• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.1
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• pp.572-584
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• 2016

The aim of this study was to identify the female nurses' perception of the types and characteristics of male nurses using Q-methodology, which can explore human subjectivity. The 35 selected Q-statements from each of 35 subjects were classified into a normal distribution using a 9 point scale. The collected data was analyzed using the PC-QUANL program. Principal Component Analysis identified 3 types of perception toward male nurses. Type 1 was classified as 'development-oriented support type', Type 2 was classified as 'realistic critical type', and Type 3 was classified as 'conservative acceptance type'. The consensus of opinion in each type was 'Male nurses are under stress due to the unique characteristics of a female-dominated workplace'. These results will contribute to the perception improvement of female nurses toward male nurses by developing arbitration programs based on the three types.

• Journal of Korean Clinical Nursing Research
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• v.15 no.2
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• pp.37-46
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• 2009

Purpose: This study was to explore the meaning of masculinity in nursing by investigating how the male qualities are expressed in the culture of nursing wherein men represent a minority group. Methods: Connell's hegemonic masculinity theory (1987, 1995) and qualitative thematic analysis were used to conduct this study in which eight male nurses participated. Braun and Clarke's six stages of thematic analysis (2006) were used for data analysis. Results: The results indicated that masculinity in nursing meant 'soft masculinity' meeting the expectations of the discipline while keeping the male qualities intact. Male nurses were found to suppress their masculinity at earlier stages of their career and to make themselves more accommodating to the profession. However, males re-asserted their masculinity once they became more comfortable with their nursing work. Conclusion: In the field of nursing, masculinity was found to be subjected to stages of attenuating and consolidating which take place in succession. Consolidation of the male qualities was motivated rather unexpectedly by female colleagues. The results confirmed that the issue of gender in nursing is an important factor in recruiting and understanding male nurses in the future.

• Korean Journal of Occupational Health Nursing
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• v.25 no.3
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• pp.177-187
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• 2016

Purpose: This cross-sectional descriptive study was to explore the relationship among practice environment, organizational justice, and job satisfaction of male nurses. Methods: Subjects were 115 male nurses who were the member of the Korean man nurses association, and they were asked to complete self-administration questionnaires via internet site for this survey which included nurse's practice environment, organizational justice, and job satisfaction. Collected data were analyzed using SPSS/WIN version 21.0 software. Results: The mean scores of the nurse's practice environment, organizational justice, and job satisfaction were 2.9, 3.0, 3.1 out of 5 Likert scale respectively. The job satisfaction was positively correlated with the nurse's practice environment (r=.70, p<.001) and organizational justice (r=.78, p<.001). The job satisfaction was affected by procedure-related justice, interpersonal justice, adequacy of staffing and resources in nursing work environment, compensation justice, and good healthy status. These variables explained 68.6% of male nurse's job satisfaction. Conclusion: This finding suggest that suitable organization management for male nurses are necessary through improvement of practice environment and organizational justice in hospital.

• Korea Journal of Hospital Management
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• v.23 no.2
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• pp.67-81
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• 2018

Purposes: The purpose of this study was to investigate the relationship between male nurse's gender stereotype, role conflict and organizational commitment. Methodology: Data were collected from 169 male hospital nurses from August, 2016 until September. The Male nurse's gender stereotype, role conflict and organizational commitment were measured using a structured questionnaire. Collected data were analyzed using SPSS/win 23.0 for windows. Descriptive statistics, t-test, ANOVA and Pearson's correlation were used. Findings: There were statistically significant differences in the gender stereotype by general characteristics such as age and military duty. There were statistically significant differences in the role conflict by general characteristics such as education level and position. There were statistically significant differences in the organizational commitment by general characteristics such as the hospital's location and hospital type. Gender stereotype and role conflict had no significant correlation (r=-0.050, p=.516). A statistically significant positive correlation was detected between male nurse's gender stereotype and 'continuance commitment' (r=0.272, p<.001). A statistically significant positive correlation was detected between male nurse's role conflict and 'continuance commitment' (r=0.178, p=.021). Practical implications: The result of this study indicate that to reduce role conflict of workplace environment and induce the affective commitment of male nurses within a female-centered nursing organization should be sought.

• The Journal of the Korea Contents Association
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• v.16 no.12
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• pp.794-804
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• 2016

This study examined effects of gender role conflicts and nursing professionalism on turnover intention among male nurses. Data were collected through self reported structured questionnaire from 106 male nurses using convenient sampling methods from November 8, 2014 to November 30, 2015. Stepwise regression showed that job satisfaction had the greatest effect on turnover intention(${\beta}=0.427$, p<.001), followed by nursing professionalism and gender role conflicts. These variables together explained 30.2% of the turnover intention in male nurses(F=16.14, p<.001). In conclusion, strategies for improving male nurses' job satisfaction and nursing professionalism and for reducing gender role conflicts should be developed to reduce turnover intention of male nurses.

