• Journal of Korean Academy of Nursing
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• v.53 no.5
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• pp.525-537
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• 2023

Purpose: This study aimed to develop and test a reward scale for hospital nurses. Methods: The initial items were identified through a literature review and focus group interviews with ten hospital nurses. The content validity of the items was evaluated by ten experts. Fifty-one items were derived from the pilot survey. Four hundred eighty-eight nurses participated in the study: 248 for exploratory factor analysis (EFA) and 240 confirmatory factor analysis (CFA). Data were analyzed using item analysis, EFA, CFA, convergent validity, known-group validity, and internal consistency using IBM SPSS Statistics 29.0 and IBM SPSS AMOS 29.0. Results: The final scale consisted of 31 items and eight factors (decent wage, opportunity to grow and develop, support for special situations, various benefits, flexibility of work, job-related achievement, reflecting career and performance, and recognition), which explained 67.3% of the total variance. The eight-subscale model was validated by CFA. Convergent validity was evaluated by analyzing correlation with intention to leave (r = - .63, p < .001) and job satisfaction (r = .54, p < .001). The known-group validity was evaluated by comparing the reward scales according to age, clinical career, income level and hospital type. The scale was found to be reliable with a Cronbach's α of .89. Conclusion: Both the validity and reliability of the reward scale for hospital nurses are verified, which can enhance the understanding of the range of rewards and may assist nurse managers in establishing an effective reward system.

• Journal of Korean Academy of Nursing
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• v.11 no.1
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• pp.29-44
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• 1981

Nursing role tends to be more complex then before because of the increased number of health professionals and of the health needs of patient. Accordingly, nursing role expectations are various and sometimes conflict by its role set. There are various literatures on role conflict of nurses and discussed how to eliminate the conflict in order to improve nursing service particularly in the hospital organization. This study was designed to determine if role conflict exist among nurses who work in a hospital and if so what resolution were most frequently selected by the nurses to the role conflict. The study population was fifty six registered nurses of K university hospital. The fifty six was defined and selected by nonproportional stratified sampling method to obtain subjects who are from uniform role set. A questionnaire, a list of role connect, stimulated by the literature review, knowledge based on several years' experience in nursing was formulated by the author and administered to the study population. The questionnaire included twenty nine closed question items of role conflict and classified according to the intra sender conflict, intersender conflict, person conflict and interperson conflict. The response choices to the questions range on a scale continuum with degrees of conflict from one to five: never - 0, seldom - 1, occasionally - 2, frequently - 3, and mostly -4. Per cent, means, standard deviation, and x² -test were used to analyze data. The findings of the study could be summarized as follows. 1. General characterstics of the study population: Most of the population were between the age of 22-27 and are not married. 2. Analysis of Role conflict Existence of Role conflict of nurses was found by the total mean conflict score, 2.06. Inter Sender Role conflict revealed the most high mean conflict score and the lowest one was inter person role conflict. Among the five role senders of nurses: Physician, patient and hi9 family, peer and superior, nursing students and hospital administrator, nurses showed the highest conflict mean score for physicians and the lowest score for Nursing student. 3. Analysis of role conflict resolution. Compromise through discussion with the role sender was the most frequently selected method by the respondents. The result also showed that the respondents tend to resolve the conflicting situation created by patient or his family by persuation. On the o thor hand, Avoidance and ignorance was frequently chosen for the conflicting role expectations from the hospital administrator.

• Korean Journal of Occupational Health Nursing
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• v.20 no.3
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• pp.270-278
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• 2011

Purpose: This study tries to identify experience of verbal abuse, emotional response, and ways to deal with verbal abuse against nurses in hospitals. Methods: This study was a descriptive research and conducted from April to July 2011. One hundred and seventeen nurses with over one-year experience in general wards were selected and evaluated. The data were analyzed using descriptive analysis, independent t-tests, and one-way ANOVA. Results: The nurses' experience rate of verbal abuse during the entire period of work in hospitals was 98.3%. The majority of the nurses were verbally abused by patients (70.9%), followed by patients' relatives (65.8%), physicians (61.5%), and coworkers (58.1%). Overall negative emotional response score of nurses after verbal abuse was $38.82{\pm}8.28$. Ways to deal with verbal abuse were as follows: suppression was 74.4%, complaining of an injustice to close people, 67.5%, and ignoring, 43.6%. Conclusion: Nurses have significantly been exposed to verbal abuse while working in hospitals. Therefore, hospital managers and nurse managers are required to inform other staff and visitors in hospitals the real condition of verbal abuse against nurses and provide a safe work environment by developing the report and disposal system of verbal abuse.

