• Asian Pacific Journal of Cancer Prevention
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• v.14 no.12
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• pp.7663-7668
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• 2013

Background: Skin cancer is a global health problem that can be prevented by protective behavior promoted by nurses. In Turkey, only few studies have examined current knowledge of nurses related to skin cancer and to reveal their attitudes towards sun exposure and current protective behavior. Materials and Methods: This descriptive cross-sectional study was performed from March 11 to May 30, 2013 with a study sample of 310 nurses working in two state hospitals located in Karab$\ddot{u}$k and Safranbolu. Results: Mean age of the nurses was $30.3{\pm}6.89$ years and 96.1% of them had graduated with a Bachelor degree. The participants were predominantly female (n=284). Knowledge level about skin cancer was significantly higher for females compared to males. Conclusions: Nurses do not have sufficient knowledge about skin cancer and are not adequately protecting themselves from ultraviolet light, the primary risk factor for skin cancer. While they demonstrated a responsible attitude towards avoiding sunburn and the need for adequate sun protection, they do not fully appreciate the extent to which the sun can cause skin cancer and that they lack full understanding about the need to protect the skin from burning and to avoid long term sun exposure in Turkey.

• Safety and Health at Work
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• v.10 no.3
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• pp.341-346
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• 2019

Background: Although the concept of workload is important to nursing practice, only a few nursing researchers have focused on the issue of workload within the nursing context. Knowledge of how the dynamics of workload affects the job stress of nurses working in a specific unit or department in a hospital setting, and the influence of coworker support on this relationship, still remains limited. This study, therefore examined the effect of workload on job stress of Ghanaian outpatient department nurses and the moderating effect of coworker support on this relationship. Methods: A cross-sectional survey design was used, and questionnaire was used to collect data from a sample of 216 outpatient department nurses from four major hospitals in Ghana. The data collected measured workload, job stress, and coworker support using National Aeronautics and Space Administration (NASA) Task Load Index, job stress scale, and coworker support scale, respectively. Data were analysed using descriptive statistics, correlation, and hierarchical regression. Results: High levels of workload were associated with high levels of job stress of the nurses. Also, higher levels of workload were related to higher levels of job stress for nurses who received high levels of coworker support, but this was not the case for those who received low levels of coworker support (reserve buffering effect). Conclusion: The finding reiterates the adverse effect of workloads on employees' health, and the reverse buffering effect implies that supporting a colleague at work should be conveyed in a positive manner devoid of negative appraisal.

• Korean Journal of Occupational Health Nursing
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• v.31 no.2
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• pp.66-76
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• 2022

Purpose: This study aimed to explore the constructs and context of hospital nurses' organizational silence. Methods: In-depth interviews were conducted with 17 nurses in small-middle general hospitals as well as big university hospitals. We then derived the key themes using grounded theory method. Results: Nine themes and 30 sub-themes were derived: "Willing to be recognized for performance rather than saying", "Getting used to the hard-to-speak climate", "Face the reality that does not change when said", "Complicated situation that prevents self-regulating decision-making", "Conflicts that are difficult to confront", "Unfair responsibilities that I want to evade", "Leaders who don't support me", and "Being blocked in communication". Consequently, the nurses learned to adopt a climate of silence and "learned organizational silence" behavior. They experienced that prosocial silence was essential for obtaining approval as a member of the group, and defensive silence for protecting themselves in the hierarchical structure and unfair responsibilities. Acquiescent silence originated from a futile relationship with their supervisors, one-way communications, and the unsupportive management system, in which three types of silence appeared sequentially or in combination with each other. Conclusion: Based on these results, nursing managers should identify the context of nurses' organizational silence and should lessen these silence behaviors.

