• Journal of Digital Convergence
• /
• v.16 no.5
• /
• pp.351-359
• /
• 2018

The purpose of this study was to investigate the levels of emotional intelligence, and convergent nurses' work environment and to identify the effects of emotional intelligence and convergent nurses' work environment on nursing performance among clinical nurses as career-beginners. The study subject was a total of 95 clinical nurses as career-beginners that were recruited from three hospitals. Descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression with SPSS 21.0 program were used to analyze the data. The study results had shown significant correlations of emotional intelligence, and convergent nurses' work environment and regulator of emotional and leadership had explanation power 28.0% of nursing performance. We should consider the methods to enhance regulator of personal emotional and improve leadership of administrators for nursing performance. Therefore, the results can be used as basic data to develop nursing performance improvement program and the strategies for clinical nurses as career-beginners.

• Journal of the Korea Convergence Society
• /
• v.9 no.11
• /
• pp.491-500
• /
• 2018

The purpose of this study is to identify the types of nursing organization culture recognized by hospital nurses and to confirm the relationship between these nursing organizational culture and professional quality of life. A convenience sampling method was used to collect data from 216 participants who worked in a university hospital in C city, Chungbuk province. Data were analyzed using SPSS / WIN22.0 program. The significant predictors of Compassion Satisfaction, which is a subdivision of the professional quality of life, include Innovation-oriented culture, marital status, and the relationship - oriented culture. As for secondary traumatic stress, it has the significant predictors such as age, task-oriented culture and hierarchy-oriented culture. Burnout also turns out to be affected by the predictors of relationship - oriented culture, clinical career, and hierarchy-oriented culture. Based on these results, to create a innovation-oriented culture and relation-oriented culture within the organization, it is necessary to develop an intervention program for nurses' recognition change and improvement, in addition, studies that test the clinical effects are needed. In order to secure skilled nurses with rich clinical and career abilities, the working environment and treatment should be improved at the organization level.

• Journal of Convergence for Information Technology
• /
• v.12 no.2
• /
• pp.107-115
• /
• 2022

The purpose of this study was to investigate the level of infection control knowledge and standard precaution practice and to identify effecting factors on standard precaution practice among nurses in small and midium-sized hospitals. A cross-sectional study was conducted with a sample of 258 nurses from 7 hospitals between July and August 2021. The mean score of infection control knowledge and standard precaution practice was 7.25 and 3.61, respectively. There were significant differences in standard precaution practice according to clinical experience (r=.123, p=.047) and position (F=5.356, p=.005). Infection control knowledge and standard precaution practice were closely correlated (r=.421, p<.001). Position (β=-.187, p=.025) and infection control knowledge (β=.408, p<.001) had an effect on standard precaution practice. It could be possible to enhance the standard precaution practice through convergence education program related to infection control among staff nurses.

• Journal of Digital Policy
• /
• v.2 no.3
• /
• pp.25-32
• /
• 2023

This study was done clarify the concept of clinical nurse's self-efficacy. This study was conducted using Walker & Avant's concept analysis framework, There were five aspects of the concept of Clinical Nurse's Self-Efficacy: To have faith and expectation that nurses can overcome stress and adversity in the clinical environment, To have a clear direction by believing that nurses themselves have the ability to perform nursing tasks, Allowing nurses to continue their work by believing that they have appropriate judgment to control various situations in clinical practice, Having a challenging sense of goal and motivating for the future through active participation in nursing work, and influencing various aspects from individual nurses to patients and hospital organizations. This conceptual analysis of clinical nurses' self-efficacy can recognize the need to prepare an educational system to improve nurses' self-efficacy and conduct related research.

• Journal of Digital Convergence
• /
• v.14 no.8
• /
• pp.331-342
• /
• 2016

The great attention has been shown the importance of human resource management in medical institutions. At this point, studies have stressed employees' psychological factors for maximizing their job performance and minimizing their turnover intention and burnout. This study, therefore, empirically examines the mediating effect of social support on the relationship between emotional labor, burnout, and turnover intention of medical institutions, focusing on nurse practitioners to contribute to hospital management for developing valuable strategies in the human resource sector of medical employees. The empirical results demonstrate: 1) the relationship between emotional labor and burnout of nurse practitioners is mediated by social support; and 2) the relationship between emotional labor and turnover intention of them is mediated by social support. This research results show that more understanding of nurse practitioners' psychological factors in response to decrease their burnout and turnover intention for developing human resource management of nurse organizations. Furthermore, the study could suggest efficient management ways of hospital through interdisciplinary human resource management in terms of business administration and psychology.