• Journal of Korean Clinical Nursing Research
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• v.26 no.3
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• pp.327-336
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• 2020

Purpose: The purpose of this study was to describe changes in positive psychological capital, organizational commitment and burnout according to work periods for new nurses. Methods: A longitudinal study was done using surveys of 91 nurses from a tertiary hospital located in Seoul, South Korea. Data were collected from these newly graduated nurses during the period from July 2018 to September 2019, three times (2 months, 4 months and 6 months after starting to work). Results: Hope of positive psychological capital decreased after 6 months of work (F=7.11, p=.001) and organizational commitment decreased after 4 months of work (F=15.30, p<.001). Factors influencing participants' burnout included the optimism of positive psychological capital and continuance of organizational commitment. These factors explained 51.3% of the variance in burnout (F=48.47, p<.001). Conclusion: Organizational support for new nurses is urgently needed. It is necessary to develop programs to strengthen the positive psychological capital of newly graduated nurses to reduce their burnout and to help their job adaptation.

• Journal of Korean Academy of Nursing Administration
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• v.4 no.2
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• pp.289-306
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• 1998

For continuous development of professional nursing to the powerful professional organization, it is essential that the public understand and help nursing. This research was done to identify the image of nurses and factors that determine that image. The study subjects were 97 admitted patients 95 family members of patients who were admitted to a university hospital and a general hospital in Seoul and 164 parents of stutents in elemantary, middle, high schools in Seoul. The total numbers of subjects was 356. The researcher collected the data from April 13.1998 to April 20.1998. The Research tool was developed by the researcher following a literature review. Cronbach ${\alpha}$ for the tool of the image of nurses was 0.9397 and Cronbach a for the tool for determinants of the image was 0.8764. The obtained data were processed by SPSS (Statistical Package for Social Science) and the results are as follows : 1. The mean score for the image of nurses was 90.40${\pm}$15.15(range 47${\sim}$138) indicating a positive response. 2. Analysis of the image of nurses : Four factors were identified traditional. social. professional and personal image. The mean score for traditional image was 3.27. the second highest score. and for social image. 2.95. the lowest score. The mean score for professional image score was 3.48. the highest score. and for personal image, 3.20. a lower score. 3. The image of nurses according to respondents There were significant differences for traditional. social, professional. personal factors between subject groups. A more positive responses was found in the patients and patient' families as a compared to the students' parents. 4. Image of nurses related general characteristics : There was a significant difference for age and school graduation. More negative responses were found in the 31${\sim}$40 years old age group and in the higher educated group. 5. Image of nurses related to experience of nurses The respondents showed a more negative image when their experience related to nurses through the mass media, as a compared to the experiences of having talked with patient who had been admitted to hospital. For the social image factor. a more negative attitude was revealed for those who had the experience of patient who had been admitted to hospital as compared to other factors. 6. Determinants of image of nurses : There were three factors that were named subjective. administrative and media . The mean for the subjective factor score was 3.85. the highest score of the three factors. The mean for the administrative factor score was 3.53. And the mean for the media factor score was 3.27. 7. Determinants of image of nurses according to respondents group : There were no significant differences(F= 1.95, P= .14) Consequently the result showed a low social image of nurses. So. nurses must work to improve the social image of nurses through scientific approaches and by monitoring the mass media for correct descriptions of nurses. Also. it is necessary that excellent education for service and politeness be continually provided in order to positively effect the personal image field. It is also importent to raise the expectations of the recipients of nursing care by having a strategy for the determinants of the image of nurses that allows nurses to personnally develop professionally.

