• 대한간호학회지
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• 제46권5호
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• pp.733-743
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• 2016

Purpose: The purpose of this study was to examine factors influencing new graduate nurse turnover. Methods: This study was carried out as a secondary analysis of data from the 2010 Graduates Occupational Mobility Survey (GOMS). A total of 323 nurses were selected for analysis concerning reasons for turnover. Data were analyzed using descriptive statistics and multilevel survival analysis. Results: About 24.5% of new nurses left their first job within 1 year of starting their jobs. Significant predictors of turnover among new nurse were job status, monthly income, job satisfaction, the number of hospitals in region, and the number of nurses per 100 beds. Conclusion: New graduate nurses are vulnerable to turnover. In order to achieve the best health of the nation, policy approaches and further studies regarding reducing new graduate nurse turnover are needed.

• 간호행정학회지
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• 제12권2호
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• pp.305-310
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• 2006

Purpose: This study was to identify affecting factors on job satisfaction, nursing professional attitudes of new nurses according to transformational leadership of preceptors. Method: The subjects were 101 new nurses who were working for the 4 of university hospitals in Seoul, Daejeon and Kyong Ki. This study was conducted from Aug to Oct 2005. The data was collected by questionnaires and were analyzed using descriptive statistics, pearson correlation coefficient, stepwise multiple regression. Result: Transformational leadership of preceptors were significantly correlated between Job satisfaction, nursing professional attitudes of the new nurses. The stepwise multiple regression analysis for job satisfaction, nursing professional attitudes revealed that the most powerful predictor was charisma. Conclusion: The findings indicated that the transformational leadership of preceptors is important for improving job satisfaction, nursing professional attitudes of the new nurses. Therefore it may be necessary further to develop of the leadership training program for effective preceptorship.

• 한국직업건강간호학회지
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• 제28권4호
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• pp.230-241
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• 2019

Purpose: This study aimed to investigate the correlation between death anxiety, terminal care stress, and job satisfaction of new nurses, as well as to identify factors affecting job satisfaction using descriptive correlations. Methods: This study included 143 new nurses who had 3 to 12 months of experience in terminal care. Data were collected from January to February 2018, and were analyzed using descriptive statistics, t-test, ANOVA, Scheffe? test, Pearson's correlation coefficient, and hierarchical regression analysis. Results: There was a negative correlation between job satisfaction and terminal care stress (r=-.170, p=.043), while death anxiety and terminal care stress were positively correlated (r=.284, p=.001). The following findings demonstrated a significant effect on job satisfaction: lesser the clinical career experience, the lower the job load causing death anxiety and terminal care stress, and the higher the job satisfaction. Furthermore, the explanatory power of these factors was 15.1%. Conclusion: To assist new nurses within three months of joining in clinical adaptation, it is necessary to provide them with appropriate knowledge regarding terminal care through training, and with counseling opportunities for the psychological burdens they experience while caring for dying patients.

• 간호행정학회지
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• 제22권5호
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• pp.531-539
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• 2016

Purpose: This study was done to investigate new graduate nurses' perceptions of nursing professionalism, job involvement and turnover intention and to identify factors influencing turnover intention in new graduate nurses. Methods: Participants were 179 new graduate nurses working in general hospitals and small and medium-sized hospitals in Gyungnam province. Data were collected from August 10 to September 16, 2015 through a survey with self-report questionnaires. Data were analyzed using descriptive statistics, t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson correlation coefficients, and multiple regression analysis. Results: Mean scores were; for nursing professionalism, $3.62{\pm}0.73$, for job commitment, $3.22{\pm}0.89$. and for turnover intention, $3.25{\pm}0.95$. There were significant correlations between nursing professionalism and job involvement (r=.47, p<.001), nursing professionalism and turnover intention (r=-.36, p<.001), job involvement and turnover intention (r=-.46, p<.001). For turnover intention of new graduates 25.1% of the variance was explained by nursing professionalism (${\beta}=-.16$, p=.034), job involvement (${\beta}=-.36$, p<.001), and frequency of night shifts (${\beta}=.03$, p=.022). Conclusions: Findings indicate that nursing professionalism and job involvement of new graduate nurses had significant influence on their turnover intention. Therefore, to reduce turnover intention of new graduate nurses, it is necessary to enhance their nursing professionalism and job involvement with organizational supports.

