• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.7801-7811
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• 2015

Nursing students do a variety of learning at the practice field during clinical practice. They can recognize the importance and effectiveness of nursing leader. The purpose of this study was to categorize the types by analyzing what are important aspects of nursing leader's role to make effective practice environment nursing students experienced from training course. This research was used Q methodology to understand how nursing students recognize deeply. Participants were involved 30 nursing students who have experienced nursing practices. Q samples included 36 statements gathered from interviews with students who experienced clinical practices and literatures regarding types of nursing leader's role. Furthermore, major factors were analyzed and categorized by using QUANL PC program. As a result of research, there are 4 types of nursing leader's role. The first type is "Maintaining justice and level-headed", the second type is "Creating environment for motivation", the third is "Respecting character and growing capacity up" and the fourth is "Relationship center through confidence". Through the research process, this study is about to make evidences by understanding role of nursing leader for effective environment of practice field.

• Journal of Korean Academy of Nursing
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• v.5 no.1
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• pp.79-86
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• 1975

It had been thought the role of Nursing administrator was still not started along the right line in Korea because of the Lacking of full understanding and recognition of the real meaning of administrator's role, and because there are several Rinds of problems and difficulties in actual role. The present study is an attempt to clarify some existing relationships between the chief Nurse's Leadership style and the organizational climate of Hospitals. The problems of the study are specifically started as follows ; 1) What influence does the individual behavior have on the formation of the organizational climate of Hospital? 2) From what do the difference of climate arise? 3) How are the individual be heavier and organizational climate of Hospital measured ? In order to see the relationships or the interactions between the two factors, the chief nurse's Leadership style and organizational climate of hospital , the researcher has classified. He former into; 1) effective Leadership style. 2) initiating structure leader ship style. 3) Consideration structure Leadership style, and 4) ineffective Leadership style, and the latter in to. 1) open climate and 2) closed climate The Chief Nurses Leadership style has been. Classified into consideration-human relations approaches and initiating structure approaches according to L. B. D. Q by Hapin. Organizational climate of hospital has been classified into open-closed continuum according to O. C. H Q. by Hairpin and Croft. The results obtained are as follows : 1) The chief nurse's Leadership style is closer to Initiating structure Leadership style than Consideration structure lure Leadership style. 2) The organizational climate of hospital is closer to open climate than closed climate. 3) The chief nurse's Leadership sty]e and the organizational climate of hospital to not show any significant relations.

• Korean Journal of Clinical Laboratory Science
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• v.50 no.1
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• pp.54-62
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• 2018

In the 2000's, due to a change in hospital management strategy, the organizational structure shifted from a hierarchical system to a team system. While the hierarchical system is characterized by being activity centered, job title linked, and vertically managed, the team system is characterized by being competency centered, job title segregated, and horizontally managed. The job titles of medical technologist manager was surveyed three times in 1997, 2007, and 2017. It has been confirmed through staff members working at 24 hospitals in more than 500 beds in the metropolitan area. The results of job titles follow are as follow: "Team Leader; Part Leader" 14/24 (59%), "Chief Technologist; Area Head Technologist" 7/24 (29%), and "Chief" 3/24 (12%). The present authors propose an alternative name based on the team system to refine the three job titles currently used by medical technologists. First, the Chief Technologist is unclear if it refers to the Technologist General Manager or Technologist Manager. The Chief Technologist should be changed to "Team Leader". Second, given that Area Head Technologist or Section Chief are on the same position as Head Nurse, we suggest that Area Head Technologist or Section Chief should be changed to "Part Leader". Third, while the organization regulation is marked merely as Department of Laboratory Medicine according to the hierarchical system, it is marked as Laboratory Medicine Team according to the team system. Medical technologists come to have more belongingness, feeling of solidarity, and intimacy under the team system.

