组织沉默和相关因素在韩国轮班工作护士:一个跨部门研究
Sung Eon Sim1, Hye-Young Jang1
1Department of Nursing, College of Nursing, Hanyang University, Seoul, Republic of Korea.
Journal of nursing management
|November 28, 2025
概括
护理中的组织沉默受到工作场所欺凌和领导成员交换的影响. 护士经理应该促进开放的沟通,并解决欺凌问题,以鼓励员工表达关切.
科学领域:
- 护理管理 护理管理
- 组织行为 组织行为
- 医疗保健通讯 医疗保健通讯
背景情况:
- 对护理专业人员来说,开放的沟通和话语对于提高医疗保健质量和患者安全至关重要.
- 了解导致组织沉默的因素在医疗保健环境中至关重要.
研究的目的:
- 探索影响护理专业人员组织沉默的因素.
- 检查职场欺凌在领导者与成员交换和组织沉默之间的关系中扮演的调解角色.
主要方法:
- 在韩国一家三级医院,对170名轮班护士进行了横截面描述性调查.
- 数据是在2023年8月14日至9月15日期间收集的.
- 多重回归分析和PROCESS宏被用来测试假设.
主要成果:
- 领导者与成员的交流对组织的沉默有显著的直接负面影响 (β = -0.23).
- 领导者与成员的交流也对组织的沉默产生了显著的间接负面影响,其媒介是职场欺凌 (β = -0.03).
- 工作场所欺凌直接影响到组织的沉默.
结论:
- 组织的沉默受到个人和组织因素的影响,包括工作场所的欺凌.
- 工作场所欺凌在领导者与成员的交流和组织的沉默之间起着调解作用.
- 护士管理人员必须解决欺凌等负面工作场所文化,并促进积极的领导成员和团队成员交流,以鼓励开放的沟通.
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