• Journal of the Korea Society of Computer and Information
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• v.24 no.5
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• pp.121-130
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• 2019

The purpose of this study was to explore the level of the moral distress for nurses working in long-term care hospitals or nursing homes, and identify factors that influence the moral distress. Data were collected through self-reported questionnaires including the Korean version of Moral Distress Scale-Revised (KMDS-R), Jefferson Empathy Scale for Health professionals (K-JSE-HP), Moral Sensitivity Questionnaire (K-MSQ), and the Hospital Ethical Climate Survey (HECS). A total of 194 nurses from 11 long-term care hospitals or 27 nursing homes completed the structured questionnaires. Data were analyzed using IBM SPSS Statistics version 25. As results, the mean score for moral distress was $73.81{\pm}51.29$ in this study. The moral distress of nurses working at nursing homes was higher than that of nurses working in long-term care hospitals. Among the sub-factors of moral distress, the 'futile care' was the highest score and the 'limit to claim the ethical issue' was the lowest. The main factor affecting moral distress among nurses in this study was the ethical climate of organization. In this paper, we propose that in order to effectively reduce the moral distress of nurses working in a long-term care hospital or a nursing home, it is more impactful to address structural issues related to the caregiver workplace than to adjust individual factors.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.1
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• pp.65-84
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• 2001

This descriptive study was designed to find out the relation between nurses' perceptions of job-related empowerment, job satisfaction and organizational commitment. The data was collected from 390 staff nurses in a tertiary hospital located in Seoul during the period of 2 weeks from October 6 to October 19, 2000 by means of structures questionnaire. Five instruments were used in this study included the Job Activity Scale(Laschinger et al., 1994, 1999), the Organizational Relationship Scale(Laschinger et al., 1994, 1999), The Conditions of Work Effectiveness Questionnaire(Chandler, 1986), the Minnesota Satisfaction Questionnaire(Weiss et al., 1967) and the Organizational Commitment Questionnaire(Mowday et al., 1979). The results were summarized as follows: 1) The mean of the CWEQ was 49.56percentile, and the support was perceived higher(56 percentile) than the other subscales, opportunity, information and resources. The mean of the MSQ was 49.4 percentile and the OCQ was 54.02 percentile. 2) Nurses' perception of job related empowerment was significantly related to job satisfaction(r=.650, p<.001), and organizational commitment(r=.458, p<.001). And the job satisfaction was related significantly to organizational commitment(r=.426, p<.001). Job satisfaction(r=.583, p<.001) and organizational commitment(r=.426, p<.001)have higher relation with the opportunity subscales of the CWEQ than the others. 3) The significant difference was found in the nurses' perception of the empowerment, job satisfaction and organizational commitment according to the age group, length of nursing career and ward. 4) Results of the stepwise multiple regression shows that the nurses' perception of the empowerment and organizational commitment explained 52% of job satisfaction, and also, the nurses' perceptions of the empowerment and job satisfaction explained 35% of organizational commitment. In conclusion, nurses' perception of the empowerment, job satisfaction and organizational commitment have a strong relationship. The finding suggests the importance of the empowering nurses to increase job satisfaction and organizational commitment.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.1
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• pp.137-148
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• 1999

The study was attempted to survey the pay and job satisfaction of clinical nurses in some hospitals. The period was Jan 6th through Jan 27th. 1997 and the subjects were 277 nurses working in 5 hospitals in Pusan city. This study was based on questionnaires which focused on the pay and job satis faction of the nurses. The following instruments were used for collecting the data: PSQ. JDI and MSQ on the scale of 1 being lowest to 5 being highest satisfaction. The analysis of collected data was executed by using SPSS/PC+. The results were as follows: 1. The main age level was 26-30 and the portion was 44.4%. The Mean of the monyhly pay was 930 ${\pm}$130 thousand won. 2. The average point of pay satisfaction was 2.17${\pm}$.61. 3. The average point of job satisfaction was 2.87 ${\pm}$.66. 4. The factors which affect the pay satisfaction were 'the size of hospital'. 'the joining of labor unions' and 'the amount of pay' . 5. The factors which affect the job satisfaction were 'the size of hospital'. 'the job rank' and 'the amount of In conclusion, nurses are not satisfied with their job and pay levels because of the size of the hospital and the amount of pay, In order to solve the problem of turnover. medium-sized hospitals need to standardize and modify the levels of pay, the structure and the system according to standards well established by large-sized hospitals.

