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Journal of PeriAnesthesia Nursing xxx (xxxx) xxx

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Journal of PeriAnesthesia Nursing


journal homepage: www.jopan.org

Research

Safety Climate and Organizational Communication Satisfaction Among


Korean Perianesthesia Care Unit Nurses
Jebog Yoo, PhD, RN a, Seung Eun Chung, PhD, RN b, Juyeon Oh, PhD, RN c, *
a
Department of Nursing, Gyeongnam National University of Science and Technology, JinJu, South Korea
b
Department of Nursing, Korea National University of Transportation, Jeungpyeong, South Korea
c
College of Nursing, Dankook University, Cheonan, South Korea

a b s t r a c t
Keywords: Purpose: This study investigated organizational communication satisfaction and safety climate among
communication perianesthesia care unit (PACU) nurses and factors affecting safety climate.
organization
Design: A cross-sectional study of 103 registered nurses currently working in PACUs in Korea.
patient safety
perianesthesia care unit
Methods: Organizational communication satisfaction was measured using the Communication Satis-
satisfaction faction Questionnaire, and safety climate was assessed using the Safety Attitudes Questionnaire-Korean
version 2. Additional questions covered the demographics of the respondents and the characteristics of
the hospital where they worked.
Findings: Factors affecting teamwork climate included communication climate and horizontal informal
communication. Safety climate was affected by media quality and organizational integration; job satis-
faction by working in secondary hospitals, communication climate, and media quality; perception of
management by working in public hospitals, media quality, and personal feedback; and working con-
ditions by working in public hospitals, media quality, and personal feedback.
Conclusions: The results show that Korean PACU nurses experience poorer safety climate compared with
other countries. One suggestion is to enhance nurses’ satisfaction using organizational communication
(eg, by developing effective communication media that satisfy users) and to promote communication at
an organizational level so that individual health care professionals are aware of their organizations’
vision and policies.
© 2020 American Society of PeriAnesthesia Nurses. Published by Elsevier, Inc. All rights reserved.

Patient safety is a major global public health concern. Health Patient Safety Act was implemented in July 2016 in Korea, and
care errors and adverse events costs millions of lives each year and patient safety indicators and standards were also introduced.5 As
have important financial consequences.1 In the United States, the role of a hospital’s safety climate has been established as a
medical error is the third most common cause of death after heart major factor in this regard,1 this study examines organizational
disease and cancer, leading to more than 250,000 deaths annually.2 communication satisfaction and safety climate among a key group
This situation is not different in Asian countries, including Korea. of nurses.
Although there is no formal data on the incidence of adverse events It is well known that hospitals with a more positive safety
or medical errors in Korea,3 a previous study reported a 7.2% inci- climate (ie, the perception of the state of safety among individuals
dence of adverse events, of which 61% were preventable.4 The at a point in time) have lower error rates and better patient out-
number of medical dispute consultation cases in 2018 in Korea was comes.1 Because the Institute of Medicine’s landmark report “To Err
65,176, a 10% increase over the previous 5 years. With the goals of is Human: Building a Safer Health System,”6 the paradigm has
preventing health care errors and enhancing the quality of care, the shifted from blaming individuals for errors to identifying the
weaknesses in the system that lead to adverse events. Despite
relatively advanced medical technology and comparable safety
records, the Korean health care industry has lower levels of staffing
Conflicts of interest: none to report. and less open communication than is the case in Western countries.
* Address correspondence to Juyeon Oh, College of Nursing, Dankook University,
More importantly, in the Korean health care industry, there is a
119 Dandae-ro, Donnam-gu, Cheonan, 31116, South Korea.
E-mail address: ohjy@dankook.ac.kr (J. Oh). lower level of understanding of human factors engineering or the

https://doi.org/10.1016/j.jopan.2020.04.009
1089-9472/© 2020 American Society of PeriAnesthesia Nurses. Published by Elsevier, Inc. All rights reserved.

