• The Korean Journal of Health Service Management
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• v.13 no.4
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• pp.83-94
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• 2019

Objectives: This study examined the degree of professional autonomy of nurses as perceived by nurses and doctors, as well as the relation between professional autonomy, job satisfaction, and turnover intention of nurses. Methods: A questionnaire survey was conducted with 292 nurses and 121 physicians working in 10 small- and medium-sized hospitals with located in G Metropolitan City. Results: The difference in the level of nurses' professional autonomy as perceived by nurses and physicians was found to be significantly higher in nurses than in physicians. Professional autonomy and job satisfaction were significantly and positively correlated; professional autonomy and turnover intention were significantly and negatively correlated; and job satisfaction and turnover intention were also significantly and negatively correlated. Conclusions: Various efforts to increase nurses' professional autonomy and the development of effective workforce management programs to prevent turnover should be actively conducted to address the problems of small- and medium-sized hospitals facing a shortage of nurses.

• Journal of East-West Nursing Research
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• v.24 no.2
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• pp.163-170
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• 2018

Purpose: The purpose of this study was to identify the influences of type D personality, burnout and work environment on nurses' intention to stay at the hospitals among nurses. Methods: A cross-sectional descriptive design was used. Participants were 135 nurses working at general hospitals. Data were collected using self-report questionnaires. Data were analyzed using the SPSS/WIN 23.0 program for descriptive statistics, independent t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson's correlation, and hierarchical multiple regression. Results: The score of nurses' intention to stay was 4.78. 39.3% of participants were classified as type D personality group. The scores of burnout and work environment were 2.92 and 2.39, respectively. Intention to stay was negatively correlated with burnout and positively correlated with nurse participation in hospital affairs, nursing foundations for quality of care, nurse manager ability, leadership, and support of nurses, staffing and resource adequacy. Burnout and manager ability, leadership, and support for nurses explained 46.0% of variance of nurses' intention to stay in the hospitals. Conclusion: The results of the study indicate that nursing intervention programs for increasing intention to stay for nurses should include strategies for decreasing the burnout and increasing manager ability, leadership, and support for nurses.

• Journal of Trauma and Injury
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• v.32 no.3
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• pp.157-167
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• 2019

Purpose: This study was conducted to status and needs for continuing education for trauma hospital nurses in Korea. Methods: Thirty nurses from the seven level I trauma center hospitals or trauma treatment systems were randomly selected and surveyed. The survey was conducted from March 1 to May 31, 2017. Categorical data were analyzed with Pearson chi-square tests and Continuous variables were analyzed with ANOVA. Results: Only 86 out of 204 nurses had received continuing education (42.1%). The current status of continuing education programs, delivering institution (p<0.001), education method (p<0.001), education period (p=0.003), number of participants (p=0.007), and instructors (p=0.014) were also significantly different from trauma center to trauma center. There were 108 (52.9%) nurses who responded that continuing education programs were "needed" 92 (45.1%) and "very much needed 16 (7.8%). According to each trauma center's characteristics were significantly differences in the need for continuing education (p=0.089), subject selection method (p<0.001) and the number of continuing education sessions (p=0.043) depending on the hospital. Conclusions: It is necessary to consider differences between the hospitals to develop continuing education programs that reflect the needs of nurses, in order to improve the efficiency of and satisfaction with the educational programs.

• Journal of Korean Biological Nursing Science
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• v.21 no.1
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• pp.37-45
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• 2019

Purpose: This descriptive research was on hand dermatitis in clinical nurses. Nurses often have a high rate of hand dermatitis with several factors associated with the dermatitis. The factors analyzed in this study included; general characteristics, work-related factors, hand washing, and allergies relate to hand dermatitis. Methods: Data were collected from April to May 2016. The subjects were nurses who had worked 12 months or more in a University Hospital. They voluntarily gave their consent for the research. The Symptombased questionnaires were sent to 220 nurses and 199 responses were returned. Collected data were analyzed using frequency, percentage, mean, standard deviation, ${\chi}^2-test$, and logistic regression analysis using SPSS 23.0. Results: Prevalence of dermatitis in nurses was 48.2%. Nurses who had worked for over three years were twice more likely to suffer hand dermatitis than nurses who had worked for 3 years or less (adjusted odds ratio [adj. OR]= 1.97, p= .036). Nurses who used alcohol sponge swabs more than 20 times per shift were 2.5 times more likely to suffer hand dermatitis as compared to those who used them less times (adj. OR = 2.51, p= .023). Conclusion: Results revealed that about a half of the clinical nurses suffered from hand dermatitis, hence it is crucial to find appropriate interventions for dermatitis prevention. This concern needs to be addressed especially in nurses who have more work experience and use more alcohol sponge swabs.

