• 가정∙방문간호학회지
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• 제9권2호
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• pp.129-137
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• 2002

Purpose: This study was aimed to investigate predictors of job satisfaction of home visiting nurses at the 16 public health centers in Busan. Method: There are two groups of independent factors: non-work related (age. educational level. working duration as nurses in hospitals. certificate). and work related (working duration as nurses in public health centers. working duration as home visiting nurse. position. number of households visited per week, workload, cooperation among staff, support by supervisors, supply of vehicles, supply of materials). The participants were 88 home visiting nurses from 16 public health centers in Busan. Data were collected with self-administrated questionnaires and analysed using an univariate logistic regression and multiple logistic regression analysis. Result: support by supervisors (good vs not-good, OR=3.70. p=0.025), and supply of materials (good vs not-good, OR=3.33, p=0.038) had significants effects on job satisfaction. Conclusion: The results were similar to those of other studies on the predictors of job satisfaction of clinical nurse at hospitals, and were helpful in developing nursing interventions to increase job satisfaction among home visiting nurses in public health centers. Busan.

• 가정∙방문간호학회지
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• 제25권1호
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• pp.47-57
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• 2018

Purpose: The aim of this study was to identify how personality characteristics of individuals and organizations influence nurses' job satisfaction and organizational commitment in small-medium sized hospitals. Methods: Subjects were 186 nurses with more than one year working experience. They currently worked in four small-medium sized hospitals specialized in spinal surgery. Data were collected from June 13 to July 12, 2016 using self-recorded questionnaires. The collected data were analyzed using descriptive statistics and multiple regression analysis. Results: Among individual personality characteristics, extroversion significantly affected job satisfaction; on the other hand, extroversion and openness affected organizational commitment. In the meantime, organizational characteristics did not present statistical effects on job satisfaction and organizational commitment. Conclusion: Based on these results, we found that extroversion and openness had statistically significant influences on nurses' job satisfaction and organizational commitment in small-medium sized hospitals. Therefore, when hospitals recruit nurses, we recommend considering their personality traits in order to increase compliance with duties and organizational characteristics.

• 간호행정학회지
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• 제17권4호
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• pp.443-450
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• 2011

Purpose: This study was a descriptive correlation study to increase understanding of, and relationships among critical thinking disposition, clinical decision making and job satisfaction of cancer center nurses. Method: The participants in this study were 150 nurses working in one cancer center located in Gyeonggi Province. The statistic program, SPSS WIN17.0 was used for data analysis and data were analyzed using t-test, ANOVA, and Pearson correlation. Results: The critical thinking disposition of the participants showed statistically significant differences according to areas of practice (F=4.426, p=.005), and current position (F=9.346, p=.000). For clinical decision making of the participants, statistically significant differences were found according to current position (F=10.667, p=.000). Furthermore, for job satisfaction, there were statistically significant differences according to income (F=6.779, p=.002), length of career (F=2.701, p=.033) and current position (F=5.423, p=.005). There were significant positive correlations for critical thinking disposition with clinical decision making, and with job satisfaction. Conclusions: The results of the study indicate that to improve clinical decision making and job satisfaction of cancer center nurses, it is necessary to increase critical thinking disposition. To make this change, appropriate programs are needed to increase critical thinking and clinical decision making of general cancer center nurses.

• 간호행정학회지
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• 제12권3호
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• pp.406-414
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• 2006

Purpose: The purpose of this study was to investigate the extent of empowerment, task performance and job satisfaction perceived by hospital nurses and the relationship among those variables. Methods: The sample consisted of 261 nurses from a university affiliated hospital. Data were collected with self-administrated questionnaires including empowerment, performance and job satisfaction and analyzed using mean, standard deviation, ANOVA and $Scheff{\acute{e}}$ test. Results: The mean scores of variables were as follows. Empowerment was 4.6472, task performance was 3.7814, and job satisfaction was 3.1240. The older, more educated and more experienced nurses showed more empowered and higher job performed than the younger, less educated and less experienced nurses. Empowerment had a positive correlation with task performance and job satisfaction. Conclusions: The results imply that hospital should develop the empowerment program for nurses to be more job performed and satisfied.

