• Journal of Korean Academy of Nursing Administration
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• v.10 no.3
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• pp.365-373
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• 2004

Purpose: This study was designed to describe the Critical Success Factors (CSF) of nursing organization perceived by hospital nurses. Method: Data was collected from 12 nurses who were working in the university affiliated medical center in Seoul using interview. To analyze data, content analysis was done. Results: The Critical Success Factors (CSF) of nursing organizations perceived by hospital nurses was classified into 5 categories. The 5 categories (the expectation of nurses' clients, The awareness economic value that nurses perform work, efficient nurses' work process, attractive nurses' work conditions, nurses' grow into professional) include 21 themes and 53 significant statements. Conclusions: The result of this study may be helpful in the strategic performance management of nursing organizations.

• Journal of Korean Academy of Nursing
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• v.54 no.3
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• pp.358-371
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• 2024

Purpose: This study aimed to analyze the experiences of new nurses during their first year of hospital employment to gather data for the development of an evidence-based new nurse residency program focused on adaptability. Methods: This study was conducted at a tertiary hospital in Korea between March and August 2021 with 80 new nurses who wrote in critical reflective journals during their first year of work. NetMiner 4.5.0 was used to conduct a text network analysis of the critical reflective journals to uncover core keywords and topics across three periods. Results: In the journals, over time, degree centrality emerged as "study" and "patient understanding" for 1 to 3 months, "insufficient" and "stress" for 4 to 6 months, and "handover" and "preparation" for 7 to 12 months. Major sub-themes at 1 to 3 months were: "rounds," "intravenous-cannulation," "medical device," and "patient understanding"; at 4 to 6 months they were "admission," "discharge," "oxygen therapy," and "disease"; and at 7 to 12 months they were "burden," "independence," and "solution." Conclusion: These results provide valuable insights into the challenges and experiences encountered by new nurses during different stages of their field adaptation process. This information may highlight the best nurse leadership methods for improving institutional education and supporting new nurses' transitions to the hospital work environment.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.3
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• pp.314-324
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• 2009

Purpose: This research was conducted to investigate the nurses' awareness and behavior on coaching and its relation with job characteristics in a hospital. Methods: Total 300 nurses in a university affiliated hospital were surveyed with questionnaires between April and May, 2008. The data was analyzed using SAS 9.1. Results: The data showed that 88.9 % of nurses responded the need of coaching training program while only 80.9% of general nurses and 75.7% preceptor nurses would like to participate in the training. The current level of knowledge for coaching was not different by the age, education level, and career. However, coaching behavior and job characteristics were significantly higher in the nurse managers than in general nurses or preceptors. The correlation between coaching behavior and job characteristics were identified. Conclusion: The gaps between the perceived necessity of coaching program implementation and willingness to participate in the coaching program were due to worry about the burden of extra hours needed to participate the program. To introduce coaching program to a nurses' organization successfully, the efforts should be made to develop the coaching training program for nurses based on the results and to support them systematically.

• Journal of Korean Clinical Nursing Research
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• v.15 no.1
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• pp.149-165
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• 2009

Purpose: This study was done to identify the causes of turnover in nursing staff in small and medium‐size hospitals and prepare measures to decrease turnover. Nurses in these hospitals were surveyed focusing on their nursing activities, reasons for turnover, and content of their work. Method: A mail survey of hospitals with 300 beds or less was conducted using a questionnaire including items on the current state of nursing, performance of nursing tasks, turnover of nurses, working conditions, and supports and policies related to insufficient number of nurses. Results: The average number of nurses per 100 beds was 37.5, 3.3 less than the prescribed level of 40.8. The turnover rate was higher when the level of remuneration for nursing care was low, and the most frequent reason for nurses leaving was 'move to another hospital', showing that there is a continuous chain of moves for nurses. Other frequent reasons were situations related to working conditions such as childbirth, child care, irregular working hours, night work, and low wages. Conclusion: To guarantee adequate nursing coverage in these hospitals, working conditions for nurses should be improved, including higher wages, a more flexible work system, and installation and operation of 24-hour child care facilities.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.3
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• pp.525-534
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• 1999

The purpose of this study was to compare job stress and satisfaction of western hospital nurses and oriental hospital nurses. The subjects were 256 nurses(135 of western hospital nurses, 121 of oriental hospital nurses) and data were collected from 20 March to 25 August 1998. The items used for this study were items for genernal characteristics(7 items). job stress(6 items) and job satisfaction(20 items). Analysis of data was done by use of mean, percentage, chi-squre test. t-test and pearson correlation with SPSS program. The results of this study were as follows 1) The mean score(3.16/5) of hospital nurses was significantly higher than the mean score(2.97/5) of oriental hospital nurses in job stress. 2) The mean score(2.97/5) of hospital nurses was significantly higher than the mean score(2.64/5) of oriental hospital nurses in job satisfaction. 3) There were significant negative correlation between job stress and the factors of job satisfaction : decision-making fators (r=-0.421, p =.000) , group conflict factors(r=-0.301. p=.041), role implementation fators(r=-0.209, p=.047) and personal socialization fators(r=-0.132, p=.027).

