• Title/Summary/Keyword: hospital work environment

Search Result 466, Processing Time 0.033 seconds

Impact of Professional Autonomy and Nursing Work Environment on Clinical Decision Making of Clinical Nurses (임상간호사의 전문직 자율성과 간호업무환경이 임상적 의사결정능력에 미치는 영향)

  • Lee, Yongsoon;Gang, Moonhee;Jung, Mi Sook
    • Korean Journal of Occupational Health Nursing
    • /
    • v.22 no.4
    • /
    • pp.285-294
    • /
    • 2013
  • Purpose: This study aimed to explore professional autonomy, nursing work environment, and clinical decision making ability and to determine predictors of clinical decision making ability among clinical nurses. Methods: A cross-sectional design was used in this study and 263 clinical nurses were selected from advanced-level hospitals with over 500 beds located in D metropolitan city. Independent t-test, ANOVA, Pearson's correlation coefficients and hierarchical multiple regression analyses were done with the SPSS/WIN 20.0 program. Results: Clinical nurses reported moderate levels of professional autonomy, nursing work environment and clinical decision making ability. Marital status, professional autonomy and nursing work environment accounted for 25% of variance in clinical decision making ability required in various clinical settings. Importantly, being married, higher level of professional autonomy, and greater satisfaction with work environment were significantly associated with better decision making ability. Conclusion: Findings indicate that improving the quality of decision making in the healthcare settings requires awareness of the multiple effects of individual, occupational and environmental features. Nurses' ability to make effective clinical decisions may rely on personal characteristics, the degree of autonomy in their job, and nurses' satisfaction with their work environment.

Effect of Competence and Work Environment of Nurses on Nursing Service Quality in Long-term Care Hospitals (요양병원 간호사의 간호역량과 근무환경이 간호서비스 질에 미치는 영향)

  • Kim, Ha-yan ;Kim, Hyun-Li
    • Journal of Korean Public Health Nursing
    • /
    • v.37 no.1
    • /
    • pp.97-110
    • /
    • 2023
  • Purpose: This study sought to determine the effect of the competence of nurses and their, work environment on the quality of nursing service in long-term care hospitals using the Donabedian model as a theoretical framework. Methods: This descriptive investigative study analyzed nursing competency, the work environment, and nursing service quality in a group of 182 nurses directly in charge of patient care at long-term care hospitals in special cities, metropolitan cities, and small and medium-size cities. The data were analyzed using IBM SPSS/WIN 27.0 version. Results: In long-term care hospitals, nurses' competence (r=.674, p<.001) and work environment (r=.444, p<.001) were correlated with quality of nursing service, and the nurses' competence was correlated with the work environment (r=.443, p<.001). The factors affecting the quality of nursing service in long-term care hospitals were competence, the work environment, and the age of nurses. Conclusion: In this study, both competence and the work environment of nurses were observed to be important factors in improving nursing service quality in long-term care hospitals. Therefore, efforts aimed at enhancing these factors are necessary to ensure the high quality of nursing service in these hospitals.

A Comparative Study on Nursing Practice Environment, Professionalism, and Job Satisfaction according to Hospital Size (병원규모에 따른 간호사의 간호업무환경, 전문직업성과 직무만족의 비교)

  • Lee, Mi Hye;Kim, Jong Kyung
    • Journal of Korean Academy of Nursing Administration
    • /
    • v.19 no.4
    • /
    • pp.470-479
    • /
    • 2013
  • Purpose: This study was conducted to investigate and compare the characteristics and relations of nursing practice environment, professionalism and job satisfaction among nurses in general hospitals according to hospital size. Methods: The participants included 314 staff and charge nurses who were working in the general medical/surgical nursing units in one large hospital, three medium sized hospitals, and four small hospitals. Data collected through using self-report questionnaire were analyzed using the SPSS and SAS statistical programs. Results: Nursing practice environment and job satisfaction had significant differences according to hospital size. Both of these scales were highest for medium hospitals and lowest for small hospitals. For all hospital sizes there were positive correlations between each of the variables. Multiple regression analysis showed that both nursing practice environment and job satisfaction were affected by hospital size, but professionalism was not. Conclusion: The results of this study indicate that nursing practice environment and job satisfaction vary with the size of the hospital. Therefore, further study is necessary to identify the work environment variables of nurses for performance management and to implement appropriate policies.