• 간호행정학회지
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• 제20권4호
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• pp.426-436
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• 2014

Purpose: This study was conducted to identify factors that affect nursing performance; Those factors are personal characteristics, sub-categories of empowerment and job satisfaction of clinical nurses. Methods: Data were collected from November 24, 2012 to March 11, 2013, and participants were 451 hospital nurses in 6 hospitals. Descriptive statistics, t-test, one-way ANOVA, Pearson correlation coefficient, and stepwise multiple regression were used for data analysis. Results: Nurses who were older, married, highly educated, in the position of charge nurse, and with longer clinical careers showed relatively higher empowerment, higher job satisfaction, and higher nursing performance than others. Also, there were strong correlations between nursing performance and empowerment (r=.576)/job satisfaction (r=.617). Factors predicted nursing performance were relationship with coworkers (${\beta}=.398$), duty (${\beta}=.181$), promotion system (${\beta}=.134$), and turnover intention (${\beta}=-.109$). Factors predicting job satisfaction were competency of empowerment (${\beta}=.249$), and clinical career (${\beta}=.151$). These 6 factors explained 55.2% of the variance in nursing performance (F=93.37, <.001). Conclusion: Regarding human resource management, relationship with co-workers is a changeable factor. Therefore nursing organizations should apply these factors in human resource management to enhance nursing performance and achieve organizational goals.

• 중환자간호학회지
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• 제15권3호
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• pp.23-36
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• 2022

Purpose : This study aimed to identify the factors influencing the professional quality of life of intensive care unit (ICU) nurses working in university hospitals. Methods : A survey was conducted on 171 ICU nurses in university hospitals in B City, South Korea. This study used the Professional Quality of Life instrument, which consists of three subscales, namely, compassion satisfaction, burnout, and secondary traumatic stress. Data were analyzed using stepwise multiple regression analysis. Results : Compassion satisfaction was influenced by resilience, ICU job satisfaction, and innovation-oriented culture, and these variables explained 37.1% of the variance in compassion satisfaction. Burnout was influenced by resilience, a hierarchy-oriented culture, and ICU job satisfaction, and these variables explained 42.9% of the variance in burnout. Secondary traumatic stress was influenced by a task-oriented culture and resilience, and these variables explained 12.5% of the variance in secondary traumatic stress. Conclusion : These findings suggest the importance of improving resilience and job satisfaction to enhance the professional quality of life in ICU nurses. Moreover, creating an innovation-oriented culture rather than a hierarchical and task-oriented culture can effectively improve the professional quality of life of ICU nurses.

• 가정∙방문간호학회지
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• 제31권2호
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• pp.166-176
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• 2024

Purpose: This study examined the effects of parenting stress, social support, and job satisfaction on job embeddedness of in shift working married nurses. Methods: The participants were 131 nurses in five general hospitals. Data collection was conducted using self-report questionnaires from Aug 1 to 16, 2023. Data were analyzed using descriptive statistics, independent t-test, One-way ANOVA, Pearson correlation coefficients and multiple regression analysis. Results: There were not significant differences in job embeddedness by general characteristic. The job embeddedness of in shift work nurses were significant correlation parenting stress, social support, and job satisfaction. The factors influencing on job embeddedness of the shift work nurses were job satisfaction. It was found that 61% could explain job embeddedness. Conclusion: It is necessary to nurse' support strategies for improving job satisfaction, and need to develop of program to relieve parenting stress, and strengthen social support to enhance job embeddedness of the shift work nurses.

• 대한간호
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• 제32권4호
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• pp.48-62
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• 1993

This study was done for the purpose of analyzing the job-satisfaction and its depressive factors in human relation of operating room nurses of university hospital. Therfore, it makes an offer the basic data to help the resolution and prevention of the problems in operating room nurses. Furthermore, this study was conducted in order to find out some kinds of scientific data for the better control of depressive factors of job-satisfaction expressed by the operating room nurses. The structred questionaire reports of 246 operating room nurses who were employed in 5 different university hospitals which have over 1, 000 beds located in Seoul, Korea were used, which wer collected from August 24th to August 30th of 1992. The author visited supervisors of operating room in each university hospital and explained the aim of this study. The most of them(90.0%) answered to the questionaires. Analysis of the collected data were done by mean, standard deviation, percentage, t-test, F-test, Q-test, correlation analysis, one-way ANOVA.and stepwise multiple regression analysis. Major findings of this study were as follows: 1. The job of the operating room nurses were remarkably related with the satisfaction in human relation, which was defined as the behavioral job with thoughtful action rather than with mechanical action. However, the degree of satisfaction in human relation with personnel in other departments was found to be the lowest and its the main depressive factors were appeared due to the absence of interaction and uncooperative attitudes. Therefore, it was required that the members of other job need more cooperative attitude to the actual works in the operating room nurses. 2. The depressive factors in the satisfaction degree of human relation with offical seniors wer significantly related with their irresponsibility and partialness. Moreover, the job attitude of the operating room nurses is abundantly required to be improved, 3. The depressive factors in the satisfaction of human relation with medical doctors were significantly related with their insincerity and the class-consciousness. It is clearly suggested that the medical doctors do more cooperative behaviors for the jobs of the operating room without the suggested that the medical doctors do more cooperative behaviors for the jobs of the operating room without the superiority feeling of class-consciousness. 4. There was a significantly positive association between the satisfaction degree of human relation of the nurses with the following charateristics. (1) The registered nurses which had a tendency to be satisfied about the registered nurses' job. (2) The registered nurses which had a tendency to be a technique-aptitued in the motivation of the registered nurses'job. (3) The registered nurses which had a tendency to be satisfied about the total hospital working carrier and the aspects of old ages. Finally, these findings indicated that the operating room nurses should require the professional education courses associated with a high-development techniques and setisfaction in their jobs.

