• Perspectives in Nursing Science
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• v.11 no.1
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• pp.18-29
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• 2014

Purpose: This study sought to ascertain and describe u-Health nurses (ubiquitous healthcare nurse, tele-nurse)' experiences working with low-income elders in Korea. Methods: Data were collected through semi-structured interview, focus group interviews of 6 nurses and participant observations in community places in public rental housing in the city of Seoul. The ethnographical analysis method, proposed by Spradley, was used to analyze interview data. Results: We identified two major clusters of themes on common issues and concerns experienced by nurses: "work environment" and "daily work life." In addition, ten themes and fourteen sub-themes were extracted from the field work data. Conclusion: The study provided a deeper understanding of the experiences and services of u-Health nurses in Korea, of which much remains to be understood, as the healthcare services they currently provide are limited. Moreover, its findings could empower novice nurses and expand nurse's professional knowledge and competence.

• Journal of Korean Public Health Nursing
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• v.30 no.1
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• pp.42-55
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• 2016

Purposes: The aim of this study was to examine the awareness of health education environment, teacher efficacy, and job satisfaction and to identify their relationship. Methods: A total of 193 school nurses from elementary/middle/high schools in Korea were enrolled in this descriptive study. The awareness of health education environment, teacher efficacy, and job satisfaction were measured using structured questionnaires. Results: The awareness on health education environment was $3.10{\pm}.56$ on average. School nurses with positive awareness on the environment showed significantly greater efficacy and job satisfaction than those with negative awareness, and school nurses at elementary schools had positive awareness on the environment compared with those in middle/high schools. Those with work experience of 11 years or more had a positive awareness on the environment. However, heavy workload, lots of work irrelevant to school nursing and few training opportunities on health education were recognized negative items. The awareness on the health education environment was positively correlated with teacher efficacy and job satisfaction, respectively. In particular, the awareness on health education environment influenced teacher efficacy and job satisfaction. Conclusion: Teacher efficacy and job satisfaction should be enhanced through continued improvement of the health education environment to promote the effect of health education.

• Safety and Health at Work
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• v.12 no.2
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• pp.249-254
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• 2021

Introduction: Workplace violence (WPV) is a major occupational and health hazard for nurses. It affects nurses' physical and psychological well-being and impacts health service delivery. We aimed to assess the prevalence and describe the consequences of WPV experienced by nurses working in an emergency department in Kenya. Methods: We conducted a descriptive cross-sectional study among emergency nurses at one of the largest tertiary hospitals in Kenya. We collected data using a structured questionnaire adapted from the 'WPV in the Health Sector, Country Case Studies Research Instruments' questionnaire. We described the prevalence and effects of WPV using frequencies and percentages. Results: Of the 82 participating nurses, 64.6% were female, 57.3% were married and 65.8% were college-educated (65.8%). Participants' mean age was 33.8 years (standard deviation: 6.8 years, range: 23-55). The overall lifetime prevalence of WPV was 81.7% (n = 67, 95% confidence interval [CI]: 71.6%-88.8%) and the 1-year prevalence was 73.2% (n = 63, 95% CI: 66.3-84.8%). The main WPV included verbal abuse, physical violence, and sexual harassment. Most incidents were perpetrated by patients and their relatives. No action was taken in 50% of the incidents, but 57.1% of physical violence incidents were reported to the hospital security and 28.6% to supervisors. Perpetrators of physical violence were verbally warned (42.9%) and reported to the hospital security (28.6%). Conclusion: Workplace violence is a significant problem affecting emergency nurses in Kenya. Hospitals should promote workplace safety with zero-tolerance to violence. Nurses should be sensitised on WPV to mitigate violence and supported when they experience WPV.

