• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.60-73
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• 2019

This study is a descriptive research study to identify the role conflicts, positive psychological capital, organizational effectiveness, and factors affecting organizational effectiveness of nurses in small hospitals. The subjects of the study were nurses working in three small and medium-sized hospitals located in A city and 255 copies were used for final data analysis. The results showed that the roles of role conflict, isolation, role ambiguity, and resource shortage had a significant negative effect on organizational effectiveness. Role ambiguity and resource shortage of role conflict were significant (-) on positive psychological capital. Positive optimism, positive self efficacy, hope and optimism have a positive (+) effect on organizational effectiveness. Based on the results of this study, it is necessary to develop a variety of programs to reduce role conflict and demonstrate positive psychological capital in order to improve the organizational effectiveness of nurses in small and medium-sized hospitals.

• The Korean Journal of Community Living Science
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• v.23 no.1
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• pp.61-77
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• 2012

This study was carried out on hospitalized patients receiving diet therapy satisfaction and awareness of nutrition education in small and medium-sized hospitals in southern Gyeonggi area. By the face-to-face interview with questionnaire method, the survey was carried out on 150 subjects (99 males and 51 females). The patients (64.7% of males, 52.9% of females) heard the description of diet therapy without the aid of written manual. Patients were moderately satisfied by food that was rated based on these indicators: tastiness (2.45), saltiness (2.23), smelliness (2.23), and appetizing appearance (2.39) as a 4 point scale. Most of the patients (80.8% of males, 69.8% of females) wanted to continue diet therapy. The importance of diet was correlated with the tastiness, saltiness, and appetizing appearance of diet. And the help of dietitians' explanation was correlated with appetite. 55.6% of males and 35.4% of females received nutrition education before (p<0.05). The number of times nutrition education was received was once for male (33.3%) and three times for female (44.4%). Most nutrition education satisfaction that was calculated on a 4 point scale was well understood (3.03), recognized importance (3.44 for males, 2.78 for females) and help for disease management (p<0.01). Also they were satisfied with the explanation of disease (3.20). Nutrition education satisfaction was correlated positively with explanation about food related to disease, the current dietary treatment, how to prepare diet recipes, and dietitian's kindness, but negatively with satisfaction with explanation of diet therapy, and the description and help for disease management. In conclusion, the most important factor in practicing diet therapy was meeting with the dietitian. Intensive nutrition education after the patient's discharge is necessary for patients to continue diet therapy.

• Journal of muscle and joint health
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• v.23 no.3
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• pp.197-205
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• 2016

Purpose: The purpose of this study was to conduct a comparison analysis on requirements of online continuing education requirements according to practical experience of nurses at small and medium-sized hospitals. Methods: Data had been collected with 236 nurses from May to June, 2015. The data were analyzed with the use of SPSS. Results: Among them, 45.8% participated in online continuing education. Nurses in beginning level required musculoskeletal diseases (20.9%), care for injuries and stomas (5.8%), and surgical disease and operation care (4.7%). Competent nurses required musculoskeletal diseases (19.7%), cerebrovascular diseases (9.9%), emergency care and CPR (8.5%), and medical nursing (8.5%). Skillful nurses required cerebrovascular diseases (13.9%), care for internal diseases (8.9%), and rehabilitation care (8.9%). Among the educational contents of diseases, the items that were significantly different according to practical experience were operation management ($x^2$=23.92, p<.001) and drug care ($x^2$=7.85, p=.020). Among continuing education methods, the items that were significantly different were video ($x^2$=16.81, p<.001), webtoon ($x^2$=8.96, p=.011), and test ($x^2$=10.56, p=.005). Among continuing education evaluation methods, the items that were significantly different were multiple-choices ($x^2$=9.43, p=.009) and OX ($x^2$=6.47, p=.039) based quizzes. Conclusion: Based on the study results, it is necessary to develop a differentiated continuing education program according to practical experience of nurses.

