• Journal of Digital Convergence
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• v.13 no.9
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• pp.419-430
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• 2015

This study is to conceptualize nurses' satisfaction, patient satisfaction about nurses and hospital, and patients' revisit and recommendation intention as linear structural equation model, and then, identify the significance of the path coefficient and goodness of the research model. Data were collected from 2,079 nurses and 6,776 patients in 5 university hospitals. The results were as follows: The research model was generally found to be good in terms of goodness of fit. The significance of the path coefficients are as follows. 1)A nurse's satisfaction has great influence on a patient's satisfaction about nurses, 2)A patient's satisfaction about nurses has influence on patient's satisfaction about the hospital, 3)A patient's satisfaction about the hospital has great influence on patient's revisit intention, 4)A patient's satisfaction about the hospital has great influence on patient's recommendation intention. These results will provide basic data for the hospital managers practicing customer satisfaction strategies in their health care marketing.

• Asian Pacific Journal of Cancer Prevention
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• v.16 no.16
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• pp.6895-6898
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• 2015

Background: We aimed to explore whether levels of patient-centredness, job satisfaction and psychological distress varied between oncology nurses and doctors. Materials and Methods: In a cross-sectional study using self-administered questionnaires, a total of 24 nurses and 43 doctors were assessed for patient-centredness, psychological distress, and job satisfaction using the Patient-Practitioner Orientation Scale, Hospital Anxiety and Depression Scale, and Job Satisfaction Scale. Data were analysed using descriptive statistics, independent samples t-test and MANCOVA, with p<0.05 considered significant. Results: Overall response rate was 95.6% (43/45) for physicians and 85.7% (24/28) for nurses. Even after adjusting for known covariates, our principal finding was that doctors reported greater psychological distress compared to nurses (p=0.009). Doctors also reported lower job satisfaction compared to nurses (p = 0.017), despite higher levels of patient-centredness found in nurses (p=0.001). Findings may be explained in part by differences in job characteristics and demands. Conclusions: Mental health is an important concern not just in cancer patients but among healthcare professionals in oncology.

• Journal of Preventive Medicine and Public Health
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• v.47 no.5
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• pp.258-265
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• 2014

Objectives: To examine whether the nursing practice environment at the hospital-level affects the job satisfaction and turnover intention of hospital nurses. Methods: Among the 11 731 nurses who participated in the Korea Health and Medical Workers' Union's educational program, 5654 responded to our survey. Data from 3096 nurses working in 185 general inpatient wards at 60 hospitals were analyzed using multilevel logistic regression modeling. Results: Having a standardized nursing process (odds ratio [OR], 4.21; p<0.001), adequate nurse staffing (OR, 4.21; p<0.01), and good doctor-nurse relationship (OR, 4.15; p<0.01), which are hospital-level variables based on the Korean General Inpatients Unit Nursing Work Index (KGU-NWI), were significantly related to nurses' job satisfaction. However, no hospital-level variable from the KGU-NWI was significantly related to nurses' turnover intention. Conclusions: Favorable nursing practice environments are associated with job satisfaction among nurses. In particular, having a standardized nursing process, adequate nurse staffing, and good doctor-nurse relationship were found to positively influence nurses' job satisfaction. However, the nursing practice environment was not related to nurses' turnover intention.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.1
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• pp.85-95
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• 2001

The purpose of this study was to identify the influence of nursing organizational commitment and job satisfaction on intention of resignation of clinical nurses. The subjects of this study were clinical nurses who were working at general hospitals in Pusan and Taegu in Korea. The questionnaires were sent to 850 clinical nurses at 8 general hospitals and 790(92%) answers were replied. Data were collected from Oct. 4 to Oct. 30. The instruments of this study were scales for the measurement of nursing orgainzational commitment, job satisfaction and intention of resignation of clinical nurses. The Cronbach ${\alpha}s$ of the scales were .9385, .9232, .6847. After screening of data, 769 cases were analyzed with SPSS/WIN 10.0 program. The results of the study were as followings: 1. Average score of the nursing organizational commitment, job satisfaction and intention of resignation of the subjects were 48.50, 50.23 and 12.20. 2. There were significant differences in nursing organizational commitment, job satisfaction and intention of resignation by age, marital status, religions, education level, position, career, and work place. 3. There were negative relationships between nursing organizational commitment and intention of resignation and job satisfaction and intention of resignation(r= -.521, r

• Journal of Korean Public Health Nursing
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• v.7 no.2
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• pp.53-66
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• 1993

