• The Journal of the Convergence on Culture Technology
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• v.5 no.2
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• pp.147-155
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• 2019

The purpose of this study is to analyze the difference between female nurse and male nurse in female nurse by applying the phenomenological method of Colaizzi which is one of the qualitative research methodology and to analyze the difference between female nurse and male nurse. What is the difference between a male nurse and a female nurse perceived by a female nurse? This study investigated the differences between female nurses and male nurses with research problems. The participants in this study were 13 female nurses who agreed to participate in the study after explaining and understanding the purpose of the study. The recruitment of the subjects was applied by the snowball method. As a result of this study, five categories were found. The categories were different in clinical tasks, the burden of family economic life, differences in interpersonal relationships, differences in nursing organization, and differences in unknown areas. The results of this study can be used as teaching materials and research data to expand the understanding of difference between male nurse and female nurse.

• The Journal of the Convergence on Culture Technology
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• v.5 no.2
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• pp.139-146
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• 2019

The purpose of this study is to find meaning of male nurses's adaptation to female nurses by grsping deeply what the adaption process of male nurses is from male nurses's point of views. What is the adaptation of male nurses to female nurses? With this research subject, we explored the adaptation process of male nurses to female nurses through phenomenological method. The study participants were 12 male nurses with more than 25 months of experience working in hospitals who agreed to the intention and method of the study. The results of this study were derived from 39 meanings of composition, 13 theme bundles, and 4 categories. As for the category, it was revealed that, in the case of maladjustment situation, there was a tendency to assimilate into force, interpersonal relationship, to improve the job ability, and to become a dedicated nurse. The results of this study can be used as basic data to develop effective nursing workforce management measures in the clinical field by understanding the adaptation process to female nurses of male nurses.

• Journal of Industrial Convergence
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• v.19 no.5
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• pp.119-128
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• 2021

This study was performed to improve the working conditions of female nurses by comparing their organizational commitment and turnover intention according to the type of work shift they prefer. This study is a descriptive survey study, and data were collected by conducting an online survey of 465 female nurses working in three shifts at seven medical institutions. The collected data were analyzed using SPSS WIN 24.0 in a χ² test, a two-sample independent t-test, a pearson correlation and MANCOVA. The result shows that the group of nurses preferring fixed work shift had higher organizational commitment at higher ages and had higher turnover intention if they had an experience of transferring to another medical institution. The study also found that the group that prefers fixed work shift had lower organizational commitment and higher turnover intention than the group of nurses preferring shift work. The nursing department in hospital should strive to improve the working environment in female nurses by developing various types of work, with an aim to increase the organizational commitment of female nurses preferring fixed work and reduce their turnover.

• Journal of the Korea Convergence Society
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• v.11 no.3
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• pp.311-319
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• 2020

The purpose of this study was conducted to investigate the effect of sleep problems and work-family conflict on job engagement of married female nurses and prove the mediating effect of work-family conflict. This study was the secondary data analysis from the 5th Korean Working Conditions Survey. The sample included 259 married female nurses. Data were analyzed using the SPSS 24.0 and AMOS 24.0 program. As a results, the significant predictors for job engagement were sleep problems (β=-.33) and work-family conflict (β=-.30). Also, there was a mediating effect of work-family conflict between sleep problems and job engagement(p<.001). And these variables explained 28.0% of married female nurses' job engagement. These findings may also be useful for improving the work-related well-being of married female nurses. Therefore, findings from this research can be used to institute guidelines for convergence interventions to increase job engagement in married female nurses.

• The Journal of the Convergence on Culture Technology
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• v.10 no.2
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• pp.297-309
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• 2024

This study aimed to understand shift-working married female nurses' the experience of work-family balance and the special situational context of shift work. Interviews were conducted with 10 married female nurses working shifts to explore their in-depth inner lives, and the collected data were analyzed by Giorgi's phenomenological method. As a result of the analysis, a total of 120 semantic units, 16 sub-components, and 5 components of 'recognition of the reality of work-family balance due to shift work', 'difficulty of work-family balance', 'motor of work-family balance', 'satisfaction factor in job performance', and 'challenges to be solved' were found. This study was significant in that it provides empirical evidence for the development of sophisticated strategies to reconcile work-family life for working-shift married female nurses, through an in-depth exploration of their experiences in work-life balance.

