• Korean Journal of Occupational Health Nursing
• /
• v.17 no.2
• /
• pp.146-154
• /
• 2008

Purpose: The purpose of this study is to investigate the degree of job stress and job satisfaction and the relationship between job stress and job satisfaction of Medical Aid Client Managers. Method: Data were collected from 185 Medical Aid Client Managers in 234 areas between April 2-15, 2007. Collected data was analyzed for the frequency, t-test, ANOVA, Pearson's Correlation Coefficient etc. Results: The average score of job stress was 2.6. Job instability was highest as 2.9 and job autonomy was lowest as 2.2. in eight items. When the job stress of Medical Aid Client Managers was converted to 100 point, the average was 51.7 and ranked in upper 50% of Korean woman workers' job stress. Among the eight items, because the relationship satisfaction and the instability of duty regime ranked in upper 25% of Korean woman workers' job stress, those items were identified to have high stress. The average score of job satisfaction was 2.3 out 4.0 which could be interpreted as unsatisfactory. The correlation between the job stress and the job satisfaction demonstrated significant difference. Decrease of the job satisfaction was associated with increase of the job stress. In regard to the eight items, the inverse correlation was demonstrated to be significant in organization, inappropriate compensation, and workplace culture. Conclusion: Medical Aid Client Managers have high stress in carrying out their duties. They have experienced very severe instability in their duty regime. Also, they have felt alienated from their organization and experienced unfair rewards. They had low duty satisfaction but got a heavy workload and experienced overtime work. To relieve job overburden of Medical Aid Client Managers. it was necessary to improve business system and also was necessary to relieve a regional disparity of business charge.

• Journal of Digital Convergence
• /
• v.16 no.3
• /
• pp.385-394
• /
• 2018

The purpose of this study was to examine the effects of hospital organizational culture, organizational silence and job complexity on turnover intention in nurses working in general hospitals. The subjects were 152 nurses working at general hospitals. Data were collected from April 19, 2017 to April 30, 2017, and statistical analysis was analyzed by hierarchical multiple regression analysis using the SPSS/WIN 22.0 program. As a result of the research, turnover intention showed a positive correlation with resignation and defensive silence, whereas there was negative correlation between consensual organizational culture, sacrifice, suitability and connection of job inclination. The factors affecting the turnover intention were the present work experience, defensive silence, sacrifice, and the explanatory power of turnover intention was 47%. Therefore, in order to lower the turnover intention, it will be necessary to provide various programs to change the communication pattern in the nursing organization, and to provide differentiated welfare system.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.12 no.4
• /
• pp.201-215
• /
• 2017

The purpose of this study is to define the relationship between ethical management, organizational culture, and management performance in long-term care institutes for the elderly while identifying the level of ethical management, organizational culture, and management performance of caregivers and the impact and mediation of the relationships between them based on the hypothesis. The results show that caregivers in the Gyeonggi region scored 2.929 out of 5 in ethical management, 3.393 in organizational culture, 2.925 in organizational transparency and 3.185 in management performance. The levels of ethical management, organizational culture and management performance in caregivers are lower than those of welfare workers, social workers, and nursing assistants. This is due to their relatively low level of education, wages and working environment. This study determined that there is a significant relationship between variables in terms of correlation between ethical management, management performance, organization transparency, and organizational culture. Second, the authors adopted hypotheses that ethical management has a statistical effect on organizational transparency, management performance, and organization culture. Third, the authors concluded that organizational culture has a direct impact on organization transparency and there is a significant mediation effect between ethical management, organizational transparency, and management performance. Based on these results, we propose the following: First, ethical leadership at the core of ethical management. Second, awareness in organizational transparency. Third, balanced management performance. Fourth, a flexible organizational culture that can respond to ethical management environment must be established.