Please cite this article as: Yoo J et al., Safety Climate and Organizational Communication Satisfaction Among Korean Perianesthesia Care Unit
Nurses, Journal of PeriAnesthesia Nursing, https://doi.org/10.1016/j.jopan.2020.04.009
2 Yoo et al. / Journal of PeriAnesthesia Nursing xxx (xxxx) xxx

systems approach to patient safety.7 For example, a secretive and experience in this role. We excluded nurses (1) who were not
blaming culture is prevalent because of the highly competitive currently working in PACU and (2) who did not provide direct
environment in the Korean health care industry. Moreover, there is nursing care (eg, managers). Participants were recruited through
a lack of open communication about errors in Korea (ie, less dis- convenience sampling at a conference of the Korean Association of
cussion and feedback) because of the influence of Confucianism, Perianesthesia Nurses on 11 May 2019. The Korean Association of
whereby individuals believe that this kind of discussion may hu- Perianesthesia Nurses is a nationwide organization for nurses
miliate their coworkers.7 The health system’s strong hierarchical working in PACUs and organizes educational courses and confer-
nature generates a culture where supervisors or those in senior ences. At the time of registration at the conference, we provided
roles generally punish workers in lower positions who make mis- 135 nurses with the following: a cover letter including information
takes; workers are thus reluctant to report errors or safety issues. on the study purpose and the voluntary nature of participation and
This dominant hierarchical culture can inhibit a positive safety assurances of both participant anonymity and data confidentiality;
climate because of fear of negative outcomes and blame for an informed consent form; and a structured questionnaire. A total
reporting safety-related concerns.8 Antonsen proposed that an of 112 nurses returned the completed questionnaire and signed the
organizational safety culture is associated with interaction such as informed consent form (response rate: 83.0%). After excluding
communication, social relationships, and cooperation.9 Communi- incomplete questionnaires, a total of 103 (response rate: 92.0%)
cation is extremely important in the health care context, where completed questionnaires were used in the analysis.
diverse health professionals typically work within multidisci-
plinary teams. Nurses, in particular, must communicate with a va- Measures
riety of different professions as part of their role. Specifically,
organizational communication is a key issue in safety climate, as it Organizational communication satisfaction was measured using
produces and reproduces a safety culture system within a health the Communication Satisfaction Questionnaire originally devel-
care organization.10 oped by Downs and Hazen.16 The Korean version used by Kim et al17
The perianesthesia care unit (PACU) in Korea is an especially was employed in this study. This questionnaire consisted of 24
hazardous place with a high potential for major medical errors items with eight subdomains (three items each): communication
related to surgery, anesthesia and recovery,11-13 including difficult climate, relation with supervisor, media quality (nurses’ perceived
airway management, perioperative massive bleeding, and the level of the effectiveness of the formats or channels used for hos-
administration of medicines such as patient-controlled analgesia, pital communication), horizontal informal communication, orga-
cardiovascular drugs, muscle relaxants, and analgesic drugs when nizational integration, personal feedback, general organizational
patients display unstable vital signs. Therefore, nurses working in perspectives, and relation with subordinate. Each item is rated on a
the PACU as frontline health care providers are faced with many 5-point Likert scale from 1 (strongly disagree) to 5 (strongly agree);
challenges in ensuring patient safety. Moreover, PACU nurses have the subdomain score is the average of the scores of the subdomain
unique working conditions characterized by a complex and highly items, and higher scores indicate higher satisfaction with
technical environment and the provision of continuous patient care communication. In this study, the “relation with subordinate”
immediately after surgery.14 Furthermore, these special settings subdomain items were excluded from the analysis because most of
where multiple disciplines work together intensify the importance the participants were staff nurses. Cronbach’s a was 0.89 in this
of organizational communication. study, indicating excellent internal consistency.
Most previous studies have examined the safety climate on Safety climate was assessed using the Safety Attitudes
general wards in hospitals, and few have focused on specialized Questionnaire-Korean version 2 (SAQ-K2), originally developed by
departments such as the PACU. Kaafarani et al15 reported that Sexton et al18 and translated and validated into Korean by Jeong
nurses in operating theaters and PACU experience a similar or et al19 The SAQ-K2 contains 23 items with five subdomains:
slightly worse safety climate than other hospital work areas, but teamwork climate (5 items), safety climate (5 items), job satisfac-
this has not been investigated in the Korean health care industry. tion (5 items), perception of management (4 items), and working
Moreover, to establish an adequate safety climate within an orga- conditions (4 items). Each item is rated on a 5-point Likert scale
nization, it is important to identify the factors that influence it. from 1 (strongly disagree) to 5 (strongly agree), and the subdomain
score is the average of the scores of the subdomain items, with
Purpose higher scores indicating a more positive safety climate. In this
study, each domain’s Cronbach’s a was between 0.71 (perception of
This study aimed to examine organizational communication management) and 0.92 (working conditions).
satisfaction and safety climate among Korean PACU nurses and to Seven additional questions covered the demographics of the
analyze factors affecting safety climate. respondents (gender, age, education level, profession, and work
experience) and the characteristics of the hospitals where they
Methods worked, including ownership (public or private) and size of the
hospital (secondary or tertiary).
Study Design
Ethical Considerations
This was a cross-sectional survey study.
This study was conducted with the approval of the Institutional
Sample and Data Collection Review Board to which the researchers were affiliated (KNUT 2019-7).
All patients were informed about the study objectives and provided
A sample size of 135 was calculated by G*Power 3.1.9.2 using the informed consent.
following parameters for a F-test in linear multiple regression: ef-
fect size of 0.1, significance level of 0.05, statistical power of 80%, 11 Data Analysis
variables as predictive factors, and a 10% drop-out rate. The inclu-
sion criteria for the study were (1) currently working in PACU as a SPSS, ver. 23.0, (IBM, Armonk, NY) was used to analyze the data,
registered nurse and (2) having at least 3 months of working and a two-sided P-value under 0.05 was considered statistically

