• Journal of Korean Academy of Nursing Administration
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• v.4 no.2
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• pp.457-474
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• 1998

This study was aimed to be able to dedicate to the quality promotion of nursing of the nurses and the development of hospital organization by investigating interrelations between job satisfaction degree and organizational commitment of the clinical nurses. The objects of this study have been 507 nurses working in university hospital in Seoul and the materials have been collected through structured questionnaires for 14 days from Feb. 23. 1998 through March 8. The materials have been analyzed and computerized statistically with SPSS. General characteristics have been analyzed by practical number and percentage. and job satisfaction degree and organizational commitment have been analyzed by average evaluation marks and standard deviation and the relation between general characteristics and job satisfaction degree and the relation between general characteristics and organizational commitment have been analyzed by t-test or F-test(ANOVA) according to the characteristics of variable. Correlations between job satisfaction degree and organizational commitment have been analyzed by Pearson's Correlation Coefficient. The followings are the summaries of the results of the study: 1. The degree of job satisfaction of the object was 3.26 in average on the basic of 5 marks and worth area showed highest by 3.78 while wage and welfare 2.70 the lowest when analyzed 11 areas. 2. Organizational commitment of the object showed 3.24 in average on the basic of 5 marks. 3. According to the age. marital status. educational background. employment experience. experience in current department. position. types of work. department of work. wage, satisfaction about the current department, whether they wish to be transferred to the other department and whether they are transferred or not. there were significant differences in the characters of job satisfaction degree when general characteristics and job satisfaction degree have been examined. 4. According to the age. marital status. religion. educational background. employment history. position and experience in current department. types of work. department of work. wage. satisfaction about the department they are assigned. whether they wish to be transferred. Whether they are transferred or not and number of being transferred to the other department. there have been significant differences in the characters of organizational commitment when general characteristics and organizational commitment have been examined relatively. 5. Correlations between the degree of job satisfaction and organizational commitment has shown the degree of organizational commitment higher respectively when the degree of job satisfaction was higher. the degree of sanitation factor was higher and the degree of motive factor was higher (r=.73799. r=.6826. r=.6570). 6. The result of the analysis of correlations between organizational commitment and the turnover intension and job related action has shown comparatively high reverse correlations (r=.6375) between organizational commitment and turnover intension and low reverse correlations(r=.3253) between organizational commitment and job related action. Based on the above results. the study of the ways of increasing the degree of satisfaction about wage. welfare. position and stability and the supervision of the senior which showed the low degree of job satisfaction should be conducted and through the management of the degree of job satisfaction which affects to the organizational commitment, I would like to propose that the ways of increasing the sense of commitment to the hospital organization of the nurses should be studied.

• Journal of the Korean Society of School Health
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• v.13 no.2
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• pp.319-329
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• 2000

This study suggestes that the improvement of oral care through on investigation of the effects of oral care on children by parents. This investigation was done on Sep. 29 1999 through Oct. 8 examining 376 of elementary, 1grade, 2grade, 3grade students in Kyunggi-Do. The content of the questions was analzed with a t-test and a one-way ANOVA; the relation to the oral care on children by parents with oral care behavior was analyzed by a Pearson's Correlation Coefficient. The results are as follow; 1) Statistically women were higher(F=-2.675, p<0.01). The average of the oral care of children was 2.34, man averaged 2.29, woman are raged 2.32. Statistically women were also higher(F=4.682, p<0.052). 2) The more educatior the mother had higher, the higher the grade. Statistically there was a difference(F=6.756, p<0.01. The oral care of children above Uni graduate(M=2.38), high (M=2:23), middle graduate(M=2.Z3). Statistically, the higher the academic degree, the more optimistic(F=4.114, p<0.05). 3) In the oral care on children by parents, when the conversation with the family was often 2.17, there was little difference(F=7.343, p<0.01). In the oral care of children was 2.45, there was little difference(F=7.343. p<0.01). As a result, the conversation with family affects the behavior. 4) In the oral care of children, if the food that they like was fruits, vegetables, and fresh food, the average was 2.37, very high. There was little difference in other cases(F=-3.179, p<0.05). We can conclude that fresh food affects the oral care of children. 5) In the oral care on children by parents, when the course of knowledge on the oral care was viewed by a grandfather(M=2.02), grandmother(M=2.05), father(M=2.14), mother(M=2.08). There was little difference(F=2.666, p<0.05). 6) In oral care, if the level of income was viewed high level(M=2.42), middle(M=2.34), 10w(M=1.88), there was a little difference(F=3.300, p<0.05). 7) The relation of the oral care on children by parents and the oral care was normal. In other words, the more management by parents, the more management by children.(p<0.01) Therefore in this study, the oral care on children by parents effect the oral care behavior of children. To improve the mouth health of children, the parents's interest in their children must be constant. Also, it is needed to develope an education program where parents and children can be educated.