• Korean Journal of Adult Nursing
• /
• v.23 no.3
• /
• pp.255-266
• /
• 2011

Purpose: The purpose of this study was to explore nurses' access and use of information resources and to identify the barriers and competency to evidence based practice (EBP). This study used descriptive method to identify baseline data for the purpose of developing strategies for establishing EBP in clinical nursing practice. Methods: Participants in this study were 278 nurses from five hospitals in Daegu and Kyungsangbukdo. The data were collected by self administered questionnaires and SPSS/WIN 15.0 program was used to analyze the data with descriptive statistics, t-test, Pearson's correlation coefficients, and ANOVA. Results: Nurses reported $^*most$ frequently using paper and human resources. The mean score of barriers was $3.02{\pm}0.41$, and competency was $2.70{\pm}0.50$. The reported competency was correlated with nurse factors (r=-.31, p<.001) organization factors (r=-.20, p<.001) and research factors (r=-.12, p<.040) as the barriers to evidence based practice. Conclusion: To promote competency in EBP and to decrease the barriers, it would be necessary to develop the organizational culture that encourages nurses to be involved in research activities. In addition, the development of systemic methods to introduce and establish an education program for facilitating EBP in the clinical settings is needed.

• The Journal of the Convergence on Culture Technology
• /
• v.6 no.4
• /
• pp.323-329
• /
• 2020

The aim of this study was to investigate the level of depression among female hospital nurses and the influence of rotating shift work and quality of sleep on depression. A total of 295 nurses in Seoul were recruited and the data were analyzed using descriptive statistics and multiple regression analysis. The number of depressed nurses was 71.2%(CES-D total score ≥ 16) and factors influenced on nurses' depression were quality of sleep, rotating shift work, and work experience in nursing(1-2.9 years, more than 10 years). Based on the result of this study, nurse managers and hospital organization should use appropriate interventions to improve quality of sleep and negative effects of rotating shift work for nurses.

• Journal of Korean Clinical Nursing Research
• /
• v.22 no.3
• /
• pp.314-326
• /
• 2016

Purpose: The purpose of this study was to understand the experience of emotional labor of clinical nurses in medical institutes. Methods: A total of 26 nurses from 11 hospitals participated in the study. Six focus groups were organized and 4 to 5 nurses took part in each group. The compositional factors of groups included clinical experience, age, gender, work place and position. Data collection was conducted through focus group interview and it was proceeded by the time of data saturation. In this qualitative study, content analysis was conducted. Results: Five themes, 14 categories, and 33 subcategories, were emerged. The themes were 'Restrain themselves', 'Communion to the patients', 'Working environment provoking emotional tension', 'Respond to emotional events', 'Recovery of emotional energy'. Conclusion: Results indicated that surface acting of emotional labor such as, repression of personal desire and presenting the emotions that the organization ask nurse to express was related to psychosomatic symptoms, depression, burnout, poor job performance, increased mistakes, and low job satisfaction which eventually leads to nurses' turnover. In order to reduce negative influence of emotional labor, it is necessary to build positive organizational culture, to provide support from managers and co-workers. It is also important to improve work environment in order to do more deep acting since sharing emotions with patients can reduce the negative influence of emotional labor.

• Journal of Korean Academy of Nursing Administration
• /
• v.13 no.4
• /
• pp.481-491
• /
• 2007

Purpose: To investigate the influence of organizational justice and commitment on OCB(organizational citizenship behavior) of hospital nurses. Method: The subjects were 352 nurses who have been working in seven university hospitals. The data were collected by structured questionnaire from Feb. 12 to Mar. 5 of 2006. The data were analyzed by SPSS Win version 12.0, including descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression. Results: The mean score of OCB was 3.53, distributive justice was 2.74, procedural justice was 2.73, and organizational commitment was 3.28. The OCB had statistically significant differences according to age(F=8.39, p<.000), tenure duration(F=6.53, p<.000), position(F=7.65, p<.000), marital status(t=5.82, p<.000), and religion(t=3.78, p<.000). The OCB was positively correlated with distributive justice(r=.147, p=.006), procedural justice(r=.180, p=.001), and transactional commitment(r=.115, p=.032). The procedural justice(10.6%) and transactional commitment(14.3%) explained 24.9% of the variance for OCB. Conclusion: The findings showed that organizational justice and commitment were important factors for enhancing OCB in nursing organization. Therefore, the nurse manager must establish the strategies to improve the organizational justice and commitment perception of the nurses in order to promote the OCB.

