• 한국직업건강간호학회지
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• 제20권1호
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• pp.1-13
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• 2011

Purpose: This study was conducted to compare the characteristics of organizational structure and occupational satisfaction among nurses in general hospital and small to medium-sized hospital and to investigate the affecting factors on their occupational satisfaction. Methods: The study was based on the cross-sectional descriptive survey. A self-report questionnaire was used to collect data from 343 nurses between June and July, 2010. Data were analyzed by ${\chi}^2$-test, t-test, ANOVA, Scheffe's test, Pearson's correlation coefficient, and multiple regression using the SPSS/WIN 14.0 program. Results: Hierarchical structure was dominant in general hospital whereas relationship was highly valued in small to medium-sized hospital. Occupational satisfaction was positively correlated with work environment built on relationship, innovation and tasks. Factors significantly influencing on occupational satisfaction in general hospital included innovative work environment, nurses' income and their health status ($R^2$=40.3%). For the small to medium-sized hospital, they included innovative work environment, satisfaction in life, tasks and professionalism ($R^2$=40.4%). Conclusion: Organizational structure, especially innovative work environment and relationship-oriented attitude had a significant influence on nurses' occupational satisfaction. Therefore, nursing administrators have to develop and consider organizational structure to improve occupational satisfaction.

• 근관절건강학회지
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• 제30권2호
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• pp.120-128
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• 2023

Purpose: The purpose of the study was to investigate the effects of infection control knowledge and nursing work environment on infection control performance among general hospital nurses. Methods: A total of 138 nurses from four general hospitals located in G and P cities participated in this descriptive study. The collected data were analyzed using t-test, ANOVA, Pearson's correlation coefficients, and multiple regression. Results: The average mean score was 21.41±1.92 points out of 25 for infection control knowledge, 2.53±0.33 points out of 4 for nursing work environment, and 4.62±0.40 points out of 5 for infection control performance. In the final analysis, the variables that had the greatest influence on infection control performance were the nursing work environment (β=.32, p<.001), working department (β=.19, p=.014), and knowledge (β=.19, p=.016). Conclusion: This study showed that nurses with a better nursing work environment, employment in general department, and more infection control knowledge delivered superior infection control performance. Therefore, to improve infection control performance, it is necessary to enhance the nursing environment and develop practical education programs for augmenting infection control knowledge.

• 한국직업건강간호학회지
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• 제27권3호
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• pp.160-170
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• 2018

Purpose: The purpose of this study is to provide preliminary data for alleviating nurses' job stress and support health promotion behaviors. Further, the study reviews the mediating effects of positive psychological capital and nursing work environment in relation to job stress and health promotion behaviors among nurses in a regional general hospital. Methods: A study survey was conducted from June 9 to 16, 2017. The subjects were current nurses working at a regional general hospital in D city. Analysis of a survey questionnaire from 147 participants was conducted. Results: Upon reviewing the mediating effects of positive psychological capital and nursing work environment in relation with health promotion behaviors and job stress, it was found that positive psychological capital (Z=-4.78, p<.001) and nursing work environment (Z=-4.17, p<.001) were significant mediators. Conclusion: As demonstrated through the results of this research, it is necessary to build programs to strengthen individual positive psychological capital and increase the practice of health promotion behaviors among nurses. It is also evident that a systematic approach is needed to improve the nursing work environment.

• 한국융합학회논문지
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• 제9권10호
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• pp.457-465
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• 2018

본 연구는 간호사의 병원근무환경과 상사와의 신뢰도를 파악하고 그에 따른 이직의도에 미치는 영향을 알아보기 위한 서술적 조사연구이다. 대상자는 B시에 소재한 5개의 병원에 재직 중인 간호사 122명으로 설문지를 통해 자료를 수집하였고, 수집된 자료는 SPSS 22.0 프로그램으로 이용하여 분석하였다. 연구결과, 병원근무환경과 이직의도(r=.534, p<.001)는 정적인 상관관계가 있었고, 병원근무환경과 상사와의 신뢰도(r=-.232, p=.010) 및 상사와의 신뢰도와 이직의도(r=-.314, p<.001)는 부적인 상관관계가 있었다. 간호사의 이직의도에 영향을 주는 요인은 병원근무환경(${\beta}=.505$, p<.001), 상사와의 신뢰도(${\beta}=-.229$, p=.003), 직위(${\beta}=-.213$, p=.011)로 나타났다. 따라서 간호사의 이직의도를 줄이기 위해서 병원근무환경을 개선하고, 상사와의 신뢰 형성과 향상을 위한 전략적 프로그램 마련이 필요하다.

• 간호행정학회지
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• 제21권2호
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• pp.212-222
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• 2015

Purpose: This study was conducted to identify correlations in hospital nurses' work environment, emotional labor and happiness index to provide basic resources for nurses' happiness at work. Methods: Resources were gathered from 291 nurses who agreed to participate. Random sampling of nurses in nine hospitals in G-do was done between July 15 and August 14, 2014. Data were analyzed using ${\chi}^2$ tests, independent t-test, One-way ANOVA, Pearson correlation coefficients and multiple hierarchical regression with SPSS/WIN 18.0. Results: Mean scores (scale of 5) were nurses' work environment, 2.81, emotional labor, 3.24, and happiness index, 2.94. There were significant differences on the happiness index for: age, marriage, children, clinical experience, position, payment, and future work plans and a negative correlation between work environment and emotional labor, emotional labor and happiness index but a positive correlation between happiness index and work environment. Happiness index was influenced by work environment, emotional labor, future work plans. Explanatory power of these variables was 26%. Conclusion: Based on the findings of this study, so it is necessary to improve the work environment and reduce the frequency of emotional labor in order to increase the happiness index of hospital nurses.

