• 간호행정학회지
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• 제15권3호
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• pp.382-390
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• 2009

Purpose: The purpose of this study was to determine whether nurses' nonverbal communication predict clients' service satisfaction and to investigate the mediating effects of their trustworthiness between nurses' nonverbal communication and clients' service satisfaction in psychiatric wards. Methods: A convenience sample of 206 psychiatric inpatients was obtained. Participants completed a demographic sheet and three study instruments. Results: There were statistically significant positive relationships between nurses' nonverbal communication, trustworthiness and clients' satisfaction. Trustworthiness was found to partially mediate the relationship between nonverbal communication and clients' satisfaction. Conclusion: Clients' perception of nurses' nonverbal communication, trustworthiness and satisfaction on the nursing services have a strong relationship. Findings contribute to a more comprehensive knowledge base regarding nursing services.

• 간호행정학회지
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• 제9권4호
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• pp.529-539
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• 2003

Purpose : The objective of this research is to explore the job satisfaction of clinical nurses by the rank of nurse staffing in order to provide effective management for nurses. Method : The research has been conducted on three hundred twenty nurses working at tertiary eight hospitals which were from 2nd rank of nurse staffing to 5th. rank of nurse staffing in Seoul, from August 1 to September 30 of 2003, through survey. For the experimental tools, used Park-Yoon's job satisfaction for nurses(1992) which was modified Stamp's job satisfaction test(1978). The acquired data were analyzed through SPSS program using descriptive method, $x^2$-test, ANCOVA, and LSD. Results : Overall job satisfaction of nurses showed fairly high level of 3.17; in the order of high score, 3.84 for interaction, 3.00 for autonomy, 2.63 for administration. Analysis based of the rank of nurse staffing showed that hospitals of 2nd rank and 3rd. rank of nurse staffing which were higher ratio of patient vs nurse were more satisfied with nurses' job satisfaction than other nurses who were 4th. rank and 5th. rank of nurse staffing. Conclusion : The result of this study revealed that hospital which was higher the rank of nurse staffing was more influenced of nurses' job satisfaction and especially interaction, administration and autonomy which were sub-category of job satisfaction were different among the ranks of nurse staffing.

• 임상간호연구
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• 제14권2호
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• pp.83-92
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• 2008

Purpose: This study was done to identify the relationship between experiences of violence, and burnout and job satisfaction of emergency department (ED) nurses and to provide basic information to improve quality of life for nurses and quality of nursing care by increasing the ability of nurses to deal with violent situations and thus, improve job satisfaction. Method: Participants (n=153) were recruited in S and B cities from October 16 to December 22, 2007. Descriptive statistics, t-test, ANOVA, and Pearson correlation coefficient were used to analyze the data. Results: Level for ED nurse burnout was 2.54 out of a possible 4, and for ED nurse job satisfaction, 2.81 out of a possible 5. There were significant differences according to sex (t=-3.217, p=.002), total clinical career (F=5.805, p<.05), and clinical career in the ED (F=1.640, p<.01). There was a significant positive correlation between violence experience and burnout (r=.500, p<.001), and significant negative correlations between violence experience and job satisfaction (r=-.300, p<.001), and between burnout and job satisfaction (r=-.492, p<.001). Conclusion: The findings from this study indicate that experiences of violence in the ED decrease work efficiency of the nurses and increase burnout. So, it is important to reduce occurrences of violence in ED and to prepare programs for dealing with violence and providing emotional support in cases of violence directed at nurses.

• 간호행정학회지
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• 제22권3호
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• pp.292-302
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• 2016

Purpose: This study was done to build and verify a model of clinical nurses' turnover intention using organizational characteristics, job satisfaction and job embeddedness. Methods: The study participants were 389 hospital nurses. SPSS and AMOS 22.0 program were used to analyze the data and the modeling of turnover intention. Results: A total of 41% of turnover intention was explained by job satisfaction, job embeddedness and organizational characteristics. Nurses with higher job satisfaction and job embeddedness showed lower turnover intention, while organizational characteristics had an indirect effect on their turnover intention. It was found that organizational characteristics had positive effects on both job satisfaction and job embeddedness, and job embeddedness played a mediating role between organizational characteristics and turnover intention. Conclusion: To reduce nurses' turnover intention, hospitals' organizational characteristics should be considered. Nurse managers should strive to increase nurses' job satisfaction and job embeddedness through an understanding of the factors of organizational characteristics such as organizational fairness, nursing work environment, motivation, organizational citizenship behavior, and transformational leadership.

• 간호행정학회지
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• 제13권4호
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• pp.421-430
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• 2007

Purpose: The objective of this research is to explore the degree of conflict of nurses, and the relationships among conflict, job satisfaction, and organizational commitment for providing effective management of nurses. Methods: The research was conducted from July 1 to 31, 2006, with a survey of 280 nurses at seven general hospitals in Seoul. The survey tools were used Rizzo et al(1970)' tool for role conflict and role ambiguity Park(1988)'s tool for vertical conflict, and horizontal conflict, Park-Yoon's tool for job satisfaction(1992) and Mowday et al(1979) for organizational commitment. The acquired data were analyzed with SPSS using descriptive methods, t-test, ANOVA, LSD, Pearson correlation coefficient. Results: Overall conflict of nurses showed 3.00 .Job satisfaction of nurses revealed 3.12, and organizational commitment showed 3.34. The relationships between conflict and job satisfaction showed -65.6%. The relationships between conflict and organizational commitment revealed -56.2%. Conclusion: Conflict management is important factor of management for increasing job satisfaction and organizational commitment. It is needed that orientation and education program of detailed job description for nurses.