• Journal of Home Health Care Nursing
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• v.27 no.3
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• pp.321-329
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• 2020

Purpose: This study was conducted to assess the factors that affect the confidence of nurses at small and medium-sized hospitals in the control of infections caused by multidrug-resistant organisms and to establish basic data for the interventional strategy to improve the nurses' execution of the control of infection caused by multidrug-resistant organisms. Methods: A total of 154 nurses working at four small and medium-sized hospitals situated in City C were selected as participants of this study. Data were collected using a structured questionnaire and analyzed using the IBM SPSS 21.0 software. Results: Confidence in controlling infections caused by multdrug-resistant organisms had a positive correlation with the level of knowledge of this control and the health beliefs of the nurses. Factors that affect nurses' confidence in controlling infections caused by multidrug-resistant organisms included perceived benefits (β=.431, p<.001) and knowledge (β=.354, p<.001) with an explanatory power of 36.4%. Conclusion: It was found that the nurses have higher confidence in executing their duties with higher perceived benefits of and knowledge about the control of infections caused by multidrug-resistant organisms. As such, it is deemed necessary to establish strategies to elevate the advantages of and knowledge about infection prevention activities at the time of training/education on controlling infections caused by multidrug-resistant organisms.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.10
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• pp.5078-5090
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• 2013

This study was to identify the relationship among small-medium sized hospitals nurse's career plateau, self-efficacy, job embeddedness and turnover intention. The study was conducted through a survey on 217 nurses in five small-medium sized hospitals in J city. The data were collected from August 5, 2013 to August 20, 2013. The data were analyzed by SPSS/WIN 18.0 program. The mean score of turnover intention was 3.07. The positive correlations between career plateau and turnover intention were found, but the negative correlation between self-efficacy, job embeddedness and turnover intention were found. The significant factors influencing turnover intention were job embeddedness, present clinical career, career plateau and work unit. To decrease turnover intention, therefore, nursing managers need to develop the nurse retention program for increasing job embeddedness and apply to nursing field.

• Journal of Digital Convergence
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• v.18 no.10
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• pp.265-275
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• 2020

The purpose of this study is to investigate the mediating effect of psychological empowerment (PE) in the relationship between nursing work environment (NWE) and job involvement (JI) of nurses in operating rooms of small- and medium- hospitals. Subjects were 150 nurses in operating rooms of 24 small- and medium- hospitals nationwide, and data were collected from July to September 2018 using a structured questionnaire. Data were analyzed by t-test, ANOVA, Pearson's correlation coefficients and multiple regression. As a result of the study, JI was positively correlated with NWE or PE, PE was positively correlated with NWE. PE was found to partially mediate the effect of NWE on JI. In order to help nurses in small- and medium-sized hospital operating rooms to positively recognize the NWE and immerse themselves in the job, it is necessary to develop convergence program to increase PE.

• Korean Journal of Occupational Health Nursing
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• v.21 no.3
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• pp.258-265
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• 2012

Purpose: The purpose of this study is to identify the influence of job stress and empowerment on nursing performance of clinical nurses working in small and medium hospital. Methods: The empirical data were collected from a self-administered survey using a structured questionnaire with 404 nurses working in 4 medium-sized hospitals (less than 300 beds), located in I-city. The data were analyzed using stepwise multiple regression with the SPSS/WIN 17.0 program. Results: There were significant differences in nursing performance depending on general characteristics (age, marital status, religion, shift work, education level, position, clinical experience, department, and monthly salary). Empowerment correlated with nursing performance. Factors influencing on nursing performance were empowerment, clinical experience, job stress, and marital status with $R^2$ value of 36.3%. The most influencing factor was empowerment (${\beta}$=.47), followed by clinical experience (${\beta}$=.24), job stress (${\beta}$=.20), and marriage (${\beta}$=.12). Conclusion: It is needed to implement specific empowerment strategy, control job stress, and reward experienced and married nurses working in medium-sized hospital for improving nursing task performance.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.5
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• pp.160-168
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• 2017

