• Journal of Korean Clinical Nursing Research
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• v.28 no.1
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• pp.34-44
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• 2022

Purpose: The purpose of this study was to examine the level of Person-centered Critical Care Nursing (PCCN) and the factors influencing PCCN for nurses in Intensive Care Units (ICU). Methods: This study was designed by cross-sectional descriptive correlational study. The participants included 147 ICU nurses in two general hospitals in Seoul, Korea. Demographic characteristics, PCCN, communication skills, professionalism, and work environment were measured. The collected data were analyzed using descriptive statistical analysis, independent t-test, One-way ANOVA, Pearson's correlation coefficient, and stepwise multiple linear regression with the SPSS/Win 25.0 program. Results: The average age of the participants was 29.6±4.7 years and the mean work experience in the ICU was 4.67±3.52 years. The level of PCCN was 3.70±0.41, which was moderate to high, and it significantly showed a positive correlation with therapeutic communication skills (r=.66, p<.001), global interpersonal communication competence (r=.42, p<.001), professionalism (r=.38, p<.001), and work environment (r=.16, p=.048). The factors influencing PCCN were identified as therapeutic communication skill and global interpersonal communication competence (Adj R²=.45, p<.001). Conclusion: The findings of this study were confirmed that the strategies to promote PCCN are necessary to enhance therapeutic communication skill and global interpersonal communication competence. In addition, they may be particularly meaningful in providing basic data for nursing education and future intervention development research to promote PCCN for the ICU nurses. For improving PCCN for healthcare providers in ICU, further studies should be conducted to develop education and intervention programs.

• Journal of Korean Clinical Nursing Research
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• v.27 no.3
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• pp.245-256
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• 2021

Purpose: The purpose of this study was to explore professional self-concept, work environment, resilience and intention to stay for nurses in university hospitals, and to identify the relationship between these variables and factors that influence intention to stay. We aimed to provide basic data to develop measures for increasing intention to stay. Methods: This study used a descriptive design, the subjects were nurses who worked for more than 1 year at a university hospital with 744 beds, located in city C. Data were collected using a structured questionnaire from 120 nurses. The data collection period were from September 15 to 30, 2020. The data were analysed using the SPSS/WIN 25.0 program. Results: There was a positive correlation between the subject's intention to stay and the professional self-concept (r=.57, p<.001), the nursing working environment (r=.29, p=.002), and resilience (r=.50, p<.001). Significant factors influencing the subject's intention to stay was the sense of satisfaction (β=.40, p<.001), a sub-factor of professional self-concept, indicating the higher the satisfaction level, the higher the intention to stay. The regression model explained 45.0% of the variance of the outcome variable (F=9.64, p<.001). Conclusion: Sense of satisfaction was identified as a factor impacting the intention to stay. Therefore, it is necessary to develop and to apply intervention programs to improve the satisfaction of the professional self-concept in order to increase the nurses' intention to stay.

• Journal of Korean Clinical Nursing Research
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• v.27 no.3
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• pp.279-293
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• 2021

Purpose: The purpose of this study was to develop a Korean nursing work environment scale for critical care nurses (KNWES-CCN) and verify its validity and reliability. Methods: A total of 46 preliminary items were selected using content validity analysis of experts on 64 candidate items derived through literature reviews and in-depth interviews with critical care nurses. 535 critical care nurses from 21 hospitals responded to the preliminary questionnaire from February to March 2021. The collected data were analysed using construct, convergent and discriminant validities, and internal consistency and test-retest reliability. Results: The 23 items in 4 factors accounted for 55.6% of the total variance were identified through item analysis and exploratory factor analysis (EFA). EFA was performed with maximum likelihood method including direct oblimin method. In the confirmatory factor analysis, KNWES-CCN consisted of 21 items in 4 factors by deleting the items that were not meet the condition that the factor loading over .50 or the squared multiple correlation over .30. This model was considered to be suitable because it satisfied the fit index and acceptable criteria of the model [𝒳²=440.47 (p<.001), CMIN/DF=2.41, GFI=.86, SRMR=.06, RMSEA=.07, TLI=.90, CFI=.91]. The item total correlation values ranged form .32 to .73 and its internal consistency was Cronbach's α=.92. The reliability of the test-retest correlation coefficient was .72 and the intra-class correlation coefficient was .83. Conclusion: The KNWES-CCN showed good validity and reliability. Therefore, it is expected that the use of this scale would measure and improve nursing work environment for critical care nurses in Korea.