• Journal of Korean Academy of Nursing Administration
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• v.2 no.1
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• pp.125-139
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• 1996

Organizational commitment is characterized by a strong belief in and acceptance of the organization's goal and values ; a willingness to exert considerable effort on behalf of the organization ; a strong desire to maintain membership in the organization. The purpose of this study was to identify the variables which influence the organizational commitment and to test the relationship between the clinical nurses' organizational commitment and turnover intention. The subjects were 412 nurses who were working on general wards at three General Hospitals in Chounbuk. The data were collected by self-reporting questionnaire from Sept. 20 to Sept. 31, 1995. The instruments used in this study were Likert-type scale which were Organizational Commitment Scale by Mowday et al, and Turnover Intention Scale by Mobley et al. The questionnaire of organizational characteristics was made through reviewing literature. The data were analyzed by frequency, percentage, t-test, one-way ANOVA, Scheffe test, Pearson's correlation coefficient, and stepwise multiple regression with $SPSS-PC^+$ program. Major findings are as follows : 1. Mean scores for organizational commitment were 3.008 and turnover intention 3.167 on a 5 point scale. 2. Age and clinical experience were positively related to organizational commitment(r=.4806, p=.000; r=.4792, p=.000). 3. In the personal variables, hospital type(F=21.374, p=.000), education level(F=5.481, p=.001), position(F=30.867, P=.000), and marital status(t=-5.63, p=.000) of the nurses showed significant differences in organizational commitment. 4. The variables to the organizational characteristic were statistically significant in organizational commitment : formalization(r=.3458, p=.000), human-centered organizational characteristic(r=.4302, p=.000), performance- centered organizational characteristic(r=-.1502, p=.000), payment(r=.2234, p=.000), promotion(r=.2710, p=.000), benefit & service(r=.2325, p=.000), and resource inadequacy(r=-.2172, p=.000). 5. For the purpose of identifying the predicting variables in organizational commitment, stepwise multiple regression is conducted. The results show that age, human-centered organizational characteristic, formalization, hospital type, resource inadequacy, promotion, and benefit & service were significant variables and explained 46% of the variance. 6. Organizational commitment was significantly negatively correlated with turnover intention(r=-.6442, p=.000). As a result of stepwise multiple regression analysis, organizational commitment is the most powerful variable predicting turnover intention and explained 41.5% of the variance. In conclusion, this study shows that the higher the organizational commitment level, the lower the turnover intention. Therefore, for effective turnover management, it is important to improve the organizational commitment among clinical nurses. In order to enhance the organizational commitment by the clinical nurses, it will be useful to consider significant organizational characteristics variables identified in this study.

• Research in Community and Public Health Nursing
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• v.9 no.2
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• pp.533-549
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• 1998

This descriptive study was designed to measure the degrees of work stress and job satisfaction and use interpersonal conflict resolution strategy as an attempt to provide clinical nurses basic data to develop strategies releasing work stress and improving job satisfaction. These data were collected from 367 clinical nurses working in 9 hospitals nation-wide from May 1, to June 30, 1998. A structured questionaire was used for data collection. The questionnaire included Kim and Koo's work stress scale, Lee's interpersonal conflict resolution strategy scale and a Minesota satisfaction questionnaire. Data analysis was done by the use of the SAS computer program with descriptive statistics, t -test, ANOVA, Scheffe test, Pearson Correlation Coefficient and Cronbach - ${\alpha}$. The results were as follows 1. The mean score of work stress for the subjects was 4.34(SD=0.64). The highest scored reasons for work stress were 'inadequate com pensation' 4.93(SD=0.86), 'lack of professional knowledge and skill' 4.70(SD=0.92) and 'unsatisfactory relationship with superior authorities' 4.63(SD=0.97). The lowest scored reasons were 'unsatisfactory relationship with inferior staff' 3.72(SD=1.02), 'inadequate mechanical environment' 3.72(SD=1.11) and 'interpersonal problems' 3.85 (SD=1.06), The work stress in clinical nurses differed significantly depending on the hospital type (F=4.00, p=0.0082). 2. The clinical nurses used compromise(45.1%) as the best interpersonal conflict resolution strategy. The second was collaboration(32.8%), the third accomodation(14.2%), the forth avoidance(4.2%) and the fifth competition(3.6%). 3. The item score of job satisfaction of the subject was 3.00(SD=0.43), The job satisfaction in clinical nurses differed significantly depending on age(F=5.67, p=0.0000), marital status(t= -1.89, p=0.0511), academic career(F=5.84, 0.0001), official position (F=7.38, p=0.0001), and work career(F=6.33, p=0.0001). 4. The result of the analysis of relationship between work stress and job satisfaction was significant(r= -0.34, p=0.0000). In conclusion, it was found that work stress was very high in clinical nurses. They used interpersonal conflict resolution strategies to release their interpersonal problems and to increase their job satisfaction. Therefore, adequate stress management for clinical nurses will provide them with higher job satisfaction and hence lead to more qualitified nursing care.

