Purpose This study’s purpose is to examine the effects of nurses' incident reporting attitudes, their perceptions of importance of patient safety management, and patient safety culture on reporting patient safety events. Methods We used a cross-sectional design with a convenience sample of 192 nurses with more than three months clinical experience from five provincial hospitals. The data were collected through an online structured self-report questionnaire from September 25 to October 15, 2022. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients, and stepwise multiple regression. Results The most important influencing factors for the level of patient safety event reporting were perceptions of the importance of patient safety management (β=.24, p=.005), followed by patient safety culture (β=.23, p=.019), incident reporting attitude (β=.18, p=.016), and near miss reporting experience (β=.14, p=.022). The explanatory power of the model was 33%. Conclusion To increase the level of patient safety incident reporting, differentiated education and standardized work procedures are needed. Also, it is necessary to prepare policies that revitalize patient safety reporting systems at medical institutions as measures to prevent patient safety accidents and recurrences.
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PURPOSE The study was done to investigate male nurses' gender discrimination, person-organization fit, organization leader-member exchange, career plateau and retention intention and to identify factors affecting nurses' retention intention for these nurses. METHODS A cross-sectional survey was conducted using self-report questionnaires. The participants were 144 male nurses working in hospitals and other health care facilities in Korea. Data were analyzed using hierarchial regression. RESULTS The mean score was 5.40±1.61 (out of 8) for retention intention. Factors influencing retention intention were ‘married’ (β=.27, p<.001) and ‘employment career (3~5 yr)’ (β=-.24, p=.003) in model 1, ‘person-organization fit’ (β=.42, p<.001) in model 2, ‘content plateau’ (β=-.19, p=.020) in model 3. Person-organization fit was the most significant factor followed by content plateau, employment career and married state in that order. These factors explained 33.2% of the variance in retention intention (F=17.23, p<.001). CONCLUSION Findings indicate that it is necessary to confirm that the male nurses are suitable for their organization and improve career development at 3~5 years of work experience as a retention strategy of male nurses.
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