• Journal of Korean Clinical Nursing Research
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• v.28 no.3
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• pp.251-259
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• 2022

Purpose: This study aimed to identify the relationships among emotional labor, grit, and job satisfaction of pediatric nurses and factors affecting job satisfaction. Methods: A cross-sectional study was conducted on 137 pediatric nurses working in a general hospital in Seoul. Data were collected from January 1, 2022 to January 31. The data were analyzed using SPSS/WIN version 28.0.1.1. Results: The mean score of job satisfaction was 3.63±0.43 (out of 5), emotional labor was 3.70±0.39 (out of 5), and grit was 2.90±0.30 (out of 4). Job satisfaction had positively correlated with emotional labor (r=.27, p=.002) and grit (r=.65, p<.001). The regression analyses showed subcategories of grit had a significant influence on job satisfaction. The factors significantly affecting job satisfaction were persistence to achieve long-term goals (β=.39, p<.001), patient-oriented intrinsic motivation (β=.30, p<.001), and passion to become a nursing professional (β=.21, p=.004). Conclusion: These results suggested a need to increase grit for improving the job satisfaction. Furthermore, it would be necessary to develop a diverse program to increase job satisfaction for pediatric nurses by improving grit.

• Journal of Korean Clinical Nursing Research
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• v.28 no.3
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• pp.299-307
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• 2022

Purpose: The purpose of this study was to understand the effects of infection control fatigue and social support on burnout among nurses during the Coronavirus Disease 2019 (COVID-19) pandemic. Methods: This study is a descriptive survey study designed to confirm the effects of nurses' infection control fatigue and social support on burnout among nurses during the COVID-19 pandemic. The collected data were analyzed using frequency, percentage, mean, standard devia analyzed using frequency, percentage, mean, standard deviation, independent t-test, One-way ANOVA, Scheffe test, Pearson's correlation coefficient, and stepwise multiple regression analysis using SPSS Statistics 26.0. Results: An analysis of the correlations between fatigue from infection control, social support, and burnout showed a positive correlation between burnout and fatigue from infection control (r=.39, p<.001), and a negative correlation between burnout and social support (r=-.29, p<.001). Conflict and lack of support due to uncertain circumstances (β=.51, p<.001), support from supervisor's (β=-.22, p<.001), and experience of infection management education during the previous 1year (β=-.15, p=.007) were identified as the factors that influenced burnout among nurses, and explained 39.0% of the variance in burnout. Conclusion: The results of this study demonstrate that fatigue from infection control and social support influence burnout levels among nurses, which suggests the need to establish a new kind of work culture. Additionally, the findings call for the development and implementation of interventional programs that can reduce fatigue from infection control and increase social support for nurses.

• Journal of Korean Clinical Nursing Research
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• v.29 no.2
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• pp.163-174
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• 2023

Purpose: To identify the effect of a new leadership type by confirming the effect of clinical nurses' grit and nursing work environment on nursing performance and retention intention with the mediating effect of compassionate rationalism leadership in the process. Methods: A proportional stratified sampling method was used with 45 tertiary general hospitals nationwide as the sampling unit. An online survey targeting nurses who have been working continuously for more than one year was conducted from October 14 to November 9, 2022. The final analysis included 1,256 questionnaires. The correlation between the participants' variables was analyzed using Pearson's correlation coefficients. The mediating effect was confirmed using a regression analysis, and bootstrapping. Results: The compassionate rationalism leadership had a mediating effect on the relationship between grit and nursing performance (F=203.21, p<.001), nursing work environment and nursing performance (F=109.48, p<.001), grit and retention intention (F=149.90, p<.001), and nursing work environment and retention intention (F=25.14, p<.001). Conclusion: The compassionate rationalism leadership of nursing managers had a positive effect on nursing performance and retention intention. Therefore, with the development and application of educational programs of compassionate rationalism leadership, it can be used to improve nursing performance and operate an efficient nursing organization.

