• Journal of Korean Academy of Nursing
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• v.46 no.3
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• pp.338-348
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• 2016

Purpose: The purpose of this study was to examine correlations between nurses' self-leadership and individual work role performance and correlations between self-leadership in nursing units and team members' work role performance. Methods: Participants were 202 conveniently selected general nurses from 5 general hospitals in Korea. The study was carried out on 35 nursing units. Data were collected during February 2015 with self-report questionnaires. Results: For factors affecting individual work role performance, self-expectation, self-goal setting, constructive thought, clinical career in the present nursing unit and marital status accounted for 44.0% of proficiency, while self-expectation, self-goal setting, constructive thought, and marital status accounted for 42.3% of adaptivity. Self-expectation, self-goal setting, constructive thought, self-reward, clinical career in the present nursing unit and position accounted for 26.4% of proactivity. In terms of team members' work role performance, self-reward and self-expectation in nursing units explained 29.0% of team members' proficiency. Self-reward and self-expectation in nursing units explained 31.6% of team members' adaptivity, and self-reward in nursing units explained 16.8% of team members' proactivity. Conclusion: The results confirm that nurses' self-leadership affects not only individual self-leadership but also team members' work role performance. Accordingly, to improve nurses' work role performance in nursing units of nursing organizations, improvement in nursing environment based on self-leadership education is necessary and nurses' tasks rearranged so they can appreciate work-autonomy and challenges of work.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.26 no.3
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• pp.176-187
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• 2019

Purpose: This study was a qualitative study done to investigate the experience of role conflict by physician assistant nurses. Methods: The basis for this study was qualitative research using the phenomenological method. Research participants were 10 physician assistant nurses. Data collection methodology was in-depth interviews. The interviews were conducted 1 to 2 times and each interview lasted within the range of 45 minutes to 2 hours. The data collection and analysis were carried out simultaneously and the Colaizzi (1978) methodology was adopted for data analysis. Results: The results showed 46 significant statements, 13 meaningful statements, 7 themes, and 3 clusters of themes. The 3 clusters of themes were: 'Identity conflict', 'Relationship role conflict' and 'Institutional role conflict'. Conclusion: The findings from this study suggest that legal status guarantees have to be prepared in order to resolve the role conflict of physician assistant nurses.

• Journal of Korean Biological Nursing Science
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• v.14 no.4
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• pp.291-299
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• 2012

Purpose: This study attempted to measure the awareness and performance of the forensic nursing role among the emergency department (ED) nurses to emphasize the presence of forensic nurses in ED and suggest encouraging essential forensic nursing education. Methods: A quantitative descriptive survey using a questionnaire was carried out to the nurses, who had a minimum of 6 months experience in the ED. This study was conducted at 7 hospitals in the Republic of Korea. Results: A total of 124 nurses were enrolled. As to the Awareness of the forensic nursing role, all the core data obtained an average of 3.39 points out of 4 points, and the documentation category was the highest score of 3.57. For the performance of the forensic nursing role, all the core data obtained an average of 2.50 points out of 4 points, and a documentation category acquired the highest score of 2.91. There is a significant correlation of (r=.452, p<.001) the awareness and performance of the forensic nursing role. Conclusion: Currently, the awareness regarding the forensic nursing role is low level. Therefore, the performance of forensic nursing role has also become low level. Consequently, forensic nursing education is essential for ED nurses to preserve evidence accurately.

• Health Policy and Management
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• v.11 no.1
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• pp.62-86
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• 2001

This study purports to Investigate the determinant of job satisfaction and the organizational commitment of medical insurance review nurses working at Korean hospitals. The independent variables contain three groups of determinants: organizational characteristics variables(job autonomy, work unit control, role variety, role ambiguity, role conflict, workload, resource inadequacy, coworker support, supervisor support, distributive justice, promotional chances, job security, and job hazard), environmental variables(job opportunity, spouse support, and parent support), and psychological variables (met expectation, work involvement, positive affectivity, and negative affectivity). The sample used in this study consisted of 445 medical insurance review nurses from 89 hospitals nationwide. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of the study are as follows : 1) the following variables, listed in order of size, have significant effects on job satisfaction : role ambiguity(－), distributive justice(＋), work involvement(＋), role variety(＋), met expectation(＋), negative affectivity(－), job autonomy(＋), and positive affectivity(＋). 2) the following variables, listed in order of size, have significant effects on organizational commitment: met expectation(＋), work involvement(.＋), distributive justice(＋), job security(＋), role variety(＋), positive affectivity(＋), negative affectivity(－), resource inadequacy(＋), and tenure(－). 3) the variance of job satisfaction and organizational commitment explained by the variables used in the study are 30.0% and 39.1% respectively. 4) In comparison to the results of other studies on the determinants of job satisfaction and organizational commitment of clinical nursing staff working at hospitals, the results of this study indicate that three variables of distributive justice, work involvement, and role variety are especially important for improving the level of job satisfaction and organizational commitment of medical insurance review nurses.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.18 no.1
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• pp.107-115
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• 2011

Purpose: The purpose of this study was to investigate the relationship between professional self-concept, role conflict and job satisfaction of emergency department (ER) nurse. Method: Data were collected from a convenience sample of 200 ER nurses who worked in one of 9 hospitals in 5cities. The instrument for this study was a structured questionnaire on professional self-concept, role conflict and job satisfaction. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Results: The mean score for professional self-concept was 2.52 (0.28), for role conflict, 3.37 (0.55), and for job satisfaction, 2.71 (0.35). There were significant differences on three variables according to total career, and satisfaction with nursing. There was a significant positive correlation between professional self-concept and role conflict, job satisfaction. Role conflict showed a significant negative correlation with job satisfaction. Conclusion: The results of this study indicate that the important role-related variables of professional self-concept, role conflict and job satisfaction of ER nurses are significantly related, and that as, role conflict is an important factor for job satisfaction of ER nurses, strategies to decrease role conflict need to be developed.