• Research in Community and Public Health Nursing
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• v.10 no.2
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• pp.387-399
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• 1999

The purpose of this study is to identify the relationships of job stressor. coping strategies. and stress responses of manufactoring workers. Data were collected through self-reported questionnaires from 262 of the manufacturing workers in a local electronic company from July to August. 1999. For data analysis. Cronbach's a. Factor Analysis. Descriptive statistics. ANOVA. and Pearson's correlation coefficient with SPSS/PC+ 7.5 version program were used. The results were as follows: 1. Regard to the stress responses and coping strategies by sociodemographic variables. 'the overall stress responses' showed significant differences by sex. age. marrital state. The use of 'control coping strategy' showed significant differences by sex and the type of work. The use of 'avoid coping strategy' showed significant differences by sex. age. married state. year of career. and income. 2. The average scores of 'the job characteristics and participation in decision making factor'. 'the physical environmental factor'. and 'the role and leadership factor' were 2.66. 2.59. 2.59 in order. The average scores for 'the avoid coping strategy' and 'the control coping strategy' were 3.03. 2.97. The average scores for 'the overall. psychosoical. and physical stress responses' were 2.18. 2.18. 2.23. 3. The 'control coping strategy' was negatively related to 'the job characteristics and participation in decision making factor'. 'the role and leadership factor'. 'the psychosocial stress responses'. and 'the overall responses'. 'The control coping strategy' was positively related to all of 'the job stressors'. 'the physical stress responses', and' the overall stress responses'. 'The physical environment factor' was positively related to all of 'the stress reponses'. 'the role and leadership factor'. and 'the job characteristics and participation in decision making factor'. According to the results of this study, the suggestions were as follows: 1. The coping strategies of manufacturing workers in the specific job stress situation should be considered to future studies. 2. In order to applying the stress management program in the workplace. The organizational intervention focused on 'the job characteristics and participation in decision making' will be needed. 3. To support and use of 'control coping strategy' of the workers. the organizational efforts should be required.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.3
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• pp.364-375
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• 2018

This study was a descriptive investigation to identify the influence of nurses' moral sensitivity and safety of their environment on compliance with standard precautions. Participants consisted of 214 nurses in one general hospital and data were collected using a questionnaire that consisted of moral sensitivity, safety of environment and compliance with standard precautions from 1-15 August 2017. Data were evaluated by the independent t-test, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. The mean scores of moral sensitivity, safety of environment and compliance with standard precautions were 5.05, 5.76 and 4.50, respectively. Moreover, compliance with standard precautions was significantly positively correlated with moral sensitivity and safety of environment. Additionally, multiple regression revealed an $R^2$ of 0.253 with the department (ER, ICU), age and safety environment serving as the major predictor variables for compliance with standard precautions. However, the influence of moral sensitivity on compliance was not identified. Therefore, to increase compliance with standard precautions among nurses, it is necessary to provide continuous educational programs for new nurses, customized programs considering departmental characteristics and administrative support of institutions to enhance safety of the environment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.3
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• pp.177-189
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• 2016

This study examined the effectiveness of maternity nursing simulations using a high-fidelity simulator for undergraduate nursing students. One-group pretest-posttest design was used. The simulation-based education program consisted of three sessions, including the clinical scenarios about prenatal, childbearing and postpartum care. The program provided for 3 weeks in November 2014. Data was collected before and after the simulation education using self-reported questionnaires, which included simulation effectiveness, problem solving ability, communication skills and self-confidence in maternity nursing. The data of 83 participants were analyzed using the IBM SPSS 20.0 program. After simulation education, the overall score of the simulation effectiveness was 17.4 out of 26.0. Communication skill (t=4.58, p=<.001) and self-confidence in maternity nursing (t=9.70, p=<.001) increased significantly in the posttest. On the other hand, there was no significant change in the problem solving ability. The simulation effectiveness correlated significantly with the problem solving ability (r=.494, p<.001), communication skill (r=.361, p<.001), and self-confidence in maternity nursing (r=.497, p<.001) after simulation-based education. These findings suggest that the high-fidelity simulation in maternity nursing education could be used not only to enhance the nursing competency, but also to deal with the limitations of the clinical practicum in the current situation.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.7
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• pp.300-309
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• 2017

