• Health Policy and Management
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• v.34 no.1
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• pp.94-102
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• 2024

Background: There is controversy surrounding the claim that current nursing workforce policies exacerbate the geographic imbalance of nurses in Korea, but very few studies have confirmed this assertion. Therefore, this study aimed to identify factors influencing the distribution of nurses at the regional level, including variables related to nursing workforce policies. Methods: This study analyzed the distribution of 225,462 practicing nurses across 250 regions in Korea as of 2020. National statistics were collected for these 250 regions, and regression analysis was conducted. Results: Factors influencing the distribution of practicing nurses included the number of annual inpatient days, integrated nursing care service beds, public healthcare institutions, tertiary hospitals, and general hospitals. Additionally, the number of nursing graduates and healthcare institutions with nurse staffing grade 1 and 2 had an impact on nurse distribution in non-capital regions. Conclusion: To prevent exacerbating the geographic imbalance of nurses, careful decisions should be made regarding the expansion of integrated nursing care service beds. Furthermore, it is necessary to increase the number of nursing students in non-capital regions and prioritize the improvement of wages and working conditions for nurses in those areas.

• Journal of East-West Nursing Research
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• v.17 no.2
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• pp.164-170
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• 2011

Purpose: The aim of this study was to examine the factors that affect nurses' communication. Methods: This study employed a descriptive survey design. The sample of this study consisted of 174 nurses at hospital in Korea from June 1st to 18th, 2009. The data were analyzed SPSS/WIN 17.0 program and factors affecting nurses' communication were analyzed by multiple regression. Results: 1) Level of nurses' communication was average of 3.44, ego strength 0.36, self-image 3.53, ego distribution 2.92, interpersonal relations 3.52, and family function 3.39. 2) Nurses' communication had significant positive correlation with interpersonal relations, self-image, family function, and ego strength. On the other hand, it had not significant correlation with ego distribution. 3) Interpersonal relations (t=9.68, p<.001), ego strength (t=3.11, p=.002), and family function (t=2.26, p=.025) significantly predicted the level of nurses' communication (Adjusted $R^2$=.418, p<.001). Conclusion: The study finding suggested to develop hospitals' management program for increasing nurses' communication.

• Journal of the Korea Society of Computer and Information
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• v.24 no.5
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• pp.103-111
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• 2019

The purpose of this study was to investigate how internal marketing affects self-efficacy and hospital image in university hospital nurses. In addition, it was to identify which factors of internal marketing is the most important factor perceived by the nurses. The sample consisted of 228 nurses working in one university hospital located in Changwon city of Gyeongnam province. The measurements included internal communication (5 items), empowerment (5 items), reward (3 items), education and training (5 items), working environment (3 items), leadership (5 items), self-efficacy (5 items), and hospital image (8 items) based on a review of related previous studies. Survey data were analyzed employing SPSS version 20.0 and AMOS version 20.0. The nurses rated internal communication (0.887) of the internal marketing sub-factors the most important, while they evaluated working environment (0.802) the lowest. The internal marketing perceived by nurses has a positive effect on self-efficacy (0.476) and hospital image (0.674). Nurses' self-efficacy also had a positive effect on hospital image (0.226). The findings reveal that the managers should build a positive climate of internal marketing activities in order to enhance nurses' self-efficacy and hospital image.

• The Journal of Industrial Distribution & Business
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• v.15 no.6
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• pp.17-24
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• 2024

Purpose: The current study explores the impact of intrinsic motivation on nurses' job satisfaction, taking a close look at the current literature to answer what the relationship is between low/high intrinsic motivation and workplace productivity of nurses in their work at individual and collective levels. Data and methodology: The current research utilized a hybrid of descriptive and systematic review research designs. According to Huntington-Klein (2021), a research design refers to the researcher's method or approach. It includes a detailed explanation of the processes followed by identifying research variables, their evaluation, data collection and analysis. Results: A systematic literature review of the various sources (found in the reference section) revealed critical findings regarding the topic. The following are the four significant impacts of intrinsic motivation on nurses' job satisfaction: (1) Positive Attitude and Feeling, (2) Inherent Needs, (3) Productivity and Performance, and (4) Navigating Challenges of External Rewards. Conclusions: Therefore, the current study could conclude that intrinsic motivation is essential in enhancing the productivity of the nurses. Intrinsically driven or motivated nurses find it unnecessary to be supervised or pushed to work and achieve excellence. They would be proactive towards working and achieving the desired results.

