• 한국병원경영학회지
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• 제9권4호
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• pp.1-20
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• 2004

This study was aimed at examining the determinants of organizational creativity at nursing care units of university hospitals. Using some items of the Creative Nursing Practice Index(CNPI), the Nursing Work Index-Revised(NWI-R), and the Work Preference Inventory(WPI), an empirical study was conducted with a sample of 543 nurses at 49 nursing care units in two university hospitals in Korea. Data collected from the individual respondents were aggregated and transformed into the secondary data at organizational level. The data were analyzed, using Pearson correlation and hierarchical multiple regression method. The results of the study showed that organizational creativity has positive relationships to task motivation, including enjoyment and challenge to work, and work environment supporting nurses' autonomy and collaboration. Task motivation of the units and autonomous work environment explained 16.3% and 7.9% respectively in the variance of the organizational creativity. Organizational creativity was found to be significantly influenced by challenge and autonomous environment. This result implies that nursing managers should make an efforts to enhance the organizational creativity of nursing units by motivating their staff to challenge to a novel way of doing at work and making the work environment more autonomous.

• 대한안전경영과학회지
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• 제22권3호
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• pp.31-41
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• 2020

The purpose of this study was to identify the relationship between bullying, nursing work environment, reality shock and factors of influence on turnover intension. Data were collected from 381 nurses who were under the charge nurse at a hospital with more than 600 beds in Seoul. The collected data were analyzed using the SPSS24.0 program. The mean score for turnover intension was 3.61 ± 0.89. The intension of turnover was correlated with bullying in the workplace (r=0.197, ⍴=.001), the nursing work environment (r=-.409, p=.001), and reality shock (r=.572, p=.001). Variables affecting turnover intension were the work department(β=-0.018, ⍴=.049), working environment(β=-0.424, ⍴<.000), and reality shock(β=0.654, ⍴<.000). The total amount of explanation for turnover intension was 37.3%. The degree of turnover intension of nurses was affected by work in general wards, the experience of workplace bullying and the nursing work environment. To reduce turnover intension, nursing work needs to be analyzed and efforts are needed to establish an effective communication system.

• Journal of Korean Biological Nursing Science
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• 제24권4호
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• pp.209-218
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• 2022

Purpose: This study aimed to investigate the relationships between the characteristics of nurses' work schedules, health outcomes, and work-life balance. Methods: This was a secondary data analysis that included 422 nurses in Korean hospitals. Descriptive analysis, independent sample t-test, one-way ANOVA, Pearson correlation analysis, and multiple linear regression analysis were used to identify the associated factors. Results: Multiple linear regression analysis showed that work-life balance was lower when atypical work was performed (β=-.14, p=.010). Nurses who did not work overtime showed a higher level of work-life balance than those who worked overtime infrequently (β=-.11, p=.002) or frequently (β=-.28, p<.001). The work-life balance level increased when nurses had better subjective health status (β=.16, p<.001) or higher sleep quality (β=.29, p<.001). It was verified that the work-life balance level was higher for single-person households than for households with two (β=-.18, p=.003), three to four (β=-.16, p=.022), or five or more (β=-.21, p<.001) persons. Conclusion: This study suggests that government and hospital organizations should provide high-quality care and consideration to nurses who do atypical or overtime work as well as their subjective health status and sleep quality. Further research should focus on the development of a policy that improves the work-life balance of nurses, especially for those who work during atypical hours.