• Journal of Korean Academy of Nursing Administration
• /
• v.8 no.3
• /
• pp.403-410
• /
• 2002

최근 병원행정가들의 가장 관심을 끄는 분야 중 하나가 간호사의 이직이다. 본 연구는 실제 이직을 한 간호사를 대상으로 이직요인을 파악하고 이에 대한 이직대책을 제시함으로써 조기에 간호사의 이직을 예방하여 효율적으로 간호인력을 관리하고 간호의 질적 향상을 하는데 도움을 주고자 46개 종합병원에서 1998년 1월${\sim}$1999년 1월 사이에 이직을 한 간호사 369명을 대상으로 조사, 분석한 후향연구이다. 연구결과를 통해 이직결정에는 다양한 요인들이 영향을 미침을 알 수 있었다. 특히 결혼상태가 가장 큰 요인으로 나타났으며, 기혼인 경우는 자식의 양육문제가 가장 원인이었으며, 미혼인 경우는 불규칙한 근무시간이 큰 영향을 미치고 있었다. 그에 대한 해결책으로 자식 양육문제의 경우, 근무병원 내에 탁아시설을 운영하거나 육아양육휴가제도 및 시간제 근무 등의 도입을 심각하게 고려해 볼 필요가 있다. 불규칙한 근무시간은 근무외 수당을 지불하거나 간호사가 스스로 자신의 근무시간을 선택할 수 있는 융통성 있는 스케줄링, 또는 승진평가 제도를 적절하게 할 수 있는 제도의 도입을 제안한다.

• Journal of Digital Convergence
• /
• v.16 no.5
• /
• pp.329-340
• /
• 2018

The purpose of this study was to compare emotional intelligence, facilitative communication ability and communication conflict among psychiatric nurse and clinical nurse to improve nurse's emotional intelligence and facilitative communication ability in each clinical field, it was attempted to provide basic data to search for alternatives to reduce communication conflict. Data were analyzed using ANCOVA with SPSS/WIN 20. Finally, emotional intelligence, facilitative communication ability and communication conflicts in clinical nurses higher than psychiatric nurses. These results indicate that need to develope a variety of clinical programs to promote facilitative communication ability and to enhance emotional intelligence of psychiatric nurses and to reduce communication conflicts of clinical nurses.

• Journal of Industrial Convergence
• /
• v.21 no.7
• /
• pp.105-114
• /
• 2023

This study is a descriptive research study for clinical nurses to understand the relationship between career anchor, job embeddedness, career motivation and retention intention, and to identify factors that can affect retention intention. A study was conducted between November 1, 2022 and December 30, 2022 with 155 nurses from C and G Regional General Hospitals. Nurses' intention to work was statically correlated with job embeddedness and career motivation. A factor influencing nurses' intention to work was job embeddedness, and the explanatory power of the variable was 25%. We propose repeated studies that diversified the study subjects to identify nurses' career anchor types, which are influencing factors of nurses' job embeddedness, and follow-up studies to develop training and personnel management programs according to career anchor types and verify their effectiveness.

• Journal of Hospice and Palliative Care
• /
• v.17 no.4
• /
• pp.232-240
• /
• 2014

Purpose: This descriptive study is aimed at understanding how clinical nurses' terminal care attitude and spiritual health affect their terminal care stress. Methods: Data were collected from self-reported questionnaire filled by 238 nurses at a general hospital in G Metropolitan City. Results: The study showed that nurses' attitudes toward terminal care, spiritual health, marital status, and clinical experience largely affect their terminal care stress. In particular, the higher they scored on terminal care attitudes, the lower they scored on terminal care stress. These variables accounted for 52.3% of the total variance. Conclusion: The study shows terminal care attitude is an important factor for terminal care stress perceived by clinical nurses. Therefore, it is necessary to develop an educational intervention program to improve nurses' terminal care attitudes and spiritual health, which in turn would lower their terminal care stress or help them effectively cope with it.

• The Journal of the Korea Contents Association
• /
• v.19 no.12
• /
• pp.502-516
• /
• 2019

The objectives of this study were to understand the relationship between the self-leadership of clinical nurses, nursing organizational culture and nursing performance and identify factors influencing nursing performance. Data were collected from 242 nurses working at H hospital in A Metropolitan City. Data were gatherd collected from Oct 17 to Oct 23, 2016, and analyzed using SPSS 21.0 program. The analysis results showed that several demographic characteristics (i.e., age, marital status, educational level, position, clinical experience and clinical experience in the current department) significantly affected nursing performance. The results of hierarchical multiple regression analysis revealed that clinical experience in the current department and self-expectation are influencing factors in nursing performance and they explained 35.7% of the variance. In order to improve nursing performance, it is necessary to maintain the clinical experience in the current department and develop education programs for enhancing self-expectation of nurses.