This study examined the awareness of the healthcare accreditation system, job stress, organizational commitment, and the turnover intention to determine the effects of these factors on the turnover intention of small and medium sized hospitals. A total of 202 nurses who worked in hospitals with less than 500 beds located in Gyeonggi-do, participated in this study. Questionnaires were given to the nurses who experienced healthcare accreditation, and data were collected between 1 December 2015 and 30 March 2016. As a result, the factors and general characteristics, influencing the turnover intention were found to be age (F=4.68, p<.001), marital condition (F=3.92, p<.001), and department of work (F=3.23, p<.008). The turnover intention was negatively correlated with the awareness of the healthcare accreditation system (r=-.46, p<.001) and nursing organizational commitment(r=-.35, p<.001), but positively correlated with the job stress (r=.21, p=.002). Regression analysis showed that the turnover intention of nurses from small and medium sized hospitals had 22.0% on the organizational commitment, department type, and job stress. Therefore, to decrease the nurses' the turnover intention, managers of small and medium sized hospitals need to draw up measures to support job involvement and policy improvement. The results also showed the difference in turnover intention according to the department type. Accordingly, there is a need for a differentiated approach according to the department of work, such as a special unit, ward, and outpatient department.

• Journal of Korea Entertainment Industry Association
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• v.14 no.2
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• pp.195-203
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• 2020

Purpose: This study was a descriptive study to investigate on the effect of calling, self-efficacy, workplace bullying on retention intention among nurses in small and medium-sized hospitals. Methods: The research subjects were 224 nurses selected through convenient sampling from among those who have worked six months or longer in seven small and medium-sized hospitals located in G City. The data were collected using a structured questionnaire from July 17 to 30, 2018. The data was analyzed by descriptive statics, a t-test, ANOVA, Scheffé test, Pearson's correlation coefficient, and a stepwise multiple regression using SPSS/WIN 22.0 program. As a measuring tool, Calling was the Calling & Vocational Questionnaire (CVQ) developed by Dik, Eldrige and Steger (2008). Self-efficacy was developed by Sherer et al. (1982) and modified by Jeong Ae-soon (2007). Workplace bullying was developed by Einarsen, Raknes and Matthiesen (1994) in the Norwegian Negative Behavioral Experience Questionnaire (NAQ), and by Nam Woong et al. (2010). The retention intention was to use NRI (Nurses' Retention Index) developed by Cowin (2002) as a tool for Kim Min-jung (2006). Results: Factors affecting nurses' retention were analyzed. The analysis showed that retention intention was positively affected by self-efficacy (β=.24, p<.001), sense of calling (β=.23, p<.001) and annual wage (β=.21, p=.001) and negatively affected by workplace bullying (β=-.16, p=.008) on a statistically significant level, with an explanatory power of 28.6%.

• Journal of Home Health Care Nursing
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• v.22 no.1
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• pp.38-46
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• 2015

Purpose: This study aimed to determine the levels of burnout, self-efficacy, intention to stay, and organizational citizenship behavior (OCB) among nurses in small- and medium-sized hospitals, and factors related to nurses' OCB. Methods: A targeted sampling method was adopted, whereby 185 clinical nurses employed at 1 of 4 hospitals were enrolled in the study. OCB was measured with a tool developed by Podsaoff et al. Associated factors, including nurses' general characteristics, burnout, self-efficacy, and intention to stay, were measured using a structured survey. Data were analyzed by frequencies, t-test, ANOVA, Duncan's multiple test, Pearson Correlation Coefficient and multiple stepwise regression. Results: Levels of OCB in nurses was on average 3.52 on a scale of 1 to 5, exhibiting a positive correlation with self-efficacy and intention to stay, and a negative correlation with burnout. The final related factors were self-efficacy, burnout and intention to stay with a predictive and explanatory power of 52% for OCB. Conclusion: To increase the level of OCB of nurses, an environment in which such behavior is encouraged needs to be established by introducing measures related to administrative support and task efficiency that reduces mental burnout, while increasing self-efficacy and intention to stay.