• Journal of Korean Academy of Nursing
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• v.27 no.4
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• pp.880-891
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• 1997

The purpose of this study was (1)to undertake a survey to identify the profile of inactive nurses, who account for 42.2% of the 130,000 RN(Registered Nurses) in Korea, (2)to identify factors related to the inactivation of these nurses, (3)to identify reasons behind the high turnover rate of nurses, and (4)to delineate measures for inactive nurses to participate in professional nursing activities so as to upgrade the quality of the health care delivery system in Korea. For these purposes, this study surveyed existing literature on the turnover of nurses and, used the nominal group technique of action research, to collect ideas from hospital/nurse administrators, inactive nurses, nurses on the job, graduate students in nursing, part-time nurses, patients, and their families to formulate strategies to mobilize inactive nurses. The findings are as follows : Frist, institutional supports should be provided to mobilize inactive nurses. To be more specific : (1) A data-base needs be created at the Korean Nurses Association to link inactive nurses with jobs available. (2) Retraining programs need be established to equip inactive nurses for new jobs. (3) Comprehensive information related to employment needs should be made available. Second, a conducive environment needs to be created to draw in inactive nurses to the job market. To be more specific : (1) A system of part-time work needs to be introduced in hospitals. (2) Nurse-specialists need to be promoted. (3) Potential jobs need to be created. (4) Working environment and terms and conditions for nurses need to be improved. (5) Competent nurses need to be secured in the health care delivery system. To achieve the goals presented above, this paper presented 55 specific strategies that may help mitigate the turnover rate of nurses and, in turn, help make the Korean Nurses Association effective in implementing its policies.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.15 no.1
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• pp.22-33
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• 2008

Purpose: The purpose of this study was to compare frequency and importance of nursing practice in novice nurses and student nurses. Method: A descriptive design was used with convenience sampling of 292 novice nurses in 2 hospitals with 500 beds and 214 student nurses from 4 universities. Data were collected using a structured questionnaire. Results: 1) The total score for frequency of nursing practice was $2.58{\pm}0.41$ and for the importance of nursing practice was $3.03{\pm}0.36$ in novice nurses and in student nurses the frequency score was $2.66{\pm}0.69$ and the total score for importance was $3.24{\pm}0.35$. 2) The total score for frequency was not different between novice and student nurses, but 9 of the top 10 categories in order of frequency were significantly different. 3) The score for importance between novice nurses and student nurses was significantly different with the student nurses having higher scores than the novice nurses. 4) Frequency scores were not different for students in universities compared to students in community colleges. Conclusion: Novice nurses perform skills associated with medication, but student nurses do not and therefore do not recognize the importance of these skills. Education in nursing needs to identify strategies to strengthen practice in this vulnerable area.

• Journal of Korean Academy of Nursing
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• v.32 no.2
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• pp.219-230
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• 2002

This study was aimed at comparing and evaluating one main role, the professional self concept and job satisfaction of public health nurses and clinical nurses. Method: The data was collected from 72 nurses in 8 health centers and 86 nurses in 5 hospitals in Daegu city and Kyungpook province from May 5th to June 5th, 2001. This study was interviewed by trained social workers. The origin of questionnaires used in this study were PSCNI(Professional Self-Concept of Nurses Instrument) to measure the professional self concept of nurses and JDI(Job Descriptive Index) to measure the job satisfaction of nurses. The data was analyzed by SAS(version 6.12) and statistical methods used were Chi-square test, t-test, ANOVA(analysis of variables) and ANCOVA(analysis of covariate). Result: The findings of this study were as follows: 1. The most important domain in the main role of public health nurses were as counsellors, managers, mediators and evaluators. In clinical nurses, their main roles were, directors of nursing, researchers, spokesmans, and informers. 2. Public health nurses showed lower scores in the professional self concept of nurses than clinical nurses, what statistically significant tool was used to suggest this finding. 3. Public health nurses showed higher scores in job satisfaction than clinical nurses, but again, explain the tool used in these findings for give a rationals. 4. For public health nurses, general characteristics which affected professional self concept were age, educational level, and duration of job. In clinical nurses, the general characteristics which affected professional self concept were age, religion, marital status, and duration of job. 5. For public health nurses, there was no general characteristic which affected job satisfaction. In clinical nurses, the general characteristics which affected job satisfaction were age, religion, and duration of job. Conclusion: Nursing profession should give a training to competent nurses who can deliver high quality care to meet the needs of health consumers. The role of nurses has been expended and specialized as health conception has been changed in Korea.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.4
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• pp.462-469
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• 2013

Purpose: This study was performed to identify the effects of self-leadership and job involvement on clinical competence in general hospital nurses. Methods: The participants in this study were 443 staff nurses working in general hospitals and having more than 6 months of nursing experience. Data were collected using self-administered questionnaires. Results: There were significant positive correlations between nurses' self-leadership and job involvement, and between nurses' self-leadership and clinical competence. In the multiple regression analysis, clinical career, type of department and self-leadership were significant predictors in explaining nurses' clinical competence and accounted for 28% of the variance in nurses' clinical competence. Conclusion: Study findings suggest that nurses' self-leadership is defined as having an important influence on nurses' clinical competence. In order to strengthen nurses' clinical competence, there is a need to develop education programs to increase nurses' self-leadership.

