Organizational Culture and Organizational Support as Factors Affecting the Innovative Behaviors of General Hospital Nurses

Ko, Yu Kyung; Yu, Shan; Kang, Kyeong Hwa

doi:10.11111/jkana.2015.21.2.223

Cited by 18 publications

(8 citation statements)

References 14 publications

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“…Moreover, while the seafarers have an environmental element available for social exchange, they simultaneously identified that organizational culture and support can positively boost their self-efficacy. Organizational culture is a factor influencing organizational support [ 23 ]. Organizational members’ innovation behavior [ 14 ], strengthening group coherence, [ 11 ] might be one of the mediators in this relationship.…”

Section: Discussionmentioning

confidence: 99%

Seafarers’ Quality of Life: Organizational Culture, Self-Efficacy, and Perceived Fatigue

Kim

Jang

2018

IJERPH

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Using the Culture-Work-Health model, this study investigates the factors influencing the quality of life of seafarers. This study conducted a survey of 320 seafarers who have lived and worked on a ship for more than six months. This self-administered questionnaire included questions on organizational culture and support, self-efficacy, perceived fatigue, as well as the quality of work life. Organizational culture and self-efficacy were identified as factors affecting the quality of work life, while organizational support was found to have an indirect effect through self-efficacy and perceived fatigue. The final model accounts for 63.1% of the variance in seafarers’ quality of life. As such, this study shows that self-efficacy is important for the quality of life of seafarers, having both direct and indirect effects. Moreover, organizational support may prove to be the primary intervention point for relieving perceived fatigue and enhancing self-efficacy, thus improving the quality of work life.

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Section: Discussionmentioning

confidence: 99%

Seafarers’ Quality of Life: Organizational Culture, Self-Efficacy, and Perceived Fatigue

Kim

Jang

2018

IJERPH

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“…In this study, the Cronbach's alpha for the total instrument was .78, and subdomain scores ranged from .61 to .84. Although two subdomains-those for task-oriented culture and hierarchy-oriented culture-had Cronbach's alpha values under .7, this measure had been validated by Ko et al (2015) as capturing the unique culture of Korean ICU nurses.…”

Section: Methodsmentioning

confidence: 99%

Factors related to nursing performance in South Korean intensive care units

Cha

Sung

2020

Int J of Nursing Practice

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Aim: The purpose of this study was to investigate potential factors that influence nursing performance in South Korean intensive care units (ICUs). Background: As nursing performance is directly related to patient outcomes in the ICU setting, identifying factors related to nursing performance at various levels could contribute to improving those outcomes. Method: A cross-sectional descriptive design was employed with a convenience sample of 177 nurses having worked at least 6 months in an ICU. Data were collected from 2 to 16 March 2018. Results: Workplace incivility from supervisors and patients and their families was negatively related to nursing performance, whereas a relation-oriented culture and task-oriented culture were positively related to nursing performance. The factors that predicted nursing performance were nurse age and a task-oriented culture. Conclusion: Based on study findings, hospitals should focus on mitigating workplace incivility to help improve the nursing performance. Also, hospitals should develop strategies to assess organizational culture and foster relation-and task-oriented culture to maximize nursing performance.

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“…In another study, nurses who perceived higher POS for nursing practice were more likely to report higher levels of job engagement and organizational citizenship behaviors than those perceiving organizational support to be weak . Furthermore, a higher level of POS positively related to work engagement and organizational citizenship behavior and contributed to innovative behaviors in nurses (Ko et al., 2015 and autonomy . A higher POS can therefore increase the intentions in the nurse …”

Section: Review Of Literaturementioning

confidence: 99%

“…There is a plethora of evidence around the world linking higher POS to nurses’ job outcomes such as job satisfaction, competence, job engagement, innovative behaviors, intention to stay, and burnout . However, it can be noted that there is a paucity of literature examining organizational support perceptions in nurses in relations to job autonomy and work commitment .…”

Section: Review Of Literaturementioning

confidence: 99%

“…An intuitive link between the POS and the various nurses' outcomes has been previously demonstrated in a number of studies internationally. [14][15][16][17]20,21,[23][24][25][26][27]29 The literature suggested that a supportive nurse practice environment was characterized by positive nurse-physician relations, strong nurse management at the unit level, and a sufficient hospital and organizational support, all of which had a strong positive impact on the quality of care provided by the nurse.…”

Section: Variablesmentioning

confidence: 99%

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