• Journal of Korean Academy of Nursing Administration
• /
• v.13 no.2
• /
• pp.184-190
• /
• 2007

Purpose: This study was undertaken in order to suggest self-leadership as a method for nurses to lower their job stress and enhance their job satisfaction. So the relations among self-leadership, job stress and job satisfaction were studied. Method: The subjects of study were 123 nurses who have been working in 2 general hospitals located in K city. The data were collected by Q & A and analyzed using descriptive statistics, Pearson's correlation coefficient, t-test, and ANOVA on SPSS Program. Result: Nurses got average 3.50, 2.64 and 3.12 points out of 5 in their self-leadership, job stress and job satisfaction respectively. The self-leadership was negatively correlated with job stress (r=-.429, p=<.001) while it is positively correlated with job satisfaction(r=.281, p=<.001). And job stress was negatively correlated with job satisfaction(r=-.574, p=<.001). Job stress had statistically significant differences according to age and marital status. Conclusion: In conclusion self-leadership is correlated with job stress and job satisfaction. It is recommend that hospital managers have to develop methods which enhance self-leadership of nurses.

• Journal of Preventive Medicine and Public Health
• /
• v.33 no.4
• /
• pp.426-435
• /
• 2000

Objectives : To determine the relationships among quality, satisfaction, value and purchase intention in health care service. Methods : The data were gathered from out-patients who had used hospital services. They were asked to assess service quality, satisfaction, service value, and purchase intention. A total of 557 usable questionnaires were gathered. The data were analyzed using SAS version 6.12. The analysis methods employed in the study were confirmatory analysis and covariance structural analysis. Results : Service quality exhibited a significant and positive relationship with satisfaction, service value, and purchase intention. Furthermore, satisfaction had a significant and positive relationship with purchase intention. And finally, service value had a significant and positive relationship with both satisfaction and purchase intention. Based on these findings, it is evident that satisfaction was a mediator between service quality and purchase intention. Also service value played a mediating role between service quality and satisfaction. Conclusions : These results suggest that service quality is an antecedent of satisfaction and sonics value, and exerts a stronger influence on purchase intentions than satisfaction and service value do. Thus, managers may need to emphasize service quality in health care.

• Korean Journal of Clinical Pharmacy
• /
• v.29 no.1
• /
• pp.33-44
• /
• 2019

Objective: This study attempts to gauge the necessity of contraceptive education for women defecting from North Korea (NKDWs). Methods: We conducted in-depth interviews with six NKDWs who had lived in the Republic of Korea (ROK) for more than three years, to understand the subjects' perceptions, experiences, and opinions regarding contraception. Thematic analyses were performed using qualitative data provided in the survey results. Results: Before their defections from North Korea, none of the NKDWs had received any sex education. Loop is the only contraceptive method available to married women in ROK. After defection, NKDWs were provided information about contraceptive options available in China, but they could not fully understand this information. Furthermore, the information they received was not accurate. Thus, NKDWs had a high need for contraceptive sex education. As per our survey, their preferred education method was at least 3 lessons plus 1 : 1 counseling, as necessary. Conclusion: This study indicates that a necessity exists for development of a sex education program for NKDWs to enhance their contraceptive knowledge. Thus, government and health managers have a role to play in developing such a program.

• Korean Journal of Occupational Health Nursing
• /
• v.28 no.1
• /
• pp.36-43
• /
• 2019

Purpose: The purposes of this study were to investigate sleep quality and the related factors among clinical nurses. Methods: Data were collected from 208 nurses in general hospitals through self-report. Pittsburgh Sleep Quality Index (PSQI), Korean Epworth Sleepiness Scale (KESS), Insomnia Severity Index (ISS) were used. The data were analyzed t-test, ANOVA, $Scheff{\acute{e}}$ test, and multiple regression using the SPSS 20.0 program. Results: The mean scores of the subjects were $7.58{\pm}3.61$ on daytime sleepiness, $9.93{\pm}6.22$ on insomnia, and $7.29{\pm}3.05$ on sleep quality. The sleep quality in clinical nurses significantly influenced by insomnia (${\beta}=.55$, t=8.14, p<.001), daytime sleepiness (${\beta}=.16$, t=2.83, p=.005), and work satisfaction (${\beta}=-.15$, t=-2.35, p=.020). The three variables explained 55.9% of variance of sleep quality (F=10.73, p<.001). Conclusion: Sleep quality was influenced by daytime sleepiness, insomnia, and job satisfaction. To improve sleep quality, hospitals managers or leaders need to provide sleep promotion programs for preventing daytime sleepiness and insomnia.

