• The Korean Nurse
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• 제15권5호통권85호
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• pp.59-71
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• 1976

This study is to describe the accident that have occured for two years (1974 and 1975) in a textile company by 7 selected variables which could be classified as follows: 1) Sociodemographic variables(ie Sex, Age) 2) Work experiences and work environment (

• Women's Health Nursing
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• 제23권2호
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• pp.78-88
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• 2017

Purpose: This study aimed to understand meaning and essentials in work experiences of delivery room nurses. Methods: A phenomenological perspective was used for this qualitative research. Ten delivery room nurse with more than 3 years of work experience participated in this study. Data were collected through individual in-depth interviews with the nurses, between December 2012 and April 2013. Data were analyzed using Colaizzi's method. Results: Nine theme clusters and four categories emerged from the data as follows: 1) factors influencing career decision-making, 2) gap between reality and expectations, 3) difficulties with working in the delivery room, and 4) motivation to work in the delivery room. Conclusion: Based on the results of this study, strategies to improve working environment of the delivery room nurses are necessary. Also, better policy are required to firmly establish the role of the delivery room nurses' role as recognized professionals.

• Journal of Industrial Convergence
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• 제19권6호
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• pp.131-138
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• 2021

Identifying the factors between nursing work environment and emotional labor to job satisfaction for nurses in public hospitals, 176 nurses who worked at six medical centers in Gyeonggi-do as study subjects were selected. The data was analyzed using descriptive statistics, ANOVA, t-test, post-test Scheffe's test, and multiple regression analysis with SPSS/WIN program(23.0). In the results to identify the factors that influence the job satisfaction, the better the nursing work environment(β=.797, p=.000) and the lower the degree of emotional labor(β=-.089, p=.045), the higher the job satisfaction. Additionally, job satisfaction increased when nurses cared the fewer number of patients. To increase job satisfaction for nurses, the policy should be considered to care fewer patients per a nurse, improve work environment and decrease emotional labor.

• Journal of Korean Academy of Nursing Administration
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• 제19권2호
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• pp.207-216
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• 2013

연구목적: 본 연구는 병원간호사에게 보다 편안하고 건강한 업무환경을 제공하는 것의 중요성을 병원관리행정가, 교육가, 간호관리자에게 알려주는데 필요한 기초 자료를 제공하고자 수행하였다. 연구방법: 연구진행에 동의한 5개의 종합병원을 선정하여 구조화된 설문지를 이용하여 2010년 7월에 자료를 수집하였다. 연구결과: 직무만족도에 가장 큰 영향을 미치는 요인으로는 간호실무환경으로 긍정적인 영향을 미치는 것으로 나타났으며, 그 다음은 업무-가족 갈등으로 부정적 영향을 미치는 것으로 나타났다. 설명변수는 직무만족도를 39% 설명하는 것으로 나타났다. 결론: 본 연구의 결과 간호실무환경과 업무-가족 갈등이 간호조직에서의 성과인 직무만족도에 중요한 요인으로 나타났다. 따라서 업무환경을 더 매력적으로 만들고, 업무-가족 갈등을 감소시키는 전략은 경력간호사의 보유와 질적 간호를 향상시키는데 도움이 될 것이다.

• Korean Journal of Occupational Health Nursing
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• 제22권4호
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• pp.285-294
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• 2013

Purpose: This study aimed to explore professional autonomy, nursing work environment, and clinical decision making ability and to determine predictors of clinical decision making ability among clinical nurses. Methods: A cross-sectional design was used in this study and 263 clinical nurses were selected from advanced-level hospitals with over 500 beds located in D metropolitan city. Independent t-test, ANOVA, Pearson's correlation coefficients and hierarchical multiple regression analyses were done with the SPSS/WIN 20.0 program. Results: Clinical nurses reported moderate levels of professional autonomy, nursing work environment and clinical decision making ability. Marital status, professional autonomy and nursing work environment accounted for 25% of variance in clinical decision making ability required in various clinical settings. Importantly, being married, higher level of professional autonomy, and greater satisfaction with work environment were significantly associated with better decision making ability. Conclusion: Findings indicate that improving the quality of decision making in the healthcare settings requires awareness of the multiple effects of individual, occupational and environmental features. Nurses' ability to make effective clinical decisions may rely on personal characteristics, the degree of autonomy in their job, and nurses' satisfaction with their work environment.

• Journal of Korean Academy of Nursing Administration
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• 제20권1호
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• pp.69-81
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• 2014

Purpose: The aim of this study was to investigate and identify work environment, job embeddedness, and burnout among general hospital nurses in Korea. Methods: The participants were 563 clinical nurses working in 13 general hospitals across the country. Data were analyzed using SPSS and Microsoft Excel programs. Results: Mean scores were 2.62 for nurses' work environment, 2.97 for job embeddedness, and 3.61 for burnout. Nurses' work environment showed a positive correlation with job embeddedness (r=.70, p<.001), but a negative correlation with burnout (r=-.49, p<.001). Subcategories of nurses' work environment that predicted job embeddedness included satisfaction and happiness, hospital support for the work environment, patient care environment, satisfaction with work schedule, manager leadership, supportive environment for nurses' work, and computer problems. Subcategories of nurses' work environment that predicted burnout included satisfaction and happiness, violence within ward, hospital support for work environment, and patient care environment. Conclusion: Findings from this study indicate the need to evaluate and improve the work environment for nurses to increase job embeddedness and control burnout. Future studies should explore ways in which turnover intention can be decreased by changing nurses' work environment.

