• The Journal of the Korea Contents Association
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• v.21 no.10
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• pp.656-667
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• 2021

Purpose: The purpose of this study was to explore the resilience experience and to identify in-depth the meaning of the resilience of newly graduated nurses. Methods: This study was a qualitative study using phenomenological research method and used data obtained from semi-structured in-depth interviews with 9 newly graduated nurses under 12 months of employment in tertiary general hospitals. The data were analyzed using Colaizzi's method. Results: As a result of analyzing the experiences of newly graduated nurses' resilience, there were totally 86 meaningful statements, 13 themes were derived from them, and they were integrated into 4 theme clusters. The four theme clusters were 'Acknowledging shortcomings and developing oneself', 'Enduring and tolerating', 'Support from people around oneself', and 'Freshening and sublimating oneself'. Conclusion: Understanding and enhancing the resilience of new nurses will help them improve nursing professionalism and reduce turnover due to reduced work stress.

• Journal of Korean Academy of Nursing
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• v.47 no.5
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• pp.589-599
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• 2017

Purpose: The purpose of this study was to develop a scale to assess the transition shock experienced by newly graduated nurses, and test the validity and reliability of the scale. Methods: The initial items were identified through a review of literature and in-depth interviews with nine newly graduated nurses. Content validation of the items was evaluated by five nurse professors and three nurses. Participants were 269 newly graduated nurses who worked at six acute care hospitals in Busan, Ulsan, and Yangsan, South Korea. Data were analyzed using item analysis, exploratory and confirmatory factor analysis, criterion related validity, and internal consistency. Results: The final scale consisted of 18 items and six factors (conflict between theory and practice, overwhelming workload, loss of social support, shrinking relationship with co-workers, confusion in professional nursing values, and incongruity in work and personal life), which explained 71.3% of the total variance. The six subscale model was validated by confirmatory factor analysis. Cronbach's alpha for the total items was. 89. Convergent validity was evaluated by analyzing total correlation with burnout (r=.71, p<.001) and turnover intention (t=5.84, p<.001). Conclusion: This scale can be used in the development of nursing interventions to reduce the transition shock experienced by newly graduated nurses.

• Journal of Korean Clinical Nursing Research
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• v.26 no.3
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• pp.337-343
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• 2020

Purpose: This study is a descriptive study to identify the degree of workplace bullying experience of newly graduated nurses and the difference in coping and adaptation processing, organizational socialization in relation to workplace bullying experience. Methods: The Study participants were newly graduated nurses with 3 months to 1-year clinical experience (N=186) and conveniently sampled from a small to medium-sized hospital located in G Metropolitan City. Data were collected in July 2018, using structured questionnaires. Results: Half of the participants (50.0%) reported workplace bullying experience. Most bulling experiences were person or work related. Newly graduated nurses who experienced bullying in the workplace demonstrated significantly lower coping and adaptation process (t=3.34, p=.001) and organizational socialization (t=7.46, p=<.001) than nurses who did not experience bullying in the workplace. Conclusion: Orientation programs for newly graduated nurses need to include contents that can improve the coping and adaptation process. Nursing managers at small and medium-sized general hospitals should actively support the mentor-mentee program to promote the organizational socialization of newly graduated nurses.

• The Journal of Korean Academic Society of Nursing Education
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• v.28 no.2
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• pp.179-192
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• 2022

Purpose: The purpose of this study is to identify the effects of a standardized educational program to improve nursing competency on newly graduated nurses in a children's hospital after developing and applying a pediatric nurse education program. The effectiveness of the program was confirmed by evaluating the clinical competency and field adaptation. Methods: In the first step, an education program was developed using the analysis, design, development, implementation and evaluation (ADDIE) model. As a second step, a similar experimental study of a single group repeat measures design was conducted to evaluate the clinical competency and field adaptation over time after application of the program. Additionally, a focus group interviews were conducted to collect subjective data on the effects and improvement points of the program. Results: As a result of applying the program, there was a significant change in the clinical competence and the field adaptation of newly graduated nurses in a children's hospital. The categories derived from the focus group interviews were "getting special guidance," "better care," "becoming a nurse at a children's hospital" and "winning together." Conclusion: It was confirmed that the education program enhances the clinical competency of new nurses in children's hospitals. In addition, it provided the necessary data to understand the experiences of new nurses, help them adapt effectively, and establish appropriate interventions.

