychological and ergonomic health issues. ConclusionsIt is important to provide adequate managerial support and to make arrangements that resolve the physical and mental obstacles in improving the work environment of emergency nurses.

Self-care behaviours and practices of professional nurses working in primary health care clinics.

Historically, the nursing profession focused on caring for patients, families and communities but neglected aspects of self-care. Self-care is essential for nurses, as it could impact the quality of care nurses render to patients. This article investigated professional nurses' self-care behaviours and practices in primary health care clinics. The study was conducted at selected primary health care facilities (clinics) in regions C and D of the city of Johannesburg, Gauteng. A cross-sectional descriptive research survey. Stratified random sampling was used to select respondents. A demographic questionnaire, Self-Care Activities Screening Scale (SASS-14), Nature of Supportive Work Environment questionnaire and Self-Care Work and Home Environmental Factors (SWHEF) questionnaire were combined as the data collection instrument for this study. Descriptive and inferential statistics were used to analyse the collected data. The finding revealed health consciousness: 86.6% of professional nurses were alert to changes in their health, and 75.2% constantly examined their health. The average professional nurse slept only 7-8 h every day. While 59.4% of professional nurses who participated in the study seldom ate healthy foods (i.e. foods with less sugar, salt, fried snacks or pre-cooked food), 71.7% rarely ate three fruits and two portions of vegetables daily. Only 57.4% of professional nurses regularly drank eight recommended glasses of water daily. According to the findings, primary health care nurses must prioritise self-care and work in supportive environments.Contribution:The study acknowledged the need to promote self-care and supportive work environments for professional nurses in primary health care setting.

Transcultural nursing leadership: A concept analysis

BackgroundGlobalisation, wars, competitiveness, and technological innovation have increased workplace diversity, requiring leaders to conduct multinational projects, lead people from different cultural backgrounds, and deliver appropriate services that meet the needs of clients from different cultures. Several concepts are interchangeably used to define and describe leadership in culturally-diverse work environments; one such concept is transcultural leadership. Because of nurses’ global migration and care delivery to patients from different cultural backgrounds, this concept is of interest in the nursing field. While some nurses have been identified as transcultural leaders, no definition of transcultural nursing leadership has been found in the literature. ObjectiveThis study aimed to develop an operational definition of transcultural nursing leadership. DesignA concept analysis was performed using Walker and Avant's method. MethodsA literature search was conducted using electronic databases, including CINAHL and MEDLINE, books, and encyclopaedias. Quantitative, qualitative, mixed- design studies and literature reviews; master's and doctoral theses; interviews; and text and opinion papers published in English, Spanish, or Portuguese that focused on leadership in multicultural work environments overall and in nursing in particular were included. To identify differences and similarities between the concepts, a Correspondence Factor Analysis with the support of the software IRaMuTeQ was undertaken. ResultsA total of 45 documents with definitions or descriptions of the concepts was included, of which five were in the nursing area and 40 in other areas of study. The defining attribute of transcultural nursing leadership is guiding the delivery of culturally-congruent care. Its antecedents were culturally-diverse populations, multicultural nursing teams, and the need to prepare healthcare workers, administrators, academics, professors, researchers, and minorities for transcultural nursing. The consequences identified included culturally-congruent care for patients and optimal health outcomes for all populations. The identified attributes, antecedents, and consequences did not cover the complexity of a culturally-diverse nursing work environment. Thus, the antecedents, attributes, and consequences of transcultural leadership identified in the literature were considered and added. ConclusionsTranscultural nursing leadership is a concept grounded in nursing theory that has significant implications for nursing management, education, research, and policy. This holds great promise for advancing culturally-congruent care, addressing health disparities, and building highly inclusive and productive nursing teams in an increasingly diverse world.

Evaluating the Health of the Work Environment and the Perception of New Nurses During the Transition to Practice in Critical Care.