• Korean Journal of Occupational Health Nursing
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• v.30 no.4
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• pp.156-166
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• 2021

Purpose: This study verified the characteristics and types of perceptions and attitudes toward a positive image of nurses, as perceived by new nurses, by applying Q-methodology. Methods: Participants were 37 new nurses serving at tertiary hospitals accommodating over 300 beds. Data were collected from April 1~30, 2021. Results: A positive image of nurses was categorized into four types: professional leadership, skilled empathy, experienced responsiveness, and cooperative sincerity. It is believed that this study will help establish a professional view of nurses by verifying the positive image of new nurses, who are likely to lead the future. Conclusion: Furthermore, by reducing the turnover of new nurses and increasing their job satisfaction, it would be possible to secure professional nursing personnel and the public's perception of good nurses, thereby contributing to the enhanced social status of nurses.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.2
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• pp.195-205
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• 2014

Purpose: The purpose was to identify the influence the quality of head and clinical nurses' LMX (Leader-Member Exchange) on job satisfaction and organizational commitment. Methods: The participants were 42 head nurses and 202 clinical nurses who worked in 7 hospitals with more than 300 beds in I-city. The data were collected from March 10 to April 10, 2013 using a self-report questionnaire. Data analysis was performed using hierarchical regression with the SPSS/WIN 20.0 program. Results: The mean score for head nurses' LMX quality was 3.66 and for clinical nurses, 3.51. Clinical nurses' LMX quality and age had a positive impact on job satisfaction (F=8.00, p<.001). Clinical nurses' LMX quality and marriage (not single) had a positive impact on organizational commitment (F=6.76, p<.001). Conclusion: The LMX quality of head nurse was higher than that of clinical nurses, but did not positively affect clinical nurses' job satisfaction or organizational commitment indicating that the LMX quality of clinical nurses is more important than that of head nurse. Thus head nurses should make efforts to lead their units or teams in a positive and friendly way. This positive recognition will promote greater job satisfaction and organizational commitment of clinical nurses.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.13 no.3
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• pp.368-375
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• 2006

Purpose: The purpose of this study was to investigate the risk factors of exposure to blood and body fluid by clinical nurses. Method: The participants in this descriptive study were 276 clinical nurses involved in nursing care in a general hospital located in Seoul. The collected data were analyzed using a logistic regression model. Results: The annual exposure rate to blood and body fluid by clinical nurses was 66.3%, and the ratio was higher in the exposed group than in the non-exposed group for nurses under the age of 25, nurses who were unmarried, nurses with low clinical experience, and nurses who work night shifts more than six days a week. Clinical nurses who were unmarried were 1.9 times more likely to have been exposed compared to married nurses. Nurses whose work experience was less than 18 months were 2.7 times more at risk than nurses with more than 18 months of experience. Also, nurses whose fatigue scores were high had an increased chance of exposure (1.9 times). Conclusion: It is necessary to provide intensive training programs for clinical nurses who are in the early months of their career and are likely to be young and unmarried, in order to prevent exposure to blood and body fluid. Administrative supports to self-control and hospital ward operation measures to relieve nurses' fatigue should be provided.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.1
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• pp.133-141
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• 2015

Purpose: The purpose of this study was to identify the mediating effect of head nurses' emotional leadership as perceived by nurses in the relationship between nurses' job stress and job satisfaction. Methods: Study participants were 278 staff nurses currently working at two university hospitals in Busan, Korea. SPSS/WIN 21.0 program was used for data analysis to analyze descriptive statistics, t-test, correlation, and stepwise multiple regression. The significance level was set at p<.05. Results: Nurses' job satisfaction had a significant correlation with job stress (r=-.31, p<.001) and emotional leadership of nurse managers as perceived by nurses (r=.53, p<.001). Also, head nurses' emotional leadership experienced by nurses had a partial mediating effect in the relationship between nurses' job stress and job satisfaction. Conclusion: The results of this study show that the nurse managers' emotional leadership has an important influence on nurses' job stress and job satisfaction. Therefore, head nurses' emotional leadership is very important for effective human resource management and the hospital should offer education and training to booster head nurses' leadership by developing emotional intelligence to promote staff job satisfaction.