• Korea Journal of Hospital Management
• /
• v.7 no.4
• /
• pp.24-56
• /
• 2002

The purpose of this study was to analyze the characteristics of socio-demographic, organizational culture, organizational conflict and organizational commitment, and to examine the interrelation of influential factors in the organizational commitment. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics the respondents' level of the organizational commitment was higher in a administration staff members than others, for males than females, and for employees aged more than forty, as working for longer time, and as higher level of the working position. 2. According to the organizational culture characteristics the progressive culture, affiliative culture, and task-focused culture among many types of organizational culture were moderately and positively correlated with the level of the organizational commitment while the hierarchical culture was negatively correlated. 3. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the organizational commitment was higher. And, technical conflict experiences were expressed greater than hierarchical conflict experiences. 4. According to the job satisfaction characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the organizational commitment was higher. The most important factor of the satisfactions was the fellowship among the respondents while the level of job satisfaction for the promotion and salary was average. 5. Overall, according to the result of Multiple Regression as older age and longer working hours, the level of the organizational commitment was higher and as a higher level of the satisfaction for the promotion, working itself, salary, and fellowship in the organization, it caused more effective factors for the organizational commitment. 6. According to the result of Multiple Regression for the doctor staff members in special hospitals rather than general hospitals the hierarchical culture and task focused culture was positively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was negatively correlated with the organizational commitment. For the nursing staff members the affiliative culture and the job satisfaction for the promotion, working itself, salary, and fellowship were positively correlated with the organizational commitment. For the administration staff members as the job satisfaction for the fellowship was positively correlated with the organizational commitment. For medical and pharmacy staff members as more working experience, correlation with the organizational commitment was positive. Besides, as he or she has a high perception of the affiliative culture, it caused statistically more effective factors for the organizational commitment. For the skill and technicians, male worker expressed greater organizational commitment in the organization than female worker. And also older age along with higher education also showed higher organizational commitment. Moreover, the job satisfaction for the fellowship was positively correlated with the organizational commitment. This study identified the major effective factors of the organizational commitment and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital of industrial accident and organizational development. However, this study has a problem, which is not to identify a valuable model for examining the relationship between organizational factors such as organizational culture, conflict, satisfaction, and commitment. Therefore, further study is needed and strengthened in the field of organizational commitment for hospital for industrial accident.

• Asian Pacific Journal of Cancer Prevention
• /
• v.15 no.23
• /
• pp.10367-10374
• /
• 2015

Background: Cancer and non-communicable diseases are a major issue not only for the developed but also developing countries. Public health and primary care nursing offer great potential for primary and secondary prevention of these diseases through community and family-based approaches. Within Thailand there are related established educational curricula but less is known about how graduate practitioners enact ideas in practice and how these can influence policy at local levels. Aim: The aim of this inquiry was to develop family nursing practice in primary care settings in the Isaan region or Northeastern Thailand and to distill what worked well into a nursing model to guide practice. Materials and Methods: An appreciative inquiry approach involving analysis of written reports, focus group discussions and individual interviews was used to synthesize what worked well for fourteen family nurses involved in primary care delivery and to build the related model. Results: Three main strategies were seen to offer a basis for optimal care delivery, namely: enacting a participatory action approach mobilizing families' social capital; using family nursing process; and implementing action strategies within communities. These were distilled into a new conceptual model. Conclusions: The model has some features in common with related community partnership models and the World Health Organization Europe Family Health Nurse model, but highlights practical strategies for family nursing enactment. The model offers a basis not only for planning and implementing family care to help prevent cancer and other diseases but also for education of nurses and health care providers working in communities. This articulation of what works in this culture also offers possible transference to different contexts internationally, with related potential to inform health and social care policies, and international development of care models.

• Journal of Convergence for Information Technology
• /
• v.10 no.12
• /
• pp.39-48
• /
• 2020

This study is a qualitative study to understand the meaning and essential structure of the experiences of Tae-um (Workplace bullying) experienced in hospital organizations for nurses. The participants were interviewed by selecting 10 persons who agreed to participate in the research through SNS in the workplace with the cooperation of the hospital. The collected data were analyzed using Colaizzi's phenomenological method. As a result of the study, Tae-um in the hospital organization of clinical nurses was divided into 4 categories(Taking the terrible first step, A series of hardships that never end, Hang on to myself, Wings flight of for adaptation) and 16 It was derived from themes. In conclusion, it was confirmed that Tae-um, not only new nurses, but even nurses who have accumulated careers, are still in progress, so they are adapting to the difficult hospital organization. Therefore, if a psychological support program for nurses is introduced, it will contribute to solving the Tae-um problem and establishing an organizational culture where nurses are respected.