• The Journal of the Convergence on Culture Technology
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• v.5 no.2
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• pp.147-155
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• 2019

The purpose of this study is to analyze the difference between female nurse and male nurse in female nurse by applying the phenomenological method of Colaizzi which is one of the qualitative research methodology and to analyze the difference between female nurse and male nurse. What is the difference between a male nurse and a female nurse perceived by a female nurse? This study investigated the differences between female nurses and male nurses with research problems. The participants in this study were 13 female nurses who agreed to participate in the study after explaining and understanding the purpose of the study. The recruitment of the subjects was applied by the snowball method. As a result of this study, five categories were found. The categories were different in clinical tasks, the burden of family economic life, differences in interpersonal relationships, differences in nursing organization, and differences in unknown areas. The results of this study can be used as teaching materials and research data to expand the understanding of difference between male nurse and female nurse.

• Korean Journal of Adult Nursing
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• v.21 no.6
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• pp.652-665
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• 2009

Purpose: This study was conducted to identify job experiences of male hospital nurses. Methods: Data were collected from 20 male nurses working at general hospitals, through semi-structured in-depth interviews. The interviews were recorded and subsequently transcribed verbatim. Using content analysis, data were coded and categorized. Results: The analyzed domains were motivations for choosing nursing, occupational experiences (3 subdomains), and attitudes toward the future. A total of 85 significant statements were selected from the data and classified into 32 categories. The nurses' motivations for choosing nursing were advantages of employment, their aptitude, scarcity value of men, professionalism and job security, good promotion, stable income, and family influence. In occupational experiences, they were assigned to special fields and dissatisfied with vertical relationship, promotion system, their salary, and gaps in military service time; they had difficulties in adapting to female-dominated groups and encountered gender role stereotype and preconception; they were satisfied with their distinguished performance, but had damaged self-esteem, and were stressed and disappointed in their work. In their attitudes toward the future, they considered their career changes, but tried to make professional and personal advancement. Conclusion: These findings have implications for recruiting and retaining male nurses in clinical settings.

• Journal of muscle and joint health
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• v.22 no.3
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• pp.177-184
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• 2015

Purpose: The purpose of the study was to evaluate career choice of male nursing students and identify factors influencing their career choice. Methods: Subjects were 123 male nursing junior and senior students in B city, U city, and GN area. Career types were classified into a hospital nurse and a community nurse. Subjects were asked about 29 items of nurse image and 31 items of satisfaction on clinical practice. The collected data were analyzed by frequency, percentage, average and standard deviation, t-test, ${\chi}^2$-test, and logistic regression, using SPSS 21.0 program. Results: The percentage of career choice which subjects hoped when admitted into nursing universities consisted of hospital nurses of 77.2%, while the percentage changed to hospital nurses of 52.8% at the time of this survey. The nurse image represented as an influencing factor, and it was found that if nurse image score increased one unit, the hoping units of career type of hospital nurse increased 2.69 times. Conclusion: The educational institutions have to provide career education programs and information concerned to not only hospital nurses but also community nurses, and further studies on the positioning and expanding roles of community male nurses need to be conducted.

• Korean Journal of Adult Nursing
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• v.26 no.1
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• pp.46-57
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• 2014

Purpose: This study was to investigate the influence of male nurses' gender role conflict and job satisfaction on their organizational commitment. Methods: Data were collected through a mixed method design using structured questionnaires (N=162) and a sequential qualitative interviews (N=8) from 2nd October, 2012 to 7th February, 2013. Data analysis included t-test, ANOVA, regression with SPSS/WIN 19.0 program and a qualitative thematic analysis. Results: Factors affecting participants' organizational commitment were job satisfaction and marital status which accounted for 36.2% of the total variance. In particular, low job satisfaction was not correlated with low organizational commitment despite lower job satisfaction. Three main themes connoting meanings of ambivalence were extracted from the data: desiring for the better future in spite of the current difficulty, strengthening their masculinity in tandem with complementing femininity in the midst of gender role conflict, leading their organization at times, and enduring hard work with responsibility for raising their family as a head of household. Conclusion: The findings indicate that male nurses' adjustment to the organization is controlled by ambivalence. It is essential to understand sociocultural contexts of male nurses as a minority in nursing fields for further research.

• Korean Journal of Adult Nursing
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• v.28 no.5
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• pp.585-594
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• 2016

Purpose: The purpose of this study was to develop and test a predictive model on the male nurses' turnover intention. Methods: This study utilized the model-testing design based on the Price's causal model of turnover. This study collected data from 306 male nurses on a national scale with structured questionnaires measuring job opportunity, kinship responsibility, positive emotion, work autonomy, role conflict, work satisfaction, organizational commitment, and turnover intention. The data were analyzed using SPSS/WIN 22.0 program and AMOS 20.0 program. Results: As the outcomes satisfied the recommended level, the hypothetical model appeared to fit the data. Twenty-seven of the 38 hypotheses selected for the hypothetical model were statistically significant. 54.2% of turnover intention was explained by job opportunity, kinship responsibility, positive emotion, work autonomy, role conflict, work satisfaction and organizational commitment. Conclusion: The hypothetical model of this study was confirmed to be adequate in explaining and predicting male nurses' turnover intention. Findings from this study can be used to design appropriate strategies to decrease the male nurse's turnover intention.