• Journal of Korean Biological Nursing Science
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• v.16 no.2
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• pp.113-122
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• 2014

Purpose: This study was to identify predictors of drug dosage calculation error risk in newly graduated nurses. Methods: A total of 115 newly graduated nurses who passed their employment examination, but didn't work for hospital yet, were recruited from a university hospital. The data were analyzed by descriptive statistics, $X^2$-test, t-test, ANOVA, Pearson correlation coefficients, and stepwise multiple regression using the SPSS 18.0 program. Results: The mean score of 'drug dosage calculation ability' was $0.81{\pm}0.16$ and the mean score of 'certainty of calculation' was $2.95{\pm}0.60$ out of a 5 point scale. The error risk of drug dosage calculation was positively related to anxiety for drug dosage calculations (r=.388, p<.001), but negatively related to interest and confidence in mathematics (r=-.468, p<.001), confidence related to dosage calculations (r=-.426, p<.001). The main predictors of error risk related drug calculations in newly graduated nurses were identified as interest and confidence in mathematics (${\beta}$=-.468, p<.001). This factor explained about 21.9% of the variance in error risk of drug dosage calculation. Conclusion: The strategies used to decrease the error risk related drug dosage calculation such as improving interest and confidence in mathematics should be developed and implemented.

• Journal of Korean Clinical Nursing Research
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• v.17 no.3
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• pp.297-306
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• 2011

Purpose: This study was to identify the effects of a manual booklet as an aid to clinical performance in newly graduated nurses. Methods: The research design was a nonequivalent control group pretest-posttest design. The study was performed from June 14 to September 17, 2010 with an experimental group (n=23) and a control group (n=22) using a questionnaire with 45 new nurses who graduated from nursing colleges in 2010, and had less than 12 months work experience at a general hospital in B city. A pocketable nursing-work manual booklet was provided for the experimental group nurses so that they could use it as a reference in the work place. Results: Scores on performance of nursing work showed a significant difference between the experimental group and control group (t=-5.257, p=.001). Conclusion: Results of the present study indicate that a manual booklet of nursing work is very helpful in improving the clinical performance of new nurses. New nurses, who have some knowledge of nursing learned at school but have less clinical experience, can be helped effectively with a practical manual booklet for improving their work performance.

• Research in Community and Public Health Nursing
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• v.16 no.1
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• pp.86-94
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• 2005

Purpose: This study investigated the Korean nurses' international migration to provide the basic data for establishing plans of supply and demand for nurses and the status of Korean nurses' application for foreign nurse licenses and overseas employment. Method: The subjects were 5.447 nurses who requested English written nurse license to the Ministry of Health and Welfare for the application of foreign nurse license examinations and overseas employment. Human Resources Development of Korea provided documents of nurses migrated to Saudi Arabia. Data were collected from December, 2002 to July, 2003 and analyzed by using descriptive statistics. Result: The total applicants for foreign nurse license were 3,149 for 2 years. In the year 2001, 1.129 nurses applied, 2,020 nurses in the year 2002. Out of 3,149 total subjects, 2,705(85.9%)nurses applied for U. S. A. nurse license. Eighty percent of the applicants of the U. S. A. nurse license examination applied for the New York states. The number of applicants for Canada was 215(6.8%), followed by Australia 88(2.8%), U. K. 86(2.7%), and New Zealand 45(1.4%). Average age of the applicants was 31, 49.0% of them were in their twenties. Three year college graduates accounted for 64.1% B.S.N. 33.9%. Applicants graduated from universities or colleges of Seoul area were 37.3%, followed by Daegu. The total number of nurses employed overseas were 1,291 during 2001 and 2002. Seven hundred thirty eight nurses(57.2%) were employed in the U. S. A.. Average age was 34, 60.9% were 3year college graduates, nurses graduated from Seoul area were 44.9%. No one applied for Saudi Arabian nurse license, 172 nurses were employed during 1999 and 2002, 39.5% of them were in their thirties. Conclusion: The results of this study shows relatively young and experienced nurses have intention to migrate internationally and they actually migrate to other countries. Comparing the number of nurses migrating to other country with the number of newly issued nurse licenses in Korea every year. the percentage of overseas employment was relatively high. To cope with Korean nurses international migration. new policy to monitor the status of nurse's international migration and an institution to deal with the affairs should be established. And the further study is needed to measure nurse's competence and influencing factors of Korean nurses employed in the U. S. A.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.5
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• pp.459-468
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• 2015