• Journal of Korean Academy of Nursing
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• v.29 no.3
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• pp.639-655
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• 1999

An explanatory design was employed to identify the relationship of physical, emotional & social readjustment and social support of post hospitalized stroke patients and their caregivers. A convenient sample of 254 patients who given follow-up care at the outpatient department after discharge and 225 caregivers were recruited. Mental Status Questionnaire (MSQ), Social Support Inventory Stroke Survivors (SSISS), Illness intrusiveness(II), Instument Activity of Daily Living(IADL), Center of Epidemilogic Studies-Depression(CES-D), social activity and caregiver burden were used for measurement in this study. Results showed patient's physical level measured by IADL and psychological level measured by depression were high. But social activity was low. Cognitive function, depression & social activity were not significantly different by the posthospitalized period, but IADL was. The source of professional support was mostly the physician at the outpatient department. The family support was found significantly related to patient's depression & social activity and caregiver's subjective burden. Professional support was found significantly related to patient's IADL & depression. Illness intrusiveness as a mediating variable was a sig nificantly predicting power on patient's IADL & depression. The path analysis was used to identify the variables to predict the physical, emotional, and social status of patients. As a result, patient's age, cognitive function, illness intursiveness and professional support significantly predicted the level of IADL ; patient's cognitive function, illness intrusiveness and family support significantly predicted the level of depression ; and patient's age and family support significantly predicted the level of social activity of posthospitalized stroke patients. Based upon these results, the rehabilitation programs to reduce the illness intrusiveness and improve cognitive funtion were recommended for the readjustment of the stroke patients. This model of the readjustment of the posthospitalized stroke patients is recommended as the framework for care of the stroke patients.

• Proceedings of the Korean Vacuum Society Conference
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• 2012.02a
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• pp.71-71
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• 2012

As the critical dimensions of integrated circuits are scaled down, the line width and spacing between the metal interconnects are made smaller. The dielectric film used as insulation between the metal lines contributes to the resistance-capacitance (RC) time constant that governs the device speed. If the RC time delay, cross talk and lowering the power dissipation are to be reduced, the intermetal dielectric (IMD) films should have a low dielectric constant. The introduction of Cu and low-k dielectrics has incrementally improved the situation as compared to the conventional $Al/SiO_2$ technology by reducing both the resistivity and the capacitance between interconnects. Some of the potential candidate materials to be used as an ILD are organic and inorganic precursors such as hydrogensilsequioxane (HSQ), silsesquioxane (SSQ), methylsilsisequioxane (MSQ) and carbon doped silicon oxide (SiOCH), It has been shown that organic functional groups can dramatically decrease dielectric constant by increasing the free volume of films. Recently, various inorganic precursors have been used to prepare the SiOCH films. The k value of the material depends on the number of $CH_3$ groups built into the structure since they lower both polarity and density of the material by steric hindrance, which the replacement of Si-O bonds with Si-$CH_3$ (methyl group) bonds causes bulk porosity due to the formation of nano-sized voids within the silicon oxide matrix. In this talk, we will be introduce some properties of SiOC(-H) thin films deposited with the dimethyldimethoxysilane (DMDMS: $C_4H_{12}O_2Si$) and oxygen as precursors by using plasma-enhanced chemical vapor deposition with and without ultraviolet (UV) irradiation.

• The Korean Journal of Rehabilitation Nursing
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• v.17 no.2
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• pp.81-89
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• 2014

Purpose: The purpose of this study was to define the relationships between job stress, professional self-concept, and job satisfaction among nurses in rehabilitation units and to identify factors that influence job satisfaction. Methods: This study surveyed 240 nurses working at the rehabilitation units of 10 hospitals located in G City. To collect the data, nurses' job stress, the professional self-concept of nurses instrument (PSCNI), and the Korean-Minnesota Satisfaction Questionnaire (K-MSQ) were used. The data were analyzed through t-tests, ANOVA, Pearson's correlation coefficient, and multiple regression using the SPSS/WIN 18.0 program. Results: The scores for job stress, professional self-concept, and job satisfaction were $3.34{\pm}0.61$, $72.36{\pm}8.64$ and $3.17{\pm}0.39$, respectively. Job satisfaction and job stress showed a low-level negative correlation with statistical significance (r=-.13, p=.042), whereas a medium-level positive correlation was found between job satisfaction and professional self-concept (r=.46, p<.001). Job stress, professional self-concept, total career length and size of working hospital explained approximately 25.8% of job satisfaction (F=17.52, p<.001). Conclusion: Considering the results in this study, it is necessary to develop a practical educational program to establish positive professional self-concept for nurses in rehabilitation units. Such efforts must be supported by clinical nursing administrations through policies aimed at reducing job stress and increasing job satisfaction.

