• Journal of Korean Academy of Nursing Administration
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• v.9 no.2
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• pp.251-264
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• 2003

Purpose : The expectations are defined as desired expectations in initial SERVQUAL scale(1985, 1988), but in modified SERVQUAL scale(1991), are defined as a feasible ideal point expectations. In assessment of nursing service quality by SERVQUAL scale, the definitions of expectations is important problem. The purpose of this study was to compare the feasible ideal point expectations with the desired expectations in assessment of nursing service quality using SERVQUAL scale. Methods : The subjects were 256 inpatients at 4 general hospitals in Jeju-do(123 for feasible ideal point and 133 for desired). The data were collected by two types of self-reporting questionnaires to measure the feasible ideal point and desired expectations. For data analysis, t-test, multiple regression, and comparative analysis of multiple Rs via Fishers Z transformation. Results : Compared with the SERVQUAL scores, the feasible ideal point expectations better explained the variations of the overall consumer satisfaction($R^2$=O.33) than the desired($R^2$=O.25). Conclusion : The feasible ideal point expectations were more suitable to the assessment of nursing service quality using SERVQUAL scale. It will be need to explore the conceptual definitions of expectations using SERVQUAL scale in different settings. Also, further study needs to be conducted to compare alternative service quality measurement scales.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.4
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• pp.599-613
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• 2003

Purpose: The ultimate aim of the inquiry was to discover the essence of nurse's experience and promote understanding. Method : Guided by Colaizzi's method - 1. Description of the phenomena of interest by the reader. 2. collection of subject's description of the phenomena, 3. Reading all the subject's descriptions of the phenomenon, 4. Returning the original transcripts and extracting significant statements, 5. Trying to spell out the meaning of each significant statements, 6. Organizing the aggregate formalized meanings into clusters of themes. 7. Writing an exhaustive description, 8. Returning to the subjects for validation of the description, 9. If new data fare revealed during the validations incorporating them into an exhaustive description. The participants in this study were eight are nurses working for clinics. This strategies for data collecting were needed : deep face to face interview. Results : 6 cluster of themes are : 1. the heavy pressure, 2. the pride and the royal summons, 3. the powerlessness, 4. the hope, 5. the tiresome. 6. the distressed feeling. Conclusion : The results of the this study would help us to understand nurses in clinics, make direction for nursing education, and identify need for continuing inquiry.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.3
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• pp.220-229
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• 2016

Purpose: The objective of this study was to investigate the influence of hospital nurses' self-leadership, communication skill, and self-esteem on the quality of nursing service. Methods: The participants, 230 nurses working at a general hospital in Seoul, completed a cross-sectional descriptive questionnaire survey between January 17 and 28, 2014. The collected data were analyzed using the SPSS 19.0 program for descriptive statistics, t-test, one way & two way ANOVA, correlation, and multiple regression analysis. Results: Nurses' self-esteem and communication skill had significant main effects on self-leadership and the quality of nursing service, but the interaction effect of the two independent variables was not significant. Variables that significantly influenced the quality of nursing service were self-leadership, communication skill, self-esteem, and career longevity. The explanatory power of these variables for the quality of nursing service was 54.4%. Conclusion: Findings indicate a need for education programs for nurses which are designed to promote communication skill and enhance self-esteem and self-leadership skills which will in turn enhance the quality of nursing service.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.3
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• pp.303-312
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• 2016

Purpose: The purpose of this study was to identify relationships among self-esteem, social support, nursing organizational culture, experience of workplace bullying, and the consequences of workplace bullying in hospital nurses, and then to provide basic information for developing workplace bullying prevention programs. Methods: Participants were 122 hospital nurses from three general hospitals. Data collection was done during April and May 2015. Data were collected using self-report questionnaires which were used to identify participants' characteristics, self-esteem, social support, nursing organizational culture, and workplace bullying. Results: Approximately one quarter of the nurses had experienced workplace bullying in the past six months. Hierarchical regression analysis showed that experience of workplace bullying (${\beta}=.45$) and self-esteem (${\beta}=-.31$) explained 53.3% of the variance in consequences of workplace bullying. Conclusion: Based on the findings that experiencing workplace bullying and having a low self-esteem were likely to increase workplace bullying in hospital nurses, there is a need to develop prevention and intervention programs on avoiding or dealing with workplace bullying.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.3
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• pp.292-302
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• 2016

Purpose: This study was done to build and verify a model of clinical nurses' turnover intention using organizational characteristics, job satisfaction and job embeddedness. Methods: The study participants were 389 hospital nurses. SPSS and AMOS 22.0 program were used to analyze the data and the modeling of turnover intention. Results: A total of 41% of turnover intention was explained by job satisfaction, job embeddedness and organizational characteristics. Nurses with higher job satisfaction and job embeddedness showed lower turnover intention, while organizational characteristics had an indirect effect on their turnover intention. It was found that organizational characteristics had positive effects on both job satisfaction and job embeddedness, and job embeddedness played a mediating role between organizational characteristics and turnover intention. Conclusion: To reduce nurses' turnover intention, hospitals' organizational characteristics should be considered. Nurse managers should strive to increase nurses' job satisfaction and job embeddedness through an understanding of the factors of organizational characteristics such as organizational fairness, nursing work environment, motivation, organizational citizenship behavior, and transformational leadership.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.5
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• pp.578-588
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• 2013