• Journal of Korean Clinical Nursing Research
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• v.15 no.3
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• pp.85-94
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• 2009

Purpose: The purpose of this study was to identify the relationship of influenza A (H1N1) knowledge, attitude and practice for nurses. Methods: Data were collected by self-report questionnaires from a total of 325 nurses working in an Influenza A (H1N1) base-zone hospital in C city during September, 2009. The collected data were analyzed using of SPSS/WIN 17.0. Results: The knowledge of influenza A (H1N1) was not statistically different for gender, age, education, work unit, clinical experience, position, or previous education of Influenza A (H1N1). The attitude to influenza A (H1N1) was statistically significant according to age or clinical experience. Practice related to influenza A (H1N1) was statistically different for education, clinical experience or previous education of influenza A (H1N1). Knowledge of influenza A (H1N1) was lowest for etiology and definition compared to other subcategories. Attitude and practice were significantly different for all items. The biggest difference in items was for 'use of physical barriers (protective goggles, face masks and gowns) during procedures that may involve contact with aerosol'. There was a positive association between attitude and practice. Conclusion: An educational program focusing on strategy to change nurses's knowledge, attitude and practice can be effective for infection control in an influenza A (H1N1) base-zone hospital.

• Journal of Korean Clinical Nursing Research
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• v.16 no.3
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• pp.99-109
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• 2010

Purpose: This study was aimed to examine changes of hospital nurse staffing by hospital characteristics during 2008-2010. Methods: The study sample included 44 tertiary hospitals, 226 general hospitals, and 532 non-general hospitals that were operating during 2008-2010. Grade of nursing management fee was categorized from Grade 1(highest) to 6 (lowest) in tertiary hospitals, l or Grade 7 in general hospitals and non-general hospitals based on the nurse-to-bed ratio. For data analysis, ${\chi}^2$ and GEE were conducted. Results: For three years, the number of tertiary hospitals below Grade 2 were increased from 8 to 12, the number of those above Grade 4 were decreased from 15 to 6. The number of general hospitals above Grade 6 decreased from 123 to 86. Tertiary hospitals and general hospitals had more possibilities to improve nurse staffing grade than general hospital (OR 79.69, 95% CI 50.77~125.09, OR 11.25, 95% CI 8.15~15.53, respectively). Greater likelihood of improvement in grade of nursing management fee was found in university hospital or hospitals with 300 or more beds than other types of hospitals. Conclusion: Differentiating nurse staffing system by hospital type and increasing financial incentives according to the grades are needed to improve hospital nurse staffing.

• Journal of Korean Clinical Nursing Research
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• v.29 no.1
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• pp.1-11
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• 2023

Purpose: The purpose of this study was to identify the influencing effects of job stress, professional autonomy, and reciprocity on the job embeddedness among comprehensive nursing care unit nurses. Methods: The participants in this study were 147 nurses who have worked for over 6 months in Comprehensive Nursing Care Unit. Data were collected from January 3 to January 31, 2022 from six general hospitals with more than 300 beds in three cities in G, G and P. Results: As the results of hierarchical regression analysis, job embeddedness was lower when nurses had clinical experiences for 1 to under 5 years (β=-.49, p<.001), 5 to under 10 years (β=-.27, p=.035), 10 to under 20 years (β=-.54, p<.001) compared to those who had clinical experiences for more than 20 years. Also, job embeddedness was higher when there was greater balance within team caregiving of reciprocality (β=.27, p<.001) and intrinsic reward (β=.22, p=.003), and lower role conflict (β =-.27, p<.001). Conclusion: The results of the study showed that job embededness would increase if the role conflict of comprehensive nursing care unit nurses reduces, if there was a culture that the members can make cooperative relationship with other health care professionals and, if there was an appropriate intrinsic reward depending on their work experience.

• The Journal of Korean Academic Society of Nursing Education
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• v.29 no.4
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• pp.405-414
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• 2023

Purpose: This study used a descriptive investigative design to compare the educational needs and priorities of education-dedicated nurses and preceptors regarding clinical nurse educator competency. Methods: A survey was conducted from March to April 2023 with 308 participants, including 140 education-dedicated nurses and 168 preceptors. The collected data were analyzed using descriptive statistics and a paired t-test with the IBM SPSS 26.0 program. For the purpose of analyzing educational needs, we further analyzed data through the Borich needs assessment and the locus for focus model. Results: Among the clinical nurse educator competency, both education-dedicated nurses and preceptors identified "new theory and practice" as the highest priority educational need. Additionally, education-dedicated nurses prioritized "teaching design ability," "teaching evaluation ability," and "evidence-based nursing/practice and research," while preceptors prioritized "clinical nursing knowledge" and "professional development ability" as their educational needs. Conclusion: While both education-dedicated nurses and preceptors responded that education is necessary for all the competency areas required of clinical nurse educators, variations were observed in their reported educational needs and priorities. Thus, it is imperative to develop and implement a differentiated education program for enhancing the competency of clinical nurse educators that considers the distinct requirements of education-dedicated nurses and preceptors.