• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.2
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• pp.250-258
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• 2019

The purpose of this study is to investigate the work environment of nurses in long-term carer hospitals and to help in their work environment improvement through these results. A cross-sectional survey was conducted. A convenience sample of 179 subjects including staff nurses and nurse managers over head nurses working in long-term care hospitals located in Gwangju city were recruited. The data were collected from July to December 2015. A structured questionnaires were used as a study instrument, and included questions regarding subjects' general characteristics, hospital-related characteristics, and work environment. All statistical analyses were performed using SPSS ver. 22.0. The results showed that 73.2% of subjects were working in hospitals established by individuals. The most of long-term care hospitals accepted accreditation program. The ratio of nurses to nurse aiders of was 1:2. The numbers of off duty was 8 days, and average annual salary was 2,500~3,000 ten thousand won in nurses of long-term care hospitals. Based on these results, work environment of nurses of long-term care hospitals was not good. Therefore, the results suggest qualitative research to investigate deeply how to recognize on work environment like this for nurses of long-term care hospitals.

• Journal of Korean Critical Care Nursing
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• v.15 no.2
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• pp.39-49
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• 2022

Purpose : This study investigated coronavirus disease-19 (COVID-19) related stress, resilience, and organizational commitment, and determined the factors influencing nurses' organizational commitment at an infectious disease hospital of COVID-19. Methods : A cross-sectional descriptive survey was conducted with 138 nurses. Data analysis, including descriptive statistics, independent t-tests, one-way ANOVA, Pearson's correlations, and multiple regression analysis, were performed using SPSS 26.0 program. Results : Factors influencing organizational commitment included resilience (𝛽=0.31, p<.001), position (𝛽=0.31, p<.001), COVID-19 related stress (𝛽=-0.26, p<.001), and COVID-19 nursing period (𝛽=-0.19, p=.012). These variables explained 29.6% of the organizational commitment. Conclusion : In order to enhance the organizational commitment of nurses in infectious disease hospitals of COVID-19, active program development and intervention are required at the organizational level to improve nurses' resilience and relieve stress related to nursing infectious disease patients..

• The Korean Journal of Health Service Management
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• v.10 no.3
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• pp.27-37
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• 2016

Objectives : This study was conducted to test the influence of job stress and calling on the organizational commitment of clinical nurses. Methods : 220 clinical nurses at two university hospitals in Busan were recruited. They were asked to complete a questionnaire, and 192 data sets were included in the statistical analysis. Results : The mean score of the clinical nurses' organizational commitment was 4.0. All subdomains of job stress and calling were found to have correlations with organizational commitment. The organizational system (t=-6.099, p<.001), lack of reward (t=-3.990, p<.001), purpose/meaningfulness (t=3.624, p<.001), and occupational climate (t=-3.581, p<.001) were revealed to have influences on the organizational commitment. The model was statistically significant, explaining 52.2% of the variance (F=47.808, p<.001). Conclusions : To help clinical nurses become committed to their organizations, administrators need to build fair and rational organizational systems, strengthen various types of rewards, and help nurses reconcile nursing and the meaning of their lives. In addition, every nurse should endeavor to change the nursing organizational climate which is based on vertical collectivism, to a rational climate.

• Journal of the Korea Convergence Society
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• v.12 no.7
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• pp.295-304
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• 2021

This study is a secondary data analysis to investigate the nursing tasks performance, appropriate performer, and job satisfaction in the general wards with sift work. We found that nurses performed direct (45%) and indirect nursing (55%). The workload per shift was 37.2% in the day, 35.6% in the evening, and 27.2% at night. The tasks performed after handover were 'direct nursing (34.5%)' and 'documentation and notification (25.8%)'. Nurses responded that there were some tasks that could be delegated to nursing assistants or had ambiguous boundaries with other medical personnel. There was a significant correlation between compliance to the job description of the night shift and job satisfaction (rs=.43, p=.01). These results imply that it is necessary to establish strategies that will enhance work efficiency based on job analysis by shift work, reduce handover time using EMR system, stmart devices, and clarify appropriate performers.

• Journal of the Korean Applied Science and Technology
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• v.40 no.2
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• pp.189-198
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• 2023

This study aimed to identify the effects of nurses' interpersonal relationship ability on retention intention and turnover intention. The participants were 192 general duty nurses from a general hospital (95 with 36 months of experience or less, 97 with 37 months of experience or more) recruited using convenience sampling. Data were collected between February 15 and February 22, 2022. The data were analyzed by t-test, ANOVA, Pearson correlation coefficient, regression analysis, and more. The results demonstrated that turnover intention was higher among females. Also, a positive correlation between interpersonal relationship ability and retention intention was found to be significant among the nurses with at least 37 months of experience(r = .35, p < .001). The effect of interpersonal relationship ability on retention intention was found to be significant among the nurses with at least 37 months of experience(B = 0.71, t = 3.44, p < .001). However, the effect of interpersonal relationship ability on turnover intention was found to be nonsignificant. Based on these findings, this study concluded with the need for a strategy to strengthen interpersonal relation ability. during which the work experience should be considered, to promote nurses' retention intention.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.11
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• pp.491-506
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• 2016