• The Research Journal of the Costume Culture
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• v.14 no.6
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• pp.1004-1014
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• 2006

The purposes of this study is to investigate the present condition of nurses' uniform design and to categorize the image of nurses' uniform design. To investigate the nurses' uniform design, total 241 data were collected from the pictures of nurses who work for private hospital and semi-general hospital in Deajeon and Seoul city and Chungnam province and the pictures of uniform for nurses in general hospital presented at nurses' uniform company web sites. This data was evaluated by 3 major garment characteristics, yin/yang, casual/professional, and lightness/ darkness-were used as criteria for categorizing the image of nurses' uniform design. Focus group consisting of 10 experts majored in Clothing and Textiles were evaluated by 7 point Likert type scales. Nurses' uniform design at the present time showed equal distribution in terms of yin/yang and casual/professional. However, in terms of lightness/darkness, nurses' uniform design were partial to light image. Therefore, dark image, specially dark and masculine image in nurses' uniform design were very rare. Nurses' uniform design had some differences by type of hospital, department, and geographical area. The most important meaning from the result through this study was that the nurse uniforms were classified into groups according to the present condition of nurses' uniform design.

• Journal of Korean Academy of Nursing
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• v.9 no.1
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• pp.31-40
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• 1979

The purpose of the study was undertaken to present transition of school nurses to analyze some factors related to them. 1. Overage increase rate of school nurses the year of 8 years (1970 - 1978) was 4.61% for the primary school, 2.14% for the middle school, and 15.26% for the high school which was the highest. The total number of school nurses was 1289. 2. The percentage of school working school nurses to the total schools was 14.6％ for the primary school, 7.1% for the middle school, and 15.2% for the high school in 1918. In Seoul was largest of 66.7% while that of kyongsangnamdo showed the lowest of 1.5%. 3, In 1978, the increase of school nurses was 17.9% for the private school which was highest while that of the nation and public school showed the lowest of 12.4%. 4. Studies for the Primary, middle and high school per school nurses in 1979 were 5,981.14,923.7,655 respectively. 5. Considering the age distribution of the total school nurses for the primary, middle and high schools was the most of 54.1% in 20s. Regarding the, career of school nurses, those who had worked for less than 5 years were 46.4% in 1970, while 51.8% in 1978. And the school nurses who had worked for less than 10 years reduced 71.3% from 82.7%. 6, There were close relationship between the number of school nurses and that of school, and a regression formular made as follow: SNi = -24.497+0.675 Si+ 0,196 Ni (School) (Nurses).

• Journal of Korean Academy of Nursing
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• v.22 no.2
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• pp.127-142
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• 1992

The purpose of this study was to identify relationships between the nursing performance of staff nurses and the leadership styles of head as perceived by the head nurses and the staff nurses. The subject consisted of 33 head nurses and 200 staff nurses who were working at SNUH between July 1, and July 31, 1991. Leadership styles as perceived by head nurses and staff nurses were measured using an instrument adapted by Park (1988) . Evaluations of the nursing performance of staff nurses were done by head nurses utilizing a questionnaire adopted by Park(1988). Data were analysed using percentage distribution, ANOVA, Scheffe test and Pearson Correlation Coefficient. The results are summarized as follows : 1. The majority of the head nurses and staff nurses perceived the head nurse as having a tendency to exercise high level authority and benevolence oriented leadership. 2. The majority of the staff nurses carried out their nursing performance in a highly skilled manner. 3. There were significant differences in perceptions of leadership style between head nurses and staff nurses. 4. “Authority” and “Benevolence” in leadership style as perceived by the head nurses were related very weakly to the nursing performance of the staff nurse. 5. “Benevolence” of leadership style as perceived by the staff nurses was related very weakly to the nursing performance of the staff nurse. 6. Group comparisons of nursing performance and leadership style found that high nursing performance by the staff nurse was related in the group with high “Authority” as perceived by the head nurse and low “Authority” as perceived by the staff nurse. From the above findings, this study suggests the following : 1) Further studies are needed to control extraneous variables. 2) Efforts in leadership development are needed to enhance nursing performance. 3) Factor exploration study are needed to seek factors that contribute to the perception gap between the head nurse and the staff nurse.