Work Environment and Conflict Level of Dental Hygienists Affect Turnover (치과위생사의 근무환경 및 조직 내 갈등수준이 이직에 미치는 영향)

  • Jang, Ji-Eon;Jeong, Sun-Rak
    • The Korean Journal of Health Service Management
    • /
    • v.9 no.3
    • /
    • pp.107-114
    • /
    • 2015
  • Objectives : The purpose of this study was to understand how work environment and conflict level of dental hygienists affect turnover for the efficive manpower management of dental hygienists. Methods : Dental hygienists in dental (hospital)clinics near Daegu were randomly selected as the subjects of this study, and the followings analysis results are from 249 questionnaires: which were collected from March 2 to March 31 2011. Results : Among the 249 dental hygienists surveyed, 33.7% experienced turnover and 59.0% had turnover intention. From the analysis of the demographic, working environment and levels of conflict, dental hygienists had significantly higher turnover experiences based on following factors: older age, employment at a dental clinic rather than a dental hospital, longer working hours, longer total career as a dental hygienist, and longer of length of time at their current job. Furthermore, dental hygienists had significantly higher turnover intentions based on the following factors: younger age, more ignorant and higher level of discomfort due to conflict levels. Conclusions : Therefore, the working environment of dental hygienists has to be improved to inspire motivation, and conflict management has to be taughht within an organization to allow free communication and active participation in decision-making.

Relationships among Nursing Work Environment, Job Embeddedness, and Turnover Intention in Nurses (간호사의 간호업무환경, 직무착근도와 이직의도 간의 관계)

  • Ko, Hae Jin;Kim, Jeong-Hee
    • Journal of Korean Academy of Nursing Administration
    • /
    • v.22 no.3
    • /
    • pp.279-291
    • /
    • 2016
  • Purpose: The purpose of this study was to investigate the relationship among nursing work environment, job embeddedness, and turnover intention in order to provide basic data for efficient management of human resources in nursing organizations. Methods: A cross-sectional, descriptive study design was conducted with 177 nurses who had worked for more than 6 months in five general hospitals on Jeju Island. A self-report questionnaire was used for data collection. Results: About 88% of the participants reported that they were considering a turnover plan because of overload in their jobs and poor salaries. Nursing work environment was significantly related to job embeddedness and turnover intention. Job embeddedness was significantly related to turnover intention. Hierarchical multiple regression analysis showed that factors affecting turnover intention were the organizational embeddedness factors of organization fit and organization sacrifice. Conclusion: The results indicate that nurses' turnover intention is associated with nursing work environment and job embeddedness. To reduce nurses' turnover intention and improve nurses' retention, nurse managers should improve the nursing work environment and consider job embeddedness, particularly in relation to the organization fit and sacrifice.

Effects of Workplace Bullying, Nursing Work Environment, and Reality Shock on Turnover Intention of Clinical Nurses (임상 간호사의 괴롭힘, 간호근무환경, 현실 충격이 이직 의도에 미치는 영향)

  • Kim, Sookyoung;Park, Youngwoo;Kim, Kyunghee;Hong, Eunhee
    • Journal of the Korea Safety Management & Science
    • /
    • v.22 no.3
    • /
    • pp.31-41
    • /
    • 2020
  • The purpose of this study was to identify the relationship between bullying, nursing work environment, reality shock and factors of influence on turnover intension. Data were collected from 381 nurses who were under the charge nurse at a hospital with more than 600 beds in Seoul. The collected data were analyzed using the SPSS24.0 program. The mean score for turnover intension was 3.61 ± 0.89. The intension of turnover was correlated with bullying in the workplace (r=0.197, ⍴=.001), the nursing work environment (r=-.409, p=.001), and reality shock (r=.572, p=.001). Variables affecting turnover intension were the work department(β=-0.018, ⍴=.049), working environment(β=-0.424, ⍴<.000), and reality shock(β=0.654, ⍴<.000). The total amount of explanation for turnover intension was 37.3%. The degree of turnover intension of nurses was affected by work in general wards, the experience of workplace bullying and the nursing work environment. To reduce turnover intension, nursing work needs to be analyzed and efforts are needed to establish an effective communication system.

Effects of Nursing Work Environment, Job Satisfaction, and Organizational Commitment on Retention Intention of Clinical Nurses (임상간호사가 인지하는 간호업무환경, 직무만족도 및 조직몰입이 재직의도에 미치는 영향)

  • Choi, Hun-Jin;Lee, Sun-Ok
    • The Korean Journal of Health Service Management
    • /
    • v.12 no.3
    • /
    • pp.27-39
    • /
    • 2018
  • Objectives: The purpose of this study was to verify the relationships among nursing work environment, job satisfaction, organizational commitment, and retention intention, as well as to clarify the factors that affect nurses' retention intention. Methods: The study included 163 nurses working in three general hospitals located in B city. Data were collected by a survey using self-administrated questionnaire and analyzed using the SPSS software. Results: The participants expressed a moderate level of retention intention. There were significant differences in retention intention by income (t=-2.13, p=.034) and intention to work (F=9.86, p=.001). The factors influencing retention intention were organizational commitment (${\beta}=.28$, p=.001), job satisfaction (${\beta}=.25$, p=.001), nursing work environment (${\beta}=.23$, p=.004), plan to work period (${\beta}=.13$, p=.027). These factors explained 55.3% of retention intention (F=41.079, p<.001). Conclusions: The findings showed that nursing administrators should develope programs that promote internal satisfaction for new nurses and strive to improve the human and physical aspects of the nursing work environment for career nurses.