By this time, a few of previous studies of factors related to separation from their jobs and job satisfaction only have dealt with the separation rate. the cause of separation and related factors that induce job satisfaction and incentive factors, the actualities of morale some suggestions for reduction of the separation rate. This study is attempted to determine factors that have effect on job satisfaction of national hospital nurses. and to proide information and materials for the development of the administration of nursing through the appreciation of factors influencing on job satisfaction between isolated ward nurses and general ward nurses working at national hospitals. 185 nurses of national hospitals responsed th this study, and were divided into two groups. Group 1: 57 nurses working at isolated wards for tuberculosis patients and Group 2 : 128 nurses at general wards. Relevant data were collected from August, 5, 1992 through August 20, 1992. The questionnaire consisted of 8 genalized items and 4 items concerning job satisfaction. The collected data were processed with SPSS, and the relationship among vaviables was analyzed by means of $X^2-test$, Pearson Correlation, Multiple Regression. The results of this study are as follows: 1. There is no significant difference between two groups in terms of generalized items. Age distributions show $44.3\%$ under the category of less than 34. and $55.7\%$ under the category more than 35, $19.3%$ was single and $74.6\%$ was married respectively. 2. $79.4\%$ of the nurses have the desire to have in-service education under the satisfactory physical environments such as welfare system, accommodating structures and facilities, instruments or management systems of the hospital, but under the category of unsatisfactory circumstances, $60.3\%$ have the intention of having in- service education. The concern in terms of in-service education shows statistically significant difference between two groups $(X^2=8.85,\;p<0. 05)$. This result accepts the hypothesis that good physical environments could intensify interests in service education. 3. The extent of satisfaction related to psychological environments is heightend according to good physical environments. In result, the hypothesis that the extent of satisfaction in terms of physical environments could raise satisfaction about psychological environment is accepted. 4. In the light of the extent of satisfaction about physical environments, $33.3\%$ of isolated ward nurses are satisfied with physical environments, but only $11.7\%$ of general ward nurses are satisfied. $(X^2=10.88,\; p<0.01)$. This result shows that the satisfaction degree about phusicalenvironments of isolated war nurses was higher than that of general ward nurses in spite of high physical and psychological risks due to exposure to infection. Consequently. the hypothesis was rejected that the satisfaction degree about physical environments would be lower in isolated ward nurses than in general ward nurses. 5. The fact that $87.7%$ of isolated ward nurses took interest in service education and $53.19\%$ of general ward nurses took interest in service education demonstrats that isolated ward nurse have more interest in service education than gerneral ward nurses. The result shows that the hypothesis is accepted that isolated ward nurses would have mor interests in service education than general ward nurses. 6. In the extent of satisfaction about physical environments such as morale human relationship promotion, there is no significant difference between two groups in terms of statistics. The hypothesis is rejected that satisfaction about psychologic environments would be high in isolated ward nurses than in general ward nurses. In conclusion. factors influencing on job satisfaction are considered to have effect on. another, and also interdisciplinary amelioration of factors accompanied with systematic inter cooperative investigation is necessary.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.9 no.1
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• pp.14-26
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• 2002

The purpose of the study was to compare both the nursing care satisfaction and the image of nurses as experienced by home health care clients and hospitalized clients. For the descriptive survey study. data were collected from 69 home heath care clients and 342 in-patients in a university hospital. The tools used for the study were modified by Quality Patient Care Scale(Wandelt & Ager. 1974) and Image of Nurses (송인자, 1993). The data were analyzed using Pearson Correlation. Scheffe test. factor analysis. t-test. and ANOVA. The major findings were as follows: Regarding nursing care satisfaction, the mean score of total nursing care satisfaction in home health care clients was 3.28 out of 4.0. Among five domains, the domain with the highest score was the psychosocial domain, followed by the general. the professional. the physical. and the communication domain. The level of nursing care satisfaction was not significantly different according to demographic variables except for age: the age group of 41-60 showed the highest score (p<0.05). The mean score of total nursing care satisfaction in hospitalized clients was 2.95 out of 4.0. Among five domains, the domain with the highest score was the psychosocial domain, followed by the physical and the communication. the professional. and the general domain. The level of nursing care satisfaction was not significantly different according to demographic variables except age: the higher the age the higher the score (p<0.05). The levels of nursing care satisfaction in all five domains were significantly higher in home health care clients than in hospitalized clients(p=0.0005). Regarding image of nurses, the mean score of total image of nurses in home health care clients was 3.32 out of 4.0. Among four domains, the domain with the highest score was the sincerity domain, followed by the kindness. the spirit. and the knowledge and skill domain. The level of image of nurses was not significantly different according to demographic variables. The mean score of total image of nurses in hospitalized clients was 3.05 out of 4.0. Among four domains. the domain with the highest score was the sincerity domain, followed by the kindness, the knowledge and skill, and the spirit domain. The level of image of nurses was not significantly different according to demographic variables. The levels of image of nurses in all four domains were significantly higher in home health care clients than in hospitalized clients (p=0.001). Both the levels of nursing care satisfaction and image of nurses, part of an evaluation for quality of nursing care were significantly higher in home health care clients than in hospitalized clients. In light of the findings, we could consider that home health care nurses provided client-centered comprehensive nursing care. However, nurses need to have methods that more promote the social recognition of the image of nurses and nursing care services as well as professional knowledge and skills.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.5
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• pp.553-561
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• 2016

