• Journal of Korean Clinical Nursing Research
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• v.15 no.2
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• pp.5-21
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• 2009

Purpose: This study was aimed to develop a tool for evaluating nurses' performance by using Balanced Score Card (BSC) in hospital units. Methods: Preliminary survey was done in 10 hospitals to investigate evaluation criteria for nurses' performance. For the main study, each of 14 nursing managers evaluated 2 nursing units (total of 28 nursing units) to verify the sensitivity of the tool criteria. The evaluation result drawn from the preliminary BSC tool was analyzed to verify the sensitivity and validity of the tool. Results: As a result, nurses' performance evaluation tool consisted of 4 categories, 8 objectives, and 14 criteria was developed. Conclusion: The BSC tool for nurses' performance evaluation provides meaningful data in evaluating nursing performance in hospital units.

• Journal of the Korean hospital association
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• v.23 no.6 s.215
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• pp.25-31
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• 1994

• 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.

• The Korean Nurse
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• v.7 no.2 s.34
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• pp.50-54
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• 1968

• Journal of Digital Convergence
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• v.14 no.6
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• pp.355-362
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• 2016

The purpose of this study was to conduct the impact of unit-level nurse practice environment on turnover intention among nurses in a tertiary hospital. A cross-sectional study was carried out using questionnaires with 267 nurses in 24 nursing units of hospital in Seoul. Data were collected in November 2013 and were analyzed using SPSS/WIN 23.0. The results of the study indicate that nurse turnover intention is associated with the nurse practice environment at the unit level. In addition, the model including age, unit-level nurse practice environment explained 23.0% of the variance for nurse turnover intention. Hospital can improve nurse retention and lower turnover intention by changing the nurse practice environment of unit, such as nurse participation in hospital affairs, improvement of the nurse manager leadership and nurse-physician collaborative relationships.

• The Journal of the Korea Contents Association
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• v.20 no.6
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• pp.187-196
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• 2020

This study attempted to examine the structural characteristics of the social network of nursing units by dividing them into a job-related advice network and a friendship network, and to analyze the relationship between nurse organizational commitment and intent to leave. The subjects were 420 nurses working in 4 hospitals and 30 nursing units. Data were analyzed using UCINET 6.0, SPSS 20.0 and HLM 7.0. In job-related advice networks, degree centrality of head nurse contributed to organizational commitment. Network density contributed to intent to leave. In friendship networks, closeness centrality of head nurses and betweenness centrality of charge nurse contributed to organizational commitment. Density and betweenness centrality of charge nurses contributed to intent to leave. Accordingly, it is necessary to foster good relationships between nurses and to develop various types of strategies for building effective networks.

• Women's Health Nursing
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• v.25 no.3
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• pp.239-257
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• 2019

Purpose: To analyze the job of nursing unit managers working at women's hospital, using DACUM (developing a curriculum), DACUM is a method for analyzing job-focused competency. Methods: This study involved a descriptive survey. A DACUM workshop was held to define women's hospital nursing unit managers' role and identify their duties and tasks. For the workshop, a committee was formed consisting of 5 women's hospital nursing unit managers. Finally, after validation, the developed contents were made into a survey asking about nursing unit manager's duties and tasks. Results: Sixteen duties and 83 tasks were identified on the DACUM chart. The importance, difficulty, and frequency of the tasks were ranked in terms of A, B, and C, with A being the highest degree. Eight tasks received A's all in importance, difficulty, and frequency of performance. The 8 tasks were: 'taking over', 'taking care of seriously ill patients on handover', 'ward rounding', 'analyzing and resolving demands identified during handover and patient tour', 'reporting patient status during rounding', 'promoting breast-feeding', 'uterine contraction, and training for breast-feeding'. The duty with the biggest determinant coefficient (DC) was 'patients complaint management' (DC=7.09). Based on tasks, the one with the biggest DC was 'solving patient and patient guardian's complaints' (DC=7.53), followed by 'making infection control guidelines' (DC=7.5). Conclusion: When expanding the nursing staff of the hospital, women's hospitals nursing unit managers also need to use administrative functions as intermediaries to focus on the operation management of the entire hospital rather than direct nursing to suit their role.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.22 no.1
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• pp.35-48
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• 2015

Purpose: The purpose of this study was to provide fundamental data to develop an educational program for the development of nurses' core competences, and to improve the curriculum in nursing education institutions. Methods: This study, based on a descriptive survey, was conducted with 1,019 nurses working in a tertiary hospital in Seoul. Among 47 core nursing practice items, core nursing practices as perceived by the participants and relevant educational requirements were measured on a four-point scale. The collected data were analyzed using descriptive statistics for the mean and standard deviation, one way ANOVA, and Duncan test as post-hoc test. Results: Regarding the core nursing practice perceived as by the nurses, there were statistically significant differences in 43 out of 47 items according to nursing unit, and in 15 items according to clinical career. Regarding the educational requirements for core nursing practice, there were also statistically significant difference for the same items as perception differences according to nursing unit and clinical career. Conclusion: The results of this study suggest further study on the development of educational programs to advance the clinical expertise of nurses and for the development of curriculum reflecting the actual conditions and requirements in clinical nursing practice fields.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.4
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• pp.414-423
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• 2012

Purpose: The purpose of this study was to investigate the impact of the unit-level nurse practice environment on nurse turnover intention in the small and medium sized hospitals. Methods: A cross-sectional study was conducted using a questionnaire survey with 308 nurses in 38 nursing units of 6 small and medium sized hospitals, having over 200 beds and under 300 beds and located in B metropolitan city. Data were collected from July 20 to August 10, 2011. Data were analyzed using hierarchical multiple regression. Results: The mean turnover intention in nurses of small and medium sized hospitals was $3.52{\pm}0.53$. Factors affecting turnover intention in the nurses included age, work unit, monthly income, number of night-duties, work hours per day and unit-level nurse practice environment. The unit-level nurse practice environment accounted for 15% of turnover intention when other variables were controlled. Conclusion: The results of the study indicate that nurse turnover intention is associated with the nurse practice environment at the unit level. Small and medium sized hospitals can improve nurse retention and lower turnover intention by changing the nurse practice environment of unit, such as creating better support services and nurse participation in hospital affairs.

• Korean Journal of Occupational Health Nursing
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• v.32 no.3
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• pp.99-110
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• 2023

Purpose: This study examined the job stress and perception of unit managers' authentic leadership on clinical nurses' intention to stay in nursing. Methods: This descriptive cross-sectional study utilized self-administered questionnaires. The study recruited a convenience sample of 211 clinical nurses from threertiary hospitals in South Korea. The survey was conducted between July and August 2021. The collected data underwent hierarchical multiple regression analyses. Results: The regression analyses indicated that clinical nurses' intention to stay was significantly associated with job stress (B=-0.06, 95% CI [-0.09, -0.04]), six or more years of clinical practice (B=0.60, 95% CI [0.13, 1.07]), men (B=0.87, 95% CI [0.30, 1.44]), and being placed on their desired nursing unit (B=0.39, 95% CI [0.27, 0.76]). Intention to stay was not found to be associated with authentic leadership by the unit managers. Conclusion: It is essential to implement workplace health promotion programs to prevent and reduce job stress among nurses to retain proficient clinical nurses. Additionally, nursing workforce management strategies tailored to the specific sex and career path of nurses are necessary. Moreover, careful consideration should be given to nursing unit placements that align with the individual aptitudes of nurses.