• The Korean Journal of Rehabilitation Nursing
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• v.16 no.1
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• pp.55-62
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• 2013

Purpose: The purpose of this study was to identify the factors affected with nurses' prevention activity against hospital fall. Methods: The data were collected from 325 nurses at C University Hospital in G City by using the structured questionnaires from February 21, 2011 to March 12, 2011. The data were analyzed by stepwise multiple regression. Results: The main factor associated with prevention activity against hospital fall was the attitude towards hospital fall (${\beta}$=.26, p<.001), the next one was the educational level (${\beta}$=.16, p=.002), and the last one was the frequency of fall prevention education (${\beta}$=.14, p=.009). The all factors could explain 11.1% of the variance in the nurses' prevention activities against hospital fall. Conclusion: Hospital managers need to make hospital culture to enhance the nurse's positive attitude about hospital fall prevention. In addition, educators need to develop educational programs including hospital fall prevention through academic curriculum and continuing education.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.23 no.2
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• pp.149-160
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• 2016

Purpose: The purpose of this study was to identify factors influencing performance of MultiDrug-Resistant Organisms (MDROs) infection control by nurses in general hospitals. Methods: The research design was a descriptive survey design using convenience sampling. Data were collected from 130 nurses working in 6 general hospitals. Collected data were analyzed using SPSS/WIN 21.0 program for descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and multiple regression analysis. Results: General hospital nurses' MDROs infection control performance was influenced by their awareness of environmental safety, recognition of MDROs infection control, number of beds in the hospital, whether nurses had nursing experience with infection control and guidelines for MDROs infection control. The most important predictors of MDROs infection control performance were awareness of environmental safety and recognition of MDROs infection control. Conclusion: Findings indicate that it is necessary to include content related to awareness of environmental safety and recognition of infection control in developing MDROs infection control education programs for general hospital nurses.

• Journal of Korean Clinical Nursing Research
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• v.14 no.2
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• pp.5-17
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• 2008

Purpose: The purpose of this study was to examine the effects of education regarding postoperative pain management provided for nurses as well as patients on related factors of pain management, including nurses' knowledge and attitude of postoperative pain, and the level of pain that patients felt after surgery. Method: A quasi-experimental research design was used in this research. Twenty-one nurses currently working in general surgery units and 32 patients who were taking on abdominal surgery in A university hospital were participated in this study. The three week-educational program of postoperative pain management including lecture, quiz, poster and discussion was provided for nurse participants. The postoperative pain management education for each patient was provided one day before his/her own operation for 20 minutes with the pamphlet developed by researchers. For assessing the effects, nurses' knowledge and attitude about pain management, patients' postoperative pain, pain control barriers, and satisfaction of pain management were measured. Results: The nurses' knowledge about pain management and the patients' satisfaction of pain management in the experimental group were higher than in the control group. The patients' postoperative pain in the experimental group was lower than in the control group. Conclusion: With the above results, the postoperative pain management education could be an effective nursing intervention for pain management of patients who were taking surgery.

• 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.

• Women's Health Nursing
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• v.16 no.4
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• pp.390-398
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• 2010

Purpose: The purpose of this study was to analyze periodic screening behaviors for breast cancer and factors affecting the screening behaviors among hospital nurses. Methods: A total of 461 nurses were recruited from 15 hospitals located in two southern areas of Korea. The Champion's Health Beliefs Model Scale-Korean version and a structured study questionnaire were used for data collection. Data were collected during July and August 2008. Results: Nurses who performed periodic mammography accounted for 15.6% of the total, while 22.8% performed periodic breast self-examination (BSE). Among married nurses, the rates of periodic mammography and BSE were significantly different by age, menopausal status, delivery experience, family history of breast cancer, and experiences of cervical cancer screening. Significant factors affecting periodic mammography were family history of breast cancer, experiences of cervical cancer screening, age above 40, and performance of periodic BSE. For health beliefs, levels of severity, confidentiality and barrier were significant factors for periodic BSE. Conclusion: Nurses, who are role models for health promoting behaviors, did not adequately performing periodic BSE and mammography. A health promotion program for breast cancer designed for hospital nurses is needed to improve performance rates for periodic screening behaviors for breast cancer.