The purpose of this descriptive survey study was to explore the effects of emotional labor on professional quality of life of emergency department nurses and to elucidate any mediating effects of emotional dissonance between emotional labor and professional quality of life. A total of 227 nurses, including general, charge, and head nurses, who have worked in an emergency department at university hospitals, general hospitals, and junior general hospitals located in Gyeongnam, Daegu and Gyeongbuk areas over a period of 6 months. Data were collected between December 12 and December 29 of 2015. We analyzed the data with descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and three-step mediated regression analysis using SPSS/WIN 21.0 program. The average scores of emotional labor, compassion satisfaction, compassion fatigue, burnout, and emotional dissonance were 4.50 out of 7.00, 31.62 out of 50.00, 29.48 out of 50.00, 29.27 out of 50.00, and 5.02 out of 7.00, respectively. Emotional labor had significant effects on compassion fatigue and burnout, showing explanatory power of 12% and 29%, respectively. Emotional dissonance had partial mediating effects in the relationship between emotional labor and compassion fatigue and complete mediating effects in the relationship between emotional labor and burnout. In summary, to improve the professional quality of life of nurses, it is necessary to develop effective strategies to minimize their emotional labor and emotional dissonance.

• Journal of Convergence for Information Technology
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• v.12 no.4
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• pp.56-66
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• 2022

The purpose of this study was to investigate the job satisfaction and quality of life of nurses in a integrated nursing care service ward (INCSW) and a general ward (GW). A total of 88 nurses working in INCSW and GW were invited and followed up for 6 months over 3 times. There was no significant difference in job satisfaction between INCSW and GW for 6 months, while there was a difference in quality of life: overall quality of life (1st p=.033, 2nd p=.030), and overall general health (1st p=.049). Comparison of two groups by period in job satisfaction, there were statistically significant differences of the item 'recognition from the organization and professional achievement' (2nd versus 3rd, p=.037) and 'interpersonal interaction with respect and recognition' (1st versus 3rd, p=.005; 2nd versus 3rd, p=.006) in the INCSW. Comparison of two groups by period in quality of life, there was a statistically significant difference of the item 'overall quality of life' (1st versus 3rd, p=.025; 2nd versus 3rd, p=.010) in the INCSW. Development of various nursing strategies (such as manpower arrangement that reflects the nursing skill levels, patient needs, job training and organizational culture before placement) can be helpful for improving nurses job satisfaction and quality of life in INCSW and GW.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.2
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• pp.1264-1272
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• 2015

This study was performed to compare the perceived importance and performance frequency of the core nursing skills between general and special department. Subjects were 182 nurses who work on the hospital. Data was collected using items made by Korean accreditation board of nursing education and analyzed by frequency, mean and t-test. There were differences of importance and frequencies about nursing core skill between general and special wards. Core nursing skills of general wards were higher importance on intradermal injection(p=.011), transfusion(p=.028), simple catheterization(p=.047), cleansing enema(p=<.001), preoperative and postoperative care(p=.035), management administration(p=.027) and oxygenation with cannular(p=.002) than special wards. Actual performance frequency core nursing skills of general wards were higher similar on transfusion(p=.002), intermittent tube feeding(p=.032), simple catheterization(p=<.001), cleansing enema(p=<.001), preoperative care(p=.001), postoperative care(p=<.001), management administration(p=.001), protection equipment for quarantine room and waste disposal(p=.021), oxygenation with cannular(p=<.001) than special wards. It is needed to develop efficient and sequential program to learning the nursing core skills for nursing students.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.11 no.2
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• pp.195-202
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• 2004

Purpose: This descriptive study was conducted to project the number of nurse anesthetists needed in hospital settings, up to the year 2015. Method: Necessary data and information were collected from various funded reports, professional literature, web sites and personal visits to national and private institutions. The number of nurse anesthetists needed was projected after considering the total number of cases requiring anesthesia including deliveries, workload ratio for caesarean section to total number of deliveries, and percent of deliveries requiring and anesthesia. Result: The projected number of nurse anesthetists needed for hospital settings are as follows: 1. The number of registered anesthesia personnel in Korea in 2002 was 2,481 anesthesiologists and 543 nurse anesthetists but only 60% of anesthesiologists and 30% of nurse anesthetists (147) were actually practicing in the field of surgery. 2. By the year 2015, the total number of projected nurse anesthetists needed in hospital settings will be between 214 and 265. Conclusion: In order to match the supply to the need, the professional organizations should direct efforts towards enacting legislation. Educational systems should identify strategies to initiating an adequate number of nurse anesthetist programs at the master's level as well as standardizing curriculums across programs.

• Journal of Korean Biological Nursing Science
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• v.17 no.2
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• pp.169-178
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• 2015

Purpose: This study aimed to compare work-related musculoskeletal symptoms, occupational stress and nursing work environments of nurses working in patient-sitter wards and general wards. Methods: The study surveyed 240 nurses with more than one year of experience working in both patient-sitter wards and general wards. The collected data then was analyzed by SPSS statistics version 22. Results: As for the musculoskeletal symptoms, the survey showed that 85.2% and 67.8% of the nurses had such symptoms respectively in patient-sitter wards and general wards. In terms of occupational stress, no significant difference was observed between the patient-sitter ward and the general ward (t=-0.23, p=.821). Lastly, the study showed that there is a significant difference in terms of work environment considering the scores recorded 2.65 and 2.55 points respectively in patient-sitter ward and general ward (t=2.53, p=.012). Conclusion: Follow-up research should look at ways to lower the rate of experiencing work-related musculoskeletal symptoms; analyze work performances and establish work standards to lower occupational stress; and devise measures to improve the work environment for the nurses working in patient-sitter wards.