• The Korean Journal of Health Service Management
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• v.8 no.3
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• pp.89-102
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• 2014

This study was aimed to investigate the effects of Organizational Socialization Education Program on new nurse's job satisfaction, organizational commitment and turnover intention. This study was utilized a non equvalent control group post only design. The subjects of this study were total 76 nurses in total. Data were collected from 1st to 31th July, 2012. For the experimental group, 16 hours lectures on Organizational Socialization Education Program was given. Data were analyzed by Frequency, $X^2$, Fisher's Exact test & t-test. The findings of this study were as the followings: As proposed in the hypothesis, the subjects in the experimental group experienced more job satisfaction(t= -2.10, p=.039), more organization commitment(t= -2.68, p=.009), less perceived turnover intention(t= 4.65, p=.000), than those in the control group. The results of this study shows that Organizational Socialization Education Program is considered an effective program to improve job satisfaction, organizational commitment and to lessen turnover intention for new nurses. The Organizational Socialization Education program would be continually necessary to contribute to development of professional nursing occupation.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.14 no.3
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• pp.361-370
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• 2007

Purpose: With the increasing opportunities for students to transfer into nursing from other departments or after graduation, it is important to examine how these students adapt to clinical work in the hospital setting after graduation. This study was done to describe the adaptation experience of older graduate nurses in hospital settings and to understand the meanings and search the nature of their experience. Method: For this study, the participants were 6 nurses who entered nursing after having graduated from college or university in another field. The data were collected through in-depth interviews from March to April 2007 and analyzed by Colaizzi's phenomenological method. Results: The essential themes of the adaptation experience for older graduate nurses were the following 6 categories: taking responsibilities for the expected role according to one's age, following the rules of senior-junior hierarchy, being ambivalent about one's older age, expanding one's support system, getting rid of the concept of age difference and establishing the expected position appropriate for one's career. Conclusion: For older graduate nurses, interpersonal relationship factors were more important than work related factors. Therefore, it is important to create a more flexible nursing culture to ease the adaptation of these older graduate nurses.

• Journal of East-West Nursing Research
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• v.23 no.1
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• pp.45-52
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• 2017

Purpose: This study was to identify the effects of self-resilience and social support on reality shock among new graduate nurses. Methods: The data was collected using self-reported questionnaires from a convenience sample of 111 new graduate nurses. The data was analyzed by descriptive statistical, independent t-test, ANOVA, Scheffe test, Pearson correlation coefficient, and multiple regression via the SPSS Window 23.0 program. Results: Among general and work related characteristics, factors that have shown significant differences on reality shock were gender (t=-2.29, p=.024), work unit (t=3.31, p=.023) and whether they are working at unit they desired (t=-5.08, p<.001). Reality shock has shown a negative correlation with self-resilience (r=-.51, p<.001) and social support (r=-.41, p<.001). Factors that affected the reality shock on new graduate nurses were self-resilience (${\beta}=-.43$, p<.001), whether they are working at unit they desired (${\beta}=.35$, p<.001) and their currently work unit (${\beta}=-.17$, p=.028). These factors take into account of 38.0% of overall reality shock. Conclusion: The results suggest that self-resilience, desired unit and current work unit should be considered as factors when developing an intervention to alleviate the reality shock experienced by new graduate nurses.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.13 no.3
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• pp.334-342
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• 2006

Purpose: The purpose of this study was to develop and examine the feasibility of OSCE for novice nurses. Method: The study was designed using a methodological design. Data were collected from January to February, 2005. Nine stations were developed for the examination. Five minutes was allowed for each station. The examination was administered to 2 groups of novice nurses. Results: OSCE for clinical performance improvement which consisted of nine 5-minute long stations, was developed. Those stations were tested by 79 beginning nurses who were divided into 2 groups. Reliability ranges for Cronbach's alpha were $0.399{\sim}0.811$ and the mean value was 0.797. Total mean score for the OSCE was 66.75. Total score for the 2nd group was significantly higher than the 1st group. The nurses were satisfied with the OSCE method and process. Conclusion: The OSCE can be an effective tool for evaluating clinical nursing skills in novice nurse. More reliable and valid stations need to be developed and then repeated evaluation of the nurses can be done.

• Journal of Korean Public Health Nursing
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• v.28 no.3
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• pp.644-657
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• 2014

Purpose: The purpose of this study was to try to understand the essence of the experience early turnover of the new nurse by applying the phenomenological method and to provide basic data for a community-based management program. Method: Phenomenological approach was used to identify subjects experience. Subjects were five new nurses, with less than one year of clinical experience in clinical practice. This study used in-depth interview. Results: there were 104 meaningful sentences or phrases, with 41 generally comprehensive thema. Finally, thema were classified into 12 thema clusters. Conclusion: Finally, based on the results, some suggestions regarding management of early turnover of new nurses are needed. First, we proposed a new characterized of hospital selection method for each hospital. Second, practical training in clinical practice in the school and the community is necessary in order to reduce the real impact of new nurses. New nurses require various support elements in order to mitigate the real shock the first time they encounter clinical practice. Third, addition of work-related training and promotion of a self-esteem program will be needed. Fourth, interview opportunities with seniors who adapted successfully in clinical should be provided for new nurses. In addition, continuous communication should be provided for new nurses.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.1
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• pp.43-52
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• 2015