Please cite this article as: Yoo J et al., Safety Climate and Organizational Communication Satisfaction Among Korean Perianesthesia Care Unit
Nurses, Journal of PeriAnesthesia Nursing, https://doi.org/10.1016/j.jopan.2020.04.009
Yoo et al. / Journal of PeriAnesthesia Nursing xxx (xxxx) xxx 3

significant. All participants’ characteristics were expressed by Before conducting multiple regression, the assumptions
descriptive or frequency analysis. The comparison of the measured regarding normality and absence of multicollinearity and outliers
variables between groups was conducted using independent- were checked and verified. Table 3 shows each multiple regression
samples t test or analysis of variance. Pearson’s correlation co- model was statistically significant, and the results are shown in
efficients were calculated to examine the correlation between orga- Table 3. Factors affecting teamwork climate were communication
nizational communication satisfaction and safety climate. To climate (b ¼ 0.32, P < 0.001), media quality (b ¼ 0.43, P < 0.001),
conclude, multiple regression was performed to identify the factors and horizontal informal communication (b ¼ 0.17, P < 0.001);
influencing safety climate. factors affecting safety climate were media quality (b ¼ 0.48,
P < 0.001) and organizational integration (b ¼ 0.23, P ¼ 0.009); job
satisfaction was affected by working in secondary hospitals
Findings (b ¼ 0.18, P ¼ 0.021), communication climate (b ¼ 0.35, P < 0.001),
and media quality (b ¼ 0.35, P < 0.001); perception of management
Table 1 presents the participants’ characteristics. Most partici- was affected by working in public hospitals (b ¼ 0.15, P ¼ 0.034),
pants were female (98.06%) and staff nurses (87.38%). The mean age media quality (b ¼ 0.49, P < 0.001), and personal feedback
was 29.54 ± 6.14 years, and participants had an average of (b ¼ 0.29, P < 0.001); and factors affecting working conditions were
6.57 ± 5.84 years of nursing experience. Most (74.76%) worked in working in public hospitals (b ¼ 0.17, P ¼ 0.043), media quality
private hospitals, and about half (52.43%) worked in tertiary hospitals. (b ¼ 0.41, P < 0.001), and personal feedback (b ¼ 0.21, P ¼ 0.039).
Table 2 and Figure 1 shows that the highest-scored subdomain
of organizational communication satisfaction was supervisor Discussion
(3.48 ± 0.42), followed by horizontal informal communication
(3.45 ± 0.60), communication climate (3.08 ± 0.79), media quality To the best of our knowledge, this is the first study to investigate
(3.07 ± 0.70), general organizational perspectives (2.75 ± 0.89), safety climate and communication satisfaction among Korean PACU
personal feedback (2.73 ± 0.69), and organizational integration nurses. The results showed that safety climate was associated with
(2.72 ± 0.77). a higher level of communication satisfaction. Moreover, media
The highest-scored subdomain of safety climate was safety quality consistently affected all the subdomains of safety climate.
climate (3.42 ± 0.68), followed by teamwork climate (3.42 ± 0.77), Therefore, these factors should be taken into account while
job satisfaction (3.17 ± 0.85), working conditions (2.98 ± 0.70), and enhancing the safety climate in Korean PACUs.
perception of management (2.92 ± 0.96).
Table 1 shows job satisfaction scores were higher in nurses Level of Safety
working in secondary hospitals (t ¼ 1.99, P ¼ 0.049); scores on
perception of management (t ¼ 2.07, P ¼ 0.041) and working Overall, the level of safety climate in our study was similar to
conditions (t ¼ 2.16, P ¼ 0.033) were higher in nurses at private that reported by Korean nurses in previous studies.20-22 The com-
hospitals. As presented in Table 2, all the subdomains of organi- parison of the means of patient safety climate between this study
zational communication satisfaction had significant and positive and past research is shown in Table 4. However, because previous
correlations with each subdomain of safety climate, with effect studies did not provide specific figures for nurses working in PACU
sizes from low (r ¼ 0.27, P < 0.001) to medium (r ¼ 0.68, P < 0.001). and was conducted in a different research setting, we cannot