• Korean Journal of Occupational Health Nursing
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• v.9 no.2
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• pp.79-85
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• 2000

All clinical nurses are not only faced with the physical and emotional needs of patients but also exposed to the heavy workload. In clinical settings, the nurses' stress becomes more and more critical. Understanding the stress experienced by nurses is essential for planning programs to enhance patient care and to promote nurses health. Many methods to reduce the stress were practiced for patients. In this study, the investigator examined how the imagery influence the reducing the stress of clinical nurses. For this study, the recorded tape for imagery developed in the Society of Rheumatics was applied. In order to evaluate the effect of imagery on the stress of clinical nurse, stress score, serum cortisol, blood pressure, and pulse were measured on 20 clinical nurses for 20 days. The results were as follows: 1. Stress score decreased significantly in the experimental group. And the rate of decrease in stress score was significantly higher in experimental group than in the control group. 2. The level of serum cortisol decreased significantly after the application of imagery. 3. Systolic blood pressure decreased significantly after the application of imagery. These results indicate that after applying the method of imagery on the nurses, stress score, serum cortisol level, and systolic blood pressure were significantly decreased. Therefore, this study proves that imagery is one of the methods to reduce the stress of clinical nurses.

• KOREAN ASSOCIATION OF OCCUPATIONAL HEALTH NURSES
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• v.17 no.2
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• pp.48-48
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• 2010

• The Korean Journal of Health Service Management
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• v.5 no.1
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• pp.15-29
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• 2011

Whether organizational members are satisfied with their job or not is most important in the organization that they belong to. Those who are more satisfied with their job have a less intention to get another occupation, and they are better motivated to improve their own job performance. Boosting job satisfaction is one of the sure ways to reduce invisible loss triggered by turnover or nonattendance and to enhance the quality of life of organizational members. Therefore the job satisfaction of organizational members should be raised to cut down on their turnover rate. The purpose of this study was to examine the relationship of the general characteristics of nurses to their job satisfaction and turnover intention in a bid to identify factors affecting their job satisfaction and turnover intention. The major findings of the study were as follows: First, as for job satisfaction and turnover intention, the nurses investigated got a mean of 2.92 and 3.13 respectively on overall job satisfaction and turnover intention out of five points. Their job satisfaction was slightly above the average (2.5), which indicated that they weren't gratified with their job. Their turnover intention was a little above the average as well, which implied Their turnover intention was a little above the average as well, which implied that there was a tendency for them to seek another job.

• Journal of Korean Academy of Nursing
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• v.50 no.5
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• pp.728-736
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• 2020

Purpose: This study aimed to identify the relationship between workplace violence and turnover intention, and the mediation effect of resilience on the relationship in hospital nurses. Methods: This was a cross-sectional study. A total of 237 registered nurses were recruited from three hospitals in South Korea from April to May 2019. Participants were invited to complete self-reported questionnaires that measure workplace violence, turnover intention, resilience, and demographic information. The data obtained were analyzed using multiple regression and a simple mediation model applying the PROCESS macro with 95% bias-corrected bootstrap confidence interval (5,000 bootstrap resampling). Results: After controlling demographic covariates, workplace violence significantly accounted for the variance of turnover intention. It was also demonstrated that resilience partially mediated the relationship between workplace violence and turnover intention in hospital nurses. A 73.8% of nurses had experienced workplace violence (such as attack on personality, attack on professional status, isolation from work, or direct attack). Conclusion: Workplace violence directly influences turnover intention of nurses and indirectly influences it through resilience. Therefore, hospital administrators need to develop and provide a workplace violence preventive program and resilience enhancement program to decrease nurses' turnover intention, and leaving.

• KOREAN ASSOCIATION OF OCCUPATIONAL HEALTH NURSES
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• v.16 no.4
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• pp.58-58
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• 2009

• Journal of the Korean Society of School Health
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• v.1 no.1
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• pp.160-177
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• 1988

