• Journal of Korean Academy of Fundamentals of Nursing
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• v.18 no.2
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• pp.258-266
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• 2011

Purpose: The purpose of this study was to examine the relationships among negative emotion, emotion suppression, job satisfaction and organizational commitment in Hospital Nurses. Method: The participants were 155 registered nurses working in 1 hospital in Seoul. Data were obtained by self-report questionnaires. Data were collected from October 1 through October 9, 2010. Data were analyzed using frequency and percentage, t-test, ANOVA and Scheffe's test and stepwise multiple regression. Result: The influencing factors for organizational commitment of hospital nurses were job satisfaction, position, total clinical career, and negative emotion. These variables explained 56.6% of the variance of the organizational commitment. Conclusion: These results indicate that improving job satisfaction is the best way to enhance nurses' organizational commitment and thus, a need to improve the job satisfaction of hospital nurses.

• Korea Journal of Hospital Management
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• v.9 no.1
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• pp.115-132
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• 2004

The purpose of this study is to investigate the impacts of distributive and procedural justice on job satisfaction and organizational commitment among hospital nurses. The samples of this study consisted of 353 nurses from 8 general hospitals located in Seoul and Youngnam area in Korea. Data were collected with self-administered questionnaires and analyzed using hierarchical regression technique. Contrary to the predictions of the interaction, main effect or cultural model, the results of this study show that both distributive and procedural justice have significant positive impacts on job satisfaction and organizational commitment among hospital nurses, and the former has stronger effects than the latter. The results imply that hospital administrators should take measures to establish procedural and distributive justice to increase job satisfaction and organizational commitment among hospital nurses.

• Journal of Korean Academy of Nursing
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• v.54 no.2
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• pp.279-295
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• 2024

Purpose: This study aimed to develop a scale to measure hospital nurses' silence behavior and examine its validity and reliability. Methods: A total of 52 preliminary items on hospital nurses' silence behavior were selected using a content validity test by seven experts on 53 candidate items derived from a literature review and in-depth interviews with 14 nurses. A total of 405 hospital nurses participated in a psychometric testing. Data analysis comprised item analysis, exploratory and confirmatory factor analyses, and convergent and discriminant validity tests. Pearson's correlation coefficient was used for assessing concurrent validity, and Cronbach's alpha was used for the reliability test. Results: The final scale consisted of nine factors with 31 items, exhibiting acceptable model fit indices, convergent validity, and discriminant validity. The score of the entire scale was positively correlated with the 'Organizational Silence Scale (OSS)-the issues on which nurses remain silent' (r = .60, p < .001) and 'OSS-the reasons why nurses remain silent' (r = .68, p < .001). Cronbach's α of the scale was .92, and α of each subscale ranged from .71 to .90. Conclusion: The Hospital Nurses' Silence Behavior Scale is a useful tool for assessing multifaceted silence behavior among nurses. It can provide basic data for developing better communication strategies among nurses and other hospital staff.

• Korean Journal of Occupational Health Nursing
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• v.21 no.3
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• pp.283-289
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• 2012

Purpose: The purpose of this study was to identify the effects of the social support and ego-resilience on the nursing performance among hospital nurses. Methods: The subjects of this study were 369 nurses in a senior general hospital. We used the self-reported questionnaire to assess the level of ego-resilience, social support and nursing performance of hospital nurses. The data were analyzed using descriptive statistics, frequency, t-test, ANOVA, Pearson's correlation coefficient and stepwise multiple regression. Results: This study showed the positive relationship between the social support and ego-resilience on tne the nursing performance of hospital nurses. The higher group of the social support and ego-resilience showed the more performance of hospital nurses. And, the influencing factors on the performance are age, ego-resilience, social support, night working days a month in the order. Conclusion: Further studies will be needed to promote the performance of nurse in hospital and policies to be develop to elevate the social support and ego-resilience of nurses.

• Journal of Korean Clinical Nursing Research
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• v.24 no.2
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• pp.245-254
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• 2018

Purpose: The aim of this study was to assess nurses' evidence-based practice (EBP) beliefs and competencies, and organizational supports to develop EBP. Methods: A descriptive study was conducted using a survey of clinical nurses at a tertiary hospital in South Korea. Results: The survey was distributed to a total of 1,413 nurses and was completed by 1,318 nurses. There were significant differences in the EBP beliefs and competencies, and the perception of organizational supports among nurses at different educational levels. The EBP beliefs, EBP competencies, and organizational supports had a positive correlation with each other. EBP competencies were the highest in nurses with less than 3-years of clinical experience, and the perception of organization supports were the highest in nurses with more than 10-years of clinical experience. Conclusion: The findings suggest that educational programs, training, and organizational supports are recommended for facilitating successful EBP among nurses.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.5
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• pp.518-530
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• 2016

