• 간호행정학회지
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• 제22권1호
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• pp.99-108
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• 2016

Purpose: The purpose of this study was to develop a nursing workplace spirituality instrument. Methods: Using 44 preliminary items which were developed in a former study, a survey was done with 469 nurses working in 2 city general hospitals. Data were collected from September 19 to October 10, 2014 and were analyzed using statistical packages SPSS 18.0 and AMOS 18.0. Results: The finalized Nursing Workplace Spirituality instrument consisted of 32 items and 6 sub factors: meaning of nursing, relationship with colleagues, transcendency through nursing service, inner self, interaction between the workplace environments, and harmony between individual and organization. A seven-point Likert scale was employed, and achieving a higher score in a particular factor and sum of all scores indicated high factor and Nursing Workplace Spirituality. Conclusion: Findings indicate that with this instrument, it is possible to understand nursing organization's workplace spirituality. Therefore this instrument is recommended for use in hospitals.

• 간호행정학회지
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• 제12권2호
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• pp.265-275
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• 2006

Purpose: The purpose of this study is to identify and to investigate the nursing organizational culture. Method: A descriptive correlational study was conducted with convenience sample of 448 staff nurses who were working for six general hospitals located in Seoul, Province of Gyeonggi and Province of Chung-cheong. The period of data collection took over 5 months between August and December. Organization Culture Questionnaire developed by Lee (2001) were used to measure nursing organizational culture. Collected data were analysed on SPSS Win 12.0. Result: The meta culture of the nursing organizations was the conservative culture. The cultural pattern of nursing organizations was classified into three patterns which were conservative-dominant culture, symmetric culture and innovative-task culture. Conclusions: The meta culture of the nursing organizations was the conservative culture. But conservative culture decreased nurses' outcomes. Therefore the nurse manager should develop a symmetric organizational culture including four types of culture than dominant culture of one type.

• 대한간호학회지
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• 제42권1호
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• pp.9-18
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• 2012

Purpose: The purpose of this study was to test the turnover intention model for chief nurse officers in general hospitals. The variables for the study included job stress, social support, job satisfaction, and organization commitment. Methods: A predictive, non-experimental design was used with a sample of 144 chief nurse officers from 144 general hospitals. Data were collected using self-administered questionnaires and analyzed using SPSS, AMOS program. Results: The overall fitness of the hypothetical model to the data was good (${\chi}^2$=16.80, p=.052, GFI=.96, AGFI=.90, NFI=.97, CFI=.99). Job stress, social support, job satisfaction, and organization commitment explained 59.0% of the variance in turnover intention by chief nurse officers. Both organization commitment and social support directly influenced turnover intention for chief nurse officers, and job stress and job satisfaction indirectly influenced turnover intention. Conclusion: The results imply that chief nurse officers in hospitals need social support and management of job stress to increase job satisfaction and organization commitment, and lower turnover intention.

• 간호행정학회지
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• 제20권5호
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• pp.469-480
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• 2014

Purpose: This study was conducted to explore clinical nurses' experience of positive organizational culture in order to provide data for effective strategies of acquisition and retention of competent nurses. Methods: In this qualitative study, interviews with four focus groups of four to six nurses, 19 in total, were held. Compositional factors in groups included clinical experience, age, work place, and position. Interviews proceeded until data were saturated. Results: Fifteen sub-themes, categorized into six themes, emerged. Positive organizational culture themes included "Helping nurses to be organization members", "Allowing nurses to communicate with one another", "Helping nurses take an initiative to lead organization", "Having competent leader take charge of organization", "Enabling nurses to achieve organizational changes", and "Leading nurses to accomplish organizational performance." Conclusion: Results indicate that positive organizational culture is related to increases in occupational satisfaction and decreases in turnover through supportive organizational culture which makes it possible to reinvest expenses required for training new members to promoting quality growth in the organization and the prestige of professional nurses. In order to improve occupational satisfaction and sustained growth in nurses, it is necessary to provide nurses with positive work environments and require members to make active efforts leading to strategic changes.