Effect of Job Stress and Nursing Work Environment of Nurses in COVID-19 Dedicated Hospital on Turnover Intention (COVID-19 거점 전담병원 간호사의 직무스트레스와 간호업무환경이 이직의도에 미치는 영향)

  • Jin-young Cho;Ju-yeun Kim
    • Journal of Practical Engineering Education
    • /
    • v.16 no.2
    • /
    • pp.241-249
    • /
    • 2024
  • This study was conducted to identify job stress, nursing work environment, and turnover intention for nurses at COVID-19 dedicated hospital, and to identify factors influencing turnover intention. From September 1 to September 27, 2022, 144 nurses at a COVID-19 dedicated hospital in the I area were collected. The collected data used the SPSS Statistics 23.0 program. As a result of the study, the intention to turnover according to general characteristics showed significant differences in work experience (F=11.20, p<.001), and by position (F=4.09, p=.009). In addition, turnover intention showed a significant correlation with job stress (r=.561, p<.001) and nursing work environment (r=-.382, p<.001). The factors influencing turnover intention were job stress (β=.46, p<.001), work experience of more than 11 years (β=.34, p<.001), work experience of 3-10 years (β=.20, p=.022), nursing work environment (β=-.22, p=.001), and 43.9% of explanatory power. Accordingly, in order to reduce the intention to turnover of nurses at hospitals dedicated to COVID-19, it is necessary to create measures to reduce job stress and an efficient nursing work environment considering the characteristics of work by career in infectious disease situations.

Development and Validation of a Korean Nursing Work Environment Scale for Critical Care Nurses (한국형 중환자실 간호근무환경 측정도구 개발 및 평가)

  • Lee, Hyo Jin;Moon, Ji Hyun;Kim, Se Ra;Shim, Mi Young;Kim, Jung Yeon;Lee, Mi Aie
    • Journal of Korean Clinical Nursing Research
    • /
    • v.27 no.3
    • /
    • pp.279-293
    • /
    • 2021
  • Purpose: The purpose of this study was to develop a Korean nursing work environment scale for critical care nurses (KNWES-CCN) and verify its validity and reliability. Methods: A total of 46 preliminary items were selected using content validity analysis of experts on 64 candidate items derived through literature reviews and in-depth interviews with critical care nurses. 535 critical care nurses from 21 hospitals responded to the preliminary questionnaire from February to March 2021. The collected data were analysed using construct, convergent and discriminant validities, and internal consistency and test-retest reliability. Results: The 23 items in 4 factors accounted for 55.6% of the total variance were identified through item analysis and exploratory factor analysis (EFA). EFA was performed with maximum likelihood method including direct oblimin method. In the confirmatory factor analysis, KNWES-CCN consisted of 21 items in 4 factors by deleting the items that were not meet the condition that the factor loading over .50 or the squared multiple correlation over .30. This model was considered to be suitable because it satisfied the fit index and acceptable criteria of the model [𝒳2=440.47 (p<.001), CMIN/DF=2.41, GFI=.86, SRMR=.06, RMSEA=.07, TLI=.90, CFI=.91]. The item total correlation values ranged form .32 to .73 and its internal consistency was Cronbach's α=.92. The reliability of the test-retest correlation coefficient was .72 and the intra-class correlation coefficient was .83. Conclusion: The KNWES-CCN showed good validity and reliability. Therefore, it is expected that the use of this scale would measure and improve nursing work environment for critical care nurses in Korea.

Validation Study of the Practice Environment Scale of Nursing Work Index for Psychiatric Hospital Nurses in Korea (한국 정신간호영역에서의 간호업무환경 측정도구의 타당화 연구)

  • Kim, Hee Jung
    • Journal of muscle and joint health
    • /
    • v.21 no.3
    • /
    • pp.224-235
    • /
    • 2014
  • Purpose: The purpose of this study was to test the reliability and the validity of the Practice Environment Scale of Nursing Work Index (PES-NWI) scale when applied to Korean psychiatric nurses working in the psychiatric hospital in Korea. Methods: Data from 224 psychiatric nurses working in the 6 psychiatric hospitals in Korea were analyzed using Cronbach's ${\alpha}$, item total correlation, and exploratory factor analysis. Results: The Cronbach's ${\alpha}$ for the 27 items from the PES-NWI were .93, and the item total correlation coefficients ranged from .38 to .64. Six factors which explained 61.2 of variance in the perception of practice environment, emerged; nurse professional role and development, nurse manager ability, leadership, and support of nurses, staffing and resource adequacy, nursing foundation for quality of care, collegial nurse-physician relations, co-worker's ability and qualification. Five derived factors reconstructed, and two factors were renamed. Conclusion: Findings demonstrate that not all but 27 items from PES-NWI is a reliable and valid scale when applied to Korean psychiatric nurses working in Korea. Also findings indicate that Korean psychiatric nurses perceive practice environment differently than American nurses but have some point of similarities with Asian nurses working in the United States.