New nurses are the major source of hiring for most hospitals. They fill vacancies left by seasoned nurses creating an experience-complexity gap. Turnover among new-graduate nurses is as high as 85% in the first 2 years. The purpose of this study was to provide a deeper understanding of the factors contributing to turnover. The specific aims were (1) to better understand novice nurses' perceptions of their transition to critical-care practice and (2) to describe all eligible critical-care nurses' perceptions of a healthy work environment. A quantitative descriptive design was used. Data were collected over 3 weeks in February 2022 from novice nurses (n = 12) who completed the Casey-Fink Nurse Experience Survey and from novice and experienced nurses (n = 47) who completed the American Association of Critical-Care Nurses' Healthy Work Environment Assessment Tool. Data were analyzed using descriptive statistics. Respondents to the Casey-Fink Nurse Experience Survey (n = 12) indicated feeling well supported by family, friends, and preceptors, although they felt less positive about prioritizing care, organizing patient needs, and recommending changes to the plan of care. The overall mean score on the Health Work Environment Assessment Tool was 2.99 (n = 47), indicating the need for improvement. Responses varied by unit, years of experience, and certification status. This study contributes to the evolving body of nursing knowledge and has provided a more detailed understanding of the health of the work environment and perceptions of new nurses during the transition to practice.

The Effect of Work Value, Psychological Ownership and Nursing Working Environment on Intention of Retention in Hospital Nurses

Purpose : This study aims to assess the extent of work value, psychological ownership, the nursing work environment, and retention intention, examine the correlation between these variables, and identify the factors that influence retention intention. The goal is to provide foundational data to enhance retention intention.Method : The study involved 159 nurses employed at a tertiary general hospital and a general hospital. Data were gathered through structured questionnaires and analyzed using an independent t-test, one-way ANOVA, Scheffé test, Pearson correlation coefficient, and multiple regression analysis with a simultaneous stepwise method, all conducted using the SPSS 26.0 software.Results : The intention to remain in the profession was found to have a positive correlation with work value (r = .45, &lt;i&gt;p&lt;/i&gt; ＜ .001), psychological ownership (r = .37, &lt;i&gt;p&lt;/i&gt; ＜ .001), and the nursing work environment (r = .27, &lt;i&gt;p&lt;/i&gt; = .001). Significant factors influencing the intention to stay included total clinical career (β = .17, &lt;i&gt;p&lt;/i&gt; = .016), work value (β = .38, &lt;i&gt;p&lt;/i&gt; ＜ .001), and psychological ownership (β = .19, &lt;i&gt;p&lt;/i&gt; = .020). These variables accounted for 24.1% of the variance in the intention to remain in the profession (F = 17.71, &lt;i&gt;p&lt;/i&gt; ＜ .001).Conclusion: To enhance the intention of hospital staff to remain in their positions, it is crucial to identify and bolster positive psychological competencies, such as a sense of work value and psychological ownership.

The Resilience of Pediatric Nurses in Context: A Mixed Methods Study.

Resilience, an individual's ability to cope with and recover from stressors, is supported by contextually specific factors. Factors in the work environment may support or hinder nurses' resilience to the specific stressors present in pediatric nursing, an understudied population. We aimed to explore the contextual factors in the work environment of pediatric nurses with varying levels of resilience, including social support, the work environment, and opportunities for coping from an individual approach. This study is a secondary mixed-methods analysis using ordinal logistic regression and a meta-matrix of survey responses and semi-structured interview transcripts from 30 pediatric nurses. 5 themes, 3 supporting and 2 hindering resilience, emerged from the interviews. Nurses described their resilience as supported by sharing the burden, support from administration, and taking a break. Participants described resilience as hindered when they found it challenging to provide quality nursing care and when they felt unappreciated or undervalued. No theme significantly changed the odds of having higher resilience. Our findings suggest that nurses recognize resources and conditions within their work environment as influencing their resilience. However, workplace resources and conditions are only one contributor to pediatric nurse resilience. Encouraging breaks and informal opportunities for nurses to support each other may support resilience in pediatric nurses. In addition, nursing leaders can support pediatric nurse resilience by regularly spending time connecting with nurses. Finally, health care organizations should consider how changes in the work environment may hinder nurse resilience by adding stress or changing access to supportive factors.

Evaluation of a blended training solution for critical care nurses’ work environment: Lessons learned from focus groups in four European countries