• Journal of Korean Clinical Nursing Research
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• v.16 no.3
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• pp.25-37
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• 2010

Purpose: The purpose of this study was to examine potential factors related to the management of cancer pain, that is, hospital institutional factors as well as personal aspects of nurses. Methods: This study was a descriptive research study in which 229 RNs working in 2 tertiary medical institutions in Seoul and 4 secondary medical institutions in Seoul, Incheon and Gyeonggi were surveyed. Results: It was found that nurses' knowledge about pain intervention, their working division and their knowledge about the use of analgesics had different effects on their pharmacologic interventions. These 3 variables explained 14.5% of the variance regarding pharmacologic interventions. On the other hand, nurses' knowledge about pain interventions and nursing organization were variables affecting non-pharmacologic interventions by the nurses. These two variables explained 22.1% of the variance regarding non-pharmacologic interventions by the nurses. Conclusion: The findings indicate that nursing organization, one of hospital institutional factors, had significant effects on non-pharmacologic interventions. Therefore, to increase effective pain management by nurses, an organizational system should be established such as placement of nurse practitioners, improvement of nurses' autonomy in pain management, and development and distribution of standardized guidelines.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.12 no.2
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• pp.215-222
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• 2005

Purpose: To identify the incidence of cutaneous injury in clinical nurses. Method: From Feb.1 to 28, 2005, 276 clinical nurses were surveyed by questionnaire. Results: 1. Of the nurses, 53.6% had at least one incidence of cutaneous injury, and the mean number of injuries was 1.34. A higher incidence rate for cutaneous injury was found in nurses who were under the age of 25, unmarried and who had less than 3 years career experience. 2. The major causes of injury were syringe needles at 65.0%, and medical instrument were next followed by sharp objects or blades. The injuries occurred when the nurses were rearranging equipment after care (25.2%), taking blood samples (22.8%), separating syringes and needles (17.1%), during surgical operations (14.2%), and distribution of medications, treatments and recapping of needles (5.7% each). The hands were the most common body parts injured, and the most prevalent pathogens contaminating the instruments causing the injury were HBV syphilis, HCV and HIV in that order. 3. Of the injured nurses, 77.9% did not report the accident and 25.8% did not receive any treatment because there were no pathogens, it was a bother or there was difficulty reporting the incident. Conclusion: To reduce cutaneous injuries, intensive training and supervision may be needed for those of nurses under the age of 25, unmarried and with less than 3 years career experience.

• The Journal of Korean Academic Society of Nursing Education
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• v.23 no.3
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• pp.353-362
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• 2017

Purpose: This study aimed to analyze the mobility of newly graduated nurses from regions where their nursing schools were located to regions where they took up their first jobs, and to identify factors influencing nurses' mobility. Methods: Data from the Graduates Occupational Mobility Survey, collected annually from 2010 to 2014 by the Korea Employment Information Service, were analyzed. The sample consisted of 1,488 graduates and 1,229 nurses who were employed on a full-time basis in hospitals. Multiple logistic regression analysis was conducted to identify factors associated with geographic mobility. Results: Among the nurses working in hospitals, 69.2% had their first jobs in their nursing school regions and 11.3% in their high school regions. Fifty-two percent of the nurses worked in the capital region; 47.2% thereof had moved from a non-capital region. Nurses were more likely to work in their nursing school region when they were female, were older, graduated from a high school located in their nursing school region, graduated from a college (vs. university), had a lower nursing school performance, and expected lower monthly wage, compared with those who left their nursing school region. Conclusion: Education and remuneration policies are required to reduce geographical mobility to the capital region.