• Child Health Nursing Research
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• v.24 no.4
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• pp.373-382
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• 2018

Purpose: This study aimed to compare the quality of nursing care as perceived by registered nurses and mothers of hospitalized children in South Korea. Methods: This was a descriptive study that recruited 70 mothers of hospitalized children and 70 nurses in pediatric units in university hospitals as participants. The quality of pediatric nursing care was measured using importance and performance scores for 19 items describing various elements of nursing care. The collected data were analyzed using descriptive statistics and the independent t-test. Results: The hospitalized children mothers'mean importance scores were significantly higher than those of the nurses (t=2.94, p=.004). However, there were no significant differences in the mean performance scores of nurses and mothers (t=0.91, p=.363) or between nurses'and mothers'perceptions of quality of nursing care, with the exception of a significant difference for the quality of explanations (t=2.78, p=.006). The quality of explanations was assessed more positively by nurses than by mothers. Conclusion: This study suggests that when developing strategies to improve the quality of nursing care in pediatric wards, ensuring that pediatric nurses provide detailed explanations should be considered as a way to improve the quality of nursing care in pediatric units.

• Journal of muscle and joint health
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• v.27 no.2
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• pp.103-111
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• 2020

Purpose: This study aimed to investigate the relationship between general hospital nurses' work environment, resilience, and intention to remain, as well as to identify the factors associated with nurses' intention to remain. Methods: Study participants were nurses at a general hospital in Jeollabuk-do, South Korea. Data collection was undertaken from July 6th to 20th, 2017, through questionnaire responses from 257 nurses. Descriptive statistics were employed for data analysis, including: independent t-test, one way ANOVA, Pearson's correlation coefficient, and multiple regression analysis using SPSS/WIN 22.0. Results: Nurses' work environment, resilience, and intention to remain were found to have a statistically significant correlation. Intention to remain showed statistically significant positive correlations with the nurse's work environment (r=.72, p<.001), resilience (r=.50, p<.001). Factors found to influence intention to remain were work environment, resilience, job satisfaction, and health status. Conclusion: The study findings support the development of a specialized program to strengthen nurses' intention to remain. During the program's formulation, it is necessary to improve nurses' work environment and find ways to bolster the resilience of individual nurses.

• Korean Journal of Occupational Health Nursing
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• v.32 no.3
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• pp.99-110
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• 2023

Purpose: This study examined the job stress and perception of unit managers' authentic leadership on clinical nurses' intention to stay in nursing. Methods: This descriptive cross-sectional study utilized self-administered questionnaires. The study recruited a convenience sample of 211 clinical nurses from threertiary hospitals in South Korea. The survey was conducted between July and August 2021. The collected data underwent hierarchical multiple regression analyses. Results: The regression analyses indicated that clinical nurses' intention to stay was significantly associated with job stress (B=-0.06, 95% CI [-0.09, -0.04]), six or more years of clinical practice (B=0.60, 95% CI [0.13, 1.07]), men (B=0.87, 95% CI [0.30, 1.44]), and being placed on their desired nursing unit (B=0.39, 95% CI [0.27, 0.76]). Intention to stay was not found to be associated with authentic leadership by the unit managers. Conclusion: It is essential to implement workplace health promotion programs to prevent and reduce job stress among nurses to retain proficient clinical nurses. Additionally, nursing workforce management strategies tailored to the specific sex and career path of nurses are necessary. Moreover, careful consideration should be given to nursing unit placements that align with the individual aptitudes of nurses.

• Safety and Health at Work
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• v.13 no.1
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• pp.3-8
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• 2022

Background: This study aims to allow the development of efficient measures to improve occupational health of shift-working nurses focusing on job stress, health promotion behavior, resilience, and sleep disturbance. Methods: It was conducted on a subject panel of 137 nurses who were aware of the purpose of the study and agreed to participate. They worked three shifts at a tertiary hospital or a general hospital located in metropolitan city B. The collected data were analyzed by the independent t test and one-way analysis of variance and post-tested by Scheffe's test, Pearson's correlation coefficients, and multiple linear regression analysis using SPSS/WIN 25.0. Results: The significant influencing factors on sleep disturbance were of those whose subjective health status was 'normal' (b = 0.29, p < .001), 'not healthy' (β = .40, p < .001), who have job stress (β = .22, p = .003), and who have health promotion behavior (β = -0.17, p = .023). The overall explanatory power was 31.1% (F = 16.31, p < .001). Conclusion: Through this study, nurses' subjective health status and job stress of working shifts were found to be important factors influencing the sleep disturbance level, and the most influencing factor was identified as the subjective health status.