• 디지털융복합연구
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• 제16권4호
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• pp.175-184
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• 2018

본 연구의 목적은 임상간호사의 간호업무성과에 감성지능과 간호근무환경이 미치는 영향을 검증하고자 시도되었다. 자료는 2016년 9월 29일부터 10월 13일까지 임상간호사 222명을 대상으로 구조화된 설문지를 이용하여 자료수집 하였고, SPSS WIN Version 22.0을 이용하여 기술통계, 독립표본 t-test, ANOVA, 다중회귀분석을 실시하였다. 연구결과, 임상간호사의 간호업무성과는 감성지능과 간호근무환경과는 정의 상관관계가 있는 것으로 나타났다. 또한, 대상자의 간호업무성과에 영향을 미치는 요인은 감성지능, 연령, 간호직만족도, 간호근무환경 및 간호부서로 나타났으며, 이들 변수의 설명력은 50%였다. 따라서, 임상간호사의 간호업무성과를 높이기 위해서는 감성지능, 연령, 간호직만족도, 간호근무환경 및 간호부서를 고려하여 중재프로그램을 개발하고 적용하는 것이 필요하다고 사료된다.

• 대한간호학회지
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• 제25권1호
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• pp.110-123
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• 1995

This study was done to analyze the relationship between task stress and morale in psychiatric nursing assistants. The subjects were 118 psychiatric nursing assistants selected from the National Mental Hospital in Seoul and 18 non-medical mental institutions. The data were collected from October 22 to November 12, 1994. The instruments used for this study were modified PNOSS (Psychiatric Nurse Occupational Stress Scale) which was developed by Bai and modified the Morale scale which was developed by Oh. The confidence varification of these instruments were computed and Cronbach $\alpha$=.9255, .9260. Data were analyzed by t -test, ANOVA on 5% significant level and Pearson correlation coefficient. The results of the study are as follows : 1. The average work stress scores of subjects were 2.83. Among the work stress factors : the conflict with nurse was identified as the most stress factor. There was significant relationship between the degree of work stress and the variables of psychiatric Nursing Assistants such as the marital status, educational level, religion, job satisfaction, working place, predicted period of work. 2. Average total morale scores for the subjects was 3.08. There was a significant relationship between the degree of morale and variables of psychiatric nursing assistants such as working place, certification as a nursing assistant, job satisfaction, opportunity for practical education and predicted period of work. 3. There was a significant relationship between the degree of morale and work stress factors such as administration problem, work overload.

• 간호행정학회지
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• 제15권3호
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• pp.355-364
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• 2009

Purpose: The purpose of the research is to investigate the effect of self-image on work performance and controlling ability of self-leadership in relationship in between self-image and work performance. Methods: The data were collected from Mar 16th to April 15th 2009, a descriptive survey study was conducted with 140 nurses. Results: The hypothesis "Self image of nurse would affect on work performance" is supported ($R^2$=.335, p<.001). In the hypothesis of "Self-leadership would have controlling ability on self-image and work performance", as a result of regression analysis in independent variables of self-image(A) and self-leadership(B), adding relation of both variable($A{\times}B$) would increase in 36.6% (p<.05). Conclusion: Self-image of nurse was confirmed that it had positive effect on work performance and that it had moderating ability on relationship between self-image and work performance. The shaping and strategic operation are required to increase self-leadership and positive development on self-image of nursed.

• 한국직업건강간호학회지
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• 제22권4호
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• pp.285-294
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• 2013

Purpose: This study aimed to explore professional autonomy, nursing work environment, and clinical decision making ability and to determine predictors of clinical decision making ability among clinical nurses. Methods: A cross-sectional design was used in this study and 263 clinical nurses were selected from advanced-level hospitals with over 500 beds located in D metropolitan city. Independent t-test, ANOVA, Pearson's correlation coefficients and hierarchical multiple regression analyses were done with the SPSS/WIN 20.0 program. Results: Clinical nurses reported moderate levels of professional autonomy, nursing work environment and clinical decision making ability. Marital status, professional autonomy and nursing work environment accounted for 25% of variance in clinical decision making ability required in various clinical settings. Importantly, being married, higher level of professional autonomy, and greater satisfaction with work environment were significantly associated with better decision making ability. Conclusion: Findings indicate that improving the quality of decision making in the healthcare settings requires awareness of the multiple effects of individual, occupational and environmental features. Nurses' ability to make effective clinical decisions may rely on personal characteristics, the degree of autonomy in their job, and nurses' satisfaction with their work environment.