Table 1
Demographic Characteristics and Safety Climate of the Participants

n (%) Teamwork Climate Safety Climate Job Satisfaction Perception of Working Condition
Management

Mean ± SD t or F (P) Mean ± SD t or F (P) Mean ± SD t or F (P) Mean ± SD t or F (P) Mean ± SD t or F (P)

Gender
Female 101 (98.06) 3.41 ± 0.78 0.71 3.41 ± 0.68 0.35 3.17 ± 0.85 0.20 2.90 ± 0.96 0.49 2.98 ± 0.69 0.52
Male 2 (1.94) 3.80 ± 0.57 (0.481) 3.58 ± 0.12 (0.728) 3.60 ± 0.28 (0.477) 3.75 ± 0.71 (0.215) 3.00 ± 1.06 (0.968)
Education
3 Years 17 (16.50) 3.39 ± 0.93 0.01 3.50 ± 0.88 0.38 3.32 ± 0.99 0.80 3.09 ± 1.10 0.42 2.85 ± 0.84 1.50
BSN 81 (78.64) 3.42 ± 0.75 (0.986) 3.39 ± 0.65 (0.688) 3.12 ± 0.82 (0.452) 2.90 ± 0.94 (0.659) 3.03 ± 0.64 (0.229)
MSN 5 (4.85) 3.44 ± 0.79 3.60 ± 0.35 3.52 ± 0.77 2.70 ± 0.86 2.55 ± 1.01
Age
20s 70 (67.96) 3.39 ± 0.77 2.18 3.38 ± 0.68 0.28 3.09 ± 0.86 1.61 2.89 ± 0.92 1.63 2.97 ± 0.71 0.03
30s 21 (20.39) 3.67 ± 0.79 (0.119) 3.48 ± 0.78 (0.760) 3.47 ± 0.80 (0.206) 3.19 ± 1.06 (0.200) 3.01 ± 0.61 (0.974)
40s 12 (11.65) 3.10 ± 0.70 3.50 ± 0.46 3.15 ± 0.78 2.58 ± 0.91 2.98 ± 0.83
Working experience (years)
<2 25 (24.27) 3.66 ± 0.88 1.22 3.45 ± 0.71 0.69 3.31 ± 0.97 1.47 3.20 ± 0.95 1.59 3.11 ± 0.70 0.74
2e5 27 (26.21) 3.27 ± 0.72 (0.308) 3.29 ± 0.75 (0.560) 2.89 ± 0.73 (0.229) 2.66 ± 0.89 (0.198) 3.04 ± 0.72 (0.532)
5e10 31 (30.10) 3.41 ± 0.71 3.54 ± 0.64 3.29 ± 0.86 2.99 ± 0.93 2.85 ± 0.61
>10 20 (19.42) 3.32 ± 0.80 3.37 ± 0.60 3.17 ± 0.85 2.80 ± 1.05 2.95 ± 0.78
Position
Staff 90 (87.38) 3.43 ± 0.79 0.38 3.43 ± 0.69 0.48 3.16 ± 0.89 0.71 2.91 ± 0.96 0.10 3.01 ± 0.70 0.96
Charge 13 (12.62) 3.34 ± 0.67 (0.703) 3.33 ± 0.56 (0.096) 3.28 ± 0.49 (0.483) 2.94 ± 0.98 (0.921) 2.81 ± 0.65 (0.340)
Hospital owner
Private 77 (74.76) 3.49 ± 0.78 1.78 3.43 ± 0.71 0.34 3.22 ± 0.88 0.95 3.03 ± 0.92 2.07 3.06 ± 0.69 2.16
Public 26 (25.24) 3.18 ± 0.71 (0.078) 3.38 ± 0.56 (0.734) 3.04 ± 0.75 (0.346) 2.59 ± 1.00 (0.041) 2.73 ± 0.67 (0.033)
Hospital size
Secondary 49 (47.57) 3.54 ± 0.75 1.55 3.50 ± 0.68 1.13 3.35 ± 0.88 1.99 3.04 ± 0.92 1.25 3.03 ± 0.70 0.62
Tertiary 54 (52.43) 3.30 ± 0.79 (0.124) 3.35 ± 0.67 (0.261) 3.02 ± 0.79 (0.049) 2.81 ± 0.98 (0.214) 2.94 ± 0.69 (0.535)