• International journal of advanced smart convergence
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• 제8권4호
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• pp.58-67
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• 2019

The purpose of this study was to examine the relationship between sleep disorders, job satisfaction, health promotion behavior, quality of life, turnover intention. And also to find the predicting factors on turnover intention of shift and non-shift nurses. A descriptive study design was used. Study subjects were 239 nurses worked as a shift (167) and non-shift (72) in two general hospitals in P city. Turnover Intent, Sleep disorders, Job satisfaction, practicing health promotion profile and quality of life scales were used to collect the data. Data were analyzed by descriptive statistics and Pearson's correlation coefficient for find the relationship between study variables. Stepwise multiple regressions used to find predicting factors of turnover intention with other variables. The shift group showed lower Job satisfaction, practice of health promotion behavior and intention of turnover than non-shift nurses. The most important predictive factors of turnover intention in of shift group was job satisfaction (β =-. 477, p <.001) and non-shift group was health promotion behavior (β =-. 295, p = .040) than other factors. Findings showed that turnover intention highly influenced by job satisfaction than health promoting behavior and quality of life. This study suggests organizational efforts to provide sufficient staffing and nurse managersshould make more concentration to allot work schedule in order to avoid over load shift nurses and promote quality of client care.

• 임상간호연구
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• 제22권2호
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• pp.109-117
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• 2016

Purpose: The purpose of this study was to identify the influence of nursing practice environment, compassion fatigue and compassion satisfaction on burnout among clinical nurses in Korea. Methods: A descriptive crosssectional study was conducted. The sample consisted of 210 clinical nurses from three tertiary hospitals located in Seoul. Measurement instruments included the Korean version of the Practice Environment Scale of Nursing Work Index (K-PES-NWI) and Stamm's professional quality of life (ProQOL). Descriptive statistics, t-test, ANOVA, correlation analysis, and multiple regression were used to analyze the data. Results: Nursing practice environment had moderate negative influence on burnout (r=-.38, p<.001). Compassion fatigue had strong positive influence on burnout (r=.50, p<.001), while compassion satisfaction had strong negative influence on burnout (r=-.61, p<.001). The regression model explained 63% of variance of burnout and the compassion satisfaction was the most influencing factor for nurses' burnout. Conclusion: This study identified nursing practice environment, compassion fatigue and compassion satisfaction as influencing factors for nurses' burnout. Strategies to decrease compassion fatigue, enhance compassion satisfaction and create better nursing practice environment are recommended to decrease nurses' burnout.

• 동서간호학연구지
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• 제11권1호
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• pp.65-74
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• 2005

This research has been conducted in order to compare and analyze the role-conflict, job stress and job satisfaction of nurses according to their current work posts. The subjects of this research were carefully selected 426 nurses from 2 university hospitals. The research tool were a role-conflict measurement index, job stress a tool, and job satisfaction Minnesota Satisfaction Questionnaire. The data have been collected using a structured questionnaire from March to May 2003. The collected data have been analyzed using the SPSS PC 10.0V program. The nurses at Intensive Care Unit (ICU) showed highest level of job stress while the nurses at surgical ward showed the lowest level of job stress (F=8.37, p=.000). There was no significant difference in role-conflict and job satisfaction according to the current work posts. According to the results of this research, there was a difference in stress according to the current work posts, and it turned out that the nurses at ICU had the highest level of stress compared to the nurses at other departments, and it causes a fall in job satisfaction.

• 기본간호학회지
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• 제20권3호
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• pp.259-268
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• 2013

Purpose: The purpose of this study was to identify factors influencing job satisfaction among nurses working in college health centers in order to enhance their role functions and to increase their work capabilities. Method: In this study a cross-sectional survey was used to collect data from 106 nurses working in college health centers. Collected data were analyzed using frequency, Pearson correlation coefficients, independent t-test, one-way ANOVA and multiple regression with the SPSS 20.0. Results: Mean scores for self-efficacy, job stress and job satisfaction for the participants were 3.86 (5-point scale), 2.51 (5-point scale) and 3.37 (5-point scale) respectively. There was a negative correlation between self-efficacy and job satisfaction (r=-.653, p<.001). Factors influencing job satisfaction were job stress (${\beta}$=-.58, p=<.001), level of perception among the nurses that they were contributing to the health promotion of students (${\beta}$=-.21, p=.005) and marital status (${\beta}$=.17, p=.029). These 3 elements accounted for 47.7% of the variance in job satisfaction. Conclusions: The results indicate that reduction in job stress and increase in the perception that nurses are contributing to the promotion of students' health are important to reinforce the role function of nurses and to increase their work capabilities.

• 임상간호연구
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• 제17권2호
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• pp.215-227
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• 2011

Purpose: This research was done to identify relationships among job stress, fatigue, job satisfaction, and commitment to organization in emergency department nurses. Methods: Research participants were 513 nurses who worked in the emergency department of 17 tertiary centers and 28 secondary hospitals. Data collection for this descriptive correlational study was done from May to July 2010 using self report questionnaires, and analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient with the SAS 9.2 program. Results: There were statistically significant differences in organizational commitment according to age, religion, total clinical experience, emergency department experience, current position, frequency of night shift, average sleep hours, wage level, numbers of beds in unit, and reason for working. A positive correlation was found between job stress and fatigue, and between job satisfaction and commitment to organization for the emergency department nurses and a negative correlation between job stress and Job satisfaction, and fatigue and Job satisfaction. Conclusion: Results of this research indicate that job stress in emergency department nurses was the principal variable affecting job satisfaction and commitment to organization along with fatigue. Appropriate stress management strategies based on identification of job stress for these nurses should lead to development of improved management of nursing manpower and a reduction in stress.