In the current healthcare landscape, nurses frequently encounter various ethical dilemmas, necessitating situation-specific ethical judgments. It is crucial to thoroughly understand the factors that shape the hospital ethical climate and the elements that are influenced by this climate. This study aims to identify the variables associated with the hospital ethical climate perceived by Korean nurses. A literature search was conducted using the core database, and the effect sizes of relevant variables were analyzed using a comprehensive meta-analysis. The overall effect size analysis incorporated 56 variables, and a meta-analysis was performed on 7 variables. This study found correlations between ethical sensitivity (ESr = 0.48), moral distress (ESr = −0.30), empathy (ESr = 0.27), ethical leadership (ESr = 0.72), job satisfaction (ESr = 0.64), and intention to leave (ESr = −0.34) with the hospital ethical climate. Both personal and organizational attributes were moderately related to the hospital ethical climate. Enhancing the hospital ethical climate could positively affect both individuals and the organization. The protocol for this study has been registered with PROSPERO (CRD42022379812).

The purpose of this study was to analyze the paths of influence that a hospital's ethical climate exerts on nurses' organizational commitment and organizational citizenship behavior, with supervisor trust as the mediating factor, and verify compatibility of the models in hospital nurses. The sample consisted of 374 nurses recruited from four hospitals in 3 cities in Korea. The measurements included the Ethical Climate Questionnaire, Supervisor Trust Questionnaire, Organizational Commitment Questionnaire and Organizational Citizenship Behavior Questionnaire. Ethical Climate Questionnaire consisted of 6 factors; benevolence, personal morality, company rules and procedures, laws and professional codes, self-interest and efficiency. Data were analysed using SPSS version 18.0 and AMOS version 18.0. Supervisor trust was explained by benevolence and self-interest (29.8%). Organizational commitment was explained by benevolence, supervisor trust, personal morality, and rules and procedures (40.4%). Organizational citizenship behavior was explained by supervisor trust, laws and codes, and benevolence (21.8%). Findings indicate that managers need to develop a positive hospital ethical climate in order to improve nurses' trust in supervisors, organizational commitment and organizational citizenship behavior.

Noh YG. J Korean Acad Nurs Adm. 2017 Dec;23(5):461-470. https://doi.org/10.11111/jkana.2017.23.5.461

Background: Due to a lack of standardized guidelines, it is necessary to verify the effectiveness of educational programmes for nursing students' systematic handover training.Aims: This study aimed to develop a stepwise nursing handover programme and to examine its effects on awareness of handover Situation, Background, Assessment, Recommendation, communication self‐efficacy and satisfaction with handover education.Design: This was a single‐group repeated measures ANOVA study.Methods: This study was conducted in a nursing department, using a convenience sample of 25 senior nursing students from April 2 to June 22, 2018. The programme was divided into lectures, scenario role‐playing and nursing case role‐playing. The research questions were analysed using repeated measures ANOVA.Results: Awareness of handover Situation, Background, Assessment, Recommendation, communication self‐efficacy and satisfaction with handover education gradually increased after each step of the programme. The stepwise nursing handover programme, progressing from low to high levels of learning, can be used to improve the nursing handover system and handover communication ability.

Heo SH, et al. Korean J Women Health Nurs. 2017 Dec;23(4):233-242. https://doi.org/10.4069/kjwhn.2017.23.4.233

Objectives: The purpose of this study is to identify the effect of violence experience and emotional labor on burnout among tertiary hospital nurses. This study is a correlation study that tests the relationship between variables. Methods: Subjects were 127 nurses working at a Pusan National University Yangsan Hospital, Gyeong-Nam Province and data were collected from August 27 to 31, 2018. The questionnaire included violence experience, emotional labor, and burnout. Data were analyzed by descriptive statistics, t-test, one-way ANOVA, Pearson’s correlation, multiple regression analysis using SPSS Win 21.0. Results: The mean score of verbal violence was 2.21±0.67, that of physical threat was 1.49±0.51, that of physical violence was 1.21±0.21, that of emotional labor was 3.62±0.67, and that of burnout was 3.21±0.60. Burnout has the positive relationship with the emotional labor (r=0.59, p<0.001), verbal violence(r=0.50, p<0.001), physical threat (r=0.44, p< 0.001); emotional labor has the positive relationship with verbal violence (r=0.40, p< 0.001) and physical threat(r=0.44, p< 0.001). Factors affecting burnout included emotional labor (β=0.44, p< 0.001), verbal violence (β=0.26, p=0.001), and unmarried (β=0.22, p=0.001), with 47.2% explanatory power (F=38.17, p<0.001). Conclusions: This study shows that emotional labor and experience of verbal violence are factors that exacerbate burnout in nurses. Therefore, a strategy is needed to reduce emotional labor and exposure to verbal violence.