• Health Communication
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• v.13 no.2
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• pp.175-183
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• 2018

Purpose: The purpose of this study was to compare communication competence, nursing professionalism, work environment and job satisfaction between outpatient nurses and ward nurses, and to identify the correlation among variables. Methods: The participants were 90 outpatient nurses and 98 ward nurses at the two general hospitals. Data were collected using self-administered questionnaires. Data were analyzed using descriptive statistics, ${\chi}^2-test$, independent t-test and Pearson's correlation coefficient. Results: There were statistically significant differences between two groups in nursing professionalism, possibilities for development, commitment to the workplace, social support from colleagues, social community at work and job satisfaction, outpatient nurses showed higher level than ward nurses except commitment to the workplace. The work environment variables and nurses' job satisfaction were mostly correlated. Job satisfaction showed significant negatively correlated with quantitative demands, emotional demands and role conflicts in both groups nurses. Conclusion: These findings showed that nursing work environments were the most important factor for job satisfaction of both group nurses. Therefore, it is necessary to put efforts in improving nursing work environment and to develop diverse strategies for human resource management.

• The Journal of Korean Academic Society of Nursing Education
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• v.27 no.4
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• pp.347-358
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• 2021

Purpose: The purpose of this study is to explore the experiences of nurses who have suffered from hurt feelings in their relationships with medical personnel in intensive care units (ICUs). Methods: Data were collected from May 2019 to August 2020 through individual in-depth interviews with 8 ICU nurses. Verbatim transcripts were analyzed using the MAXQDA program, employing a phenomenological method designed by Colaizzi. Results: Four theme clusters and nine themes were identified. The themes cluster that emerged were as follows: high-handedness from a lack of understanding and consideration, not being respected as a professional, having to endure sadness alone, and strategies for accepting pain. Conclusion: In ICUs, nurses are being emotionally wounded, resulting in a variety of hurt feelings, not only by doctors, but also by other nurses. Nurses were heavy-hearted because they wanted the participants to do their part and care for critically ill patients proficiently. However, they did not treat ICU nurses as specialized professionals. The participating nurses said they felt pressure, fear, and intimidated. In addition, they felt lonely because their head nurses, seniors, or colleagues did not protect or support them. This study helped develop a program to decrease the nurses' emotional distress and create a safe work environment where they respected and cared for each other without undergoing anguish.

• Journal of Korean Academy of Nursing
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• v.25 no.2
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• pp.279-294
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• 1995

The purpose of this study was to determine values and value changes in clinical nurses in clinical situations. A survey was conducted of 200 nurses of one of university hospital in Seoul Korea. This study was conducted between July 1 and July 5, 1994, using the Survey of Interpersonal Values (SIV) developed by L. V. Gordon, and standardized for Korea by Kyung Hye Lee & Eung Yun Hwang. The results of the study were as follows, 1. The clinical nurses surveyed showed Independence(18.32 : 63rd percentile) as their highest value, with Support(14.8 : 62nd percentile) next and then Benevolence(16.28 53rd percentile), Leadership(9.06 : 46th percentile), Conformity(18.15 : 42nd percentile) and Recognition(18.32 : 41s1 percentile) in that order in the area of general values. Using a standardised women's value Indicator, the clinical nurses value orientation was within the 32nd∼69th percentile indicating means found among Korean women in general. 2. Looking at how the values were related to demographics, Leadership was most highly valued among the 30∼34 year olds and least valued among the 25∼29 year olds. Unmarried nurses valued Independence more than married nurses did, and junior college graduate nurses valued Conformity more than baccalaureate graduate nurses did. 3. The study showed that the values of with less than one year (16.00) clinical experience were higher than those who had over 10 years (13.60) clinical experience (p<.05). Therefore clinical experience did not positively influence value orientation for clinical nurses. 4. There was no significant differences in the value of nurses in relation to their workplace, their level of motivation, or their aptitude. The study shows that clinical nurses have similar values compared with ordinary Korean women. This means that professional nurses may not be able to satisfy client needs and also that they do not have satisfaction and a positive attitude regarding the nursing profession. Therefore it is suggested that new strategies and continuing education programs be established to help clinical nurses fomulate higher values.