• Journal of Korean Academy of Nursing
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• v.29 no.4
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• pp.802-816
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• 1999

The purposes of this research were to identify nursing interventions performed by Korean nurses and to compare the interventions performed by nurses working in the oriental medicine hospitals and with those performed by nurses working in the general hospitals. The samples consisted of 144 Korean nurses working in three hospitals, 70 nurses working in the oriental medicine hospitals and 74 nurses working in the general hospitals. The Nursing Interventions Classification (NIC) Use Questionnaire developed by the Iowa Intervention Project team was translated to Korean and verified using the method of back-translation. The questionnaire consists of 433 intervention labels and definition. Thirteen interventions were used at least daily by nurses working in the oriental medicine hospitals, while twenty-one interventions were used at least daily by nurses working in the general hospitals. The most frequently used interventions by nurses working in the oriental medicine hospitals were Documentation, Shift Report Vital Signs Monitoring, Pressure Ulcer Prevention, Positioning, Fall Prevention, Exercise Promotion, Intravenous (IV) Therapy, Pressure Ulcer care, and Bed Rest Care in that crder. For nurses working in the general hospitals the most frequent intervention was Analgesic Administration, followed by the interventions of Medication Administration : Parenteral and Intravenous Therapy (IV) Therapy, Documentation, Intravenous(IV) Insertion, Shift Report, Fall Prevention, Vital Signs Monitoring, Medication Adnninistraction : and, Fluid Monitoring, and Medication Maragement in that order. The interventions performed least often by nurses working in the oriental medicine hospitals were Hemodialysis Therapy and Bleeding Reduction : Antepartum Uterus, while the interventions performed least often by nurses working in the general hospitals were Rape Trauma Treatment and Contact Lens Care. The nurses working in the oriental medicine hospitals performed the interventions in the Physiological : Complex domain significantly more often than the nurses working in the general hospitals, while the nurses working in the general hospitals performed the intervention in the Behavior domain significantly more often than the nurses working in the oriental medicine hospitals. This study suggests that further study will be needed to developed and validate more interventions sensitive to Korean culture.

• Research in Community and Public Health Nursing
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• v.10 no.1
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• pp.93-105
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• 1999

Recently, Korean health care industry managers are paying more attention to customer oriented service, the rationalization of business administration, and quality control of service to adjust their business to outer environment since IMF bailout program. They are focusing on the cost reduction through remodeling the size and structure of man power, viz. labor flexibility. Nurses are not free from this juncture and contingent nurses are increasing fast. This article intends to verify the actual condition of two types of contingent nurses -part-time nurses and internship nurses-and to compare their job satisfaction to provide basic resource for efficient management of nurse man power. The concrete goals of this article are; Firstly, to verify the actual condition of their employment. Secondly, to compare their job satisfaction. And Thirdly, to the relation between employment condition and job satisfaction. To accomplish these research goals, a statistical survey was executed, in which 384 questionnaires - 66 for manager nurses, 318 for contingent nurses-were given to nurses working at 66 general hospitals-which have at least 100 beds-in Seoul. Among them, 121 questionnaires-of 28 general hospitals-were returned. Then, the data coded and submitted to mean, standard deviation, T-test, variance analysis (ANOVA), correlation analysis, multiple regression analysis with SAS program. The research results of the contingent nurses are followings: 1. Two types of contingent nurses shows similar age spans: they are mostly 21 - 30 years old and unmarried. But internship nurses have high level of educational career. Part - time nurses spread at general beds, out -patient part, intensive care part, operation part, etc, but internship nurses work mostly at general beds. 2. Two groups shows difference in actual employment condition: average employment career of part -time nurses is 7.0 months but internship nurses' is 2.0 months: average duty-on days per month of part - time nurses are 23.7 days but internship nurses' are 24.8 days. But there are little difference in average working time per day: 7.7 hours for part -time nurses and 0 hours for internship nurses. 3. The average wage per month for part -time nurses is 836,026 won but for internship nurses is 557,428 won-66.7% of part-time nurses'. Both groups are enjoying little additional pay. 4. Both groups are getting job not so much through advertisement of newspaper or hospitals as through acquainted person or college. 5. Both groups show very high level of job satisfaction: 3.2195 for part -time nurses and 3.2881 for internship nurses. But they show very low satisfaction on payment level compared with other categories and two groups show meaningful difference(P<.0001). 6. The multiple regression test reveals the factors related with job satisfaction: wage level, working part(OR or ICU), age, job career, and motive of contingent job-taking('because I can take care of family duties at the same time') influence positively: motive of contingent job-taking('because I can work regularly without alternation') influences negatively.