• Research in Community and Public Health Nursing
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• v.26 no.3
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• pp.209-220
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• 2015

Purpose: This study developed a short-term education program aiming to strengthen global health capacity in nursing students, and examined the effects of the program. Methods: The subjects of this study were 83 students recruited from 29 nursing colleges. Domestic workshops and overseas training in the Philippines were offered. For data collection and analysis, the triangulation method was adopted. Results: Students' critical thinking disposition and global leadership capacity were significantly increased. Thematic content analysis derived fifteen themes: expansion of global health, understanding of cultural diversity, vision of being a global leader, cultivation of communication skills, open mind toward people with different culture, pride and vocation, understanding of nursing in foreign countries, understanding of visiting nurse service, sustainability, understanding of local needs and environments, and education methods with an emphasis on participants, broader view and thinking of the world, reflection on the characteristics of a nurse, development through cooperation, and development through programs. Conclusion: The global health capacity building program improved nursing students' view of global health and nursing care. It is needed to develop continuously diverse global health capacity-building programs for nursing students.

• Korean Journal of Occupational Health Nursing
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• v.29 no.4
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• pp.262-272
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• 2020

Purpose: This study aims to investigate the degree of job demand, job resources, burnout, and the organizational commitment of administrative nurses based on the job demands-resources model. Further, it seeks to confirm the influencing factors affecting nurses' burnout and organizational commitment. Methods: The participants were 188 administrative nurses working at hospitals (one tertiary hospital and six general hospitals) located in D City. The collected data were analyzed with IBM SPSS Statistics 23.0 using frequency, percentage, mean, standard deviation, t-tests, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. Results: The influential factors of burnout were role conflict (β=.50), job demand (β=.18), job position (β=-.17, team leaders and above), and social support (β=-.15). The regression model had an explanatory power of 59%. The influential factors of organizational commitment were appropriate rewards (β=.59), job position (β=.15, team leader or above), working department (β=.14, referral center and health screening administration department), and social support (β=.18). The regression model had an explanatory power of 59.5%. Conclusion: The results support the job demands-resources model, and interventions should be developed to decrease job demand and provide sufficient job resources.

• Journal of the Korean Applied Science and Technology
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• v.36 no.3
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• pp.737-747
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• 2019

The purpose of this study was the development and effectiveness of the Emotional Leadership program by Enneagramr. A nonequivalent control group pretest-posttest design was used to measure the effects of the program on the Emotional Leadership. Participants in a validation therapy program were 30 Leaders who attended 6 weekly sessions of approximately 60 minutes each. Effexts were evaluated through pre and post tests that included measurement of Emotional Leadership, Organizational Performance, and the Self Efficacy. The study variables were analyzed using ${\chi}^2$-test, Fisher's exact test, t-test with SPSS statistical package. For the Leaders, a statistically significand increaded in Emotional Leadership, Organizational Performance. Therefore, it is recommended to utilize the Emotional Leadership Program for Nurse's Leaders by improving the Emotional Leadership and Organizational Performance.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.2
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• pp.195-207
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• 2005

Purpose: The purpose of this study was to confirm the change of nursing organizational characteristics and to define the difference of organizational outcome by measuring the organizational commitment and job satisfaction perceived by nursing staffs and patient satisfaction before and after organizational redesign. Method: The structured questionnaires of which contained organizational characteristics, organizational commitment and job satisfaction were developed from previous published studies after modification by researcher. The questionnaires were distributed to 1,200 and 679 nurses before and after nursing organizational change. patient satisfaction were measured before and after organizational change by direct interview with structured questionnaire from 1,566 and 1,291 patients. Results: 1. The organizational characteristics were significantly increased and the leadership of team leader and head nurse was significantly increased among the factors of organizational characteristics. 2. Organizational commitment was showed decreased tendency, but the difference was not significant. Job satisfaction was increased significantly and administration, autonomy, and job tasks were increased significantly in the factors of job satisfaction. Patient satisfaction was also increased significantly. 3. There was significant positive correlation between organizational commitment and job satisfaction and also job satisfaction and nursing organizational characteristics. All factors of organizational characteristics and satisfaction in present working unit were major factors to influence organizational commitment and explained 43.8% in a significant level by multiple regression analysis. The major factor which affect job satisfaction were the factors of nursing organizational characteristic except 'interaction with team leader' and satisfaction in present working unit among general characteristics and these factors explained 58.8% of job satisfaction. Conclusion: In conclusion, the nursing organizational change was very effective to bring about desirable change in nursing organizational characteristics and also to improve job satisfaction and patient satisfaction. Therefore the nursing productivity and comparability would be increased when the nursing organizational change is accomplished by the way of improving the factors of organizational characteristics and it would be followed by the promotion of job satisfaction and organizational commitment.