• 가정∙방문간호학회지
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• 제12권1권
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• pp.1-40
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• 2005

This study investigated the relationship among home care nurses' perception of ethical values and conflicts and job satisfaction. The subjects of the study were 257 home care nurses working at 101 institutions involved in home care practice, the data were collected between December 28, 2004 February 14, 2005. The instruments were perception of ethical values, ethical conflicts, and job satisfaction and it was revised by the author. The reliability of Cronbach's a was .74, .93, .85, respectively. SAS 8.0 program was used to analyze the data, and frequency, percentage, unpaired t-test, ANOVA, $Scheff\`{e}$ test, and Pearson's Correlation Coefficient were calculated for data analysis. Followings are the results of the study: The scores of home care nurses' perception of ethical values were average 3.8points (5points scale). There was no significant difference between the groups according to general characteristics such as age (P=.001), religions (P=.001), ethical standard (P=.018), and current job satisfaction (P=.000). The scores of home care nurses' ethical conflicts were average 2.9points (5points scale). There was significant difference according to pay (P=.008) and employment status (P=.001) of general characteristics; conflicts was showed to go up with higher pay and temporary employment status. The scores of home care nurses' job satisfaction were average 3.3points (5points scale). There was significant difference among the groups according to age (P=.023), pay (P=.001), job career of home care (P=.030), and current job satisfaction (P=.000) of the general characteristics. There was significant positive correlation between subject's perception of ethical values and ethical conflicts (P=.004) and perception of ethical values and job satisfaction (P=.005). However, ethical conflicts and job satisfaction (P=.772) showed negative correlation, but it was not significant. With the results, home care nurses showed firm perception of ethical values and relatively higher job satisfaction. However, they showed ethical conflicts regarding the lack of administrative support and dignity of human life. In conclusion, It requires some alternative measures to solve the ethical conflicts and to enhance job satisfaction of home care nurses through the support in policy, continuous ethics education, rewarding system, and introducing laws to protect individual home care nurses.

• 한국산학기술학회논문지
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• 제17권9호
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• pp.599-609
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• 2016

본 연구는 간호사의 공감만족에 대한 국내 연구의 동향을 분석하여 향후 연구에 대한 방향을 제시하고자 시도되었다. 연구조사 데이터베이스는 학술정보서비스, 국회도서관, KISS, NDSL을 이용하였다. 주요어는 간호사, 공감만족, 전문직 삶의 질 로 검색하여 최종 18편의 논문을 분석 하였다. 연구 설계는 서술적 조사연구 위주였고, 연구 대상은 병원에 근무하는 간호사로 나타났다. 공감만족과 관련이 있는 일반적 특성으로는 연령, 직위, 경력, 교육상태 등이었으며, 관련변수로는 소진, 공감피로, 직무만족, 극복력 등으로 나타났다. 공감만족과 관련이 있는 변수를 살펴본 결과 나이가 어리고 경력이 짧은 미혼인 간호사의 공감만족이 상대적으로 낮은 것으로 나타나 조직적 차원에서 지지 프로그램이 요구된다. 간호사의 공감만족은 임상실무에서 간호의 질 향상과 간호인력 관리에 기여 할 것이다. 따라서, 간호사가 간호를 하면서 높은 공감만족을 가질 수 있도록 간호 관리자의 관심과 노력이 매우 필요하다. 본 연구의 결과를 통해 국내 간호사에게 적합한 도구개발 연구, 간호사의 공감만족에 대한 본질적인 실체를 밝히는 질적 연구와 프로그램을 개발하여 효과를 검증하는 중재 연구를 제언한다.