• Journal of Korean Academy of Nursing
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• v.22 no.2
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• pp.127-142
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• 1992

The purpose of this study was to identify relationships between the nursing performance of staff nurses and the leadership styles of head as perceived by the head nurses and the staff nurses. The subject consisted of 33 head nurses and 200 staff nurses who were working at SNUH between July 1, and July 31, 1991. Leadership styles as perceived by head nurses and staff nurses were measured using an instrument adapted by Park (1988) . Evaluations of the nursing performance of staff nurses were done by head nurses utilizing a questionnaire adopted by Park(1988). Data were analysed using percentage distribution, ANOVA, Scheffe test and Pearson Correlation Coefficient. The results are summarized as follows : 1. The majority of the head nurses and staff nurses perceived the head nurse as having a tendency to exercise high level authority and benevolence oriented leadership. 2. The majority of the staff nurses carried out their nursing performance in a highly skilled manner. 3. There were significant differences in perceptions of leadership style between head nurses and staff nurses. 4. “Authority” and “Benevolence” in leadership style as perceived by the head nurses were related very weakly to the nursing performance of the staff nurse. 5. “Benevolence” of leadership style as perceived by the staff nurses was related very weakly to the nursing performance of the staff nurse. 6. Group comparisons of nursing performance and leadership style found that high nursing performance by the staff nurse was related in the group with high “Authority” as perceived by the head nurse and low “Authority” as perceived by the staff nurse. From the above findings, this study suggests the following : 1) Further studies are needed to control extraneous variables. 2) Efforts in leadership development are needed to enhance nursing performance. 3) Factor exploration study are needed to seek factors that contribute to the perception gap between the head nurse and the staff nurse.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.3
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• pp.405-418
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• 2000

The purpose of this study was to investigate the influence of the leadership of head nurses on the job satisfaction and job performance of staff nurses. The leadership styles of head nurses were classified to "authority-oriented" and "benevolence-oriented" based on korean traditional culture. The subjects of this study were 450 staff nurses working at medical-surgical units, intensive care units, emergency units of general hospitals in Kyungbuk area. Data were collected from March 13 to March 25 with several scales for the measurement of leadership styles of head nurses, job satisfaction and job performance of staff nurses. The Cronchbach alphas for the scales were. 79 in "authority-oriented" leadership style, 90 in "benevolence-oriented" leadership style, .91 in job satisfaction, .97 in job performance. Data were analyzed with SAS program using statistics of percentage, means, standard deviation, Pearson correlation, ANOVA and ANCOVA. The results were : 1. There were significant correlations between benevolence-oriented leadership style and job satisfaction, job performance of staff nurses(r=.24, p=.000 ; r=.12, p=.008), authority-oriented leadership style of head nurses and job satisfaction of staff nurses(r=.12 ; p=.024). 2. There were significant differences in job satisfaction of staff nurses by age and clinical career(F=10.36, p=.000 ; F=7.63, p=.000). Also there were significant differences in job performance of staff nurses by age, religion, marriage and clinical career(F=17.79, p=.000 ; F=2.89, p=.035 ; F=4.41, p=.036 ; F=14.33, p=.000). 3. There was significant differences in job satisfaction by the leadership style of head nurses. The job satisfaction of staff nurses with benevolence-oriented head nurses was higher than those with authority

• Journal of Korean Academy of Fundamentals of Nursing
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• v.6 no.1
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• pp.18-34
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• 1999