• 임상간호연구
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• 제23권1호
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• pp.110-119
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• 2017

Purpose: The purpose of this study was to test validity and reliability of the Korean-Sieloff King Assessment of Group Outcome Attainment within organization in Korea (K-SKAGOAO), and also to explore the relationship of Korean nursing group power and job satisfaction, organizational commitment, organizational performance. Methods: Participants were 481 nurse managers, nurse unit managers or staff nurses with over 7 years experience. Data were collected by post mail and analyzed using descriptive statistics, ANOVA, Kruskal-Wallis test, Tukey test, and Spearman's correlation. Results: Content Validity Index was over .82 and Cronbach's ${\alpha}$ coefficient for the K-SKAGOAO was .97. The mean score for Korean nursing group power was 136.77 among the total participants, 139.89 among nurse managers, 136.74 among nurse unit managers and 132.47 among staff nurses. These results showed high nursing group power in Korea nursing organization in hospitals. There was also a significant difference according to nurse position (p=.003). Korean nursing group power was positively related to job satisfaction, organizational commitment, and organizational performance. Conclusion: Findings show that the K-SKAGOAO has validity and reliability. Nursing groups can use the K-SKAGOAO to evaluate the nursing group power of each nursing organization and to develop strategies to improve nursing power and nursing outcomes.

• 가정간호학회지
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• 제6권
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• pp.46-58
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• 1999

The purpose of this research was to find out the state of the nursing performance of the home care nurses in Seoul in order to provide the data for the practical work guide. The data were collected from fifty home care nurses working in 22 institutions located in Seoul. The research tool used for this research was modified and tested by Song Jong-Rye(1999) which was originally modified the standard tool of American Nurses Association (1998) and was partly supplement and adjusted for this research. The reliability of this tool was Cronbach's $\alpha$=.0982. The collected data were statistically processed using SAS for t-test, ANOVA. $Scheff\'{e}$ test. Among the surveyees, 50% have been working as a home care nurse more than three years and 74.0% of them were married. And 52% have B.S degree with certification of home care nurse from the certification program for Home Care Nurses affiliated at nursing schools. Half of the home care nursing organizations were based on the general hospitals, and most(78%) of the responsible senior personnels of those organizations were nurses. The following results are drawn from this research. 1) The level of nursing performance by the task sectors General performance level of home care nurses was relatively high in grade of 3.06 from total 4.00. Among the task sectors. the ethical field scored the highest points, and the next were nursing intervention, professional training, and data gathering, and the research sector scored the lowest point. 2) The level of nursing performance by general features of home care nurses Statistically relevant correlation between performance according to the duration of working experience as a nurse(p=0.8951) and performance according to the duration of working as home care nurse(p=0.2263) did not emerge. Also, performance by marriage status(p=0.2218), education(p=0.5733), and taking the certification program for home card nurse(p =0.1560) has no statistically meaningful correlation. 3) The level of nursing performance by the type of home care nursing organizations There exists a significant difference(p=0.002) between performances by the types of organizations. Most of the responsible senior personnels of the home care nursing organization were nurses. The level of nursing performance of the home care nursing organization under nurse management was relatively higher than that of home care nursing organizations led by medical doctors or non-medical professional, but this was not proved as statistically meaningful(p =0.3617). 4) The level of nursing performance by task sectors according to the characteristic of home care nursing service organization There exists a significant difference between nursing performances by task sectors according to the characteristics of home care nursing organization(p=0.002). In case of model research center of one College of Nursing, the nursing performance in the sectors of organization, theory, and data gathering were lower than that of in hospital based home care nursing service. And in case of local home care centers, performances in sectors of organization, theory, data gathering, nursing intervention. professional training, and research sectors were significantly low. Based on the obtained results, overall performance of home care nurses can be appraised as relatively good. Especially, performances in sectors of the nursing intervention, nursing plan. and data gathering including the in direct nursing were recorded high scores. From this, it can be concluded that high quality of nursing is relatively practicing for home patients at these days. Since the high quality of nursing for patients was directly related to the level of nursing performances of home care nurses, it is required to improve practical performance level of them by making constant evaluation and running continual education program and supplementing curriculum for the sectors with low scores.