BSN, Bachelor of Science in Nursing; MSN, Master of Science in Nursing.

Please cite this article as: Yoo J et al., Safety Climate and Organizational Communication Satisfaction Among Korean Perianesthesia Care Unit
Nurses, Journal of PeriAnesthesia Nursing, https://doi.org/10.1016/j.jopan.2020.04.009
4 Yoo et al. / Journal of PeriAnesthesia Nursing xxx (xxxx) xxx

Table 2
Correlations Between Organization Communication Satisfaction and Safety Climate

Mean Standard 1 2 3 4 5 6 7 8 9 10 11
Deviation

Organizational communication satisfaction


1. Communication climate 3.08 0.79 1.00
2. Supervisor communication 3.48 0.42 0.29** 1.00
3. Media quality 3.07 0.70 0.57** 0.43** 1.00
4. Horizontal communication 3.45 0.60 0.24* 0.21* 0.37** 1.00
5. Organizational integration 2.72 0.77 0.42** 0.18 0.44** 0.12 1.00
6. Personal feedback 2.73 0.69 0.50** 0.38** 0.61** 0.26** 0.52** 1.00
7. Organizational perspective 2.75 0.89 0.49** 0.21* 0.51** 0.14 0.48** 0.54** 1.00
Safety climate
8. Teamwork climate 3.42 0.77 0.61** 0.28** 0.68** 0.41** 0.32** 0.44** 0.38** 1.00
9. Safety climate 3.42 0.68 0.44** 0.33** 0.58** 0.30** 0.44** 0.44** 0.35** 0.68** 1.00
10. Job satisfaction 3.17 0.85 0.55** 0.28** 0.57** 0.35** 0.29** 0.43** 0.27** 0.68** 0.48** 1.00
11. Perception of management 2.92 0.96 0.48** 0.33** 0.68** 0.27** 0.36** 0.59** 0.38** 0.72** 0.62** 0.71** 1.00
12. Working conditions 2.98 0.70 0.43** 0.33** 0.55** 0.27** 0.35** 0.47** 0.35** 0.57** 0.56** 0.47** 0.57**

* <0.05; **<0.01.

