• 기본간호학회지
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• 제23권1호
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• pp.51-60
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• 2016

Purpose: There is increasing attention to smart-learning as a new education paradigm. The purpose of this study was to identify the level of intention to use smart-based Continuing Nurse Education (CNE) and factors influencing intention to use smart-based CNE. Methods: Participants were 486 nurses from 14 organizations, including 12 hospitals, a nurses association, and an office of education. Data were collected from November 5 to 18, 2014 using self-report questionnaires. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation, and stepwise multiple regression. Results: The mean score for intention to use smart-based CNE was 6.34 out of 10. The factors influencing intention to use smart-based CNE were nursing informatics competency, current unit career, and smartphone addiction. These variables explained 10% of variance in intention to use smart-based CNE. Conclusion: The findings of this study suggest that efforts to enhance the nursing informatics competency of nurses could increase usage rate of smart-based CNE. The CNE policy makers will find this study very useful and the findings of this study will help to provide insight into the best way to develop smart-based CNE.

• 대한안전경영과학회지
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• 제23권2호
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• pp.1-8
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• 2021

The purpose of this study is to understand the impact of the nursing work environment, job embeddedness, and job esteem on the retention intention in the millennial generation nurses. The subjects of this study are nurses working in general hospitals with more than 300 beds. Among nurses born in the 1980s and early 2000s, 97 agreed to study. As a result of the study, there was a significant difference in academic background.(F=6.74, p=.002) In terms of final education, those with graduate or higher were higher than those with three-year graduation and four-year graduation Retention intention is the degree of job placement (r=.319, p=.001), job respect (r=.331, p=.001) had a positive relationship with the nursing working environment (r=-.252, p=.013) was negatively correlated. Factors affecting the retention intention is 12.9% explanatory skills as a result of the introduction of job embeddedness, nursing work environment, and job esteem. It is necessary to understand the characteristics of the generation in order to increase the retention intention as a millennial generation nurse.

• 임상간호연구
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• 제15권2호
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• pp.103-114
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• 2009

Purpose: The purpose of this study was to investigate factors which affect the quality of nursing services and intention to revisit as perceived by hospitalized patients and nurses in medium sized urban hospitals. Methods: The SERVQUAL scale, a measurement of overall nursing services and intention to revisit a medical institution, was used. The sample consisted of 223 patients and 239 nurses from four medium sized hospitals in I city. Frequencies, t-test, One-way ANOVA, Pearson correlation coefficient and Stepwise method regression were used to analyze the data. Results: For expectation, nurse and patient perceptions were similar, but for performance, patient perception was significantly higher than nurse perception for five factors. The factors affecting intention to revisit the hospital were those recommending, satisfaction with medical and nursing services. Conclusion: The findings indicate that differences between expectations and performance for both patients and nurses need to be reduced in order to elevate patient satisfaction. A precondition for intention to revisit and increased satisfaction is the development of marketing strategies as well as intervention programs in nursing.

• Child Health Nursing Research
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• 제13권4호
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• pp.478-485
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• 2007

Purpose: The study was done to investigate factors in mothers related to their intention to get additional vaccination for their children aged $4{\sim}6$ years. Methods: A descriptive correlational study was conducted. The participants were 858 mothers conveniently selected from a public health center in Seoul. Data were collected using self-administered questionnaires. Descriptive statistics, t-test, ANOVA, correlation and stepwise multiple regression were used for data analysis. Results: The mothers got a high of 2.08 marks on intention to get additional vaccination. The intention was positively correlated to attitude, perceived benefits, self-efficacy and negatively to perceived barriers, parenting stress. The most significant variables was attitude, perceived benefits, self-efficacy and those three variables explained 42.7% of mother's intention for additional vaccination. Conclusion: The above mentioned findings were identified as significant factors affecting mother's intention for additional vaccination. The findings are expected to make a positive contribution to creating an ideal intervention and to promoting an increased vaccination rate.

• 간호행정학회지
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• 제19권3호
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• pp.372-381
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• 2013

Purpose: The purposes of this study were to analyze the mediating effects of empowerment, job stress, organizational commitment and relation-oriented nursing organization culture on turnover intention of clinical nurses. Methods: Participants selected for the final analysis were 382 nurses working in 4 general hospitals. Data were analyzed through descriptive statistics Pearson correlation analysis (SPSS/WIN 17.0), and Path analysis (AMOS 18.0). Results: The study results are as follows: relation-oriented nursing organizational culture had no direct effect but had an indirect effect on nurses' turnover intention through empowerment, job stress, and organizational commitment, while job stress and organizational commitment had direct effects on turnover intention. The results also showed that empowerment had strong effect on organizational commitment, but job stress had very weak effect. Empowerment had an effect on turnover intention. Conclusion: These results indicate that establishment of relation-oriented nursing organization culture is imperative if clinical nurses' turnover intention is to be decreased.

• 한국직업건강간호학회지
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• 제30권3호
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• pp.110-119
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• 2021

Purpose: The purpose of this study was to explore the factors affecting turnover intention of nurse who work in comprehensive nursing care service wards. Methods: The study design was a cross-sectional study. We recruited participants in 5 general hospitals located in Gyeonggi. Data were collected using structured questionnaires. Data of 150 nurses were included in the final analysis. Multiple regression analysis was used to identify the influencing factors on turnover intention. Results: Work in the thoracic surgery department (β=.158, p=.045), Emotional labor (β=.282, p=.004), occupational stress (β=.222, p=.004), and burnout (β=.249, p=.003) were identified as factors influencing turnover intention. These factors explained 39.1% of the variance of turnover intention. Conclusion: The findings suggest that it is important to reduce emotional labor and occupational stress to reduce turnover intention for nurse in comprehensive nursing care service wards.