• 한국간호교육학회지
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• 제20권2호
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• pp.276-287
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• 2014

Purpose: The purpose of this study was to explore the clear concept of organizational commitment for effective nursing personnel management. Method: This study was conducted using Walker & Avant's conceptual analysis framework(2005). Results: Organizational commitment was identified with six attributes: acknowledgment, acceptance, trust, sacrifice, attachment, regulation. Antecedents of organizational commitment were personal characteristics, perceived organizational support, empowerment, fair compensation, job satisfaction, job autonomy, organizational culture, and leadership. Consequences of organizational commitment were turnover intention, job performance and organizational citizenship behavior. Conclusion: Organization commitment is a core concept for understanding the management of nursing personnel. Appropriate instruments to operationalize the concept of organizational commitment including six attributes need to be developed.

• 간호행정학회지
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• 제14권1호
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• pp.5-12
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• 2008

Purpose: This study aimed to examine the impact of Organizational Culture on job satisfaction and organizational commitment in nursing organization. Methods: The sample consisted of 264 nurses of 2 tertiary medical institutions. The instruments used in this study were the nursing organizational culture questionnaire (Han, 2001), job satisfaction scale (Paula, 1978), and Organizational Commitment scale (Mowday et al., 1979). The data were analyzed by descriptive statistics, one-way ANOVA, t-test, Pearson Correlation. Coefficient, and multiple regression using the SPSS Win 14.0 program. Results: The dominant organizational culture of nursing organization was rank-oriented culture. The mean score of job satisfaction and organizational commitment was 3.28 and 3.40 respectively. Organizational commitment and Job satisfaction were positively correlated with affiliative-oriented culture, innovative-oriented culture, and task-oriented culture. Affiliative-oriented and task-oriented culture were major variables influencing on job satisfaction and affiliative-oriented culture was a major variable influencing organizational commitment. Conclusion: Organizational culture, especially affiliative-oriented culture had a significant influence on nurses' job satisfaction and organizational commitment. Therefore, we have to develop strategies to enhancing the affiliative-oriented culture to improve the job satisfaction and organizational commitment of nurses.

• 간호행정학회지
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• 제13권1호
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• pp.24-31
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• 2007

Purpose: This study was designed to analyze effects of learning organization on organizational commitment based on the MBTI personality type. Methods: The participants were 521 nurses working in the 4 general hospitals located in Seoul, Incheon and Kyunggido. The data were collected by self-reporting questionnaires. The data were analyzed using SAS program for descriptive and Stepwise multiple regression analysis. Results: The most frequent identified personality type was ISTJ and the least identified personal types was ENFJ. It is differ to recognize the learning organization according to personality type. In an aspect of organizational commitment, the statistically significant learning organizational factors according to nurse's MBTI personality type is revealed slightly different. In other word, Shared Vision is a statistically significant factor in ISTJ, ISTP, ISFP, ESTJ and ESFJ. System Thinking is a statistically significant factor in ISFJ. Team learning is a statistically significant factor in ESTP and ISTP. Mental Model is a statistically significant factor in ISTP. Conclusion: As our results, the effects of learning organization on organizational commitment were different according to the nurse's MBTI personality type. So these results will be used to develop the more effective strategies to enhance nurse's organizational commitment using construction of learning organization.

• 한국직업건강간호학회지
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• 제27권1호
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• pp.67-75
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• 2018

Purpose: The purpose of this study was to identify the influence of nurses' emotional intelligence and communication within the organization on teamwork in Armed Forces hospitals. Methods: This study employed a cross-sectional design with a convenience sample of 195 nurses from five Armed Forces hospitals in Korea. Data were collected through a self-administered questionnaire from August 7 to 23, 2017 and analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression. The SPSS/WIN 21.0 program was used for all analyses. Results: The degree of teamwork was $5.03{\pm}0.73$, with scores ranging from 1 to 7. Emotional intelligence and communication within the organization were positively correlated with teamwork. Specifically, communication within the organization (${\beta}=.60$, p<.001), the intensive care unit (${\beta}=.21$, p=.001), and the medical general ward (${\beta}=.17$, p=.010) were identified as factors influencing teamwork. This model explained 51% of the variance in teamwork, and it was statistically significant (F=35.09, p<.001). Conclusion: These results imply the need to develop an approach including communication within the organization to improve teamwork among nurses in Armed Forces hospitals.