• The Journal of Korean Academic Society of Nursing Education
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• v.29 no.3
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• pp.319-334
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• 2023

Purpose: This study investigated the prevalence and perceptions of workplace violence against registered nurses (RNs) in hospitals. Methods: One thousand RNs replied to a nationwide survey from November 14 to December 22, 2022. They reported their general characteristics, prevalence of and their responses to different types of workplace violence from patients, family caregivers, physicians, and nurse peers, as well as their perceptions of workplace violence management systems. Results: A total of 71.1% of the RNs reported that they had experienced workplace violence in the last six months. The violence and sexual harassment experienced from patients and family caregivers were 57.3% and 19.1%, respectively. Furthermore, violence, sexual harassment, and workplace harassment from physicians were experienced by 24.6%, 4.0%, and 7.4%, respectively, of the RNs, and those from nurse peers by 21.4%, 3.1%, and 11.3%, respectively. The RNs stated that they often responded to workplace violence with passive and inactive behaviors, which were more serious toward physicians' workplace violence or sexual harassment from different perpetrators. Only 69.5% were aware of their hospital's workplace violence management systems, while only 14.7%~27.4%, according to the type of hospital (p=.471), perceived the systems as effective. Multiple important strategies were identified to prevent workplace violence. Conclusion: Critical suggestions are discussed for the prevention of workplace violence, including protecting the human rights of healthcare professionals, inter-organizational collaboration, and a culture of person-centered healthcare, and training nurse managers' competency in managing workplace violence.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.2
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• pp.171-181
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• 2003

Purpose : The purpose of this study investigated the relationship between nurses' organizational commitment and their demographic characteristics. Method : The sample for this study consisted 356 nurses from 6 hospital at Seoul and Kyung Gi province, in Korea The Organizational Commitment Questionnaire developed by Mowday was used. The Pearson correlation coefficient, Tukey's Studentized Range Test were used for the statistical analysis by SAS program. Result : The Study was found that 1) The mean of nurses' Organizational Commitment was 3.01. 2) The Organizational Commitment was positive correlation with age, career and position of the whole nurses, but it was different from each hospital. 3) There was significant positive correlations among nurses' age, career, position and organizational commitment of nurses. 4) But the correlations between nurses' organizational commitment and religion, marrital status, nurses' age, career, position were different from each hospital. Conclusion : Therefore before each hospital want to improve it's own nurses' organizational commitment, hospital managers have to find factors which influence to the nurses' organizational commitment directly, indirectly.

• The Korean Journal of Health Service Management
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• v.11 no.1
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• pp.67-78
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• 2017

Objectives : This study investigated the fatigue, emotional labor and job embeddedness factors influencing the turnover intention of clinical nurses. Methods : A survey was conducted with 479 hospital nurses. Data were analyzed using descriptive statistics, t-tests, ANOVA, Pearson correlation coefficients. and multiple regression with SPSS/WIN 23.0. Results : The mean scores fatigue, emotional labor, job embeddedness. and turnover intention were $3.06{\pm}0.71$, $3.43{\pm}0.60$, $2.94{\pm}0.47$, and $3.39{\pm}0.62$, respectively. Turnover intention was positively correlated with fatigue and emotional labor, but negatively correlated with job embeddedness. Multiple regression analysis showed that the factors affecting turnover intention were job embeddedness, emotional labor, gender, and with studying. Conclusions : The results indicate that emotional labor and job embeddedness are very important factors affecting nurses turnover intention. Therefore nurse managers should decrease nurses emotional labor and maximize their job embeddedness by developing various emotional sensitivity and support programs.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.1
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• pp.23-31
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• 2006

Purpose: The purpose of this study was to test the empowerment structural model based on Kanter's work empowerment theory. Method: A predictive, nonexperimental design was used in a sample of 279 nurses from 3 university affiliated hospitals. Data were collected with self-administered questionnaires and analyzed using mean, standard deviation, pearson correlation coefficient and path analysis. Results: The results showed that the overall fitness of the hypothethical model to the data was good(chi-square=.7751, df=4, p=.942, GFI=.999, AGFI=.996, RMSEA=.000). Both formal power and informal power directly influenced on nurses' perceived empowerment level and empowerment directly influenced on nurses' organizational commitment and indirectly influenced on nurses' intent to stay. Conclusion: The results imply that hospital and nurse managers should provide the empowering working condition for nurses to be stayed in hospitals.