• Korean Journal of Occupational Health Nursing
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• v.19 no.2
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• pp.159-169
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• 2010

Purpose: This is a descriptive study to provide basic material that enables to prevent industrial hospital nurses from occupational stress, health problems and work impairment by understanding their work environment, stress, Presenteeism and correlation among them. Method: The subjects for this study consists of 272 industrial hospital nurses who have attended the training conducted by KAOHN from October to December 2009 and recognized the purpose of this study and agreed to participate. The questionnaire included Korean Version of Occupational Stress questionnaire developed by S.J. Chang and Stanford Presenteeism Scale questionnaire translated by Y.M. Lee. The data were analyzed using descriptive statistics, t-test, ANOVA, Scheff$\acute{e}$ test and Pearson's correlation coefficient with SPSS/WIN 17.0. Result: The industrial hospital nurses get much more stress than the average in three fields of occupational stress: interpersonal conflict, job insecurity and occupational climate. The study shows in particular, the age group of twenties with one to three year work experience having higher than any other groups in occupational stress, work impairment and perceived productivity of Presenteeism. Conclusion: It is necessary to develop management for these groups of nurses. In addition, institutional support and policy should be rendered to secure job conditions so that occupational stress can be relieved from these nurses and to prevent work impairment in advance as occupational stress has substantial correlation with health problems, work impairment and perceived productivity of Presenteeism.

• Korean Journal of Occupational Health Nursing
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• v.31 no.4
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• pp.187-197
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• 2022

Background: This study explores the pathways of nurse turnover in long-term care hospitals (LTCHs) and its underlying conditions in Korea. Although the factors of staying or leaving of nurses in LTCHs have been reported, few studies have examined the trajectory and conditions of nurses staying in and leaving LTCHs. Methods: A qualitative study design with a grounded theory approach was conducted. Data were collected in one-to-one interviews. Purposive and theoretical sampling led to the inclusion of 20 registered nurses from 15 LTCHs in South Korea. Results: Seeking work-life balance was the core category of the nurses' turnover pathway. The consequences of the nurses' turnover pathway were categorized into three groups: thriving, surviving, and leaving. Thriving nurses found meaning in their work, fostered good relationships, and saw opportunities for growth. Surviving nurses were enduring their jobs in LTCHs, having a work-life balance, and supportive nursing leaders. Leaving group nurses wished to leave LTCHs due to a lack of professional growth, unappealing work, continued conflict, and social stigma. Conclusion: This study provided the trajectory and conditions for nurses to enter, stay, move, or leave. Understanding the pathways for staying or leaving can be used as a strategy for successful retention of registered nurses in LTCHs.

• Journal of Korean Academy of Nursing
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• v.45 no.6
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• pp.879-889
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• 2015

Purpose: The purpose of this study was to construct and test a structural equation model of quality of work life for clinical nurses based on Peterson and Wilson's Culture-Work-Health model (CWHM). Methods: A structured questionnaire was completed by 523 clinical nurses to analyze the relationships between concepts of CWHM-organizational culture, social support, employee health, organizational health, and quality of work life. Among these conceptual variables of CWHM, employee health was measured by perceived health status, and organizational health was measured by presenteeism. SPSS21.0 and AMOS 21.0 programs were used to analyze the efficiency of the hypothesized model and calculate the direct and indirect effects of factors affecting quality of work life among clinical nurses. Results: The goodness-of-fit statistics of the final modified hypothetical model are as follows: ${\chi}^2=586.03$, ${\chi}^2/df=4.19$, GFI=.89, AGFI=.85, CFI=.91, TLI=.90, NFI=.89, and RMSEA=.08. The results revealed that organizational culture, social support, organizational health, and employee health accounted for 69% of clinical nurses' quality of work life. Conclusion: The major findings of this study indicate that it is essential to create a positive organizational culture and provide adequate organizational support to maintain a balance between the health of clinical nurses and the organization. Further repeated and expanded studies are needed to explore the multidimensional aspects of clinical nurses' quality of work life in Korea, including various factors, such as work environment, work stress, and burnout.