• The Korean Journal of Health Service Management
• /
• v.12 no.2
• /
• pp.51-62
• /
• 2018

Objectives : This study investigated the influences of emotional intelligence, self-leadership, and job embeddedness on the work performance of clinical nurses. Methods : A survey was conducted with 258 hospital nurses. Data were analyzed using descriptive statistics, t-tests, ANOVA, Pearson correlation coefficients, and multiple regression with SPSS/WIN 23.0. Results : The mean scores were $4.64{\pm}0.6$ for emotional intelligence, $3.41{\pm}0.42$ for self-leadership, $3.11{\pm}0.52$ for job embeddedness, and $3.49{\pm}0.51$ for nursing work performance respectively. Nursing work performance was positively correlated with emotional intelligence, self-leadership, and job embeddedness. Multiple regression analysis showed that the factors affecting nursing work performance were self-expectation, fit, understanding of self-emotion, links, self-compensation, and age. Conclusions : The results indicate that self-expectation, fit, and understanding of self-emotion are very important factors in nursing work performance. Therefore, nurse managers should enhance nurses self-expectation, fit, and understanding of self-emotion by developing various emotional sensitivity and support programs.

• Journal of Home Health Care Nursing
• /
• v.27 no.3
• /
• pp.271-283
• /
• 2020

Purpose: This study aimed to develop a scale measuring the Tae-Wom in nurses. Methods: The initial items were based on an extensive literature review and in-depth interviews with seven nurses with varied careers. Thirty-five items were derived from a pilot survey. Data were collected from 196 hospital nurses, and analyzed to identify items of the scale as well as to verify the exploratory factor analysis, reliability, and validity of the scale. Results: The results of the exploratory factor analysis showed that six factors contained 26 items and 65.2% of the total explained variance. These six factors comprised negative behavior exhibited by the Tae-Wom recipient, personal character of the Tae-Wom giver, personal character of nursing unit managers, work attitude of the Tae-Wom giver, overwhelming workload, and unskilled relationships. Furthermore, convergent and discriminant validity testing verified these items. The internal consistency reliability was acceptable (Cronbach's α= .93), and Cronbach's α for each factor ranged from .62 to .90. Conclusion: The developed Tae-Wom scale will serve as a tool for verifying the Tae-Wom state in nursing organizations. Therefore, this scale is expected to mitigate the negative effects of the Tae-Wom.

• Korean Journal of Occupational Health Nursing
• /
• v.31 no.2
• /
• pp.66-76
• /
• 2022

Purpose: This study aimed to explore the constructs and context of hospital nurses' organizational silence. Methods: In-depth interviews were conducted with 17 nurses in small-middle general hospitals as well as big university hospitals. We then derived the key themes using grounded theory method. Results: Nine themes and 30 sub-themes were derived: "Willing to be recognized for performance rather than saying", "Getting used to the hard-to-speak climate", "Face the reality that does not change when said", "Complicated situation that prevents self-regulating decision-making", "Conflicts that are difficult to confront", "Unfair responsibilities that I want to evade", "Leaders who don't support me", and "Being blocked in communication". Consequently, the nurses learned to adopt a climate of silence and "learned organizational silence" behavior. They experienced that prosocial silence was essential for obtaining approval as a member of the group, and defensive silence for protecting themselves in the hierarchical structure and unfair responsibilities. Acquiescent silence originated from a futile relationship with their supervisors, one-way communications, and the unsupportive management system, in which three types of silence appeared sequentially or in combination with each other. Conclusion: Based on these results, nursing managers should identify the context of nurses' organizational silence and should lessen these silence behaviors.