Purpose: The purpose of this study was to identify the effect of Psychosocial health and Self-nurturance on the experience of new graduate nurses. Methods: A cross-sectional survey design was used. The participants in this study were 149 nurses who had less than 12 months of nursing experience and were working at one of 4 general hospitals. The data were collected by a self-administered questionnaire from Nov. 2012 to Oct. 2014. Results: The total mean score for Psychosocial health was $3.07{\pm}0.60$, Self-nurturance, $3.38{\pm}0.44$, and graduate nurse experience, $2.59{\pm}0.27$. The effect of Psychosocial health and Self-nurturance predicted 23% of variance in graduate nurse experience. Conclusion: These results indicate that Psychosocial health and Self-nurturance have a positive relationship to graduate nurse experience. Therefore, further studies including approaches that support Psychosocial health and Self-nurturance are recommended to help in the adaptation of newly graduated nurses to clinical settings.

• Korea Journal of Hospital Management
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• v.25 no.4
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• pp.60-75
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• 2020

Purpose: This study aims to develop a cost model for NRP (Nursing Residency Program) operation and ultimately provide evidence for financial factors for NRP operation in the future by simulating a cost model. Methodology: This study developed a model for the NRP education cost calculation model based on the review of Hansen's model, which has systematically reported on the development and operation of NRP, and discussions with nursing education experts at a university-affiliated hospital. With the simulation, it was intended to predict nurses' supply and demand in the long term and to calculate changes in long-term education costs. Findings: Firstly, turnover model, term model, cost model necessary for calculating a model for the NRP education cost calculation model was set up. Secondly, the simulation showed the following results; 1) the proportion of newly graduated nurses less than 5 years of working decreases gradually over time, which will make the composition of nurses more balanced. 2) In the first year of the partial introduction of NRP, the cost of training new nurses was about 2.1 times higher than before. After the introduction, the training cost in the 13th year began to be lesser than before the introduction, and in the 25th year, it decreased by 28.1% compared to before the introduction. Practical Implications: Firstly, NRP would be an effective way to solve the higher turnover and frequent departure of new nurses and the imbalance of nurses' composition. Secondly, although the costs of NRP are incurred in the early stages, in the end, NRP training costs are reduced compared to before the introduction of NRP. It is necessary to systematically understand the contribution effect of NRP by analyzing the economic value of NRP considering financial and non-monetary returns in the future and providing a basis for decision-making related to NRP implementation.

• Journal of East-West Nursing Research
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• v.20 no.1
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• pp.37-47
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• 2014

Purpose: This phenomenological study is aimed to describe nurses' lived experience of preceptoring in hospitals. Methods: Ten nurse preceptors who participated in this qualitative study shared their experience of the preceptor's role in hospitals. Data analysis was done using the Colaizzi' phenomenological method. In-depth personal interviews were conducted from September 1 to November 30, 2013. Results: Based on this study, seven consistent categories and twenty-two theme clusters emerged from collected data. The seven themes were: 'not knowing what to do', 'not understood', 'burnt out due to pressure from work', 'having difficulty in building relationships at work', 'becoming similar to their preceptor, personal growth through preceptorship', and 'feeling rewarded at the preceptee's improvement'. Conclusion: The result of this study suggests that further research is needed to improve preceptors' adaptations to the workplace and to reduce their stress.