Purpose: This study was conducted to identify relationships among perception of patient safety culture, job satisfaction, and intention to stay in hospital nurses. Method: The 187 nurses were collected from general hospitals with less than 300 wards. Data analysis was conducted descriptive statistic...
Purpose: This study was conducted to identify relationships among perception of patient safety culture, job satisfaction, and intention to stay in hospital nurses. Method: The 187 nurses were collected from general hospitals with less than 300 wards. Data analysis was conducted descriptive statistics, t-test, ANOVA, Scheffé's test, Pearson's correlation coefficients, and AMOS-based path analysis were conducted using SPSS/WIN 21.0 and AMOS program. Result: The average score of perception of patient safety culture, job satisfaction, intention to stay were 3.40±0.34(range 1-5), 3.01±0.37(range 1-5), 2.58±0.27(range 1-4). In relation to the differences in perception of patient safety culture according to general characteristics of the subjects, there were statistically significant differences depending on working patterns(t=3.244, p=.020) and experience in receiving safety education(t=2.170, p=.031). Job satisfaction had statistically significant differences depending on the age(F=3.424, p=.018), the marital status(t=-2.377, p=.018), and work experience in the current departments(F=2.694, p=.047). Intention to stay had statistically significant differences depending on the age(F=3.009, p=.032), the marital status(t=-2.949, p=.004), and departments(F=3.679, p=.013). Intention to stay had a positive correlation with perception of patient safety culture(r=.390, p=.000) and job satisfaction(r=.645, p=.000). It was found that the age(γ=.124, p=.029) and job satisfaction(γ=.626, p<.001) directly affected intention to stay, and patient safety-related hospital environments(β=.257, p<.001), work environments in the departments(β=.130, p=.003), attitudes of immediate superiors/managers(β=.113, p=.015), and communication and procedures(β=.087, p=.023) indirectly affected intention to stay by the medium of job satisfaction. The total explanatory power of these factors was 43.1%(F=69.762, p<.001). Conclusion: Perception of patient safety culture in hospital nurses had a positive influence on job satisfaction, intention to stay. Therefore, it is thought that there is a need to construct a systematic and effective system for improving of hospital nurses intention to stay, job satisfaction and patient safety culture.
Purpose: This study was conducted to identify relationships among perception of patient safety culture, job satisfaction, and intention to stay in hospital nurses. Method: The 187 nurses were collected from general hospitals with less than 300 wards. Data analysis was conducted descriptive statistics, t-test, ANOVA, Scheffé's test, Pearson's correlation coefficients, and AMOS-based path analysis were conducted using SPSS/WIN 21.0 and AMOS program. Result: The average score of perception of patient safety culture, job satisfaction, intention to stay were 3.40±0.34(range 1-5), 3.01±0.37(range 1-5), 2.58±0.27(range 1-4). In relation to the differences in perception of patient safety culture according to general characteristics of the subjects, there were statistically significant differences depending on working patterns(t=3.244, p=.020) and experience in receiving safety education(t=2.170, p=.031). Job satisfaction had statistically significant differences depending on the age(F=3.424, p=.018), the marital status(t=-2.377, p=.018), and work experience in the current departments(F=2.694, p=.047). Intention to stay had statistically significant differences depending on the age(F=3.009, p=.032), the marital status(t=-2.949, p=.004), and departments(F=3.679, p=.013). Intention to stay had a positive correlation with perception of patient safety culture(r=.390, p=.000) and job satisfaction(r=.645, p=.000). It was found that the age(γ=.124, p=.029) and job satisfaction(γ=.626, p<.001) directly affected intention to stay, and patient safety-related hospital environments(β=.257, p<.001), work environments in the departments(β=.130, p=.003), attitudes of immediate superiors/managers(β=.113, p=.015), and communication and procedures(β=.087, p=.023) indirectly affected intention to stay by the medium of job satisfaction. The total explanatory power of these factors was 43.1%(F=69.762, p<.001). Conclusion: Perception of patient safety culture in hospital nurses had a positive influence on job satisfaction, intention to stay. Therefore, it is thought that there is a need to construct a systematic and effective system for improving of hospital nurses intention to stay, job satisfaction and patient safety culture.
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