This study was conducted to investigate the factors influencing perceived father communication, emotional expressiveness and gender identity on self-efficacy of female nursing college students. Data were collected from 270 female nursing students in B city, from May 23, 2016 to May 27 and then analyzed by ANOVA, Pearson's correlation coefficient, and multiple regression using SPSS/WIN 21.0. The degree of self-efficacy among female nursing students was $3.21{\pm}0.38$. There were significant differences in self-efficacy with respect to academic status(F=5.13, p=.006), relationship with father(F=4.74, p=.001), academic grade(F=5.22, p=.006), and gender satisfaction (F=4.00, p=.004). There were positive correlations between self-efficacy and open communication(r=.30, p<.001), self-efficacy and positive emotional expressiveness(r=.37, p<.001), and self-efficacy and gender identity(r=.26, p<.001), while there were negative correlations between self-efficacy and close communication(r=-22, p<.001), and self-efficacy and negative emotional expressiveness(r=-.26, p<.001). Regression analysis showed 18.2% variance in female nursing student's self-efficacy in response to positive emotional expressiveness, negative emotional expressiveness, and gender identity. Overall, the results of this study indicate that it is necessary to identify various factors affecting and increasing self-efficacy of female nursing college students.

• Journal of Nutrition and Health
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• v.31 no.1
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• pp.36-45
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• 1998

Dietary and other factors affecting bone density of 32 Korean healthy college women aged 19-23 years were assessed. Data for food and nutrient intake was obtained by a semiquantitiative food frequency questionnaire. Serum samples were anlayzed for total Ca, P, Ca++, PTH, calcitonin and 25-hydroxycholecalciferol , (25-OH-Vit D3) and BMDs of lumbar spine(L2-L4), femoral neck(FN), ward's triangle (WT) and trochanter(TR) were measured by an XR-series X-ray bone densitometer. Relationships between the factors and BMDs were analyzed by stepwise multiple regression analysis and Pearson's correlation coefficient(r). The results are summarized as follows. Mean daily intake of energy(86.1%), Ca(74.3%), vitamin A (53.75), Fe(49.75) and vitamin B$_2$(86.6%) were lower while other notrients incuding P(126%) were higher than the Korean RDA. The BMDs of lumbar spines and femurs ranged from 0.73g/$\textrm{cm}^2$ to 1.23g/$\textrm{cm}^2$and 0.48g/$\textrm{cm}^2$ to 1.04g/$\textrm{cm}^2$, respectively. Both protein and P intakes were inversely associated with serum total Ca. Furthermore, Ca intake as well as Ca/P ratio (Ca/P) were inversely associated with serum ionized Ca(Ca++) concentration. The intakes of protein P and Ca , however, were not significantly associated with the BMDs measured in this study. There were little association between BMDs and alcoholic beverage or caffeine consumption. The only significant association detected was a positive relationship between caffeine consumption and BMD of WT. It seemed to be noticeable that BMDs of L2-L$_4$, FN and WT were significantly inversely associated with serum P concentration. However, there was no significant association between BMDs and the levels of total Ca to Ca++ in serum. Body weight was positively associated with BMD of lumbar spine and BMI was also positively associated with BMDs of FN and WT. The subjects who had an early menarche appeared to have higher BMDs than those who had had a late mearche. According to stepwise multiple regression analysis. Menarche and BMI were stronger determinants of BMDs in the young women than was diet. P intake appeared to be a more potent dietary determinant than Ca intake. The three factors, menarche, BMI , and P intake , additionally accounted for 24% and 378% of the variance in BMDs of FN and L$_2$-L$_4$, respectively. Further investigation is necessary to determine the factors needed to increase serum P level which negatively affects. BMD in young Korean college women.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.4
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• pp.167-177
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• 2018

This study was conducted to investigate the effects of post-traumatic stress on the quality of life and effects of resilience in industrial accident patients. Participants in this study were 158 patients in an industrial hospital and general hospital in two metropolitan urban areas. Data were collected from July 1 to September 30, 2017 using self-report questionnaires and analyzed by descriptive statistics, Pearson's correlation coefficient, hierarchical regression, and Sobel's test using SPSS 21.0. There were significant negative correlations post-traumatic stress, quality of life, effects of resilience and were significant positive correlations quality of life, effects of resilience. The effects of resilience showed partial mediating effects, but not moderating effects on post-traumatic stress and quality of life. Post-traumatic stress and resilience explained 45% of the effects of industrial accidents on quality of life, post-traumatic stress explained 23% of the effects on quality of life, and the mediating effect of resilience was 22%. Based on the results of this study, it is necessary to develop interventions that improve quality of life by reducing post-traumatic stress and increasing resilience among workers who experience industrial accidents.