Purpose In this study, factors influencing the performance of person-centered care among nurses in designated COVID-19 hospitals were examined.
Methods A total of 182 nurses providing care to COVID-19 patients at six public hospitals in Gyeonggi-do the designated hospital for infectious diseases participated in the study. Data were collected from February to March 2021 using a 152-question structured questionnaire, and analyzed using SPSS/WINdows software, version 25.0 by frequency and percentage, mean and standard deviation, independent t-test, one-way ANOVA, Pearson’s correlation coefficients, and multiple regression.
Results The factors influencing the respondents’ performance of person-centered care were organizational culture for infection control (β=.35, p<.001), empathic ability (β=.16, p=.027), and the charge nurse position (β=.14, p=.035); these explained 20.8% of their person-centered care.
Conclusion It is necessary to consider strategies to improve the organizational culture for infection control and empathic ability to promote the performance of person-centered care among nurses at designated COVID-19 hospitals. It is also necessary to design a program that can facilitate the implementation of person-centered care by nurses who hold positions junior to that of the charge nurse at designated COVID-19 hospitals.
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Purpose The purpose of this study was to provide the fundamental data for improving working environments for operating room nurses as well as the quality of surgical nursing. Methods Study participants were 95 operating room nurses with at least three months of work experience in general and tertiary hospitals in S and G provinces. Data were collected from October 2021 to November 2021 using a structured questionnaire. Results: Factors affecting the participants’ burnout were verbal violence (β=.23, p=.007), the self-perceived health status “not healthy” (β=.21, p=.009), and job satisfaction: “dissatisfied” (β=.34, p<.001) and “moderate” (β=.44, p<.001). Work-oriented nursing organizational culture (β=.26, p=.007) had a moderating effect on the relationship between verbal violence and burnout. Conclusion The results indicated that the verbal violence experienced by the participants affected their burnout, and work-oriented nursing organizational culture acted as a moderating variable.Therefore, a hospital’s organizational efforts to reduce verbal violence in the operating room and develop a well-balanced nursing organizational culture must be aimed at lowering nurse burnout.
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PURPOSE The purpose of this study was to identify the predictors of Organizational Citizenship Behavior (OCB) among hospital nurses. METHODS Participants in this study were 231 nurses from two hospitals. The self-reported questionnaire was used to assess the level of self-efficacy, social support and OCB. The data were analyzed using descriptive statistics, Pearson's correlation coefficient, t-test, ANOVA and multiple regression. RESULTS The mean score of OCB was 4.82, self-efficacy was 4.65, and social support was 4.56. The OCB was statistically significant according to position (t=-1.97, p=.049). The OCB was positively correlated with self-efficacy (r=.558, p<.001) and social support (r=.245, p<.001). The self-efficacy and social support explained 33.0% of the variance for OCB. CONCLUSION The findings suggest that developing programs to improve self-efficacy and social support might be useful. Furthermore, more studies are needed to explore variables that influence nurses' Organizational Citizenship Behavior.
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