• Journal of Digital Convergence
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• v.18 no.11
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• pp.377-386
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• 2020

This study aims to examine the effect of coaching leadership on reality shock and organizational commitment of new nurses in general hospitals. Data were analyzed through the SPSS/WIN 21.0 program using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and Standard Multiple Regression. Regression analysis proved relevance of the organizational commitment model (F=6.17, p<.001), and coaching leadership had 39.2% explanatory power on reality shock. The results of the study showed that coaching leadership lowers reality shock and boosts organizational commitment of new nurses. This study provides necessary background knowledge of human and material resource management to alleviate the reality shock and help vocational adaptation to reduce turnover rates of new nurses. Hence, with such results, this study aims to provide basic information on future coaching leadership research and coaching leader defense program developments.

• Journal of Korean Academy of Nursing
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• v.54 no.2
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• pp.119-138
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• 2024

Purpose: This study aimed to identify research trends related to emotional leadership among nurse managers by conducting a systematic literature review and meta-analysis. This study sought to derive insights that could contribute to improving emotional leadership in nursing practice. Methods: A systematic review and meta-analysis were conducted according to the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) and Meta-Analysis Of Observational Studies in Epidemiology (MOOSE) guidelines. Databases including PubMed, Cumulative Index to Nursing and Allied Health Literature, Scopus, Web of Science, Research Information Sharing Service, Koreanstudies Information Service System, Korean Medical Database, KoreaMed, ScienceON, and DBpia were searched to obtain papers published in English and Korean. Literature searches and screenings were conducted for the period December 1, 2023 to December 17, 2023. The effect size correlation (ESr) was calculated for each variable and the meta-analysis was performed using the statistical software SPSS 29.0, R 4.3.1. Results: Twenty-five (four personal, six job, and fifteen organizational) relevant variables were identified through the systematic review. The results of the meta-analysis showed that the total overall effect size was ESr = .33. Job satisfaction (ESr = .40) and leader-member exchange (ESr = .75) had the largest effect size among the job and organizational-related factors. Conclusion: Emotional leadership helps promote positive changes within organizations, improves organizational effectiveness, and increases member engagement and satisfaction. Therefore, it is considered an important strategic factor in improving organizational performance.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.5
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• pp.469-480
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• 2014

Purpose: This study was conducted to explore clinical nurses' experience of positive organizational culture in order to provide data for effective strategies of acquisition and retention of competent nurses. Methods: In this qualitative study, interviews with four focus groups of four to six nurses, 19 in total, were held. Compositional factors in groups included clinical experience, age, work place, and position. Interviews proceeded until data were saturated. Results: Fifteen sub-themes, categorized into six themes, emerged. Positive organizational culture themes included "Helping nurses to be organization members", "Allowing nurses to communicate with one another", "Helping nurses take an initiative to lead organization", "Having competent leader take charge of organization", "Enabling nurses to achieve organizational changes", and "Leading nurses to accomplish organizational performance." Conclusion: Results indicate that positive organizational culture is related to increases in occupational satisfaction and decreases in turnover through supportive organizational culture which makes it possible to reinvest expenses required for training new members to promoting quality growth in the organization and the prestige of professional nurses. In order to improve occupational satisfaction and sustained growth in nurses, it is necessary to provide nurses with positive work environments and require members to make active efforts leading to strategic changes.