• 한국보건간호학회지
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• 제26권1호
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• pp.137-146
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• 2012

Purpose: The purpose of this study is to evaluate the work environment and job satisfaction of hospital workers and to assess their effects on quality of services under the national long-term care hospital evaluation (hereafter, national evaluation), which has implemented since 2008. Methods: A self-administered survey was conducted on 178 hospital workers' at 18 hospitals in Chungcheong province, Korea. Survey questionnaires include questions about respondent' awareness of the national evaluation and any change in work environment and job satisfaction under the national evaluation. We used a path analysis to assess the effects of work environment and job satisfaction on quality of services. Results: Results showed that the effects of the national evaluation on work environment and job satisfaction were positive, which, in turn, leads to better quality of services. Improvements in the work environment under the national evaluation have resulted in increased job satisfaction. High scores for job satisfaction showed a significant association with the quality of services provided in long-term care hospitals. In addition, the national evaluation itself had a positive effect on improving quality of services. Conclusions: In order to facilitate quality improvement activities under the national evaluation, it is suggested that workers be provided with education and training. Continuous efforts to improve work environment and to enhance job satisfaction would lead to provision of better quality of services in long-term care hospitals.

• 간호행정학회지
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• 제21권1호
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• pp.1-9
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• 2015

Purpose: This study was done to identify the influence of nursing work environment and social support on multidimensional organizational commitment among nurses. Methods: The survey was conducted in August 2012 with self-report questionnaire. Participants were 480 registered nurses working in one general hospital. Data were analyzed with descriptive statistics, t-test, ANOVA, Pearson correlation, and multiple regression using SPSS/WIN(16.0). Results: The average scores were; for affective commitment 2.84, for continuance commitment 2.48, and for normative commitment 2.57. There were significant relationships between affective, continuance, normative commitment and sub-factors of nursing work environment and social support. The affective, continuance, and normative commitment were all influenced by 'staffing and resource adequacy' and 'nursing foundations for quality of care', sub-factors of nursing work environment. Distinctively, affective commitment was influenced by 'staffing and resource adequacy', nurses' age, 'nurse-doctor relations', 'supervisor's emotional support', 'nurse participation in hospital affairs', 'nursing foundations for quality of care', and 'supervisor's informational support', which explained 30.9% of variance in affective commitment(F=31.57, p<.001). Conclusion: The findings show that programs which promote supervisors' emotional and informational support are important to enhance nurses' affective commitment. Also, it is necessary to improve nursing work environment to improve nurses' organizational commitment.

• 근관절건강학회지
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• 제27권2호
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• pp.103-111
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• 2020

Purpose: This study aimed to investigate the relationship between general hospital nurses' work environment, resilience, and intention to remain, as well as to identify the factors associated with nurses' intention to remain. Methods: Study participants were nurses at a general hospital in Jeollabuk-do, South Korea. Data collection was undertaken from July 6th to 20th, 2017, through questionnaire responses from 257 nurses. Descriptive statistics were employed for data analysis, including: independent t-test, one way ANOVA, Pearson's correlation coefficient, and multiple regression analysis using SPSS/WIN 22.0. Results: Nurses' work environment, resilience, and intention to remain were found to have a statistically significant correlation. Intention to remain showed statistically significant positive correlations with the nurse's work environment (r=.72, p<.001), resilience (r=.50, p<.001). Factors found to influence intention to remain were work environment, resilience, job satisfaction, and health status. Conclusion: The study findings support the development of a specialized program to strengthen nurses' intention to remain. During the program's formulation, it is necessary to improve nurses' work environment and find ways to bolster the resilience of individual nurses.

• 중환자간호학회지
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• 제16권3호
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• pp.62-72
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• 2023

Purpose : This study aims to assess the extent of work value, psychological ownership, the nursing work environment, and retention intention, examine the correlation between these variables, and identify the factors that influence retention intention. The goal is to provide foundational data to enhance retention intention. Method : The study involved 159 nurses employed at a tertiary general hospital and a general hospital. Data were gathered through structured questionnaires and analyzed using an independent t-test, one-way ANOVA, Scheffé test, Pearson correlation coefficient, and multiple regression analysis with a simultaneous stepwise method, all conducted using the SPSS 26.0 software. Results : The intention to remain in the profession was found to have a positive correlation with work value (r = .45, p < .001), psychological ownership (r = .37, p < .001), and the nursing work environment (r = .27, p = .001). Significant factors influencing the intention to stay included total clinical career (𝛽 = .17, p = .016), work value (𝛽 = .38, p < .001), and psychological ownership (𝛽 = .19, p = .020). These variables accounted for 24.1% of the variance in the intention to remain in the profession (F = 17.71, p < .001). Conclusion: To enhance the intention of hospital staff to remain in their positions, it is crucial to identify and bolster positive psychological competencies, such as a sense of work value and psychological ownership.

• 간호행정학회지
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• 제22권5호
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• pp.424-436
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• 2016

Purpose: The aim of this study was to identify the influence of professionalism, role conflict and work environment in clinical nurses with expanded role (CNE) on job embeddedness. Methods: The participants in this study were 136 CNE working in general hospitals in Seoul, the wider metropolitan area and Gangwon Province. Results: Job embeddedness, work environment and professional performance of the participants showed positive correlation with each other. Significant predictors of embeddeness were belief in public service and sense of calling in the professional subcategory and participation in hospital affairs and nurse-doctor relationship in the work environment subcategory. Conclusion: Finding from this study indicate the need to evaluate and improve the significant predictors of job embeddedness for CNE.