• Korean Journal of Adult Nursing
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• v.24 no.4
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• pp.327-338
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• 2012

Purpose: The purpose of this study was to investigate the work conditions, reported stress, role conflict and job satisfaction of infection control nurses working in general hospitals. Methods: The subjects were 125 infection control nurses from 102 general hospitals. Data were collected using a questionnaire consisting of questions about general characteristics, job characteristics, work condition, stress, role conflict, and job satisfaction. Data were collected from July to September 2011 and analyzed by descriptive statistics, independent t-test, one-way ANOVA, Scheffe test, Pearson's correlation, and Stepwise multiple regression in SPSS/WIN 18.0. Results: Over fifty percent (56.0%) of infection control nurses reported the majority of their time was monitoring intensive units. The average reported stress was 7.20, role conflict was 3.67, and job satisfaction was 3.14. The factors which influenced job satisfaction were stress, enough information, annual income, and the number of hospital beds. Conclusion: The factors contributing to job stress of infection control nurses need to be specifically identified. Education and training for infection control personnel should be provided to enhance job satisfaction.

• Journal of muscle and joint health
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• v.28 no.3
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• pp.242-251
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• 2021

Purpose: The aim of this study was to examine the relationship between calling, clinical performance, role conflict, and organizational socialization and to evaluate the factors associated with organizational socialization of new nurses. Methods: This study design was cross-sectional correlational study. The participants of this study were new nurses 171 at general hospitals in Jeollabuk-do. Data was collected between August 1 to 20, 2018 from questionnaire responses and were analyzed with descriptive statistics, independent t-test, one-way ANOVA, pearson's correlation coefficient, and multiple regression analysis. Results: The average calling rating was 2.47±0.59 (rated on a scale of 1~4), clinical performance rating was 3.55±0.52 (rated on a scale of 1~5), role conflict rating was 3.29±0.59 (rated on a scale of 1~5), and organizational socialization rating 3.19±0.41 (rated on a scale of 1~5). Calling, clinical performance, role conflict, gender, and work in the desired unit were the significant factors influencing organizational socialization of new nurses. Conclusion: These findings indicate that strategies are needed to improve organizational socialization of new nurses to ensure effective management of personnel. Moreover, it is necessary to develop a program to cultivate the nursing calling, enhance clinical performance, and resolve role conflicts among new nurses.

• Journal of East-West Nursing Research
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• v.28 no.2
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• pp.142-150
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• 2022

Purpose: The purpose of this study is to identify the factors affecting the role of nurses with regard to the perception of good death, knowledge of advance directives, and stress and attitude toward withdrawing life-sustaining treatment. Methods: Data were collected from 102 nurses working at a general hospital. Data were analyzed by descriptive statistics, independent t-test, one-way ANOVA, Scheffé test, Pearson correlation coefficient, and multiple linear regression using the SPSS 28.0.1.0 program. Results: Educational level (β=.37, p=.001 for bachelor; β=.33, p=.005 for master or higher) and good death perception (β=.22, p=.024) were significant factors of the role of nurses associated with withdrawing life-sustaining treatment. Conclusion: Based on the result of this study, information about awareness of good death should be included in development of an educational program in order to strengthen the role of nurses in withdrawing life-sustaining treatment of patients.

• Korea Journal of Hospital Management
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• v.29 no.1
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• pp.32-45
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• 2024

Purpose: This study was performed to determine whether positive psychological capital and role conflict among hospital nurses influence patient safety competencies. Methods: Data were collected from nurses working at one hospital with more than 800 beds in J Province. Data were analyzed using descriptive statistics, t-test, ANOVA, Scheffé's test, Pearson's correlation analysis and hierarchical regression analysis using SPSS 26.0 program. Findings: In the hierarchical regression analysis, positive psychological capital, role conflict, bachelor's degree or higher as the highest level of education achieved, and three or more experiences reporting accidents impacting patient safety were found to significantly correlate with subjects patient safety competency. Among these, positive psychological capital emerged as the strongest factor, and the explanatory power of Model 4 was determined to be 38.1%. Conclusion: This study confirmed that hospital nurses' positive psychological capital and role conflict impact patient safety competency, underscoring the importance of organizational measures to increase patient safety awareness. Therefore, it is necessary to develop an educational program to strengthen hospital nurses' patient safety capabilities and conduct follow-up research to test its efficacy.

• Korean Journal of Occupational Health Nursing
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• v.27 no.2
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• pp.77-88
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• 2018

Purpose: This study aimed to investigate the degree of role conflict and its ambiguity, and fatigue in clinical nurses and to analyze the effect of these on their self-resilience in order to provide fundamental data for improving their working environment after the Middle East Respiratory Syndrome outbreak. Methods: After the collection of data from 258 clinical nurses in five general hospitals, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression were performed using IBM SPSS Statistics 20.0. Results: A significant positive correlation was found between nurses' role conflict and ambiguity and fatigue; while a negative correlation was found between nurses' role conflict and ambiguity and self-resilience. A significant negative correlation was found between fatigue and self-resilience. According to the study results, the factor that affected clinical nurses' self-resilience the most was role conflict and its ambiguity, followed by marital status, fatigue, educational level, religion, and related tasks, which together accounted for 38% of self-resilience in clinical nurses. Conclusion: To improve weaknesses in nursing care after the Middle East Respiratory Syndrome outbreak, the scope of nursing care was changed upon the expansion of integrated nursing and care-giving services. Therefore, in the rapidly changing environment of nursing, policies to improve nursing performance, as well as successful reaction capability, are suggested.