AimThe aim of this study was to evaluate a blended pilot training course on Healthy Work Environments (HWEs) for critical care nurses as follows: 1) to explore the experience of trainees and trainers who took part in the training; and 2) to identify the strengths and weaknesses of the training program in its potential transferability to nursing practice in Intensive Care Units (ICUs). BackgroundDespite the evidence supporting the association between HWEs and job satisfaction, nursing retention, and patient outcomes, nurses still have high rates of burnout, mental health problems and intent to leave. To address this challenge, a blended training was created and piloted with the aim to highlight the relevance and impact of HWEs, enhancing its transferability to daily practice. The training was based on the six standards of HWEs as proposed by the American Association of Critical Care Nurses and created within an Erasmus + project. The pilot was delivered by trainers (critical care nursing educators) to critical care nurses and included six workshops of eight hours each (48 h in total) in each country. DesignAfter the pilot testing, a qualitative approach, with focus group discussions was used. MethodsAll the trainees (n=82), who had attended at least one workshop were invited to participate in the focus groups. Overall, eight focus groups were held with critical care nurses who participated as trainees (n=39) from four testing countries: Cyprus, Croatia, Spain and Poland. One international focus group was held with trainers who conducted the training (n=4). Four more trainers completed the questionnaire online. All focus group were video recorded, and transcribed verbatim. Then, the national transcripts were translated into English. An inductive thematic analysis was carried out. FindingsThree themes were identified: 1) Valuing the relevance of the training program and a positive learning experience; 2) A powerful insight leading to increased awareness and empowerment in personal and professional life; 3) Challenges identified in terms of training, follow up and management of change. Both trainees and trainers expressed a positive opinion with regard to the content of the training and the didactic methods used. They emphasized the strong influence of the training on their understanding of a HWEs, its impact in an ICU context and the need for action, mainly related to communication issues. ConclusionThe proposed blended training program may be used by trainers, who can enable nurses develop the competencies required to influence their work environment, in a context of shared responsibility.

Occupational stressors and coping mechanisms among obstetrical nursing staff during the COVID-19 pandemic: a qualitative study

BackgroundDue to heightened occupational stress throughout the COVID-19 pandemic, hospital nurses have experienced high rates of depression, anxiety, and burnout. Nurses in obstetrical departments faced unique challenges, such as the management of COVID-19 infection in pregnancy with limited evidence-based protocols and the unknown risks of the virus on pregnancy and fetal development. Despite evidence that obstetrical nurses have experienced high levels of job stress and a decrease in job satisfaction during the COVID-19 pandemic, there is less known about the working conditions resulting in these changes.Using the Job Demands-Resources (JD-R) model, this study aims to offer insight into the COVID-19 working environment of obstetrical nurses and shed light on their COVID-19 working experiences.MethodsThe study was conducted using a qualitative approach, with data collection occurring through semi-structured interviews from December 2021 to June 2022. A total of 20 obstetrical nurses recruited from the obstetrical departments of a tertiary hospital located in Ontario, Canada, participated in the study.Interviews were audio-recorded, transcribed verbatim, and coded using NVivo. Data was analyzed using a theoretical thematic approach based on the JD-R model.ResultsFour themes were identified: (1) Job stressors, (2) Consequences of working during COVID-19, (3) Personal resources, and (4) Constructive feedback surrounding job resources. The findings show that obstetrical nurses faced several unique job stressors during the COVID-19 pandemic but were often left feeling inadequately supported and undervalued by hospital upper management. However, participants offered several suggestions on how they believe support could have been improved and shared insight on resources they personally used to cope with job stress during the pandemic. A model was created to demonstrate the clear linkage between the four main themes.ConclusionsThis qualitative study can help inform hospital management and public policy on how to better support and meet the needs of nurses working in obstetrical care during pandemics. Moreover, applying the JD-R model offers both a novel and comprehensive look at how the COVID-19 hospital work environment has influenced obstetrical nurses' well-being and performance.

Hubungan Lingkungan Kerja dengan Kepuasan Kerja Perawat

This research aims to identify the relationship between the work environment and the job satisfaction of nurses in RSUD. Dr. Fauziah Bireuen. This research method is cross-sectional with a random sampling technique. The sample for this study was 138 nurses in the inpatient room at RSUD dr. Fauziah Bireuen. Data collection uses a questionnaire. Data analysis used Chi-square statistical test analysis. The research results showed a good work environment. Of the 83 respondents, 54 (65.1%) nurses said they were satisfied with their work and 29 (34.9%) said they were dissatisfied with their work. Of the 55 respondents, 23 nurses said they were satisfied with their work and 32 said they were dissatisfied. The results obtained were p = 0.007 &lt; 0.05, meaning there was a relationship between the work environment and the job satisfaction of nurses in the inpatient room. In conclusion, there is a significant relationship between the work environment and job satisfaction of nurses in the inpatient room at RSUD dr. Fauziah Bireuen.&#x0D; &#x0D; Keywords: Job Satisfaction, Nurses, Work Environment.