directly compare the results. However, the level of each safety results indicated that nurses are the most satisfied with interper-
climate subdomain was slightly higher than in Albania,23 but much sonal communication but less satisfied with organizational aspects.
lower than in Australia,24 China,25 Sweden,10 Saudi Arabia,26 and These results could be explained by the fact that the participants in
Norway.27 Interestingly, Korea is highly developed in terms of this study were staff nurses, who are involved in bedside nursing,
health care technology, but these findings suggest limited aware- and their communication is usually task-oriented. Previous studies
ness about safety climate issues. also reported that nurses were the least satisfied with information
they received on organizational perspectives.28,30 Moreover, the
Job Satisfaction Korean tradition of elder respect rooted in the Confucian and the
Korean health care hierarchical organizational culture would
Job satisfaction was the highest-scored subdomain in other enhance the level of satisfaction with supervisor communication.
countries but ranked third in the present study, indicating a low Nevertheless, organizational-level communication was the lowest
level of job satisfaction among Korean nurses. Perceptions of at 2.72, showing that an improvement is necessary, including
management earned the lowest scores, in line with previous organizational policies and long-term plans, through open
studies10,24; thus, more support from units and hospitals is urgently communication and information sharing between the executive
needed to improve safety climate. On the other hand, the highest- level and individual nurses.
scored subdomain was safety climate, which was the lowest in a Findings also suggest that hospital ownership and size are
study in China.25 associated with safety climate. Specially, PACU nurses in public
hospitals had lower scores on working conditions and perception of
Communication Satisfaction management; nurses in tertiary hospitals had lower scores on job
satisfaction. Generally, Korean public hospitals tend to be more
The scores on communication satisfaction were consistent with bureaucratic and hierarchical; thus, they need to improve their
previous studies with nurses working in operating theaters22 and working conditions and management systems to achieve a more
university hospitals17,28 in Korea and public hospitals in South positive safety culture. Tertiary hospitals in Korea offer a more
Africa,29 but lower than those reported by intensive care unit nurses specialized range of care despite the lack of nursing staff, which
in Belgium.30 The highest-scored subdomains were supervisor would explain why nurses’ working satisfaction there is lower. This
communication and horizontal communication, which is consistent result is in line with a study showing that smaller hospitals in
with previous reports,17,28 whereas organizational integration, per- Australia had a more positive safety culture.24 In Korea, most highly
sonal feedback, and organizational perspective scored lower. These sophisticated operations are performed in tertiary hospitals. Thus,

Communication
Teamwork climate
climate

3.08 3.42
Organizational Supervisor
perspective 3.48 communication
2.75
Working conditions Safety climate
2.98 3.42

Personal feedback 2.73 3.07 Media quality

2.72 2.92 3.17


Organizational 3.45 Horizontal
Perception of
integration communication Job satisfaction
management

Figure 1. Scores on organization communication satisfaction and safety climate subdomains. This image is available in color online at www.jopan.org.

Please cite this article as: Yoo J et al., Safety Climate and Organizational Communication Satisfaction Among Korean Perianesthesia Care Unit
Nurses, Journal of PeriAnesthesia Nursing, https://doi.org/10.1016/j.jopan.2020.04.009
Yoo et al. / Journal of PeriAnesthesia Nursing xxx (xxxx) xxx 5

Table 3
Multiple Regression Analysis of Safety Climate

Teamwork Climate Safety Climate Job Satisfaction Perception of Working Condition


Management

b P В P b P b P b P

Gender (ref.: female) - - - - - - - - - -


Education: BSN (ref.: 3 years) - - - - - - - - - -
Education: MSN (ref.: 3 years) - - - - - - - - - -
Experience (months) - - - - - - - - - -
Position (ref.: staff nurse) - - - - - - - - - -
Hospital ownership (ref.: private) - - - - - - 0.15 0.034 0.17 0.043
Hospital size (ref.: secondary) - - - - 0.18 0.021 - - - -
Communication climate 0.32 <0.001 - - 0.35 <0.001 - - - -
Supervisor communication - - - - - - - - - -
Media quality 0.43 <0.001 0.48 <0.001 0.35 <0.001 0.49 <0.001 0.41 <0.001
Horizontal communication 0.17 0.017 - - - - - - - -
Organizational integration - - 0.23 0.009 - - - - - -
Personal feedback - - - - - - 0.29 0.001 0.21 0.039
Organizational perspective - - - - - - - - - -
R2 0.56 0.38 0.43 0.54 0.36
P <0.001 <0.001 <0.001 <0.001 <0.001

BSN, Bachelor of Science in Nursing; MSN, Master of Science in Nursing.