• Women's Health Nursing
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• v.2 no.2
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• pp.202-215
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• 1996

모유가 인공유보다 아기에게 신체적, 정신적으로 바람직하다는 것은 강조할 필요가 없다. 모유수유율을 증가시키기 위하여는 간호사들이 아기어머니에게 모유수유와 관련된 지식을 전달하여, 모유수유를 실천할 수 있게 적극적으로 도와주어야 한다. 이 연구는 신생아나 산모와 함께 일하는 한국의 간호사 60명, 태국의 간호사 50명을 대상으로 모유수유에 관한 지식과 이 지식을 얼마나 어머니에게 전달하는지를 비교 조사한 것이다. 연구결과 한국 간호사보다 태국 간호사가 모유수유에 관한 정보를 어머니에게 더 제공하고 있었고, 더 적극적으로 모유수유를 할 수 있게 도와주고 있었다. 또한 태국병원의 체계도 모자동실을 실시하는 등 어머니가 아기를 낳은 직후부터 모자수유를 할 수 있게 되어있는 것으로 나타났다. 그러나 모유수유에 관한 지식정도를 비교한 결과 한국의 간호사가 태국의 간호사보다 더 정확한 지식을 갖고 있는 것으로 나타났다. 이 연구 결과는 한국의 모성간호사들이 좀 더 적극적으로 어머니가 모유를 할 수 있도록 도와야 하며, 한국병원의 체계도 모유를 수유하기 쉽고 편안한 환경을 제공하여야 함을 나타내고 있었다. 또한 태국의 간호사와 한국의 모성간호사는 모유수유에 관한 최근의 지식을 정확하게 알아야 할 필요성을 제시하고 있었다.

• Journal of Digital Convergence
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• v.15 no.7
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• pp.425-434
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• 2017

The purpose of this study was to explore the relationship of gender discrimination consciousness, work-family conflict and facilitation, and turnover intention of married female hospital nurses. The participants included 101 married female nurses at hospitals in S city. Gender discrimination consciousness was higher, benevolent sexism was higher than hostile sexism. The nurses under 40, had one child and worked within 5 years had higher work-family conflict. Turnover intension was significantly higher when the nurses were under 40 (t=3.66, p<.001), had no children (F=5.76, p=.004), and were staff and charge nurses (F=5.86, p=.004). Hostile sexism had correlated to family-to work conflict and facilitation. Turnover intention had a positive correlation to work-to family conflict and family-to work conflict. Through this study, we were understand the relationship of gender discrimination consciousness, work-family conflict and facilitation, turnover intension of married female hospital nurses, and for work-family balance, it was found that more study is needed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.206-217
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• 2017

The purpose of this study was to explore the causal relationships between turnover intention and its influencing factors among married female nurses. The participants included 148 married nurses at 5 general hospitals in J city. Data were collected by using self-reported questionnaires and were analyzed by using SPSS and AMOS software. The overall fitness of the modified path model to the data was good ($x^2/df=0.002$, GFI = 1.00, AGFI = 1.00, RMSEA = 0.00, NFI = 1.00, CFI = 1.00, TLI = 1.09). Job stress, social support, work-family conflict, and burnout explained 32.0% of the variance in turnover intention of the participants. In particular, work-family conflict had a complete mediating effect between job stress and burnout. In addition, work-family conflict had partial mediating effects between social support and burnout as well as between social support and turnover intention. Social support had direct and indirect effects on work-family conflict, burnout, and turnover intention. In conclusion, strategies for decreasing married nurses' burnout and turnover intention should focus on reducing work-family conflict and increasing social support.

• Journal of Digital Convergence
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• v.16 no.10
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• pp.261-270
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• 2018

The purpose of this study is to investigate the effect of work-family conflict and social support on retention intention in married female nurses. Participants were nurses working in 5 general hospitals in C city and data were collected from September 1 to 15, 2017. Data were analyzed by t-test, one-way ANOVA, Pearson's correlation, multiple regression analysis using SPSS Win 23.0. Factors influencing retention intention were identified as following; time-based conflict, more than one child, charge nurse, support of a co-workers, managers' support, with 37.3% explanatory power. This study shows that time-based conflict has negative effect on retention intention, while support of co-workers and managers have positive effect. This result may be useful in developing new strategies for enhancing retention intention. Further research is needed to identify other factors affecting the retention intention of married female nurses.

• The Journal of the Korea Contents Association
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• v.12 no.11
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• pp.246-257
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• 2012

Objectives : This study was aimed to grasp the stages of change in breast cancer screening of the nurses and general women who were over 20 and under 50 and specify the factors which affected the stages of change in breast cancer screening, based on Precaution Adoption Process Model. Methods : This study was conducted for 158 people who consisted of the nurses and general women who were over 20 and under 50. Results : As a result of examining the factors of cues to action and the belief in cancer screening according to the stages of change in the breast cancer screening of the nurses and general women, there was not a statistically significant difference and the perceived barriers showed a statistically significant difference in the stage of behavioral decision, the fifth stage. Conclusion : It is necessary to approach the individuals with the recommendation of cancer screening through the people around them and differentiated strategies considering the stages of change in cancer screening in order to induce the behavioral change in breast cancer screening, and develop and apply the strategies to enhance the severity perceived on the breast cancer.