Purpose: In this study, behavioral styles of Dominance, Influence, Steadiness, and Conscientiousness (DISC) were examined and differences in job satisfaction and clinical competence among newly hired nurses were explored. Methods: For this explanatory correlational research, 176 newly hired clinical nurses were recruited from three university hospitals and one general hospital located in Seoul and Gyeonggi province. Data were collected in August, 2013 though self-report questionnaires. Results: The distribution of behavioral styles was 11.4%, 42%, 29% and 17.6% for Dominance, Influence, Steadiness, and Conscientiousness respectively. DISC behavioral styles were associated with sub-areas of job satisfaction such as professional position and doctor-nurse relationship. DISC behavioral styles were significantly associated with the total score for clinical competence and sub-areas of data collection, basic nursing skills, critical thinking, education and leadership, and attitudes toward professional development and practical skills. Multiple linear regression analysis showed that DISC behavioral styles predicted clinical competence (Adj. $R^2$=.14, F=9.42, p<.001). Conclusion: A focus on cultivating influential and steady behavioral styles among newly hired nurses can be helpful in improving job satisfaction and clinical competence. There is a need to improve interpersonal relationships through a deeper understanding of each person's behavioral style based on the analysis of DISC behavioral styles.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.23 no.1
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• pp.21-31
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• 2016

Purpose: This study is a qualitative research to identify new nurses' adaptation experience to sleep changes. Method: Grounded theory methodology was utilized. Participants were 10 new nurses from one university hospital. The information was collected and analyzed using the grounded theory of Corbin and Strauss'(2008). Results: Through constant comparative analysis, central phenomenon was identified as 'Shaky daily life due to the sleep change'. A core category emerged as 'In the shaky daily life, go grab my position', Causal conditions were 'Heaviness in shift work', 'Not released after getting off work', and 'Body and mind are exhausted'. Context were 'An environment that does not tolerate mistakes' and 'Clogged breathing due to worries'. Intervening factors were 'Support of colleagues', 'Recovery volition in restoration of altered relationships due to sleep'. Action/Interaction Strategies were 'To strive for a good sleep', 'Require a reasonable duty schedule' and 'Find a breakthrough'. Consequences were 'Become the master of shaky daily life' and 'Accepting the life of a nurse'. Conclusion: New nurses experience sleep patterns changes from the hospital shift system. but throughout the process of adaptation, came to accept sleep disorder as part of the life of a nurse.

• The Journal of Korean Academic Society of Nursing Education
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• v.19 no.4
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• pp.594-605
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• 2013

Purpose: This study aimed to describe nurses' experience in transition from new graduate nurses to professional clinical nursees in a hospital. Methods: Ten new clinical nurses working in a hospital participated in this study. Data collected through in-depth interviews were analyzed using phenomenology. Results: The analysis yielded five core category themes from new nurses for becoming a professional nurse: (a) beginning of hardship journey (b) feeling of inability in workplace (c) struggling hard to develop skills (d) enduring hardships by soothing oneself and peer support (e) beginning of an exciting journey. Conclusion: Over time, new nurses face many difficulties in transition to a professional status. To enhance the role development of new clinical nurses in hospital settings, nursing schools and clinical fields must teach and prepare them. Nursing schools should teach a strong theoretical base as well as nursing skills. In addition, in the clinical nursing department, education, teaching the integrated systems, staff development, support, evaluation, and feedback are needed for new nurses's development.

• Journal of muscle and joint health
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• v.24 no.3
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• pp.205-216
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• 2017

Purpose: The purpose of this study is to investigate relationship among intention to retention, role conflicts, psychosocial job conditions and job satisfaction of new nurses, and identify affecting factors for intention to retention. Methods: Data were collected from 136 new nurses who were graduated at 2016 and working now in general hospitals by self-reported questionnaire. The relationship among variables were analyzed with Pearson's coefficient correlation and affecting factors for intention to retention were identified by using multiple linear regression analysis. Results: The mean score of intention to retention was $2.63{\pm}0.28$. Intention to retention was significantly different by the working ward, hope period for work, and reason for retention. Intention to retention had positive relationships with work organization and job contents, and job satisfaction, but negative relationships with frequency of role conflict, demands at work. Job satisfaction and meaning of work identified as influencing factors inn intention to retention. Conclusion: It is needed a positive hospital environment to improve adaptation in clinical nursing practice and to emphasize professionalism including value of nursing and meaning of nurses' work for new nurses.

• Korean Journal of Occupational Health Nursing
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• v.26 no.1
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• pp.19-29
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• 2017

Purpose: The purpose of this study was to define and clarify the concept of reality shock in new graduated nurses. Methods: The hybrid model was used to develop the concept of reality shock. The model included a field study. The participants were 9 newly graduated nurses with a nursing career spanning less than a year. Results: The reality shock in newly graduated nurses was identified to have three dimensions and seven attributes. Specifically: 1) the dimension of performance included two attributes (conflict between theory and practice, and being overwhelmed by the workload), 2) the dimension of relationship included three attributes (loss of support, embarrassment from interference, and relational withdrawal), 3) the dimension of expectations included two attributes(value confusions and incongruity in personal life). Conclusion: Newly graduated nurses' reality shock was defined as a state of incongruence in their entire life that the new nurses experienced owing to value confusions that occurred due to the conflicts between theory and practice in an unfamiliar work environment, getting overwhelmed by the workload, and withdrawing establishing relationships with others due to the loss of support and excessive interference. These findings could help develop intervention strategies to decrease reality shock in newly graduated nurses.