Blank cells indicate no relationship between variables in the model.

to enhance the safety culture in tertiary hospital PACUs, strategies harm and errors. 31 Media quality was particularly associated
are needed to improve job satisfaction, such as lessening the with all the safety climate subdomains. The media quality
workload by increasing staffing levels. subdomain reflects nurses’ perceived level of the effective-
All the organizational communication satisfaction sub- ness of the formats or channels used for hospital communi-
domains were significantly associated with safety culture in cation, such as well-organized meetings, clearly written
univariate analyses, and several subdomains significantly directives, and adequate amounts of communication time.16
affected safety climate in the multivariate analysis. Therefore, For example, mobile technology is favored by health care
nurses’ organizational communication satisfaction should be professionals and leads to improvements in communication
considered when establishing a positive patient safety and teamwork.31,32 Therefore, adapting to new communica-
climate. Effective communication between health care pro- tion channels and developing effective communication sys-
fessionals is critical to the safe delivery of care, and delayed tems is imperative to improve nurses’ satisfaction with
or inaccurate transfer of information can result in patient communication media.

Table 4
Comparison of the Means of Patient Safety Climate Between This Study and Past Research

Authors and year Country n Setting Teamwork Safety Job Perception of Working Stress
Climate Climate Satisfaction Management Conditions Recognition

This study Korea 103 Perianesthesia care 3.42 ± 0.77 3.42 ± 0.68 3.17 ± 0.85 2.92 ± 0.96 2.98 ± 0.70 -
units
Gabrani et al, Albania 132 Four regional 2.47 ± 0.41 2.62 ± 0.49 2.79 ± 0.52 2.17 ± 0.54 2.87 ± 0.46 2.87 ± 0.46
2015*,23 hospitals
Gallego et al, Australia 14,054 46 organizations 3.85 ± 0.52 3.92 ± 0.65 3.92 ± 0.65 3.47 ± 0.67 3.52 ± 0.73 3.65 ± 0.65
201224 (including (public health
46% system)
nurses)
Li et al, 2018*,25 China 441 Outpatient and 3.90 ± 0.62 3.98 ± 0.86 3.89 ± 0.79 4.32 ± 0.64 3.83 ± 0.98 3.83 ± 0.98
inpatient
departments, etc.,
of 13 public
hospitals
Groves et al, Sweden 146 Three hospitals 3.64 ± 0.63 4.12 ± 0.62 3.26 ± 0.65 3.55 ± 0.70 3.57 ± 0.87 3.57 ± 0.87
2011*,10 (one university, one
regional county,
and one local
county hospital)
Alzahrani et al, Saudi 363 Emergency 3.61 ± 0.60 3.92 ± 0.83 Unit Management: 3.59 ± 0.82 3.28 ± 0.97 3.28 ± 0.97
2018*,26 Arabia departments of two 3.36 ± 0.80;
public hospitals Hospital
Management:
3.27 ± 0.82
Bondevik et al, Norway 78 Five nursing homes 3.82 ± 0.72 4.22 ± 0.74 - 3.91 ± 0.59 4.12 ± 0.72 4.12 ± 0.72
2017*,27

SAQ, Safety Attitudes Questionnaire.


SAQ scores of registered nurses' subgroups are shown.
*
0-100 scores were converted into 1-5 score for comparison {(“domain score”/25)-1}.

Please cite this article as: Yoo J et al., Safety Climate and Organizational Communication Satisfaction Among Korean Perianesthesia Care Unit
Nurses, Journal of PeriAnesthesia Nursing, https://doi.org/10.1016/j.jopan.2020.04.009
6 Yoo et al. / Journal of PeriAnesthesia Nursing xxx (xxxx) xxx

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Publishing; 2019.
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Please cite this article as: Yoo J et al., Safety Climate and Organizational Communication Satisfaction Among Korean Perianesthesia Care Unit
Nurses, Journal of PeriAnesthesia Nursing, https://doi.org/10.1016/j.jopan.2020.04.009

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