Experiences of Nurses Caring for Children Under Five Years with Burns at a Teaching Hospital in Ghana

Background Nurses provide comprehensive, person-centred care to patients of all ages with any condition to save and protect lives. Caring for children under 5 years with burns involves high-level skills, agility and stable emotions. This study sought to explore nurses’ experience when managing children under five years with burns at the burns unit of a teaching hospital in Ghana. Methods An exploratory, descriptive qualitative approach was used with a purposive sampling method to recruit 15 participants at saturation from the Burns Unit. The interviews were conducted using a semi-structured interview guide. With participants’ consent, their voices were audio-recorded. Data were transcribed verbatim after the researchers listened to the audios several times. Data were analysed using thematic content analysis. Results Narratives of the nurses were represented as emotional experiences, challenges and coping strategies associated with caring for children with burn injury. Mental representation of care task, grief and sadness, helplessness and impatience were identified as the emotional experiences. Increased workload, lack of adequate motivation and shortage of hospital supplies were the main challenges. Teamwork, good working relations, effective work-life balance and emotional detachment were the coping strategies the nurses adopted. Conclusion This study highlighted the experiences of nurses caring for children under five years with burns. The work environment of nurses created stress and increased the burden of care. Nurses need support to recognise and manage their physical, emotional and social responses to their work. In addition, periodic staff training must be promoted to boost staff confidence and enhance their efficiency on the job.

Relationship between Workplace Bullying, Human Rights Sensitivity and Nursing Work Environment among Hospital Nurses

Relationship between Workplace Bullying, Human Rights Sensitivity and Nursing Work Environment among Hospital Nurses

Effect of the Nurse Work Environment on Older Hispanic Surgical Patient Readmissions.

Readmissions following hospitalization for common surgical procedures are prevalent among older adults and are disproportionally experienced by Hispanic patients. One potential explanation for these disparities is that Hispanic patients may receive care in hospitals with lower-quality nursing care. The objective of this study was to evaluate the relationship between the hospital-level work environment of nurses and hospital readmissions among older Hispanic patients. Using linked data sources from 2014 to 2016, we conducted a cross-sectional analysis of 522 hospitals and 732,035 general, orthopedic, and vascular surgical patients (80,978 Hispanic patients and 651,057 non-Hispanic White patients) in four states. Multivariable logistic regression models were employed to determine the relationship between the work environment and older Hispanic patient readmissions at multiple time periods (7, 30, and 90 days). In final adjusted models that included an interaction between work environment and ethnicity, an increase in the quality of the work environment resulted in a decrease in the odds of readmission that was greater for older Hispanic surgical patients at all time periods. Specifically, an increase in three of the five work environment subscales (Nurse Participation in Hospital Affairs, Nursing Foundations for Quality of Care, and Staffing and Resource Adequacy) was associated with a reduction in the odds of readmission that was greater for Hispanic patients than their non-Hispanic White counterparts. System-level investments in the work environment may reduce Hispanic patient readmission disparities. This study's findings may be used to inform the development of targeted interventions to prevent hospital readmissions for Hispanic patients.

The effects of perceived organizational support on attitudes toward medical errors in surgical nurses: A cross-sectional study.

This study aims to determine the effects of perceived organizational support on attitudes toward medical errors in surgical nurses. Nurses exhibit high performance in a work environment that supports, satisfies, and motivates them. Organizational support is one of the factors affecting the work environments of nurses. A strong nursing and hospital leadership supports the daily professional practices and well-being of nurses and is important in creating a positive work environment for nurses. The population of this cross-sectional study was composed of nurses (N = 414) in the surgical clinics of the Turgut Özal Medical Center. To reach the necessary sample size, the purposive sampling method, which is a nonprobability sampling method, was used. The data were collected using a personal information form, the Perceived Organizational Support Scale and the Scale of Attitudes toward Medical Errors. It was determined that 91.1% of the participants had positive attitudes toward the importance and reporting of medical errors and moderate perceived organizational support (3.04±0.67). The organizational support perceived by the participants did not have a statistically significant effect on their attitudes toward medical errors (β=0.015; p=0.865). The multiple linear regression model established in the study revealed that education level and previous medical error status were significant predictors of the attitudes of the participants toward medical errors. It was determined that surgical nurses had positive attitudes toward the importance and reporting of medical errors and moderate perceived organizational support levels, and perceived organizational support did not significantly affect attitudes toward medical errors in surgical nurses. In this study, it was determined that the perceived organizational support levels of surgical nurses did not have a significant effect on their attitudes toward medical errors. Assuming that adequate organizational support will reduce medical error rates, it is considered important to develop and implement policies to increase organizational support levels. Likewise, the use of safety reporting systems should be expanded to reduce medical error rates, reports should be used only to prevent and reduce risks, and systems and strategies should be developed instead of blaming individuals. In addition to the reporting of confirmed medical errors to ensure patient safety, the reporting of so-called "near misses" is also very important. For this reason, institutional support should be provided regarding the importance of "near miss" events in error reporting. Necessary practices should be provided to identify, report, correct, and prevent these events.