Nurse's caring behaviors are essential to help patients cope with their health problems. The purpose of this study was to investigate the importance of nurse's caring behaviors as perceived by staff nurses and patients. The subjects were 295 staff nurses and 340 patients from five medical centers in Taegu. Data collection was done from Dec. 10, 1997 to Jan. 31, 1998. The tool for this study was a 7 point Likert type scale with 27 earing behaviors developed by Lee(1996). Cronbach alpha of the tool was .9701 in staff nurses and .9618 in patients. Data were analyzed with SAS using t-test, ANOVA and Spearman rank correlation program. The results are as follows : 1. The a verage score of perceived importance of nurse's taring behaviors for the 27 items was 5.65 in staff nurses and 4.97 in patients. 2. The most important caring behaviors perceived by the nurses was 'Nurse gives painless and cautious injection and treatment for patients' and for the patients, 'Nurse gives hygienic treatment and nursing care'. 3. The caring behavior which showed a significant difference between the ranks of perceived importance by staff nurses and patients was 'to treat the patient with tenderness and friendship'. 4. The Spearman rank correlation coefficient between the ranks of importance perceived by staff nurses and patients was 0.8302. With the results of this study, the staff nurses could be recognized to have much enthusiasm and passion about caring. It is suggested that nurses let the public know about the nurses' caring roles. In the future, research to investigate the actual practice of nurses' caring behavior is necessary.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.2
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• pp.349-359
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• 2001

This study was attempted to provide the basic data concerning development of stress management program for hospital nurses, and to focused on the analysis of job stress and social support according to the types of behavior pattern. The subjects were 296 staff nurses at a general hospital in Seoul. Data were collected with self-reported questionnaires and analyzed by SPSS-PC+ 8.0 win for descriptive analysis and ANOVA analysis. The results of this study indicated that; 1) The perceived job stress was negatively correlated with social support and was positively correlated with TABP. 2) The score of the perceived job stress was higher in TABP nurses than TBBP. The TABP nurses usually perceived more support from peers than from supervisors These results showed that the staff nurses who supported from supervisor felt less stress, and the score of the perceived job stress was higher in TABP nurses than in TBBP. So the differences in social support and job stress according to the types of behavior pattern must be considered significantly in development of the staff nurses' stress management program. Also it was needed to develop the strategies that TABP nurses was effectively supported by the supervisor.

• Journal of Korean Clinical Nursing Research
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• v.26 no.1
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• pp.75-85
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• 2020

Purpose: The purpose of this study is to develop a nursing salary guideline for Korean hospitals. Methods: Literature review and a mobile survey were conducted regarding staff nurses' salary. Regression analysis and simulation model were applied to develop the nurses' salary guideline. Results: The United Kingdom, Australia, and Germany have standard salary guidelines which demonstrated the standard salary of nurses. These were determined mainly by nursing experience and expertise. The results of the mobile survey indicated that the maximum to minimum ratio of the salary was as high as 4.5 among staff nurses working in Korean hospitals. Two models (exponential and linear) for a standard nursing salary guideline were developed and the simulation results demonstrated an improved salary structure for staff nurses. Conclusion: This developed salary guideline for staff nurses is recommended to be applied in Korean hospitals which provide total nursing care services.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.2
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• pp.166-175
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• 2012

Purpose: This study was done to identify the relationship between transformational leadership by head nurses and positive psychological capital, psychological well-being, stress and somatization of staff nurses. Method: Participants in this study were 300 staff nurses in general hospitals located in G and B cities. Data were collected using self-administered questionnaires and analyzed using SPSS Win 18.0 program. Result: The major findings were as follows; 1) There were positive influences of transformational leadership on positive psychological capital, psychological well-being, and a negative effect on stress. 2) Positive psychological capital had a positive influence on psychological well-being, and negative effects on stress and somatization. 3) In the analysis of the mediating role of the positive psychological capital, transformational leadership was shown to indirectly affect psychological well-being and stress through positive psychological capital. Conclusions: These findings suggest that transformational leadership has important influences on employees' psychological well-being and stress via employees' positive psychological capital. To enhance psychological well-being and reduce stress for nurses, it is important to develop not only the leadership of head nurses but also the positive psychological capital of staff nurses.