• Journal of Yeungnam Medical Science
• /
• v.40 no.1
• /
• pp.58-64
• /
• 2023

Background: A group health service is a system that delegates workplace health management to an entrusted institution. There have been various studies on group health services to date, but recent changes, such as an increase in foreign workers, are rapidly changing industry characteristics. Methods: Satisfaction was assessed using a 27-question survey distributed among 203 workplaces employing health professionals. The survey items consisted of general characteristics, comprehensive satisfaction, requirements for health professionals' work, and satisfaction with work environment management, ergonomic management, and healthcare management. Multiple regression and frequency analyses were performed. Results: The comprehensive satisfaction was 4.08 points on average, out of 5. The comprehensive satisfaction of health professionals in the industry was positively correlated with each factor. Hazardous materials and chemical management (material safety data sheets, MSDSs) were the most common requirements. Conclusion: A low level of satisfaction with work environment management indicates high demand for healthcare management. The working environment should be improved by identifying characteristics of the workplace, examining harmful substances, inspecting equipment, and enhancing worker methods. The shorter the work experience of health professionals, the more dependent they are on group health services. The variables affecting comprehensive satisfaction were the period of work, healthcare management satisfaction, and work environment management satisfaction. Most of the requirements of health professionals in the workplace were practical improvement case presentations, MSDSs, and legal document management.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.7 no.2
• /
• pp.35-44
• /
• 2012

This paper provides information for decision making of the managers and the staffs of oriental medicine hospitals through the analyzing financial statement. The oriental medicine hospitals decreased total assets, total gross revenues, and increased debt. Comparison of years 2008 and 2010, oriental medicine hospital's total assets decreased, liabilities increased, total revenue decreased, and showed a continuing deficit. On the other hand, the rate of net worth of the oriental medicine hospitals were high and lower dependence on the borrowings. So the management performance of the oriental medicine hospitals as a whole were good. However some the oriental medicine hospitals were experiencing serious financial difficulties. In order to the hospitals overcome its financial difficulties, they had to rely on short-term borrowings. In consideration of the reserve fund for essential business, the transfers and the net profit ratio to total assets of the operating profit ratio to total assets were the level of commercial interest rates. But the operating profit ratio to the total assets were significantly different according to the hospitals. And 10 hospitals of the operating profit ratio to gross operating revenues were (-), they had problems with profitability. Meanwhile the total amount of capital and the equity capital of reduced hospitals increased, there were significant differences even between hospitals.

• Journal of Korean Society of Occupational and Environmental Hygiene
• /
• v.15 no.2
• /
• pp.90-103
• /
• 2005

Objective: This study was carried out to assess the status of working environments, to improve the working environments, and to be helpful to prevent occupational disease. Methods: The authors measured the noise level, concentration of dust, heavy metals, organic solvents, and other chemicals at 95 industries (22 working processes) by type of working process in manufacturing industry of parts and accessories for motor vehicles and its engines from January to December 2003. Samples were measured and analyzed by regulations of Korea Ministry of Labor, manuals of National Institute for Occupational Safety and Health (NIOSH) and Occupational Safety and Health Administration (OSHA). Results: Results are as follows. 1. Major processes exceeding mean noise levels provided the American Conference of Governmental Industrial Hygienists (ACGIH) Threshold Limit Value (TLV) were shakeout [97.5 dB(A)]. shot-blast [94.2 dB(A)], pressing [92.9 dB(A)], crushing [91.2 dB(A)], and cleaning [90.6 dB(A)]. 2. Mean concentrations of dusts were not exceeded to the TLV. But concentration on some points of processes as like welding (6.50 mg/m3), foundry (5.24 mg/m3) were exceeded. 3. Mean concentrations of heavy metals were not exceeded to the TLV. 4. Mean concentrations of organic solvents and chemicals were not exceeded to the TLV. 5. Improving rate for working environment were significantly higher in industries with health manager than without (p<0.05), and by increasing the year of working environmental measurement (p<0.01). Conclusions: The results suggest that working processes of exceeding to the TLV will be needed rapid improvement of the working environment, and also the others will be needed positive management of the working environment. Health managers must be recommended to employ in the workplace, and further studies for relationship between working environment and health effects for the workers must be carried out.