Paatela Satu, Pohjamies Netta, Kanste Outi, Haapa Toni, Oikarainen Ashlee, Kääriäinen Maria, Mikkonen Kristina
Research Unit of Health Sciences and Technology, Faculty of Medicine, University of Oulu, Oulu, Finland.
Department of Musculoskeletal and Plastic Surgery, University of Helsinki and Helsinki University Hospital, Helsinki, Finland.
J Adv Nurs. 2024 Feb;80(2):707-720. doi: 10.1111/jan.15829. Epub 2023 Aug 15.
To explore registered nurses' cultural orientation competence profiles for providing culturally and linguistically diverse (CALD) nurses with orientation in the hospital setting, and to identify which factors are associated with cultural orientation competence profiles.
A descriptive, explorative cross-sectional study.
Data were collected from December 2020 to January 2021 using the Preceptors' Orientation Competence Instrument (POCI) and Preceptors' Cultural Orientation Competence Instrument (POCCI). A total of 844 registered nurses from one university hospital district in Finland participated, reflecting a response rate of 10%. A K-means cluster algorithm was employed to identify different cultural orientation competence profiles.
The cluster analysis identified three cultural orientation competence profiles (A, B and C). Nurses in Profile A evaluated their cultural orientation competence the highest, with members of profiles B and C demonstrating the second highest and lowest, respectively, cultural orientation competence scores. Several factors were associated with cultural orientation competence profiles, namely, orientation education and student mentoring education, support from managers and colleagues, motivation, willingness to act as a preceptor, time to provide orientation, sufficient clinical and theoretical nursing skills and current work title.
Cultural diversity and acceptance of it can be enhanced by building accepting culture towards new incomers and offering continuing education to improve the cultural competence of staff, which can further benefit patient care of CALD patients. Orientation practices can be improved by rewarding staff and building collaborative teamwork culture.
IMPLICATIONS FOR PROFESSION AND/OR PATIENT CARE: Organizations can strengthen nurses' cultural orientation competence; for example, by providing adequate orientation education and allocating more time to the orientation process.
The STROBE criteria were used to report the results of the observations critically.
No patient or public contribution.
探索注册护士的文化导向能力概况，以便为医院环境中具有文化和语言多样性（CALD）的护士提供入职培训，并确定哪些因素与文化导向能力概况相关。
一项描述性、探索性横断面研究。
于2020年12月至2021年1月使用带教老师入职能力工具（POCI）和带教老师文化导向能力工具（POCCI）收集数据。芬兰一个大学医院区的844名注册护士参与其中，回复率为10%。采用K均值聚类算法识别不同的文化导向能力概况。
聚类分析确定了三种文化导向能力概况（A、B和C）。A概况的护士对其文化导向能力的评价最高，B和C概况的护士文化导向能力得分分别为第二高和最低。几个因素与文化导向能力概况相关，即入职培训教育和学生指导教育、来自管理者和同事的支持、积极性、担任带教老师的意愿、提供入职培训的时间、足够的临床和理论护理技能以及当前工作职称。
通过建立对新入职人员的接纳文化并提供继续教育以提高员工的文化能力，可以增强文化多样性及其接受度，这进而可以使CALD患者的护理受益。通过奖励员工和建立协作团队文化可以改进入职培训实践。
对职业和/或患者护理的启示：组织可以加强护士的文化导向能力；例如，通过提供充分的入职培训教育并为入职培训过程分配更多时间。
采用STROBE标准批判性地报告观察结果。
无患者或公众贡献。