This study is an analysis of the teachers' health problems that focuses on the frequencies and types of their visiting to school clinics and the management of health-related problems. The participants for this study are consisted of 1,650 teachers employed at 30 public schools in the Seoul area. Data for the study came from diagnostic records for 1986, the results of a questionaire-type survey conducted between June 20th and of the same year an from other documents recorded by school nurses. The main results of this study are as follows: 1. The teachers' health problems. a) According to health diagnosis records, 6.1 % of all teachers had a health problem. Liver-related ailments topped the list, followed by circulatory and diabetic problems. b) The survey data had 71.9 % of the respondents indicating that trey suffered from some health problem. The most frequent response concerned respiratory problems, followed by gastro-intestinal and nervous system problems. c) A check of clinic utilization records revealed that the main reasons for visiting are concerned with fatigue (30.5 %), gastro-intestinal(18.7 %) and respiratory(18.2 %) ailments. These three categories accounted for 67.4 % of total use. 2. Frequencies of their visiting to school clinics 40.5 % of the teachers indicated that they have visited the school clinic. And 62.0 % visited it with a self-diagnosed ailment and 15.3 % utilized the facility after a problem had been detected in a health examination. Clinics were visited a total of 1,458 times which breaks down to 0.9 times per month per teacher. For a patient, the figures are 2.2 times on the average with a range from 1 to 19. 3. Health management problems a) Of those respondents. 53.4 % stated that they didn't have enough time to consult about their health problems and diagnose their disease b) Also, 47.3 % of the respondents indicated that school nurses should give health counsels and health education. c) When questioned about improvements in the current system, the teachers placed importance on the prevention and management of chronic diseases (35.2 %) and pre- and posteducation concerning periodic health examinations In conclusion, the following points must be considered: First, school administrators need to pay more attention to the health problems of the teachers. Second, school nurses should be more active in managing a health program for teachers. Finally, education and training for nurses should be continually upgraded so that they can dispense proper and timely care for teachers.

• Korea Journal of Hospital Management
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• v.2 no.1
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• pp.114-136
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• 1997

This study was carried out to find out the effect of conflict between profession groups within medical institution. For the purpose, the questionnaire-based research was done with 605 persons consisting of specialists, residents, nurses, radiologic technicians, clinicopatholigic technicians, health record administrator, administrative employees who are working in a university hospital located in Taegu City from February 15, 1997 to March 2, 1997. The results of the study were summarized as follows. The subject profession group against which each profession group feels the most conflict in interprofession mutual recognition relation was found out as follows; Specialists(34%) against colleague specialists, residents(54.0%) against nurses, nurses(54.8%) against residents, radiologic technicians(44.0%) against residents, and clinicopathologic technicians(34.5%) against nurses, while it was shown that health record administrator felt even conflict against residents, nurses and administrative employees and administrative employees(48.1) did against nurses. Most employee group answered that medical specialists have a one-sided and individual attitude toward all affairs, while both medical specialists and administrative employees of hospital answered that nurses are one-sided. It was shown among such groups that radiologic technicians' conflict results from their thinking which mutual dependence and cooperation are lowest while individual difference is highest, clinicopatholigic technicians' conflict from the problem in mutual communication, medical specialists' conflict from difference in goals greater than other group, respectively lower than other group. The rate of vertical conflict between groups was highest for the health record administrators and then for the radiological technicians, while it was lowest for the medical specialists and then for the nurses. In addition, the rate of horizontal conflict was high for both medical specialists and nurses, but it was low for the health record administrations and clinicopathological technicians. The group with the highest job satisfaction was the medical specialists and nurses, and the group with the highest involvement in organization was the medical specialists and administrative employees. Also it was shown that both medical specialists and clinicopathological technicians show a favorable attitude toward patients. Factors having an effect on the vertical conflict included difference in goals, cooperation within group and leadership. It was shown among those factors, however, that only the leadership has an effect on all the groups evenly. The horizontal conflict was influenced by such factors as educational level, mutual dependence, difference in goals, cooperation within group, and individual difference, when an important factor was the difference in goals for all the groups. Their attitude toward patients was influenced by the vertical conflict and age, but the vertical conflict was the most significant factor for the medical specialists. In conclusion, it is required to control properly the conflict between employees as well as between profession group and to execute good leadership, so as to improve patients' satisfaction which is the key goal of hospital.