• Korean Journal of Occupational Health Nursing
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• v.26 no.3
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• pp.151-159
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• 2017

Purpose: The purpose of this study was to identify the effects of service orientation on the organizational commitment and management performance of public health center workers. Methods: A cross-sectional survey design was used. A convenience sample of 280 workers was recruited from six public health centers in J province, South Korea. Data were collected by self-report questionnaires, including general characteristics, service orientation, organizational commitment, and management performance. Data were analyzed with descriptive statistics, Pearson correlation coefficients, independent t-test, one-way ANOVA, and hierarchical regression using the SPSS 22.0 program. Results: The service orientations explained 34.1%of the variance in organizational commitment and explained 31.4% of the variance in management performance. The service orientation was a significant predictor of organizational commitment and management performance. Conclusion: The results of this study suggest that better strategies for service orientations will be helpful to enhance organizational commitment and management performance in the public health center.

• Korean Journal of Occupational Health Nursing
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• v.27 no.1
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• pp.59-66
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• 2018

Purpose: This study aimed to identify the effect of role conflict, self-efficacy, and resilience on the nursing task performance of emergency department (ED) nurses. Methods: Data were collected from 140 ED nurses working in 6 general hospitals, using self-reporting questionnaires. Data were analyzed using SPSS 23.0, and the analyses included descriptive statistics, a t-test, an ANOVA, the Pearson's correlation coefficient test, and a stepwise multiple regression. Results: Nursing task performance differed significantly in terms of the following general characteristics of the participants: age, marital status, total clinical experience, clinical experience in the ED, and position at the hospital. Nursing task performance was positively correlated with role conflict, self-efficacy, and resilience. Self-efficacy, role conflict, clinical experience in the ED, and resilience were significant predictors of nursing performance, and they accounted for 36.9% of the variance. Conclusion: Self-efficacy was identified as the most significant factor affecting the nursing task performance of ED nurses. Therefore, it is necessary to develop programs to improve the self-efficacy of ED nurses.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.75-82
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• 2013

Purpose: This study is to investigate the effect of nurse's competency empowerment and boss' job competency recognition on work performance. Methods: 216 nurses participated for data collection which was conducted from September 1, 2011 to September 10, 2011. The collected data were analyzed with SPSS/WIN 16.0 and with frequency test, ANOVA, Scheff$\acute{e}$ test and Multiple regression. Results: Firstly, the work performance in accordance with subject's general characteristics was found to be significant in the 50s, graduate school or higher education, Roman Catholic, charge nurse and 21-years or older. Secondly, the correlation among nurse's competency empowerment, boss' competency recognition and work performance was found to be positively related (r=.501~.639, p<.001). Thirdly, competency empowerment was found to be the most effective factor for work performance, followed by boss' competency recognition and career year, and these factors accounted for 63.5%. Conclusion: As the results show that the work performance is highly affected by the nurse's competency empowerment, boss' competency recognition level and career level in clinical environment, effective education programs are required to provide an appropriate experience to both entry-level and experienced nurses, as well as to enhance boss' competency empowerment at the same time.

• Korean Journal of Occupational Health Nursing
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• v.19 no.1
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• pp.50-59
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• 2010

This study was done to examine ER nurses' burn-out, as an understanding in the relationship of nursing performance and professional identity. The subjects of the study were nurses working in the emergency room of the general hospital with over 300 beds, located in D metropolitan city and C city. The self-report questionnaires were administered and 120 were collected. For the data analysis, SPSS WIN 12.0 was used. ER nurses' burn-out was 2.99, the mean of nursing performance was 3.69, and professional identity was 3.51. The extent of ER nurses' burn-out showed significantly negative correlation with the extent of nursing performance(r=-.257), along with professional identity(r=-.192). While ER nurses' nursing performance showed significantly positive correlation with professional identity(r=.696). In conclusion, the higher professional identity, the fewer ER nurses experienced burn-out, and the higher extent of nursing performance was obtained. It is necessary to create activities and programs to reduce and prevent burn-out.

• Korean Journal of Occupational Health Nursing
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• v.30 no.2
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• pp.57-67
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• 2021

Purpose: This study was conducted to investigate the influence of professional self-concept, ego-resilience, and job stress on job performance in reemployed nurses after career interruption. Methods: The participants were 207 nurses who worked at hospitals with more than 100 beds located in Seoul, Gyeonggi and Gangwon provinces. The nurses had experienced a career interruption of at least one year, and had less than five years of experience at the current workplace. The collected data were analyzed utilizing SPSS 24.0 program and using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients, and multiple regression. Results: The participants' job performance, professional self-concepts, ego-resilience, and job stress showed significant positive correlations. It was found that the professional self-concept, ego-resilience, and job stress had an effect on the participant's job performance in order, and explained 51.3% of variance in job performance. Conclusion: To improve the job performance of career disconnected nurses, it is necessary to reinforce job stress control, professional self-concept, and level of ego-resilience.

• Journal of the Korean Society of Safety
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• v.38 no.3
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• pp.61-68
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• 2023

This study performed a structural performance evaluation of a system scaffolding for elevator installation work developed in previous studies. The structural performance was evaluated via a structural test conducted to apply the working load specified in the design standard. The deflection of the horizontal member and the stress of each member constituting the system scaffolding were measured. Consequently, the structural safety evaluation including structural behavior and required performance was performed using the deflection and stresses measured from the structural test. The structural test and safety evaluation results based on the heavy working load corresponding to the design load indicated that the deflection, which is the performance criterion of the horizontal member, did not exceed the allowable value. Further, each member's stress, which is a safety evaluation indicator, did not exceed the allowable strength for both horizontal and vertical members with bending behavior and fordable bracing with tensile behavior, while also satisfying the required safety factor. In addition, the results confirmed the safety against deformation, partial damage, and destruction owing to excessive and maximum load. Therefore, the system scaffolding developed in this study satisfies both the structural performance and safety required by the design standards; thus, it can be applied to elevator installation work sites.

