• Korea Journal of Hospital Management
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• v.19 no.2
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• pp.89-98
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• 2014

The research was to investigate the effect of trust in supervisor, organizational trust and perception on the shared value on innovative behavior. The data were collected from 334 nurses from University hospital of G city. Data were analyzed with frequency, t-test, ANOVA, Scheffe-test, Pearson's correlation coefficient and hierarchical regression, equipped with SPSS 21.0. The results showed that there was correlation among trust in supervisor, organizational trust and perception, and innovative behavior. Therefore, it is considered that the study is the basis to improve innovative behavior of nurses by providing alternatives for achieving trust in supervisor, organizational trust and perception, for sake of efficient management of human resource of nurse of University hospital. This study was supported by research funds from Chosun Nursing College 2013.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.3
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• pp.314-325
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• 2010

Purpose: The purpose of this study was to investigate how nurses perceive the Career Ladder System(CLS). Methods: This study was a descriptive survey using questionnaires. Questionnaires were developed by an expert group. Participants included 161 nurses working in the Children's Hospital. The data were analyzed using factor analysis, Cronbach's alpha, descriptive statistics, $x^2$-test and ANCOVA. Results: This study revealed that nurses who advanced in their career ladders have a significantly higher perception of participation in their professional activities and a general comprehension of the CLS more than the nurses who did not advance in their career ladders. However, nurses who advanced in their career ladders have a significantly lower perception of the expected outcome of the CLS more than nurses who did not. Conclusions: This result showed that nurses who had experienced in clinical advancement and recognition were highly motivated with their professional activities via the CLS as well as they considered it to allow professional growth.

• Journal of Korean Academy of Nursing
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• v.32 no.2
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• pp.155-164
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• 2002

With the dynamically changing environment of society, managing change is the vital element of organizations's survival and growth. Health care organizations have expended enormous resources to restructure patient care delivery. Despite the growing literature describing these organizational innovations, there is a paucity of credible data that reflects systematic measurement and evaluation of such changes. This study examined the nurses' psychological response toward the work process redesign, newly introduced by the nursing department in a acute care hospital. The aim of the study was to figure out how nurses's general perception of change and perceived attributes of change affected their acceptance of change during the organizational transition. This was descriptive- correlational. The sample for the study included 50 head nurses and 135 staff nurses. Data was analyzed using SPSS PC+, version 10.0. The major findings of the study were as follows: First, the mean score of the perception of change was 71.2(SD=13.8) with the range of 0-100, which means nurses generally perceived change positively. There were significant differences in perception of change by gender and education level. Head nurses perceived change more positively than staff nurses. The higher education level showed the more positive view of change. Second, among the perceived attributes of change, trialability had the highest mean score, which means nurses perceived the change more positively if it is testable on a limited basis. Relative advantage was perceived the most negatively. Finally, factors influencing the acceptability of the work-process redesign were perceived comparability, complexity, relative advantage, and observability, which accounted for 43.7% of the variance in the acceptability of change. This study evaluated the preliminary effects of the nursing process for reengineering, focusing on nurses' acceptability towards change. The usefulness of this research study was to determine the factors influencing acceptance of organizational members during transitional periods of change and to suggest effective strategies for increasing adoption as well as for decreasing resistance to change.

• Journal of Korean Critical Care Nursing
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• v.5 no.1
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• pp.44-55
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• 2012

Purpose: The purpose of this study was to investigate perception of patient safety culture and safety care activity among hospital nurses and to identify factors associated with the safety care activity. Methods: A total of 399 nurses working at secondary or tertiary hospitals in B city were participated in. Data were collected using 'Questionnaire on Patient Safety' and 'Safety Care Activity Questionnaire'. Results: The mean score of patient safety culture was 3.41 out of possible 5. The mean score of safety care activity was 4.40 out of possible 5. There was a positive relation between the perception of patient safety culture and the safety care activity. Through stepwise regression analysis with 22.4% of accountability, it was found that the perception of the safety care activity was associated with communication process, a sub-domain of safety culture, marital status, experience of incidence reporting, and level of patient safety. Conclusion: The findings show the importance of communication among nurses to improve the safety care activity. To provide high quality of care for patients, it is necessary to educate nurses on fire safety, patient education, and medication safety and improve their communication skills.

• Research in Community and Public Health Nursing
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• v.9 no.2
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• pp.262-279
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• 1998

The purpose of this study is to identify job satisfaction and relative factors of job satisfaction in visiting nurses in public health centers. Data were collected by a self-administered questionnaire from May 1 to June 25, 1997. The subjects were 384 visiting nurses of public health centers in Korea. The results of this study were as follows; 1. Job satisfaction of Visiting Nurses was measured by a 5 point rating scale, the whole mean score was 3.08. The level of job prestige was highest among the six components of job satisfaction. The mean score of job perception was 4.05. 2. The factor affecting job satisfaction were job status, educational level and the number of visits home a month. 3. Factors affecting job perception were whether or not they had other certificates, whether they were educated about visiting nursing, and the status of these nurses. 4. Job perception and Job satisfaction had a significant correlation.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.3
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• pp.308-316
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• 2015

Purpose: The purpose of this study was to identify the level of project perception for those nurses from research-driven hospitals and to analyze the effect of research-relevant performance in the health care field focusing on the mediated effect of research capacity and job satisfaction. Methods: Data were collected from June, 2014 to July, 2014, and participants were 106 research nurses in Research-driven hospitals. Descriptive statistics, Independent t-test, One-way ANOVA, structural equation modeling (SEM). Results: As a result, Research-relevant performance according to project perception of research nurses from Research-driven Hospitals was not statistically significant, but research capacity and job satisfaction had a mediating role. Evaluation System Perception was significantly different from Research Capacity (p<.001), Research Capacity was significantly different from Job Satisfaction (p<.001), Job Satisfaction was significantly different from Research Performance (p<.001) Conclusion: The results indicate that research capacity building and job security research nurses are able to contribute to improving research performance of research-driven hospitals.