Purpose: The purpose of this study was to investigate effect of the SBAR-Collaborative Communication Program on nurses'communication skills and on collaboration between nurses and doctors. Methods: From March 11 to November 11, 2013, data were collected from 180 hospital nurses working in a university hospital in Gyeonggi province. Outcomes were measured at three time intervals; before, three and six months after the program was completed. Results: After participating in this program, there was a significant increase in nurses'communication skills but not in collaboration between nurses and doctors. None of the participants' general categories influenced nurses'communication skills at pre-test, but age, education level, total years of working and work department significantly influenced scores at 3 and 6 months. Work department was the only category for which there was a significant difference in collaboration between nurses and doctors at pre-test, and education level and work department were related to significant improvement at 6 months. Conclusion: Findings indicate that this program can improve communication skills for nurses and also, collaboration between nurses and doctors, especially for nurses under 25 years of age. Thus nursing and hospital managers should provide SBAR-Collaborative Communication Programs to new nurses in their job training.

• Child Health Nursing Research
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• v.23 no.4
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• pp.459-469
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• 2017

Purpose: Nurses experience burnout related to various factors. For this descriptive research job stress, compassion satisfaction, and compassion fatigue were examined as to their relationship to burnout in nurses from children's hospital. Methods: The participants were 305 nurses working in children's hospital. Self-report questionnaires were used to measure job stress, compassion satisfaction, compassion fatigue and burnout. Results: Nurses in children's hospital experienced a greater than moderate degree of job stress, compassion satisfaction, compassion fatigue and burnout, whereas differences existed according to general characteristics. Job stress, compassion fatigue and burnout showed a significant positive correlation and results of compassion fatigue and burnout were similar. Also, job stress, compassion satisfaction and compassion fatigue were associated with burnout in nurses working in children's hospital. Conclusion: Findings indicate that as longer work experience is accompanied by higher job stress and burnout, it is necessary to develop intervention programs to reduce burnout among career nurses exposed to greater job stress in children's hospital.

• Journal of East-West Nursing Research
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• v.29 no.2
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• pp.95-105
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• 2023

Purpose: The purpose of this study was to develop a measurement tool for burnout in general hospital nurses and verify its reliability and validity. Methods: Construct factors were extracted through an extensive literature review and in-depth interviews with nurses. Psychometric testing was conducted with 550 nurses in a general hospital. Data were analyzed using validity and reliability testing. Results: As a result of factor analysis, 4 factors and 26 items were selected. The burnout factors of general hospital nurses were professional quality of life, work environment excellence, job satisfaction, and negative emotions. The overall coefficient of determination was 46.38%. These factors were validated through convergent, discriminant and concurrent validity testing. The internal consistency reliability was acceptable (Cronbach's α=.91). Conclusions: The Burnout Scale for General Hospital Nurses is a valid and reliable tool that contributes to the assessment of burnout in general hospital nurses. This scale is expected to be used in burnout practice and research of general hospital nurses.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.4
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• pp.515-526
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• 2009

Purpose: The purpose of this study was to investigate the role of Self-efficacy and Social Support in the emotional labor among hospital nurses. Method: Data was collected from 389 nurses in 3 general hospitals by means of structured questionnaires. Data was analyzed with descriptive statistics, Pearson's correlation coefficient and hierarchial multiple regression using the SPSS 14.0 program. Result: (a) self-efficacy of hospital nurses had no significant moderating and mediating effects between emotional labor and burn out, turn over intention. (b) Social support of hospital nurses had significant mediating effects between emotional labor and burn out, turn over intention. However, social support did not show moderating effects. Conclusion: Social support was a more important predictor of emotional labor than self-efficacy of hospital nurses. This finding suggests the importance of social support to increase hospital nurses psychological well-being and development of organization.

• Journal of Korean Clinical Nursing Research
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• v.15 no.2
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• pp.5-21
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• 2009

Purpose: This study was aimed to develop a tool for evaluating nurses' performance by using Balanced Score Card (BSC) in hospital units. Methods: Preliminary survey was done in 10 hospitals to investigate evaluation criteria for nurses' performance. For the main study, each of 14 nursing managers evaluated 2 nursing units (total of 28 nursing units) to verify the sensitivity of the tool criteria. The evaluation result drawn from the preliminary BSC tool was analyzed to verify the sensitivity and validity of the tool. Results: As a result, nurses' performance evaluation tool consisted of 4 categories, 8 objectives, and 14 criteria was developed. Conclusion: The BSC tool for nurses' performance evaluation provides meaningful data in evaluating nursing performance in hospital units.