Aims This study aimed to (a) elucidate the effects of hospital management and unit supervisor support for patient safety on nurse speaking‐up behaviours and (b) identify potential mediators of this relationship. Background Speaking‐up behaviour among nurses has emerged as a critical source of patient safety. Fuller understanding of the developmental mechanisms contributing to nurses' speaking‐up behaviours could help to enhance patient safety in health care organisations. Methods A correlational approach was used to conduct a secondary analysis of cross‐sectional survey data collected from 450 staff nurses in Korea. Path analysis was performed to test potential mediation effects. Results After controlling for nurses' hospital and unit tenure, hospital management and supervisor support for patient safety had significant direct and indirect effects on nurses' speaking‐up (promotive and prohibitive voice) behaviours through their perceptions of response to error and communication openness. Conclusions Study findings indicate that when hospital management and supervisors emphasize patient safety and provide necessary resources, nurses are likely to perceive the hospital's safety culture more positively, in turn enhancing their speaking‐up behaviours. Implications for Nursing Management Hospital administrators and nurse managers should clearly display hospital management and supervisory support for patient safety through implementation of related policies, resources, and communication standards.
Background Few studies have examined the relationship between patient safety climate and two forms of patient safety behavior (i.e., safety compliance and safety participation) among nurses. Better understanding of factors contributing to nurses’ safety behaviors could enhance patient safety. Therefore, this study aimed to examine the effect of patient safety climate on nurses’ patient safety behavior and to explore whether patient safety knowledge and motivation mediate this relationship. Methods This correlational, cross-sectional study used survey data from 1,053 staff nurses working at a general hospital located in a metropolitan area of South Korea. Structural equation modeling was employed to test a hypothesized multiple mediation model that was guided by Griffin and Neal’s model of safety performance. Results The results indicated that patient safety climate was directly related to both patient safety compliance behavior (β = 0.27, p < 0.001) and patient safety participation behavior (β = 0.25, p < 0.001). Concerning indirect effects, patient safety climate was associated with patient safety compliance behavior through both patient safety knowledge (β = 0.26, p < 0.001) and patient safety motivation (β = 0.04, p = 0.038), whereas patient safety climate was related to patient safety participation behavior only through patient safety knowledge (β = 0.27, p < 0.001) and not through patient safety motivation (β = 0.00, p = 0.985). Conclusion Based on this study’s findings, building an organizational climate focused on patient safety is vital for improving nurses’ patient safety behavior. Improving an organization’s patient safety climate could promote both safety knowledge and motivation in nurses and thereby potentially enhance their patient safety behavior. Hence, healthcare organizations should implement practical interventions to improve their patient safety climate. Also, nursing management interventions designed to transfer patient safety knowledge to nurses would be particularly effective in improving their safety behavior.
This study aimed to explore how religiosity affects the level of meaningful work among Malaysian Muslims, owing to Malaysia’s highly religious background. Although religiosity constitutes a major part of an individual’s value system, the influence of religiosity on the meaningfulness of work remains unclear. To address this gap, this study examined the indirect effects of the two types of religiosity—intrinsic religiosity (IR) and extrinsic religiosity (ER)—on meaningful work through existential labor, namely, surface acting and deep acting. Self-reported survey responses from 303 Malaysian Muslim employees were analyzed using structural equation modeling and bootstrapping analysis. The results showed that both surface acting and deep acting had significant mediation effects on the relationship between IR and meaningful work. By contrast, in the relationship between ER and meaningful work, surface acting’s mediation effect was not significant, whereas deep acting showed a positive mediation effect. Our findings suggest that even if employees share the same religion, meaningful work is shaped differently by the specific type of religiosity and those existential labor strategies that individuals develop. This study advances the understanding of the underlying psychological mechanisms of the impact of individual religious values in the workplace. Implications and limitations were discussed.
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