Job autonomy, perceptions of organizational policy, and the safety performance of nurses

Ko, Yu Kyung; Jeong, Seung-Young; Yu, Shan

doi:10.1111/ijn.12696

Cited by 19 publications

(13 citation statements)

References 18 publications

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“…Empowerment scores in the present study were similar to those of the previous studies on nurses employed in six hospitals (3.48) [24] and nurses in the operating room (3.67) [11]. The results on patient safety activities were similar to those of general hospital operating room nurses (4.22) [11] but higher than those of nurses in hospitals of various sizes (3.75) [21].…”

Section: Discussionsupporting

confidence: 88%

“…The reason for this difference is that Lee's study reflects the characteristics of one of the largest hospitals in Korea; the size of a hospital is closely related to the nursing work environment. Nursing organizations differ depending upon hospital size [20], and nurses' perceptions of organizational policy differ based on the metropolitan area and hospital size [21]. Since little research has been conducted with nurses, it is difficult to compare the findings with previous studies.…”

Section: Discussionmentioning

confidence: 99%

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Effects of Just Culture and Empowerment on Patient Safety Activities of Hospital Nurses

Kim

2021

Healthcare

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This study investigated the relationship among hospital nurses’ perceptions of a just culture, empowerment, and patient safety activities. It also determined the factors affecting the patient safety activities of nurses. This cross-sectional study included 189 nurses from four hospitals in South Korea. The survey was conducted from October to December 2019 using self-report questionnaires including items on socio-demographic characteristics, just culture, empowerment, and patient safety activities. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson’s correlation coefficient, and multiple linear regression analysis with SPSS/WIN 25.0. Patient safety activities correlated positively with just culture (r = 0.369, p < 0.000) and empowerment (r = 0.38, p < 0.000). Additionally, empowerment (β = 0.213, p = 0.001) and just culture (β = 0.442, p < 0.000) had statistically significant effects on patient safety activities and explained about 19.5% of the variance in patient safety activities (F = 16.170, p < 0.001). The patient safety at medical institutions can be improved by cultivating a work environment that embraces a just culture and empowers nurses.

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Section: Discussionsupporting

confidence: 88%

Section: Discussionmentioning

confidence: 99%

Effects of Just Culture and Empowerment on Patient Safety Activities of Hospital Nurses

Kim

2021

Healthcare

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“…In patients, higher nurse autonomy is linked with lower mortality in patients and a higher rescue success (Rao, Kumar, & McHugh, ; van Oostveen & Vermeulen, ). Among nurses, higher levels of autonomy has been regarded as an essential determinant of work satisfaction (AllahBakhshian et al, ), safety performance (Ko, Jeong, & Yu, ), and staff nurse retention (Papathanassoglou et al, ). Other studies reported negative consequences of low autonomy levels in nurses such as burnout (Adebayo & Ezeanya, ), depression, job strain, absenteeism (Enns, Currie, & Wang, ), and moral distress (Papathanassoglou et al, ; Sarkoohijabalbarezi, Ghodousi, & Davaridolatabadi, ).…”

Section: Introductionmentioning

confidence: 99%

Predictors and outcomes of nurse professional autonomy: A cross‐sectional study

Labrague

McEnroe–Petitte

Tsaras

2018

Int J of Nursing Practice

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Aims This paper is a report examining the level of professional autonomy as well as its predictors and outcomes among practicing nurses in the Philippines. Methods This study adopted a descriptive, cross‐sectional research design. One hundred sixty‐six (n = 166) nurses participated in the study or a response rate of 83% during the months of January 2017 to May 2017. Seven self‐reported scales were used for this study: the Nurse Autonomy Scale, Job Stress Scale, Burnout Measure Scale, Job Satisfaction Index, Organizational Commitment Questionnaire, Turnover Intention Inventory Scale, and the Six Dimension Scale of Nursing Performance. Inferential and descriptive statistics were used to analyse the collected data. Results Nurses demonstrated moderate levels of professional autonomy with education and hospital bed capacity as strong predictors. Regression analysis showed positive effects of professional autonomy on nurses' job outcomes such as organizational commitment, job satisfaction, and work performance. Conclusion Consistent to international studies, nurses in the Philippines demonstrated moderate levels of professional autonomy. Nurses who had higher levels of autonomy tended to be high performing, satisfied, and committed in their jobs. Organizational efforts are critically important to foster autonomy in practicing nurses through adequate support, education, training, and developed policies.

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“…The first study (Ko, Jeong, & Yu, 2018) was approved by the Institutional Review Board (IRB) at C hospital (IRB No: CHAMC 2016‐07‐063). In the present study, the secondary analysis was performed under a research and service agreement with the Hospital Nurses Association, using the raw data collected in the first study by using the 3 core variables to empirically investigate the effects of nursing power and organizational trust on patient orientation.…”

Section: Methodsmentioning

confidence: 99%

Effects of nursing power and organizational trust on nurse’s responsiveness and orientation to patient needs

Jeong

2020

Nursing Open

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Nurses comprise the largest group of professionals in hospitals, and their knowledge, skills and experiences are an important asset. At hospitals, nursing departments have greater decision-making power than other departments due to their greater workforce (Sung, Lee, Jeong, Park, & Kim, 2014). The status and responsibility of the nursing department are important because nurses play a direct role in the provision of medical services and an important role in improving the performance of hospitals (Sung, Jeong, Park, & Lee, 2017). Additionally, in relation to power, a leader of a nursing group can make a statistically significant difference in the group's ability to actualize their power capacity (Sieloff, 2004). As such, the influence of individual nurses could change depending on the power of the nursing department. A survey of the status of hospital nursing staff placement in 2014 reported that among 201 hospitals nationwide, 20 (10.0%) used job titles such as nursing vice president, nursing executive director, chief of nursing, director for nursing operations and director of nursing bureau; 159 (79.1%) used the title head of nursing department ("bujang"); and 22 (10.9%) used the title deputy head of nursing ("chajang"), indicating that the titles of chief nursing officers vary across hospitals (Hospital Nurses Association, 2014). In addition, the position and affiliation of nursing departments in the hospital organizational chart also differ across hospitals. Therefore, it is necessary to evaluate the current status of the power of nursing departments.

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Job autonomy, perceptions of organizational policy, and the safety performance of nurses

Abstract: Job autonomy and perceptions of organizational policy were positively related to safety performance. Hospital executives and nurse managers should work to enhance job autonomy and positive perceptions of organizational policy, to contribute to improving patient safety.

Cited by 19 publications

References 18 publications

Effects of Just Culture and Empowerment on Patient Safety Activities of Hospital Nurses

Effects of Just Culture and Empowerment on Patient Safety Activities of Hospital Nurses

Predictors and outcomes of nurse professional autonomy: A cross‐sectional study

Effects of nursing power and organizational trust on nurse’s responsiveness and orientation to patient needs

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