Organisational and staff-related effects on cultural competence in the hospital setting: a cross-sectional online survey of nursing and medical staff

Table 1 Sample composition, bivariate relationship to cultural competence

Characteristics at organisational level	n	%	Significance
Organisation
Organisation A	271	33.9
Organisation B	529	66.1
Total	800	100,0	.014^a
Coaching offer for intercultural competence
(n = 793)
yes	339	42.7	.001^a
Regular motivation to participate in intercultural coaching
(n = 789)
yes	146	18.5	.002^a
Region
Rural	34	4.3
Urban	765	95.7
Total	799	100.0	.412^a
	Mean	SD
Staff share with a migration background (%)
(n = 800)	22.1	17.48	.002^c
Min	0
Max	85
Patient share with a migration background (%)
(n = 800)	30.45	20.51	< .001^c
Min	0
Max	100
Characteristics at individual level	n	%	Significance
Gender
Male	241	31.0
Female	536	69.0
Total	777	100.0	.433^a
Profession
Nursing	557	69.6
Medicine	243	30.4
Total	800	100.0	.022^a
Migration background
None	621	78.2
On one side	56	7.1
On both sides	117	14.7
Total	794	100.0	< .001^b
Native language
German	718	89.9
Other	82	10.3
Total	800	100.0	< .001^a
Relevance assigned to cultural competence
Very important	351	44.1
Important	385	48.4
Slightly important /not important	60	7.5
Total	796	100.0	< .001^d
Preparation by professional training
Well	49	6.2
Fairly well	169	21.3
Fairly poorly	423	53.2
Poorly	154	19.4
Total	795	100.0	< .001^d
Participated in coaching on cultural competence
Yes	194	24.5
No/ don’t know	599	75.5
Total	793	100,0	< .001^a
	Mean	SD
Duration of career (years)
(n = 796)	16.9	12.02	< .001^c
Min	0
Max	48

ISSN: 1472-6963