The Impact of Transformational Leadership in the Nursing Work Environment and Patients' Outcomes: A Systematic Review.

With the increasingly demanding healthcare environment, patient safety issues are only becoming more complex. This urges nursing leaders to adapt and master effective leadership; particularly, transformational leadership (TFL) is shown to scientifically be the most successfully recognized leadership style in healthcare, focusing on relationship building while putting followers in power and emphasizing values and vision. To examine how transformational leadership affects nurses' job environment and nursing care provided to the patients and patients' outcomes. A systematic literature review was conducted. From 71 reviewed, 23 studies were included (studies included questionnaire surveys and one interview, extracting barriers and facilitators, and analyzing using qualitative synthesis). TFL indirectly and directly positively affects nurses' work environment through mediators, including structural empowerment, organizational commitment, and job satisfaction. Nurses perceived that managers' TFL behavior did not attain excellence in any of the included organizations, highlighting the necessity for additional leadership training to enhance the patient safety culture related to the non-reporting of errors and to mitigate the blame culture within the nursing environment. Bringing more focus to leadership education in nursing can make future nursing leaders more effective, which will cultivate efficient teamwork, a quality nursing work environment, and, ultimately, safe and efficient patient outcomes. This study was not registered.

요양병원 간호사의 간호근무환경, 직무스트레스, 이직의도

This study is descriptive survey research to identify factors affecting the turnover intention of nurses working at long-term care hospitals in relation to nursing work environment and job stress. The research subjects are 181 nurses who had been working for at least three months at ten long-term care hospitals, each with 100 to less than 500 beds, located in G Metropolitan City and J Province. The data was collected using a structured questionnaire during the period from August 10 to August 22, 2021. The research tools used in this study are as follows. The collected data was analyzed using the SPSS/WIN 26.0 program, with t-test, ANOVA, Scheffé test, Pearson’s correlation coefficient and multiple regression analysis. The results of this study show that nurses working in long-term care hospitals have higher turnover intention when they are younger and have higher job stress. It was also found that their job stress level is high when they work eight hours or more a day after the outbreak of COVID-19, and have experienced cohort quarantine and COVID-19 confirmed cases. Therefore, to reduce the turnover intention of nurses working in long-term care hospitals, it is necessary to develop methods to reduce their job stress. Further research needs to be performed with additional factors related to job stress, particularly during the current prolonged pandemic.

The Effect of Professional Autonomy and Nursing Work Environment on Nurses’ Patient Safety Activities: A Perspective on Magnet Hospitals

Aim. This study aimed to identify the effects of nurses’ professional autonomy and work environment on patient safety in general hospitals. By understanding this relationship, we sought to identify practical measures to improve patient safety in the healthcare context. Background. Professional autonomy and nursing work environments have positive effects on job performance, job satisfaction, and patient outcomes. Methods. Data were collected from 200 nurses working in general hospitals, using a cross-sectional survey design. The survey was conducted in 2021 using self-report questionnaires that included the Nursing Work Environment Scale and items on professional autonomy and patient safety activities. Results. The total professional autonomy score was 162.06 (range: 60–240). The mean scores of nursing work environment and nurses’ patient safety activities were 2.55 out of 4 and 4.22 out of 5, respectively. Multiple regression analysis revealed that professional autonomy (β = 0.234 and p = 0.001 ) and nursing work environment (β = 0.138 and p &lt; 0.05 ) were identified as variables that had significant effects on patient safety activities. Among the independent variables, professional autonomy had the greatest influence on patient safety. Conclusion. The findings confirm the need to improve and find ways to enhance nurses’ professional autonomy and nursing work environment. Implications for Nursing Management. The findings confirm the need to improve and find ways to enhance nurses’ professional autonomy and the nursing work environment. Based on these findings, medical institutions and nursing managers should continue to make efforts to improve the nursing work environment to enhance patient safety, especially system improvements, expand nurse autonomy within medical institutions, strengthen hospital management support to evaluate its effectiveness, and further improve government-level policies and systems.