• 간호행정학회지
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• 제18권2호
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• pp.234-243
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• 2012

Purpose: This study was done to: (a) examine relationships between creative nursing practice and job satisfaction, and organizational commitment that nurses perceive in a hospital, and (b) identify creative nursing practice factors affecting job satisfaction and organizational commitment. Method: Using self-report questionnaires including 25 items of the Creative Nursing Practice Index, a descriptive study was conducted with a sample of 387 nurses working in the nursing care units of a general hospital in Seoul, Korea. Data were analyzed, using independent t-test, ANOVA, Pearson correlation, and hierarchical multiple regression analysis. Result: The mean score for nurses performance of creative practice was $2.29{\pm}0.46$ (range 1 to 4). Creative nursing practice had positive correlation with nurses' job satisfaction (r=.427, p<.001) and organizational commitment (r=.433, p<.001). Creative nursing practice factors influencing job satisfaction were implementing customized care (${\beta}$=.158, p=.010), making new knowledge (${\beta}$=.257, p<.001), and searching ideas (${\beta}$=.209, p<.001). Nurses' organizational commitment was influenced by implementing customized care (${\beta}$=.192, p=.002), making new knowledge (${\beta}$=.158, p=.028), searching ideas (${\beta}$=.254, p<.001), sharing ideas (${\beta}$=.250, p=.003), and validating ideas (${\beta}$=.189, p=.036). Conclusions: The results indicate a need to develop nurses' creative competency to pursue quality care as well as increase nurses' job satisfaction and organizational commitment.

• 근관절건강학회지
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• 제24권3호
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• pp.205-216
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• 2017

Purpose: The purpose of this study is to investigate relationship among intention to retention, role conflicts, psychosocial job conditions and job satisfaction of new nurses, and identify affecting factors for intention to retention. Methods: Data were collected from 136 new nurses who were graduated at 2016 and working now in general hospitals by self-reported questionnaire. The relationship among variables were analyzed with Pearson's coefficient correlation and affecting factors for intention to retention were identified by using multiple linear regression analysis. Results: The mean score of intention to retention was $2.63{\pm}0.28$. Intention to retention was significantly different by the working ward, hope period for work, and reason for retention. Intention to retention had positive relationships with work organization and job contents, and job satisfaction, but negative relationships with frequency of role conflict, demands at work. Job satisfaction and meaning of work identified as influencing factors inn intention to retention. Conclusion: It is needed a positive hospital environment to improve adaptation in clinical nursing practice and to emphasize professionalism including value of nursing and meaning of nurses' work for new nurses.

• 근관절건강학회지
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• 제13권2호
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• pp.108-118
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• 2006

Purpose: The purpose of this study was to examine comparison in the frequency and importance of nurse's job in new graduate nurses working in musculoskeletal ward. Method: A descriptive design was used with convenience sampling of 72 new graduate nurses working in musculoskeletal ward of the 2 hospitals with over 500 beds. Data were collected using a structured questionnaire. Results: 1) The total score for frequency of nurse's job was $2.57{\pm}.41$ and the total score for importance of nurse's job was $3.00{\pm}.37$. 2) The most frequent category was to manage for a medication and the most frequent item was to administer a medication in the order. 3) The most important category was to control of tissue perfusion and the most important item was to keep the aseptic techniques. 4) The frequencies among the work places were different significantly in 3 categories. 5) The importances among the work places were different significantly in 2 categories. Conclusion: New graduate nurses perceived the importance than the frequency of nurse's job. Also check or analysis the vital sign and nurses job associated with medication were higher score. Therefore, further research is needed to develop the educational strategies to strengthen not only theory also practice.