• Journal of Korean Clinical Nursing Research
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• v.24 no.1
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• pp.23-33
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• 2018

Purpose: The purpose of this study was to investigate the effect of SBAR communication program on nurse's perception about communication and attitudes toward patient safety. Methods: A single-group pre-post experimental study was conducted. A SBAR education program was provided to 167 nurses working in 9 general wards of a hospital in Seoul. A total of 153 questionnaires were included for the final analysis. Statistical analysis included analysis of variance, paired sample t-test, and Cochran-Mantel-Haenzel test. Results: After applying SBAR communication education, nurses perceived significant improvement in three of the five categories of communication between nurses and doctors; satisfaction (p=.001), accuracy (p=.001), and understanding (p=.002). The indicators of communication between nurses were also improved significantly in the order of accuracy (p=.001), satisfaction (p=.001), shift communication (p=.001), and openness (p=.016). The scores of nurse's attitudes toward patient safety demonstrated a significant increase in the five categories out of the six; perception of management (p=.001), working condition (p=.001), safety climate (p=.001), teamwork climate (p=.001), job satisfaction (p=.012). Conclusion: It is recommended that nurses and doctors use SBAR communication in their practice. Developing education programs and utilization methods is required for the effective establishment of SBAR communication.

• Journal of Korean Academy of Nursing
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• v.42 no.1
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• pp.85-94
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• 2012

Purpose: This study was done to examine the effects of nurses' perception of servant leadership on leader effectiveness, satisfaction and promoting additional effort. The focus was the mediating effects of leader trust and value congruence. Methods: Data were collected from 361 RN-BSN students and nurses participating in nationally attended in-service training programs. Data were analyzed using descriptive statistics and structural analysis with SPSS 17.0 windows program and Amos 7.0. Results: Direct effects of nurses' perception of servant leadership were negative, but mediating effects of trust and value congruency were positively correlated with leader effectiveness, satisfaction and additional effort, that is servant leadership should be effective through mediating factors. Conclusion: The study results indicate that if the middle managers of nurses can build leader trust and value congruency between nurses through servant leadership, leader effectiveness, satisfaction and additional effort on the part of the nurses could result in a positive change in the long term.

• Journal of Korean Critical Care Nursing
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• v.4 no.1
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• pp.11-24
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• 2011

Purpose: The purpose of this study was to grasp the subjectivity of the nurses toward DNR (Do not resuscitation) order. Methods: Q methodology was employed to explore the nurses' subjectivity. Q population consisted of 292 statements that were obtained through individual in-depth interviews targeting 30 employees(nurses, doctors, staff members) and literature review. Finally, 30 nurses classified 34 statements using a 9 point scale. Results: The current survey that probed into the subjectivity of the nurses relative to DNR order abstracted four categories. The first type (restrictive acceptance type) perceived the determinants of DNR as the patient's hopeless state. The second type (evidence-based type) emphasized the decision based on the guideline. The third type (medical personnel-centered type) showed the characteristic that depends passively on the professional judgement. The fourth type (rationalistic type) emphasized rational characteristic that DNR decision needs to be made by considering several situations such as economic and psychological burden of family and the quality of life. Conclusion: These types of nurse's perception need to be considered in the nurses' continuing educational program in order to confront affirmatively and positively with ethical dilemma.

• Journal of Korean Academy of Nursing
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• v.40 no.6
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• pp.892-902
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• 2010

Purpose: This study was done to identify participation by home healthcare nurses in clinical decision making and factors influencing clinical decision making. Methods: A descriptive survey was used to collect data from 68 home healthcare nurses in 22 hospital-based home healthcare services in Korea. To investigate participation, the researcher developed 3 scenarios through interviews with 5 home healthcare nurses. A self-report questionnaire composed of tools for characteristics, factors of clinical decision making, and participation was used. Results: Participation was relatively high, but significantly lower in the design phase (F=3.51, p=.032). Competency in clinical decision making (r=.45, p<.001), perception of the decision maker role (r=.47, p<.001), and perception of the utility of clinical practice guidelines (r=.25, p=.043) were significantly correlated with participation. Competency in clinical decision making (Odds ratio [OR]=41.79, p=.007) and perception of the decision maker role (OR=15.09, p=.007) were significant factors predicting participation in clinical decision making by home healthcare nurses. Conclusion: In order to encourage participation in clinical decision making, education programs should be provided to home healthcare nurses. Official clinical practice guidelines should be used to support home healthcare nurses’ participation in clinical decision making in cases where they can identify and solve the patient health problems.