• Journal of Korean Academy of Nursing Administration
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• 제20권3호
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• pp.292-301
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• 2014

Purpose: The purpose of this study was to identify factors that affect reality shock in new nurses. Methods: Participants were 216 newly graduated nurses with less than 1 year experience in 5 university and 10 general hospitals in Busan, Ulsan and Gyeongnam, A self-report questionnaire was completed by the nurses between November 18 and December 25, 2013. Data were analyzed using t-test, ANOVA and hierarchial multiple regression analysis with the SPSS/WIN 21.0 Program. Results: Average scores for work environment and environmental reality shock were $2.63{\pm}0.33$ and $2.66{\pm}0.43$ points respectively. Regression analysis showed that with the nurses' demographic and work characteristics controlled, work environment explained 4.2% of the reality shock. Factors significantly affecting reality shock included nurses' changing residence because of job (${\beta}$=.21, p=.001), whether they were able to work on the unit of their choice (${\beta}$=-.13, p=.031) and whether they had a choice in days off (${\beta}$=-.14, p=.038). Conclusion: When these factors are considered, reduction in nurses' reality shock requires improvement in work environment, placing new nurses in a department of their choice and allowing them a choice in off-duty days. These measures would also help achieve organizational goals and develop the new nurses as professional nurses.

• Journal of Korean Academy of Nursing Administration
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• 제22권3호
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• pp.279-291
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• 2016

Purpose: The purpose of this study was to investigate the relationship among nursing work environment, job embeddedness, and turnover intention in order to provide basic data for efficient management of human resources in nursing organizations. Methods: A cross-sectional, descriptive study design was conducted with 177 nurses who had worked for more than 6 months in five general hospitals on Jeju Island. A self-report questionnaire was used for data collection. Results: About 88% of the participants reported that they were considering a turnover plan because of overload in their jobs and poor salaries. Nursing work environment was significantly related to job embeddedness and turnover intention. Job embeddedness was significantly related to turnover intention. Hierarchical multiple regression analysis showed that factors affecting turnover intention were the organizational embeddedness factors of organization fit and organization sacrifice. Conclusion: The results indicate that nurses' turnover intention is associated with nursing work environment and job embeddedness. To reduce nurses' turnover intention and improve nurses' retention, nurse managers should improve the nursing work environment and consider job embeddedness, particularly in relation to the organization fit and sacrifice.

• Journal of the Korea Safety Management & Science
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• 제22권3호
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• pp.31-41
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• 2020

The purpose of this study was to identify the relationship between bullying, nursing work environment, reality shock and factors of influence on turnover intension. Data were collected from 381 nurses who were under the charge nurse at a hospital with more than 600 beds in Seoul. The collected data were analyzed using the SPSS24.0 program. The mean score for turnover intension was 3.61 ± 0.89. The intension of turnover was correlated with bullying in the workplace (r=0.197, ⍴=.001), the nursing work environment (r=-.409, p=.001), and reality shock (r=.572, p=.001). Variables affecting turnover intension were the work department(β=-0.018, ⍴=.049), working environment(β=-0.424, ⍴<.000), and reality shock(β=0.654, ⍴<.000). The total amount of explanation for turnover intension was 37.3%. The degree of turnover intension of nurses was affected by work in general wards, the experience of workplace bullying and the nursing work environment. To reduce turnover intension, nursing work needs to be analyzed and efforts are needed to establish an effective communication system.

• Journal of the Korea Academia-Industrial cooperation Society
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• 제18권6호
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• pp.449-458
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• 2017

This research is a descriptive correlation research for comprehending the end of life care stresses, work environment, and reduction of nurses in geriatric hospitals and analyzing the factors influencing their burnout. We recruited 195 nurses from 8 geriatric hospitals in B metropolitan city and collected data on the end of life care stress, work environment and reduction using organized questionnaires. The data were analyzed with SPSS WIN 21.0 program. The average grade of end life care stress was $3.84{\pm}0.56$, nursing work environment $3.25{\pm}0.60$, and burnout $2.93{\pm}0.52$. There was a positive correlation between the end of life care stress and reduction(r=.206, p=.004) but a negative correlation between nursing work environment and reduction(r=-.431, p<.001). The most influential factor on the reduction was nursing satisfaction(${\beta}=-.302$), followed by work environment(${\beta}=-.294$), age(${\beta}=.286$), duty style(${\beta}=-.17$), and end of life care stress(${\beta}=.164$). The overall explanatory power was 41.2%.These results suggest that in order to minimize the reduction of nurses in geriatric hospitals, the provision of a supportive work environment which enhances their pride and responsibility as a nurse and offers incentives is required with effective distribution of duties, development of the end of life nursing education and administrative tools for reducing their stress.