Purpose This study’s purpose was to identify the influence of retirement expectations and readiness on retirement anxiety among middle-aged nurses. Methods The participants were 216 middle-aged nurses working at nine locations including hospitals, long-term care hospitals, general hospitals, and tertiary hospitals in B city. Data were collected from April 25 to May 13, 2022 using self-report questionnaires and analyzed using t-tests, one-way ANOVAs, Scheffé́ tests, Pearson’s correlation coefficients, and multiple regression with SPSS/WIN 28.0. Results The mean scores for retirement expectations, retirement readiness, and retirement anxiety were 3.49±0.38, 3.21±0.59, and 2.48±0.51, respectively. Retirement anxiety was found to be significantly affected by new beginnings (β=-.31, p<.001) for retirement expectations and life design readiness (β=-.27, p=.002) and, leisure readiness (β=-.27, p<.001) for retirement readiness. These variables accounted for 33.0% the retirement anxiety among middle-aged nurses. Conclusion To reduce retirement anxiety among middle-aged nurses, it is necessary to adopt an organizational approach enhancing their perceptions and using a policy alternative to make use of older nurses' extensive knowledge and experience.
Purpose This study aimed to identify the impact of nursing organizational culture and nursing practice environment on generational conflict in organization among hospital nurses.
Methods: This study utilized a cross-sectional design.
The participants consisted of 214 nurses working at two tertiary general hospitals, which were located in B city. Data were collected from January 15 to January 31, 2022, using self-report questionnaires. Data were analyzed by descriptive statistics, one-way ANOVA, independent t-test, Pearson's correlation coefficient and multiple regression analysis using IBM/SPSS 28.0 for Windows.
Results: The mean generational conflict in organization was 2.60±0.74 points on a 5-point scale. Multiple regression indicated that the factors influencing generational conflict in organization included relation-oriented nursing organizational culture (β=-.29, p<.001), hierarch-oriented nursing organizational culture (β=-.29, p<.001), hierarch-oriented nursing organizational culture (β=.17, p=.006) and clinical career, and these variables explained 23.0% of generational conflict in organization.
Conclusion: The findings of this study suggest that it is necessary to improve relation-oriented nursing organizational culture and avoid hierarch-oriented nursing organizational culture to decrease generational conflict in organization.
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Purpose This study was conducted to identify the influence of patient safety culture and nursing work environment on fall prevention activities among hospital nurses.
Methods: The participants were 177 nurses working at eight hospitals including clinics, general hospitals, and tertiary care hospitals located in B city. Data were collected using self-report questionnaires and analyzed using descriptive statistics, independent t-test, one-way ANOVA, Scheffé test. Pearson’s correlation coefficients, and hierarchical multiple regression with SPSS/WIN 26.0.
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