• Journal of Korean Critical Care Nursing
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• v.3 no.1
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• pp.15-28
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• 2010

Purpose: This study was conducted to explore and compare the level and type of nursing ethical values according to career and nursing units of clinical nurses, Methods: The subjects were 944 nurses working in General Hospital in Seoul and the data were collected from March 8 to August, 2007 using the nursing ethical values questionnaire, The collected data were analyzed using SPSS WIN 10.0 program. Results: The results were as follows; The level of clinical nurses' ethical values were significantly different according to career and nursing units (p<.01) and it was found that most clinical nurses had deontological ethics in the areas of professional nursing domain ($2.77{\pm}.31$), cooperative relations domain ($2.90{\pm}.26$) and customer relation domain ($3.03{\pm}.32$). but that they had utilitarian ethics in human life domain ($2.53{\pm}.32$). Conclusion: Different approaches are needed to develop to establish clinical nurses' ethical values based on career, characteristics of nursing unit and various clinical situations.

• Child Health Nursing Research
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• v.25 no.3
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• pp.324-332
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• 2019

Purpose: Epilepsy is the most common neurological disorder in childhood. Hospital nurses, who are the first to recognize seizures in epilepsy patients in the ward environment, possess expertise related to epilepsy and play a central role in epilepsy management. The purpose of this study was to develop an algorithm-based education program and to improve nurses' knowledge and self-efficacy related to providing nursing care to children with epilepsy. Methods: The education program consisted of lectures on the definition, cause, classification, diagnosis, treatment, and nursing of epilepsy based on a booklet, as well as practice using an algorithm for nursing interventions when a child experiences a seizure. Twenty-seven nurses working at pediatric neurological wards and a pediatric emergency room participated in the education program. The data were analyzed using descriptive statistics and the paired t-test. Results: Nurses' knowledge and self-efficacy showed a statistically significant improvement after participation in the education program on nursing care for children with epilepsy. Conclusion: The application of this education program for hospital setting is expected to improve nurses' capability to care for children with epilepsy, thereby contributing to a higher quality of nursing.

• Journal of the Korean Institute of Oriental Medical Informatics
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• v.22 no.1
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• pp.13-25
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• 2016

Purpose: The purposes of this study were to investigate hospital nurses' job stress, sleep disturbance, and fatigue and to examine the relationships among them. Methods: The subjects were 119 registered nurses working in two hospitals. The data were collected from September 1 to September 30, 2015 using self-report questionnaires. The data were analyzed using SPSS 20.0 program. Results: Job stress levels of nurses were middle or higher level. Nurses levels of sleep disorders was higher than the median. It was the middle of the fatigue level of the nurses. There was a difference between sleep disorders and fatigue, depending on age and working department. There was a significant quantitative correlation among stress, sleep disorders, and fatigue. Conclusion: Therefore, it is necessary to develop programs to reduce job stress and sleep disorders and fatigue of hospital nurses. And it requires institutional improvements.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.18 no.2
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• pp.258-266
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• 2011

Purpose: The purpose of this study was to examine the relationships among negative emotion, emotion suppression, job satisfaction and organizational commitment in Hospital Nurses. Method: The participants were 155 registered nurses working in 1 hospital in Seoul. Data were obtained by self-report questionnaires. Data were collected from October 1 through October 9, 2010. Data were analyzed using frequency and percentage, t-test, ANOVA and Scheffe's test and stepwise multiple regression. Result: The influencing factors for organizational commitment of hospital nurses were job satisfaction, position, total clinical career, and negative emotion. These variables explained 56.6% of the variance of the organizational commitment. Conclusion: These results indicate that improving job satisfaction is the best way to enhance nurses' organizational commitment and thus, a need to improve the job satisfaction of hospital nurses.

• 한국노년학
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• v.39 no.4
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• pp.903-920
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• 2019

This study was aimed to prepare the evidences for establishing policies on nursing manpower by identifying the relationship among delegation level of nursing activities, nursing professionalism and turnover intention in long-term care hospital nurses. The study was a descriptive survey research that used a structured questionnaire. 146 nurses agreed to take part in the research. They worked in six long-term care hospitals located in A and B province. Data were collected from July to August 2016 and analyzed through SPSS 20.0 program, using descriptive statistics, t-test, ANOVA and pearson's correlation coefficients. As a results, first, as for the delegation of nursing activities by long-term care hospital nurses, the levels of delegation of direct nursing activities were 34.63±14.12, and the level of delegation of indirect nursing activities were 1.71±1.75. Second, the mean score of nursing professionalism and the turnover intention of long-term care hospital nurses were 3.62±0.77 and 2.71±0.97, respectively. Third, the delegation of direct nursing activities by long-term care hospital nurses significantly differed depending on the number of nurses in the ward and the number of caregivers in the ward. The delegation of indirect nursing activities significantly differed depending on the number of nurses in the ward, the presence of conflicts and stress related to delegation. Forth, there was no significant correlation of the delegation of nursing activities by long-term care hospital nurses with nursing professionalism and with turnover intention. Most of nursing activities, were delegated to nurse aids, since there were no clear guidelines or legal procedures on nursing activities in long-term care hospital nurses. Therefore it is required to find how to clearly establish positive nursing professionalism and to develop a proper nursing manpower arrangement and the guidelines for the delegation of nursing activities in a long-term care hospital in terms of policy.