• Journal of East-West Nursing Research
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• v.11 no.1
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• pp.58-64
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• 2005

The purpose of this study was to examine impact of hospital computerization on the nursing practice. The study was conducted using the repeated measured design. The subjects were 166 nurses working at surgical nursing care units in a tertiary teaching hospital. A questionnaire was developed based on the Burke's study, and reviewed by a committee for content validity. Eighty-eight nurses responded the questionnaire throughout the study. Indirect nursing care time significantly decreased(p<0.05) after the computerization. These decrease related to time saving in checking physicians' order and writing nursing records. However, the change in direct nursing care time was not clear. In conclusion, the computerization led to the decrease in indirect nursing care time but it did not link to increase in direct nursing care time. Therefore, nurse managers should take into account redesign of the nursing works after computerization.

• Korean Journal of Adult Nursing
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• v.19 no.2
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• pp.305-317
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• 2007

Purpose: The research aims to identify the roles of nurses at dementia clinics or geriatric hospitals to set their tasks. Methods: This research has been conducted through literature review and focus group methodology. The field survey has been done for 195 nurses at 36 hospitals for the aged and dementia clinics from Oct. 9 to Oct. 28, 2006. Results: The nurses were identified to play eight roles as clinical specialists, educators, researchers, counselors, consultants, collaborators, leaders, managers, and advocators. They were also known to implement 27 nursing tasks and 104 nursing activities. Conclusion: The findings of this research could provide a foundation for the nursing care work as well as become a practice guideline for the nurses, at these hospitals, to implement versatile roles and tasks.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.3
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• pp.315-322
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• 2005

Purpose: The purpose of this study was to investigate the impacts of psychological empowerment and transformational leadership on organizational commitment among hospital nurses. Method: The sample consisted of 279 nurses from 3 university affiliated hospitals. Data were collected with self-administered questionnaires and analyzed using Pearson correlation and hierarchical regression. Result: Transformational leadership has greater influence on organizational commitment for nurses. Psychological empowerment and three transformational leadership(charisma, individualized consideration and inspiration) has direct effects on organizational commitment. Psychological empowerment did not interact the relationship between transformational leadership and organizational commitment. Conclusion: The results imply that nurse managers should exercise transformational leadership and empowering behaviors for nurses to be committed in organization.

• Journal of Home Health Care Nursing
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• v.26 no.1
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• pp.81-90
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• 2019

Purpose: In accordance with changes in the healthcare environment, it is necessary to understand managerial cost accounting for nurses. This study aimed to develop educational components of managerial cost accounting for nurses. Methods: This study is comprised of a comprehensive literature review, nominal group technique using focus group interview, audit by an expert group, and priority analysis. Results: The comprehensive literature review identified 15 educational components of managerial cost accounting. In the nominal group technique, the participants finally agreed on eight educational components of managerial cost accounting for nurses. The average content validity index of these components was 0.99. "Activity-based costing" scored the highest for relative importance (15.7%). Conclusions: These results can be used to develop an education program to strengthen nurses' managerial cost accounting competencies. Furthermore, it will be helpful to use a basis for the development of cost management curricula for nursing students and on-the-job training courses of nurse managers and executives.

• Research in Community and Public Health Nursing
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• v.30 no.2
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• pp.226-233
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• 2019

Purpose: Improving productivity in nursing practice is an important issue. This study investigated factors affecting nursing productivity of Korean clinical nurses. Methods: A structured survey tool was used in a cross-sectional design with a convenience sample of 239 nurses working in university hospitals. Stepwise multiple regressions were done to identify influential factors. Results: The level of nursing productivity was at a moderate level (3.3 out of 5). Those nurses who were over 36, married, over master-graduated, regularly employed, on day duty, and with experiences as a charge or head nurse reported better achievements in nursing productivity than the other groups of nurses. All three independent variables, age, and employment status explained 55.4% of the variance in nursing productivity. Conclusion: The leaders and managers of nursing organizations should develop educational programs aimed at increasing nurses' competencies in relation to emotion controls and communication skills, which consequently should improve nursing productivity.

• Korean Journal of Occupational Health Nursing
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• v.31 no.2
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• pp.86-94
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• 2022

Purpose: This study aimed to determine the effects of grit, nursing work environment, and job esteem on the intent to stay among military hospital nurses. Methods: This study employed a descriptive cross-sectional design. Data were collected from February 7 to 18, 2022 from 232 nurses working at four military hospitals under the Armed Forces Medical Command. The analysis was conducted using the SPSS/WIN 26.0 program, and descriptive statistics, t-test, ANOVA, Pearson coefficient correlations, and multiple regression analysis were performed. Results: Factors affecting the intent to stay included job esteem (β=.44, p<.001), total clinical experience of more than 10 years (β=.24, p=.001), and nursing work environment (β=.17, p=.009). Conclusion: The results can be used to ensure personnel quality at military medical institutions and can contribute to improving patient safety and medical services. Further, nursing managers need to formulate and implement strategies to foster a positive nursing work environment.