• Journal of Korean Clinical Nursing Research
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• v.19 no.1
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• pp.81-95
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• 2013

Purpose: The purpose of this study was to identify the frequency and severity of role conflict experienced by nurses in the hospital. Methods: For this survey a self-report questionnaire on nurses' role conflict was used for data collection. Participants were 472 nurses in hospitals with over 500 beds. The questionnaire had 82 items classified into five categories (role activity, relationships between: nurse-nurse, nurse-patient/caregiver, nurse-doctor, and nurse-other department staff). The questionnaire was developed through focus group interviews with nurses according on their work experiences and literature reviews that were validated by the researchers. Data were analyzed using descriptive statistics for frequency and severity of nurses' role conflict. Cronbach's ${\alpha}$ for the questionnaire was .95 (frequency), .97 (severity). Results: Mean score for nurses' role conflict was 1.64. The highest frequency for nurses' role conflict was in the category, relationship between nurse and patients or their families ($2.00{\pm}0.46$). The highest severity for nurses' role conflict was in the category; relationship between nurses and doctors ($1.96{\pm}0.56$). Conflict about nurses' role activity showed both high frequency ($1.99{\pm}0.39$) and severity ($1.95{\pm}0.43$). Conclusion: Results indicate a need to develop programs to improve interpersonal relationship so as to reduce role conflict and encourage nurses' professional satisfaction and achievement.

• The Journal of Korean Academic Society of Nursing Education
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• v.19 no.4
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• pp.617-626
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• 2013

Purpose: This study was to investigate the effect of nurses' core competencies and cognition of job competency of senior nurses on work performance. Methods: Three hundred two nurses participated in the study. The collected data were analyzed with SPSS/WIN 20.0. Frequency, t-test, ANOVA and stepwise multiple regression were utilized. Results: The level of nurses' core competencies was 3.65 (${\pm}.40$) points, cognition of job competency of senior nurses was 4.02 (${\pm}.60$) points, and work performance was 4.04 (${\pm}.55$) points. In accordance with the participant's general characteristics, work performance was found to be significant in their age, marital status, educational level, total clinical experience, length of time on the present ward, and their income. Cognition of job competency of senior nurses was found to be the most effective factor in work performance, followed by core competencies and total clinical experience, and these factors accounted for 63.4%. Conclusion: The study suggested that work performance was highly affected by the nurses' core competencies and cognition of job competency of senior nurses. Therefore, effective education programs are required to provide an appropriate experience to both entry-level and experienced nurses, as well as to help in enhancing nurses' and senior nurses competency at the same time.

• Journal of Korean Academy of Nursing
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• v.4 no.2
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• pp.107-120
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• 1974

Healthy second generation is considered the wealth of the nation. Recant statistical data revealers that student population: primary through university, is 25% of population. Despite the fact that health education is one of the three most valued educational aims of Ministry of Education, students, teachers and parents seem reluctant to its value. In this contort, influences of school health nurses on this aspect of education can not bi disregarded This study is designed to investigate the status and working condition of school health nurses and analyse the correlation between role perception and role expectation of school health nursers. teachers and students. Prior to main study. pilot interviews with 10 of each group according to check-list are performed. Data for main study is collected through check-list from September 10 to October 10. 1973 from 100 of each group. All responses of questionnaire item are categories into 4 aspects; health education, environmental sanitation qualification of school health nurses and social aspect of school. Results of study are as follows; 1. Differences on role perception of school health nurses and role expectation of teachers is revealed-non-significant by .05〈P〈.10 level. while between students is shown significant difference by P〈.005 level, in health education role of school hearth nurses. 2. The environmental sanitation category of school health nurses role: non-significant difference is revealed between teachers and school health nurses by. 05〈P〈.10 level, and significant difference-is revealed by P〈.05 level. 3. Difference in value orientation of school health nurses' personal quality; students and teachers differ with school health nurses by P〈.025 1eve1. 4. Social aspect of school in the community aspect: non-significant differences are revealed by.05〈P〈.10 level between air three groups. Conclusions: 1. Role perception of school health nurses is most closely correlated with their role expectation. Some individual differences are noted between items, and aspects. 2. Role perception of school health nurses is more closely correlated than that of with role expectation of teachers than that of students. Some individual differences are noted between items, and aspects. 3. Consensus of role of school health nurses between each group is relatively Low: student is the lowest group. teacher the second, and school health nurses the highest.