• 근관절건강학회지
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• 제22권3호
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• pp.205-218
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• 2015

Purpose: This study was performed to analyze the visiting nurses' job using Developing a curriculum (DACUM). Methods: The DACUM committee with 6 visiting nurses participated in the workshop. In this workshop, the visiting nurses role was defined and their duties and tasks were identified. After content validation via the experts, the pilot test was conducted to 78 nurses. Results: A total of 13 duties and 82 tasks were identified on the DACUM chart which represented the importance, difficulty, and frequency of tasks with alphabet A, B, and C as its higher degree. Regarding duties, 'visiting nursing for high risk group' is the highest, while the lowest was 'public welfare events'. Regarding to tasks, 'discovering a new patient' was the highest, while 'selecting patients and offering medical supplies (nutritional supplement, patch)' was the lowest one. Conclusion: The results showed that visiting nurses working in the visiting health care service center were doing more various duties and tasks than those working according to 'Act on Long-term Care Insurance for the Aged'. The results can be used to develop training programs for visiting nurses and evaluation-scale of their job performance.

• 대한간호학회지
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• 제39권6호
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• pp.878-887
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• 2009

Purpose: The study was done to identify turnover intention in new nurses according to characteristics of the nurses and other factors affecting turnover and to provide data to set up a strategy to reduce the turnover. Methods: Data were collected from 1,077 new nurses who had less than 12 months employment experience and worked in one of 188 hospitals. Eight research instruments were used. Data analysis was done using SPSS WIN 15.0 program. Results: Several factors influence new nurse turnover intention. The average score for turnover intention was 2.12. The scores for subscales were self efficacy, 3.76, nursing performance, 3.90, job satisfaction, 2.09, organization commitment, 1.28, stress, 1.32, burnout, 2.82 and nursing organizational culture, 3.29. Turnover intention was related to self efficacy, nursing performance, job satisfaction, organization commitment, stress, burnout, nursing organizational culture, duration of in-class training, duration of on the job training, number of hospital beds, length of employment and duration of employment in current workplace. The predicting factors for turnover intention were burnout, stress, duration of employment in the current workplace, self efficacy and nursing performance. Those factors explained 51.6% of turnover intention. Conclusion: New nurse turnover intention can be reduced by mitigating the factors affecting this intention.

• 보건행정학회지
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• 제22권3호
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• pp.347-364
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• 2012

Objective : The purpose of this study was to investigate the effect of preceptors' transformational leadership on job stress and clinical performance among new graduate nurses. Methods : The study subjects were 180 new nurses in three University Hospitals. General characteristics, leadership, job stress and clinical performance were collected using self-reported questionnaires. Transformational leadership consisted of charisma, intellectual stimulation and individual consideration. T-test, ANOVA, pearson correlation and multiple regression analysis were performed to access the effect of leadership on job stress and clinical performance. Results : Of 180 subjects, 94.4% were female. The mean scores of transformational leadership, charisma, intellectual stimulation and individual consideration were $3.9{\pm}.46$, $3.9{\pm}.46$, $3.9{\pm}.57$ and $4.0{\pm}.58$, respectively. In multiple regression analysis, overall transformational leadership(${\beta}$=.154, p=.006) and charisma(${\beta}$=.388, p=.008) significantly increased the job stress. On the other hand, individual consideration significantly decreased the job stress (${\beta}$=-.671, p=.048) and increased the clinical performance(${\beta}$=2.472, p=.024). Conclusions : Charisma of preceptors was associated with the increase of job stress, and individual consideration was associated with the decrease of job stress and improvement of clinical performance. Therefore, the preceptors' leadership focusing on individual consideration rather than charisma may reduce job stress and improve clinical performance in the University hospital organization.