• Korea Journal of Hospital Management
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• v.9 no.4
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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.

• Journal of Korean Clinical Nursing Research
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• v.24 no.1
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• pp.34-43
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• 2018

Purpose: This study was aimed to identify the difference in satisfaction and importance of nursing care between patients in comprehensive nursing care unit (CNCU) and general nursing care unit (GNCU). It also confirms the difference between practice environment of nursing work and nurse's intention to work. Methods: Nursing care satisfaction and importance levels were measured from 202 patients. Practice environment of nursing work and nurse's intention to work were measured from 54 nurses. Results: The satisfaction level was higher in the CNCU in comparison to the GNCU (p<.001). There was no significant difference between the importance and satisfaction level of nursing care for patients at the CNCU (p=.973), whereas in the GNCU, patients' satisfaction level was lower than the importance level (p<.001). The score for practice environment for nursing work was higher in the CNCU than in the GNCU (t=3.34, p=.002). The nurse's intention to work in the CNCU was higher than that of the GNCU, but there was no statistically significant difference. Conclusion: Through the survey, the paper suggests that comprehensive nursing care is a service type that satisfies the nursing demand (importance) that patients consider important. Results from nurses showed no significant differences.

• Korean Journal of Occupational Health Nursing
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• v.27 no.3
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• pp.160-170
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• 2018

Purpose: The purpose of this study is to provide preliminary data for alleviating nurses' job stress and support health promotion behaviors. Further, the study reviews the mediating effects of positive psychological capital and nursing work environment in relation to job stress and health promotion behaviors among nurses in a regional general hospital. Methods: A study survey was conducted from June 9 to 16, 2017. The subjects were current nurses working at a regional general hospital in D city. Analysis of a survey questionnaire from 147 participants was conducted. Results: Upon reviewing the mediating effects of positive psychological capital and nursing work environment in relation with health promotion behaviors and job stress, it was found that positive psychological capital (Z=-4.78, p<.001) and nursing work environment (Z=-4.17, p<.001) were significant mediators. Conclusion: As demonstrated through the results of this research, it is necessary to build programs to strengthen individual positive psychological capital and increase the practice of health promotion behaviors among nurses. It is also evident that a systematic approach is needed to improve the nursing work environment.

• Journal of Korean Academy of Nursing
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• v.53 no.6
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• pp.622-634
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• 2023

Purpose: This study aimed to identify the mediating effects of career motivation and job-esteem and the effect of the nursing work environment on intention to stay among hospital nurses. Methods: Data were collected from 289 nurses working at an advanced general hospital. The research model design was based on the PROCESS macro proposed by Hayes and analyzed using SPSS 24.0 program. Results: The results showed a positive correlation between intention to stay and nursing work environment (r = .19, p = .001), career motivation (r = .34, p < .001), and job-esteem (r = .37, p < .001). Nursing work environment (B = 0.34 [.09~.59]) and job-esteem (B = 0.27 [.04~.49]) had a direct effect on intention to stay. There was a two-mediator sereal mediation effect of career motivation and job-esteem. The nursing work environment showed a significant effect on the intention to stay among hospital nurses through career motivation and job-esteem. Conclusion: In order to increase the retention rate of hospital nurses, it is suggested that government and medical institutions provide multifaceted support that can increase nurses' motivation for career development and recognition of the nursing profession through improvement of the nursing work environment.

• Journal of the Korea Safety Management & Science
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• v.22 no.3
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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 Academy of Nursing Administration
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• v.21 no.1
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• pp.1-9
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• 2015

