• Journal of Korean Academy of Nursing Administration
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• v.10 no.2
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• pp.211-218
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• 2004

Purpose: The purpose of this study was to examine the core competency and career commitment of the preceptors to identify utility of the preceptorship as career management program. Method: The subjects were 107 clinical nurses who were working in one university hospital composed of the head nurses(n=27), non-preceptors(n=28), new graduate nurses(n=26) and preceptors(n=26). Demographic characteristics, core competency and career commitment were measured. The core competency was evaluated by the head nurses, non-preceptors, new graduate nurses, and preceptor themselves. And the career commitment was compared between the preceptors and non-preceptors. For data analyses, percentage, mean, t-test, ANOVA were adopted with the use of SPSS WIN 10.0. Result: The results of this study showed that the core competency of the preceptors was evaluated excellently by all subjects. In three domains, there were no significant difference in role model, socialization facillitator and educator except for learning experience planning between the head nurses, non-preceptors, new graduate nurses and preceptors. The career commitment was significant difference between the preceptors and non-preceptors. Conclusions: The finding above indicated that the preceptorship utilized the improvement of the core competency and career commitment of the preceptors as career management program. therefore, continually, the effort and interest for development of the preceptorship can be a remarkable contribution for nurses' career management in nursing organization.

• Journal of East-West Nursing Research
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• v.23 no.1
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• pp.45-52
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• 2017

Purpose: This study was to identify the effects of self-resilience and social support on reality shock among new graduate nurses. Methods: The data was collected using self-reported questionnaires from a convenience sample of 111 new graduate nurses. The data was analyzed by descriptive statistical, independent t-test, ANOVA, Scheffe test, Pearson correlation coefficient, and multiple regression via the SPSS Window 23.0 program. Results: Among general and work related characteristics, factors that have shown significant differences on reality shock were gender (t=-2.29, p=.024), work unit (t=3.31, p=.023) and whether they are working at unit they desired (t=-5.08, p<.001). Reality shock has shown a negative correlation with self-resilience (r=-.51, p<.001) and social support (r=-.41, p<.001). Factors that affected the reality shock on new graduate nurses were self-resilience (${\beta}=-.43$, p<.001), whether they are working at unit they desired (${\beta}=.35$, p<.001) and their currently work unit (${\beta}=-.17$, p=.028). These factors take into account of 38.0% of overall reality shock. Conclusion: The results suggest that self-resilience, desired unit and current work unit should be considered as factors when developing an intervention to alleviate the reality shock experienced by new graduate nurses.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.18 no.4
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• pp.253-261
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• 2008

Objectives: The purpose of this study was to examine the influencing factors on presenteeism of nurses in Korea and Japan. Methods: The subjects were hospital nurses in Korea and Japan. Data of 1,618 nurses were collected from September 2007 to March 2008 by structured questionnaires. The response rate of subjects was 93.0% in Korea and 76.9% in Japan. The data was analyzed using SPSS 12.0 package. Results: The three major health problems of Korean nurses were 'shoulder, back and neck pain', 'fatigue or edema of foot' and 'gastrointestinal trouble'. The three major health problems of Japanese nurses were 'shoulder, back and neck pain', 'fatigue or edema of foot' and 'depression or anxiety'. 'Depression or anxiety' were considered the highest cause of presenteeism by nurses in both countries. The number of health problems was the most influencing factor on presenteeism by nurses in both Korea and Japan. Conclusions: These results imply that clinical nurses have a higher level of presenteeism. Therefore, administrators need to use job-related safety and health strategies to manage the presenteeism of nurses. It is desirable that those strategies will be specifically applied to gastrointestinal trouble management for Korean nurses and to depression management for Japanese nurses.

• Korean Journal of Occupational Health Nursing
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• v.23 no.3
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• pp.134-145
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• 2014

Purpose: The purpose of this study was to identify factors affecting clinical nurses' presenteeism. Methods: A descriptive cross-sectional design was used in which participants completed self-report questionnaires that consisted of measures for nurses' job satisfaction, job stress, professionalism and presenteeism. 267 nurses working in general hospital participated in this study. Logistic regression analysis was used to estimate predictors of the presenteeism in clinical nurses. Results: 250 nurses experienced one or more health problems last one month. The group who experienced presenteeism during the last one year had significant differences in professionalism and perceived productivity. Predictors of sickness presenteeism in clinical nurses included work experience, total health problem and last 1 year absenteeism. Last 1 year absenteeism and total health problem were strongly related to presenteeism in clinical nurses. Conclusion: Major findings of this study indicated that in dealing with nurses' presenteeism, not only managing nurses' job stress and job satisfaction but also providing flexible work schedule and increasing staffing level as an organizational approach are necessary to be considered. Further repeated and expanded research is needed to explore the multidimensional aspects of nurses' presenteeism including a broad range of work setting and the influence of Korean nurses' organizational culture on presenteeism.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.5
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• pp.459-468
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• 2015

Purpose: The purpose of this study was to identify the effect of Psychosocial health and Self-nurturance on the experience of new graduate nurses. Methods: A cross-sectional survey design was used. The participants in this study were 149 nurses who had less than 12 months of nursing experience and were working at one of 4 general hospitals. The data were collected by a self-administered questionnaire from Nov. 2012 to Oct. 2014. Results: The total mean score for Psychosocial health was $3.07{\pm}0.60$, Self-nurturance, $3.38{\pm}0.44$, and graduate nurse experience, $2.59{\pm}0.27$. The effect of Psychosocial health and Self-nurturance predicted 23% of variance in graduate nurse experience. Conclusion: These results indicate that Psychosocial health and Self-nurturance have a positive relationship to graduate nurse experience. Therefore, further studies including approaches that support Psychosocial health and Self-nurturance are recommended to help in the adaptation of newly graduated nurses to clinical settings.