• Journal of Korean Academy of Nursing
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• v.34 no.7
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• pp.1307-1314
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• 2004

Purpose: The purpose of this study was to identify the factors influencing Symptoms of Stress among hospital staff nurses. Method: Data was collected by questionnaires from 249 hospital staff nurses in three General Hospital. The data were analyzed using descriptive statistics, pearson correlation coefficients, and stepwise multiple regression. Results: The score of the symptoms of stress showed a significantly positive correlation with the score of work stress(r=.22, p=.00). The symptoms of stress showed a significantly negative correlation with the score of social support(r=-.28, p=.00), self efficacy(r=-.31, p=.00), and hardiness(r=-.24, p=.00). The most powerful predictor of symptoms of stress was social support and the variance explained was $16\%$. A combination of social support, ways of coping, and work stress account for $32\%$ of the variance in symptoms of stress among hospital staff nurses. Conclusion: This study suggests that social support, ways of coping, self efficacy, hardiness, and work stress are significantly influencing factors on symptoms of stress among hospital staff nurses.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.1
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• pp.95-105
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• 2014

Purpose: The purpose of this study was to examine trends in number of nursing staff and skill mix. Methods: Nursing staff and skill mix were measured using the number of nursing staff including nurse aids and registered nurses per bed. Descriptive and panel data regression analyses were conducted using data on long-term care hospitals which included yearly series data from 2006 to 2010 for 119 hospitals. Results: The number of nursing staff per bed increased significantly but percentage of registered nurses decreased significantly from 2007 to 2010. The regression model explained this variation as much as 34.9% and 43.8%. Conclusion: The results showed that in long-term care hospitals there were more nurse aids employed instead of registered nurses after the implemention of differentiated inpatient nursing fees. Thus clarifying the job descriptions for nurses and nurse aids is needed and appropriate hospital incentive policies should be implemented.

• Journal of Korean Clinical Nursing Research
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• v.28 no.2
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• pp.122-136
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• 2022

Purpose: This study attempted to recommend a revision of inpatient nursing fees based on analyzing current and appropriate staffing levels. Methods: Staffing grades and their inpatient nursing fees as of the first quarter of 2022 were analyzed. Nurse managers and staff nurses answered surveys about the current and appropriate staffing levels, working days, and monthly salary. A total of 101 nurse managers and 588 staff nurses working in general wards at tertiary hospitals and general hospitals participated in the study. Results: The results showed that grade 1 staffing was found in 73.3% of tertiary hospitals and 63.7% of general hospitals. The current staffing ratios of tertiary hospitals and general hospitals were 1:9.3 and 1:10.4, respectively. The appropriate staffing ratios according to nurse managers and staff nurses at tertiary hospitals were 1:7.6 and 1:7.0, respectively, and 1:8.7 and 1:8.8 in general hospitals, respectively. The average estimated annual working days of staff nurses were 235.2 days in tertiary hospitals and 240.0 days in general hospitals. The median monthly salary for staff nurses was 4.957 million won in tertiary hospitals and 4.140 million won in general hospitals. The new staffing grade system was suggested from 1:6 (Grade 1) to 1:12 (Grade 5). The new inpatient nursing fee schedules were recommended to be paid based on nursing hours per patient day of each grade. Conclusion: The new staffing grade and inpatient nursing fee schedules are expected to increase staffing levels, improve the quality of nursing care, and provide a better work environment for nurses.

• Korean Journal of Occupational Health Nursing
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• v.27 no.2
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• pp.89-98
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• 2018

Purpose: This descriptive study investigated the effects of authentic leadership and coworker support on psychological well-being of staff nurses. Methods: The participants were 166 staff nurse working in university hospital located in D city. Data were collected from July 1 2017 to 31, 2017. Data analysis was performed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and hierarchical regression. Results: The regression model that included demographics and coworker support explained about 40.0% of psychological well-being. Marital status, nurse satisfaction, turnover experience, and coworker support were the predictors of psychological well-being in staff nurses. Conclusion: Coworker support was an important predictor of the psychological well-being of staff nurse. Therefore, strategics to improve coworker support are needed to increase psychological well-being in the clinical field.