Purpose: The purpose of this study was to identify the effects of bullying, negative affectivity and burnout in the nurses. Methods: The sample consisted of 389 nurses. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheff$\acute{e}$, Pearson Correlation Analysis and Hierarchical Multiple Regression. Results: The control variables of age, marital status, education level, current position, health status and work unit explained 30.2%(F=28.9, p<.001) of variance in burnout. The control variables, bullying and negative affectivity collectively explained 49.7% of variance in burnout. Conclusion: The results indicate that the demographic factors influencing burnout are age, education level, health status, work unit, while bullying and negative affectivity in the work places are factors that influence burnout. These findings can be utilized to develop strategies to reduce bullying and negative affectivity.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.4
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• pp.526-536
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• 2007

Purpose: The purpose of this phenomenological research was to identify nurses's experience of verbal violence from doctor in hospital setting. Methods: The participants of this study were twelve nurses who work at a hospital in Chungbuk. Data was collected through documents, observation, and tape-recorded in-depth interview individually from participants. It was analyzed using the phenomenological methodology by Colaizzi. Results: From significant statements, seven categories were identified as follows: Lowering self-esteem due to authoritative and insulting remarks, Getting angry and being disagreeable due to blunt remarks, Being disgraceful due to broad jokes sexually, Hoping to escape present due to skepticism in their job, Being estranged due to bad feeling, Expressing their anger, and Using various way for improvement of relationship. Conclusion: Nurses's experience of verbal violence was showed nurse-doctor relationship was still vertical, not collaborative and supportive. This vertical relationship would cause conflicts between doctor and nurse. Therefore it is need doctor to be changed the mind that nurse is a professional, and to come up with the plan for enhancing inter-collaborative relationship in order to solve conflict between them.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.1
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• pp.98-108
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• 2007

Purpose: The objective of this research was to explore the levels of patient satisfaction and job satisfaction according to the level of nurse manpower, in order to provide effective management for nurses. Methods: The research was conducted from November 1 to December 30, 2006, with a survey of 310 nurses and 240 patients at eight tertiary hospitals in Seoul. Data were collected according to the level of nurse manpower from the first (a nurse vs. patient ratio of below 2.0) to the sixth (a ratio of over 4.0) rank. The survey tools were used Park-Yoon's job satisfaction (1992) and Wandelt and Ager (1974)'s patient satisfaction. The acquired data were analyzed with SPSS $PC^+$ 12.0 program using descriptive methods, ${\chi}^2$ test, ANCOVA, and Scheffe. Results: Overall job satisfaction of nurses showed 3.10 and patient satisfaction of patients showed 4.15. Analysis based on the level of nurse manpower showed that hospitals of first and second rank had higher scores than those of lower rank for nurse's job satisfaction and patient satisfaction. Conclusion: Hospitals with a higher level of nurse manpower showed higher score of nurse's job satisfaction and patient satisfaction.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.4
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• pp.431-444
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• 2007

Purpose: The purpose of this study was to identify nursing interventions performed by nurses working in small-medium sized hospitals. Method: Using NIC(3rd revision), the data were collected from 241 staff nurses working in 6 general hospitals. Result: Fourteen interventions were performed at least once a day. The physiological: basic and complex domain was most frequently performed. The most frequently performed intervention was medication: IV, and followed by medication-related interventions such as medication: IM, analgesic administration, IV therapy, and IV insertion. Fifty-five interventions were rarely performed. Most of them were in the family domain. ICU nurses performed interventions most often, while OBGY-pediatric units nurses performed them least. The ICU nurses performed the physiological: basic and complex, and the safety domain more often than medical and OBGY-pediatric units nurses. For the OBGY-pediatric units, the nurses were performed rarely the family domain, especially child bearing and rearing care. Conclusion: This survey has helped to figure out the nursing care in small-medium sized hospitals. These findings will help in building and improving of the standardized interventions for small-medium sized hospitals in located local provinces.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.4
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• pp.492-500
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• 2007

Purpose: The purpose of this paper was to identity the effects of distributive justice and procedural justice on job satisfaction and organizational commitment in hospital personnels. Method: The subjects were 181 employee who were working at 4 hospitals in Daegu and Gyeongbuk. Data was collected using structured questionnaire from Oct 4 to 24, 2007. The collected data were analyzed using the SPSS WIN 12.0 program for descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression. Result: The mean score of distributive justice was 3.24, procedural justice was 3.05, job satisfaction was 2.73 and organizational commitment was 2.65. The distributive justice(37.5%) and gender(1.6%) explained 39.1% of the variables in the job satisfaction. The organizational commitment was significantly influenced by distributive justice(27.8%), age(8.9%), procedural justice(2.8%) and gender(2.4%). These factors explained 41.8% of the variables in the organizational commitment. Conclusion: The distributive justice is the most important factor in promoting job satisfaction and organizational commitment. Therefore, It is necessary to operate proper compensation system based on fair performance evaluation of workers in hospital.