• Korean Journal of Occupational Health Nursing
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• v.7 no.2
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• pp.186-199
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• 1998

Necessity for the guidebook of occupational health nursing practice has been perceived by our OH research members since the health management of small scale enterprises(SSE) was controlled by law. Mean-while, developing the OH manual, our team found that the work situation of occupational health nursing(OHN) services should be prior to the construction of the OHN manual. This procedure was regarded as helpful for producing the OH manual which is fitting to the Korean nursing circumstances. Thus, this study was planned and carried out. The study aimed to find out current situation of work performance on occupational health nursing practice perceived by nurses working for health management of SSE. Questionnaire was distributed to the OH nurses working in the 55 group occupational health service(GOHS) agencies throughout the Korea from January to March in 1997. Ninety-seven nurses of the 31 GOHS agencies responded. Descriptive statistics was used in the SAS programme. Four nurses participated to select nursing area investigated in the study. Those area were 'document', 'job orientation', 'OH reference', 'nursing theory', 'group health education', 'health examination', 'work dilemma', 'approach attitude', 'workplace visit', 'health promotion' and 'communication'. Results can be summarized as follow : Types of document were mentioned diversely depending on the GOHS agencies. Job orientation was seen to be performed by nurses in 56% among the 75.3% nurses responded. Sixty five percents of nurses agreed to apply nursing theories into the OH with lack of knowledge on them. Health screening and health education were responded as commonly provided nursing activities with various nursing obstacles as well as indicated in the area of 'work dilemma', 'approach attitude', 'workplace visit', 'health promotion'.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.2
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• pp.193-202
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• 2009

Objective: The purpose of this study was to compare preceptors and new graduate nurses on their perception of preceptor teaching effectiveness. Methods: The participants were 90 new nurses and 90 preceptors who worked in A medical center. The data were collected from July 1 to September 30, 2008. A cross-sectional descriptive survey was done using a structured questionnaire. Results: New nurses' perception ($4.07{\pm}.44$) of the preceptor teaching effectiveness was significantly higher than perception of the preceptors ($3.57{\pm}.37$). Fifty five percent of new graduate nurses reported a lack of coherence in the preceptor's practice guidelines. For 5 causal factors classified on the teaching effectiveness, the factor of 'Professional knowledge and ability' showed the highest score, but 'Interpersonal and communication skill' got lowest score for both group. Preceptors responded that they did not have enough time to teach well because of their heavy workloads. Conclusions: These results suggest that the preceptors need appropriate compensation and education opportunities, and new graduate nurses need consistent education by the teaching professionals. Therefore, it is important to give preceptors full charge of the preceptorship. Also, it will be necessary to develop education programs to enhance interpersonal and communication skill for preceptors and new nurses.

• Journal of Korean Clinical Nursing Research
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• v.23 no.1
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• pp.40-53
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• 2017

Purpose: The purpose of this study was to identify core competencies for new nurses and valuate the appropriateness and capability of core competencies. Methods: Mixed method was applied for the study. Qualitative data were obtained from preceptor and nurse manager utilizing an open-ended survey question and qualitative data analysis was conducted. The quantitative data were collected from 238 nurses (79 new nurses, 78 preceptors, 81 nurse managers) and descriptive statistics, ANOVA, $x^2$ tests were applied. Results: Three themes (20 contents) were identified as core competencies: competency as an employee, competency to perform nursing care for patient, competency to maintain nursing expertise. New nurses recognized themselves as having higher competency as an employee and to perform nursing care for patient when compared to nurse managers. Conclusion: The findings identified core competencies for new nurses need to be reflected to developing human resource management strategies for hiring new nurses.

• KOREAN ASSOCIATION OF OCCUPATIONAL HEALTH NURSES
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• v.17 no.1
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• pp.61-61
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• 2010

• Journal of Korean Academy of Nursing Administration
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• v.8 no.1
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• pp.55-72
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• 2002

Purpose : This study aimed at understanding the lived experience of new graduate nurse in hospital setting.Method : This study was based on a phenomenological approach. For this study, 8 new graduate nurses participated. The unstructured in-depth interviews were carried out from June to October, 1998. The data was analyzed Van Kaam's method.Results : Clinical new graduate nurses experienced clinical adaptation and endeavor, professional conflict of nursing, disability of nursing performance, work stress and management, maladaptation of human relationships, diverse emotions of interpersonal relationships, change of personal identity, difference between theory and reality of nursing.Clinical adaptation and endeavor included to get familiar with hospital life, satisfaction and worth for nursing, to get familiar with scoldings, calm down by oneself, efforts for self-development. Professional conflicts of nursing included future uncertainties in the hospital, dissatisfactions in work, doubts and regrets in nursing.Disability of nursing performance included lack of knowledges and skills, desolate working, stresses from mistake in working. Work stress and management included psychological signs and symptoms, physical signs and symptoms, management of stress. Maladaptation of human relationships included unsuitabilities in nursing unit climate, difficulties in human relationship. Diverse emotions of interpersonal relationships included regrets and absurdities to clients, thanks and regrets to colleagues, difficulties with doctors, sense of rivalry with colleague nurses. Change of personal identity included to become narrowing life circle, change of personality. The differences between theoretical knowledge and practice included needs of systematic pre-education for clinical nursing practice, differences between nursing educations and clinical practices.Conclusion : Therefore, the human resource management reflecting new graduate nurses' experiences should be developed.