• Safety and Health at Work
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• v.14 no.3
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• pp.309-316
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• 2023

Background: Job performance is known as an essential reflection of nursing quality. Colleague solidarity, positive emotion, and turnover intention play effective roles in a clinical working environment, but their impacts on job performance are unclear. Investigating the association between nurses' colleague solidarity and job performance may be valuable, both directly and through the mediating roles of positive emotion and turnover intention. Methods: In this cross-sectional study, a total of 324 Chinese nurses were recruited by convenience sampling method from July 2016 to January 2017. Descriptive analysis, Spearman's correlation analysis, and the structural equation model were applied for analysis by SPSS 26.0 and AMOS 24.0. Results: A total of 49.69% of participants were under 30 years old, and 90.12% of participants were female. Colleague solidarity and positive emotion were positively connected with job performance. The results indicated the mediating effects of positive emotion and turnover intention in this relationship, respectively, as well as the chain mediating effect of positive emotion and turnover intention. Conclusions: In conclusion, dynamic and multiple supportive strategies are needed for nurse managers to ameliorate nursing job performance by improving colleague solidarity and positive emotion and decreasing turnover intention based on the job demand-resource model.

• Korean Journal of Occupational Health Nursing
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• v.32 no.4
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• pp.185-194
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• 2023

Purpose: This study aimed to prepare basic data for the development of a nursing intervention program to improve nursing performance by identifying the factors affecting nursing performance in an integrated nursing care service ward. Methods: Participants were 166 nurses who had worked for more than six months in the integrated nursing care service wards of three general hospitals located in B city. Data were collected from July 15 to August 30, 2022 using structured questionnaires and analyzed by T-test, ANOVA, Scheffé test, Pearson's correlation coefficients and multiple linear regression using the IBM SPSS/WIN 25.0 statistical program. Results: Factors affecting the nursing performance of participants were age (β=.58, p<.001), positive psychological capital (β=.41, p<.001), and social support (β=.28, p<.001). The total explanatory power of these variables for nursing performance was 55.8%. Conclusion: The results of this study suggest the need for programs that improve psychological capital and social support while considering nurse's age to enhance their performance in nursing integrated service wards.

• The Journal of Korean Academy of Sensory Integration
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• v.8 no.1
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• pp.61-72
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• 2010

Objective : This study tried to identify evaluation tools and intervention approaches that have been used regarding visual motor skills of children, in order to suggest the best evaluation method and intervention strategy. Methods : This study employed a systemic review. Papers researched for the review were selected from the PubMed which is a web engine to search academic articles. For search, time period of publication was limited from January 2001 to Jun 2010, and key words used were "visual motor and occupational therapy", "visuomotor and occupational therapy", and "perception and motor and occupational therapy". 13 papers among total 161 findings were selected for data analysis. Results : Through literature review, followings were founded. For population targeted in studies, children with developmental disorder are majority(20.00%) and those with handwriting problems are another major group(13.33%). DTVP(33.33%) and VMI(26.67%) are most common tools used to evaluate visual motor skills. Most frequently used intervention method is developmental skill based program(58.82) and the second common method is sensory integration therapy and sensory-based intervention(23.53%). Regarding the effectiveness of occupational therapy for visual motor skill, positive evidences with statistical power take 72.73%. Conclusion : The results imply that occupational therapy is effective for visual motor skill in children. It is suggested that further studies are needed to encompass effectiveness of occupational therapy in terms of children's occupational performance.

• Korean Journal of Occupational Health Nursing
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• v.9 no.1
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• pp.5-17
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• 2000

The occupational health nursing guideline for primary care was developed by the Korean Academic Society of occupational health nursing and the organization for occupational health nurses (currently known as the Korean Association of Occupational Health Nurses) in 1993. Since then, there have been many changes in the health care environment and job performance of occupational health nurses. Appropriate revisions are necessary of the guidelinea based on this background. The purpose of this study was to describe the use of the occupational health nursing guideline for primary care and to analyze the characteristics of primary care activities by occupational health nurses. The questionnaire was mailed to 150 occupational health nurses(OHNs) with the response rate of 64%. The results can be summarized as follows; 1. 65.6% of OHNs have been using the guideline for primary care and 75.9% of them agreed that the guideline was be helpful for their job. 2. Common symptom care, emergency care and chronic illness care were more frequently implemented than occupational disease care by OHNs. In manufacturing industries, emergency care was more frequently implemented than chronic illness care in contrast to the service industries. 3. Most frequent common symptoms treated by OHNs were indigestion, diarrhea, abdominal pain, headache, and coughing. In the case of chronic illness, OHNs more frequently treated diseases of the gastro-intestinal system, skin and sensory organs, and the respiratory system. Emergency care for bruises, burn, and abrasions was more frequently provided. VDT syndrome was the most common occupational disease cared by OHNs in manufacturing and service industries. 4. OHNs prescribed the medicine for external application more frequently than internal medicine. Remedy for colds, analgesics, vitamins, and digestives were more frequently used. From these results, we suggest that the guideline should be revised to emphasize the activities consisting problem finding such as health assessment, physical examinations, monitoring and screening, and to renew the drug list in the range of over- the counter medication (OTC). In the future, the guideline will include the strategies for the role as the case manager.