Purpose: This study was conducted to identify the mediating effect of affective commitment on the relationship between ethical leadership and job satisfaction. Methods: Participants were 216 nurses drawn from three general hospitals in C city. Data were analyzed using descriptive analysis, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Results: The findings from multiple regression were as follows. First, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on affective commitment. Second, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on job satisfaction. Finally, when ethical leadership factors and affective commitment were entered into the regression model at the same time, ethical leadership factors showed no significant effects on job satisfaction, however, affective commitment showed a significant effect and so affective commitment had a mediating effect between ethical leadership and job satisfaction. Conclusion: Results of this study indicate that affective commitment with an effect on the relationship between ethical leadership and job satisfaction plays a full mediating role. Thus, developing ethical leadership training programs for head nurses would likely increase the affective commitment and job satisfaction of staff nurses.

• Journal of Korean Academy of Nursing
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• v.37 no.1
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• pp.114-124
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• 2007

Purpose: The purpose of this study was to describe the experiences of job satisfaction in clinical nurses. Methods: Data was collected from three focus groups composed of 17 hospital nurses. Each focus group had an interview for an average of two and a half hours with the guidance of researchers. The main question was 'how do you describe your lived experience of job satisfaction as a clinical nurse?' Qualitative data from the field notes and transcribed notes were analyzed using a grounded theory methodology developed by Strauss and Corbin. Results: The core category of experience of job satisfaction in clinical nurses was identified as 'Finding success.' Supportive interpersonal relationships and environment affected this category. In the process of attaining job satisfaction through finding success, the participants were using four interactional strategies such as giving meaning, finding self-esteem, extending the horizon of life, and strengthening self-capability. The dimensions of job satisfaction in clinical nurses were the sense of achievement, stability, and pride. Conclusion: The results of this study yields very useful information for nursing mangers to design a program which enhances job satisfaction of clinical nurses based on interactional strategies.

• Journal of East-West Nursing Research
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• v.18 no.2
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• pp.81-87
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• 2012

Purpose: The purpose of this study was to study the job satisfaction and influential factors of clinical nurses. Methods: Data were collected using questionaires from 323 nurses who were working at hospitals located in M city. For data analysis, t-test, ANOVA, Duncan test, Pearson correlation coefficient and multiple regression were used. Results: The means of self-esteem, organizational commitment, and job satisfaction were 3.01, 3.23, and 3.04, respectively. There were statistically significant correlations among self-esteem, organizational commitment, and job satisfaction. Significant predictors of job satisfaction were organizational commitment and education opportunity. These two factors accounted for 50.9% of variance in job satisfaction of the nurses. Organizational commitment was the most influential variable. Conclusion: In rapidly changing environments, hospital system has been transformed into a highly complex and specialized structure. To manage human resources and reduce turnover rates, it is necessary to develop a strategy for nurses to improve the levels of self-esteem, organizational commitment, and job satisfaction.

• Research in Community and Public Health Nursing
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• v.25 no.2
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• pp.128-136
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• 2014

Purpose: The purpose of this study was to investigate factors associated with perceived job satisfaction of TB control nurses in Korea. Methods: This study employed a descriptive survey research design using data for 189 TB control nurses. Variables included in this study were demographic, social, and work-related characteristics (including job stress), and job satisfaction. ANOVA, t-test,and multiple regression analyses were performed using SPSS/WIN 19.0 program. Results: The mean value of perceived job satisfaction was lower in the subjects ($2.9{\pm}0.41$) than in general nurses working in other departments. In multiple regression analysis, factors associated with TB control nurses' job satisfaction were job stress (${\beta}$=-.281, p<.001), marital status (${\beta}$=-.229, p<.001), and the number of TB control nurses employed (${\beta}$=.200, p<.001). Conclusion: The results of this study showed that job satisfaction was associated more significantly with job-related characteristics than with non-job-related variables in workplace. Along with increased TB control nurse staffing, efforts should be made to reduce negative work-place issues such as job stress and inappropriate pay to improve the subject's job satisfaction.