Purpose: This study was done to identify the influence of nursing work environment and social support on multidimensional organizational commitment among nurses. Methods: The survey was conducted in August 2012 with self-report questionnaire. Participants were 480 registered nurses working in one general hospital. Data were analyzed with descriptive statistics, t-test, ANOVA, Pearson correlation, and multiple regression using SPSS/WIN(16.0). Results: The average scores were; for affective commitment 2.84, for continuance commitment 2.48, and for normative commitment 2.57. There were significant relationships between affective, continuance, normative commitment and sub-factors of nursing work environment and social support. The affective, continuance, and normative commitment were all influenced by 'staffing and resource adequacy' and 'nursing foundations for quality of care', sub-factors of nursing work environment. Distinctively, affective commitment was influenced by 'staffing and resource adequacy', nurses' age, 'nurse-doctor relations', 'supervisor's emotional support', 'nurse participation in hospital affairs', 'nursing foundations for quality of care', and 'supervisor's informational support', which explained 30.9% of variance in affective commitment(F=31.57, p<.001). Conclusion: The findings show that programs which promote supervisors' emotional and informational support are important to enhance nurses' affective commitment. Also, it is necessary to improve nursing work environment to improve nurses' organizational commitment.

• Journal of muscle and joint health
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• v.30 no.2
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• pp.120-128
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• 2023

Purpose: The purpose of the study was to investigate the effects of infection control knowledge and nursing work environment on infection control performance among general hospital nurses. Methods: A total of 138 nurses from four general hospitals located in G and P cities participated in this descriptive study. The collected data were analyzed using t-test, ANOVA, Pearson's correlation coefficients, and multiple regression. Results: The average mean score was 21.41±1.92 points out of 25 for infection control knowledge, 2.53±0.33 points out of 4 for nursing work environment, and 4.62±0.40 points out of 5 for infection control performance. In the final analysis, the variables that had the greatest influence on infection control performance were the nursing work environment (β=.32, p<.001), working department (β=.19, p=.014), and knowledge (β=.19, p=.016). Conclusion: This study showed that nurses with a better nursing work environment, employment in general department, and more infection control knowledge delivered superior infection control performance. Therefore, to improve infection control performance, it is necessary to enhance the nursing environment and develop practical education programs for augmenting infection control knowledge.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.3
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• pp.279-291
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• 2016

Purpose: The purpose of this study was to investigate the relationship among nursing work environment, job embeddedness, and turnover intention in order to provide basic data for efficient management of human resources in nursing organizations. Methods: A cross-sectional, descriptive study design was conducted with 177 nurses who had worked for more than 6 months in five general hospitals on Jeju Island. A self-report questionnaire was used for data collection. Results: About 88% of the participants reported that they were considering a turnover plan because of overload in their jobs and poor salaries. Nursing work environment was significantly related to job embeddedness and turnover intention. Job embeddedness was significantly related to turnover intention. Hierarchical multiple regression analysis showed that factors affecting turnover intention were the organizational embeddedness factors of organization fit and organization sacrifice. Conclusion: The results indicate that nurses' turnover intention is associated with nursing work environment and job embeddedness. To reduce nurses' turnover intention and improve nurses' retention, nurse managers should improve the nursing work environment and consider job embeddedness, particularly in relation to the organization fit and sacrifice.

• Journal of Korean Biological Nursing Science
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• v.21 no.4
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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.

• Journal of muscle and joint health
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• v.25 no.3
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• pp.196-204
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• 2018

Purpose: The purpose of this study was to contribute to the activation of comprehensive nursing care services by comparing and analyzing the working environment and operational status of comprehensive nursing care wards with general wards. Methods: A questionnaire survey was conducted at hospitals operating comprehensive nursing care services. We collected data on patient characteristics, workforce, working environment, and work support facilities of 40 hospitals voluntarily participating in the survey. The collected data were analyzed by dividing it into an comprehensive nursing care ward and a general ward. Results: Compared with the general ward, the comprehensive nursing care ward had fewer hospitalized patients, but the severity of the patients and the need for nursing were high. The number of nurses, assistant nurses, and ward support workers per patient was higher in the comprehensive nursing care ward than in the general ward, and the implementation rate of night shift fixed system, the fixed shift system, and the preceptor system were higher. In terms of structural environment, comprehensive nursing care wards had more room for interviews. Conclusion: The comprehensive nursing care ward had more nursing staff and provided a better working environment than the general ward, but required additional support for the structural environment.