• The Journal of the Korea Contents Association
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• v.19 no.7
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• pp.456-466
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• 2019

The current study examined which leadership styles of nurse managers affect teamwork among nurses. The analytic sample consisted of 187 clinical or charge nurses, who were recruited from one university affiliated large hospital in Korea. The results from the multiple regression analysis showed that higher nurse managers' transformational, servant, and ethical leaderships were significantly associated with higher teamwork among nurses. Yet, nurse managers' transactional leadership was not related to teamwork among nurses. These findings indicate that it is effective for nurse managers to display transformational, servant, and ethical leadership rather than transactional leadership in order to enhance teamwork among nurses. This study suggests the needs to address not only transformational leadership but also servant and ethical leadership during leadership education for nurse managers.

• KOREAN ASSOCIATION OF OCCUPATIONAL HEALTH NURSES
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• v.17 no.3
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• pp.42-44
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• 2010

• KOREAN ASSOCIATION OF OCCUPATIONAL HEALTH NURSES
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• v.19 no.2
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• pp.86-88
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• 2012

올해 광주전남북지부장 임명되신 정귀명 보건관리자는 한국알프스에서 근무하고 있다. 십자수와 독서가 취미로 기독병원간호대학을 졸업하고 서울 홍익병원 응급실에서 근무한 경력이 있으신 정귀명 보건관리자를 만나보았다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.2
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• pp.282-289
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• 2016

This study examined the mediating effects of social capital between transformational leadership and organizational commitment in hospitals nurses'. The survey was conducted with 244 nurses working in a general hospital. The data was collected with the transformational leadership, social capital and organizational commitment and analyzed using the SPSS/WIN 21.0 and Amos 18.0. A positive relationship was observed between transformational leadership, social capital, and organizational commitment; social capital had a partial mediating effect of a transformational leadership and organizational commitment. To increase the organizational commitment, mediating between the head nurse' transformational leadership and social capital is recommended.

• Journal of Korean Academy of Nursing
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• v.17 no.3
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• pp.171-176
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• 1987

• KOREAN ASSOCIATION OF OCCUPATIONAL HEALTH NURSES
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• v.13 no.2 s.47
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• pp.5-5
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• 2006

• KOREAN ASSOCIATION OF OCCUPATIONAL HEALTH NURSES
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• v.15 no.1
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• pp.21-31
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• 2008

• The Korean Nurse
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• v.22 no.2 s.120
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• pp.39-46
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• 1983

• KOREAN ASSOCIATION OF OCCUPATIONAL HEALTH NURSES
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• v.15 no.2
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• pp.32-32
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• 2008

• KOREAN ASSOCIATION OF OCCUPATIONAL HEALTH NURSES
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• v.15 no.2
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• pp.33-33
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• 2008