• Journal of Korean Biological Nursing Science
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• 제21권4호
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• pp.308-317
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• 2019

Purpose: This study aimed to investigate the level and related factors related to health-promoting lifestyle in operating room nurses in Korea. Method: A cross-sectional descriptive survey design was employed. The data were collected using questionnaire for three weeks in December 2018 from 110 operating room nurses working for more than six months in a general hospital located in Seoul. The Health Promoting Lifestyle Profile-II, The Korean Version of the Practice Environment Scale of Nursing Work Index, and Operating nurse's Job stress Factor Scale were used. Results: Significant relationships were observed between health promoting lifestyle and educational level(p= .025), perceived economic status (p= .001) wearing a lead apron for protection from radiation during the operation(p< .001), work satisfaction(p= .016), and fatigue related to work(p= .006). Also significant correlations were identified between nursing work environment and health promoting lifestyle. However, the health promoting lifestyle was not statistically different based on occupational stress(p= .365). In multiple linear regression analyses, the level of health promoting lifestyle found to be higher in subjects who did not wear a lead apron for protection from radiation(p= .017), and who had more positive perception of the nursing work environment(p= .034). Conclusion: In order to increase health promoting lifestyle of operating nurses, the strategies to improve the nursing work environment are essential.

• 한국간호교육학회지
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• 제20권4호
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• pp.628-638
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• 2014

Purpose: This study identifies the relation among the essentials of fundamental nursing skills performance (EFNSP), work capability and stress from work experienced by new clinical nurses. Method: This is a cross-sectional descriptive study with a self-reported questionnaire. The subjects were 224 new clinical nurses employed by general hospitals having more than 400 beds. The data, collected from February 10 to March 7, 2014, were analyzed using descriptive statistics, t-tests, ANCOVA, Pearson's correlation analysis and hierarchical linear regression. Results: The highest frequency of EFNSP of new clinical nurses was vital sign measurement (4.74, ${\pm}.89$) and the lowest frequency of performance was Basic CPR & defibrillator application (1.81, ${\pm}.94$). There were significant positive correlations between frequency and confidence of EFNSP (r=.64, p<.001), frequency and work capability (r=.34, p<.001), and confidence of EFNSP and work capability (r=.48, p<.001), but negative correlation stress from work and work capability (r=-.17, p=.009). General characteristics, stress from work, frequency and confidence in EFNSP and stress from work explain 25.1% of work capability. Conclusion: This result suggests the importance of EFNSP education in nursing schools and availability of opportunities to practice EFNSP during the post-graduation waiting period until assignment to a hospital.

• 임상간호연구
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• 제19권3호
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• pp.333-344
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• 2013

Purpose: This study was conducted to provide baseline data to develop work patterns for nurses that are suitable to Korean hospitals. Shift work patterns and nurses' preferences for working condition were examined. Methods: Questionnaires for nurse departments and nurses were mailed to 478 hospitals from June 1 to July 30, 2012. Nurse departments of 174 hospitals and 1,409 nurses responded to the questionnaire. Data were analyzed using SPSS statistical program. Results: Of the nurses, 89.4% were working three shifts. Of the hospitals, 17.3% had implemented fixed night work. Although 80% of nurses preferred fixed time work, only 24.9% of hospitals had fixed working hours. Of the nurses, 57% agreed with night work as fixed but potential night nurses accounted for only 17% of the respondents. Sixty-three percent of the nurses agreed on short time work during busy hours. There were preference differences according to age, marital status and clinical career. Conclusion: As many nurses reported a preference for various flexible working patterns rather than three shift work, there is a need for new decisions on hospital policy to ensure improved working conditions for nurses and enhanced job security. Legal requirements also need to be considered for various work patterns.