• 근관절건강학회지
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• 제24권2호
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• pp.101-109
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• 2017

Purpose: The purpose of this study was to identify factors influencing in intention and execution of blood donation among nursing college students. Methods: A total of 241 nursing students in D city participated in this cross-sectional study. Participants completed a questionnaire regarding intention, execution, knowledge, and motivation of and attitude toward blood donation. Data were analyzed with t-tests, $x^2$ test, Pearson correlation coefficients, and linear and logistic regression. Results: There were significant correlations among intention and motivation of blood donation attitudes toward donation, and altruism. The results of regression analyses, intention of blood donation ($R^2=.14$) was significantly associated with motivation. In addition, execution of blood donation was significantly associated with knowledge (Odds Ratio [OR]=2.24, 95% CI 1.13~4.44, p=.021), motivation (OR=2.25, 95% CI 1.03~4.88, p=.041), and intention (OR=2.41, 95% CI 1.20~4.84, p=.013) of blood donation. Conclusion: Therefore, the knowledge, motivation, and intention of blood donation should be considered to encourage blood donation programs for college students.

• 한국직업건강간호학회지
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• 제31권1호
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• pp.31-41
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• 2022

Purpose: This study aimed to identify the effects of organizational culture, organizational silence, and organizational commitment on the intention of retention as perceived by nurses Methods: The research model was designed on the basis of the PROCESS Macro model 6 proposed by Hayes. The participants were 142 nurses from general hospitals. Measurements included the scales of organizational culture, organizational silence, organizational commitment, and intention of retentione. Data were analyzed using descriptive statistics, Pearson's correlation coefficient analysis, and Hayes's PROCESS macro method for mediation. Results: Retention intention showed a significantly positive correlation with relationship-orientated culture (r=.32, p<.001), innovation-orientated culture (r=.30, p<.001), and organizational commitment (r=.48, p<.001). However retention intention showed a significantly negative correlation with organizational silence (r=-.42, p<.001). Furthermore, organizational silence and commitment had a mediating effect on the relationship between organizational culture and intention of retention. Conclusion: The impact of organizational culture on intention of retention in general hospitals was mediated by organizational silence and organizational commitment. Considering the mediating effects of organizational silence and organizational commitment on the relationship between nursing organizational culture and retention intention, a strategy should be developed to enhance organizational commitment and weaken organizational silence by strengthening related and innovative nursing culture.

• 간호행정학회지
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• 제15권4호
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• pp.550-562
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• 2009

Purpose: The purpose of this study was to construct and test a structural equation model of nurses' turnover intention. Method: The participants were 716 nurses at 4 university hospitals. Data were collected by a self-report questionnaire in 2008 and analyzed using SPSS 12.0 and AMOS 4.0 Win program. Results: The fit indices of modified model were $x^2=285.928$(p<.001), $x^2/df=1.958$, GFI=0.964, RMSEA=0.037, AGFI=0.944, NFI=0.947, NNFI=0.961, CFI=0.973, PNFI=0.658 and showed high compatibility with the empirical data. In the final model, job stress and satisfaction were found to have significant direct effects on nurses' turnover intention, while organizational culture and emotional labor were very important factors to have indirect effects on turnover intention via job stress and satisfaction. Nurses' turnover intention was accounted for 41.2% of covariance by these factors. Conclusions: Comprehensive nursing interventions for decreasing nurses' turnover intention should be focused on reducing job stress and increasing job satisfaction. Also, Nursing strategy for enhancing positive organizational culture and decreasing emotional labor would be helpful for decreasing nurses' turnover intention, too. Further studies are needed to prospectively conduct to verify these causal relationships with larger sample.

• 임상간호연구
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• 제20권1호
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• pp.15-27
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• 2014

Purpose: The purpose of this study was to identify nurse's intention to keep current job in the hospital. Methods: Data were collected from 1,143 nurse's working in over 300 beds hospital. The questionnaire with 47 items was developed by researchers to measure nurse's intention to keep his/her current nursing job in hospital. The questionnaire was developed through a focus group interview asking nurse's about their work experiences and literature review, and validated by researchers. Using descriptive statistics, data were analyzed in frequency and severity of nurse's intention to keep nursing job. The Cronbach's ${\alpha}$ of the questionnaire was .906. Results: The mean score of nurse's intention to keep current nursing job was 2.66. The highest mean scores of item of nurse's intention to keep nursing job was "as a nurse it is my duty to help others" ($3.19{\pm}0.45$), and the lowest was "the rotating shift helps me doing housework and raise for my kids" ($1.77{\pm}0.64$). And there are significant differences between period of working (F=9.71, p<.001), current position (F=5.91, p<.001), educational level (F=13.44, p<.001), and impulse experience of changing a job (F=71.20, p<.001). Conclusion: The findings of this study showed possibilities to develop programs for heightening the pride of professional nurse and increasing nurse's intention to keep nursing job in order to increase nurse's professional satisfaction and achievement.