• Journal of Korean Public Health Nursing
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• v.20 no.2
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• pp.119-129
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• 2006

Purpose: This study was conducted to investigate the status of depression and the cognitive function among the elderly over 65 years of age who use the welfare facilities for the aged in the community. Methods: For this study the data were collected from March 27, 2006 to April 14, 2006. Subjects were 92 elderly over 65 years old. The level of depression was estimated with the Beck Depression Inventory, and the cognitive function with the modified Mental Status Questionnaire (MSQ). The Data were analyzed using frequencies, t-test, and Pearson's correlation coefficient with the SPSS/PC program. Results: The results of this study are summarized as follows. 1. The mean score was 13.09 for depression and 8.27 for cognitive function. 2. Analysis according to the demographic characteristics confirmed a statistically significant difference on the level of cognitive function between the elderly who live alone and those who live together(f=4.293, p<0.01) 3. The percentage of the severely and mildly impaired in cognitive function was 7.6% and 6.5%, respectively. 4. The variables of age(f=11.17, p<0.01), educational level(f=15.23, p<0.01), martial status(f=4.084, p<0.01), and economic activity(t=4.41, p<0.01) showed a significant effect on cognitive function. 5. There was no relationship between depression and cognitive function. Conclusion: Social support and a variety of programs at welfare facilities in the community were recommended in order to reduce depression and cognitive impairment in the elderly.

• Journal of Korean Dental Hygiene Science
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• v.6 no.2
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• pp.51-64
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• 2023

Background: This study was conducted to determine the association with dual jobbing on dental hygienists' job satisfaction and to identify the factors that lead to dual jobs. Methods: This study was an online survey of 110 currently employed dental hygienists conducted during the month of May 2022. To determine job satisfaction, we used the 20-item Korea-Minnesota Satisfaction Questionnaire (K-MSQ). Survey questions related to dual job were adapted and supplemented from the dual job survey instrument for dental hygienists to identify intention to dual job and future intention to dual job. Descriptive statistics, independent t-test, ANOVA and Scheffe's post hoc analysis, and multiple logistic regression were performed. Results: The dual job rate and future dual job rate of the participants in this study were about 27% and 47%, respectively. The means for Intrinsic job satisfaction, Extrinsic job satisfaction, and job satisfaction were 3.44, 3.15, and 3.36, respectively. It was statistically significant that extrinsic job satisfaction increased with increasing position, and intrinsic job satisfaction, extrinsic job satisfaction, and job satisfaction increased with increasing salary. Those currently working dual jobs cited "self-actualization" as a reason for doing so, and those who intended to work dual jobs in the future cited "not being paid enough in their primary job" as a reason. We found that a one-unit increase in intrinsic job satisfaction and job satisfaction increases the odds of future intention to dual job by about 1.07 and 1.05 times, respectively (p<0.05). Conclusion: This study confirmed the influence of dental hygienists' job satisfaction on intention to dual job and future intention to dual job, and self-actualization was found to be the main factor. Therefore, the consideration of dual jobs in the future will affect the improvement of dental hygienists as professionals and the reduction of turnover through better working conditions.

• Educational Technology International
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• v.8 no.1
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• pp.17-39
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• 2007

The purpose of this study was to identify the relationships among organizational commitment, job satisfaction, and learning organization culture. This study was conducted in five sub-organizations of one Korean conglomerate company. One thousand employees were randomly and proportionately selected, with 669 useable cases obtained, for a response rate of 67%. The organizational commitment instrument used from the "affective, continuance, and normative commitment" scale (ACNCS) of Allen and Meyer (1990). The "Dimensions of Learning Organization Questionnaire" of Watkins and Marsick (1997) was used to measure learning organization culture. The short form MSQ (Minnesota Satisfaction Questionnaire), developed by Weiss, Dawis, England, and Lofquist (1967), was the third instrument used. Descriptive statistics, correlational statistics, and inferential statistics (ANOVA and t-tests) were used. Organizational commitment (except for continuance) is moderately and positively related to job satisfaction and moderately and positively related to learning organization culture. In addition, learning organization culture is weakly to moderately and positively related to job satisfaction. No differences by age were found. Four-year college graduates are more likely to have higher creating continuous learning opportunities in learning organization culture than graduate school degree holders. Males are likely to have higher affective and continuance organizational commitment than females. Employees working in R&D, Engineering, and Manufacturing (REM) are likely to have higher continuance organizational commitment than do other types of jobs. Employees are more likely to have higher learning organization culture and job satisfaction than assistant managers. Assistant managers have higher continuance organizational commitment than managers. Managers generally have higher organizational commitment, learning organization culture, job satisfaction than assistant managers. They also have higher learning organization culture than employees. Employees who had worked for less than four years in their current job and organization have higher promoting inquiry and dialogue in learning organization culture than those who have worked for ten years or more. Employees in the insurance organization have higher affective organizational commitment, learning organization culture, and job satisfaction than those of the other organizations. Finally, employees of the electronic company have higher continuance organizational commitment in learning organization culture than those of other companies. In summary, this research enables CEOs and HRD and HRM practitioners to view organizational commitment, learning organization culture, and job satisfaction as important variables in exploring diverse ranges of topics related to the workplace. And then, they can diversely apply their management, interventions and practices to fit these diverse characteristics.