• Journal of Digital Convergence
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• v.16 no.2
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• pp.235-242
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• 2018

The purpose of this study is to provide basic data for human resource management and efficient hospital management of organization by checking the effect of psychological contract of nurses on voice behavior. It is a descriptive research study that survey nurses who consented responded to the research questions. As a result, nurse practitioners showed a low level of perceptions of organizational commitment, psychological contracts, transactional contract and relational contract. There was a positive correlation between transactional contract and constructive voice(p<.05), and there was a negative correlation between relational contract and destructive voice(p<.05). Therefore, it is necessary to establish a system in which internal and external compensation can be made according to changes in roles of nurses in order to carry out new polices and organizational changes. It is also necessary to improve the organizational culture so that nurses can actively participate in policy and organizational change.

• Health Policy and Management
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• v.21 no.2
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• pp.309-328
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• 2011

In order to effectively attain the objectives of an organization, it is important for the leader to provide an environment where members can co-exist and mutually advance, and also to have an emotional impact on them. This study examines the structural relationship among emotional intelligence in leadership, organizational commitment, job satisfaction, turnover intention, and organizational performance effects of emotional leadership in the nursing profession of a general hospital. A structured questionnaire was sent to 550 nurses in 11 general hospitals in Seoul Metropolitan City, among which 350 responses were used in the analysis. The independent variable, emotional intelligence in leadership, was measured by 18 items, including self-awareness, self-regulation, social awareness and relationship management. The dependent variable, organizational effectiveness, consisted of 46 items, including 15 items regarding organizational commitment, 20 items on job satisfaction, 3 items on turnover intention and 8 items on organizational performance. The structural equation modeling technique was used to identify the impact of emotional intelligence in leadership on organizational effectiveness. The results of the analysis show that the emotional intelligence in leadership of superior nurses has a significant impact on the nurses'organizational commitment and job satisfaction. While the direct effect on turnover intention and organizational performance was not significantly high, organizational commitment and job satisfaction were parameters in low turnover intention and high job performance. In conclusion, emotional intelligence in leadership is critical as nursing services in hospitals are based on interpersonal relationships. Therefore, by developing appropriate programs and training, hospitals can anticipate improved self-awareness, self-regulation, social awareness and relationship management of nurses, and further improve the effectiveness of the nursing profession.

• Journal of Digital Convergence
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• v.14 no.1
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• pp.241-252
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• 2016

The purpose of the study is to investigate the effects of workplace bullying of turnover intention in hospital nurses. The subjects were 500 nurses in general hospitals. Data were collected by self-administered questionnaires which were gathered March 1 to 20 in 2014. and analyzed by hierarchical multiple regression. In conclusion, turnover intention shows the positive correlation with workplace bullying while indicating the negative correlation with nurses' work environment, emotional intelligence and job satisfaction. Also, the workplace bullying had a significantly positive effect on turnover intention. The nurses' work environment, emotional intelligence and job satisfaction had negative effects on turnover intention. The job satisfaction was the mediating effect on the workplace bullying in turnover intention. The results of the study showed the importance of workplace bullying, nurses' work environment, emotional intelligence and job satisfaction in explaining turnover intention of nurses. The convergence programs to prevent workplace bullying should be developed and implemented to the nursing organization.

• The Journal of the Korea Contents Association
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• v.14 no.9
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• pp.400-410
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• 2014

The purpose of this study is to investigate temperament by MBTI personality types, learning styles and learning strategies in nursing students. The subjects of this study were 245 nursing students. The data were collected structured questionnaire including MBTI test, 42-items of learning styles and 25-items of learning strategies. According to correspondence with their ideas, the subjects were completed self reported items of 1-6points scale. According to the results, the highest personality type in subjects was ESFJ and the highest personality temperament type was SJ. The study results showed that there were significant difference among surface type, depth-type and performance-type by analyzing learning styles to each personality temperament. Learning strategies by personality temperament also were significant difference in a demonstration, elaboration, organization, and higher cognition. Based on the results of this study, it is necessary to develop and apply appropriate learning method and learning strategies for the individual.

• Korean Journal of Hospice Care
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• v.2 no.2
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• pp.1-16
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• 2002

Hospice can not only help the dying persons to maintain the high quality of life and facing the death in comfortable and peaceful state, but also the bereaved family to relieve the grief and sufferings. We investigated the work of hospice performed by church base from March 2000 until recently and reported the results dividing them into three parts. 1)The application of resources in church to administration, education, nursing delivery of hospice in the aspects of management. 2)Spiritual and postmortal management relating hospice nursing and funeral in hospice practice. 3)Case report of hospice and the patients situation(5 in average a month). The expected effects of hospice practice using the resources in church are as follows. 1)Hospice practice can provide the highly qualified persons with the opportunities to do voluntary services and find their lives worth living. Consequently hospice contributes to the spreading of the volunteering culture. 2)The volunteers in hospice can grow mature spiritually and get interpersonal relationships among the volunteers. Doyle. D., Geoflrey.W.C., & Macdonald. N.(1988). Oxford Textbook of Palliative Medicine(2nd ed). New York :Oxford University Press. Woodruff. R.(1996). Palliative Medicine(2nd ed). Melburn: Asperula Pty Ltd. 3)Through the hospice activity, church can practice and show the moral. 4)The volunteers in hospice can make a organization with a hope to be a beautiful community in church. 5)The patients and their families can enjoy the high quality of life through the holistic care provided by 33 nursing practical items of hospice. 6)'Hospice newsletter' can be a useful vehicle to provide readers with hope and encouragement through the stories of the patient and the volunteers. The persons unaware of the hospice can be contacted with hospice by this 'Hospice newsletter'. 7)Irrespective of the economic status, all patients are served equally that hospice can contribute to dying with dignity and the equality of human being.

• Journal of Korean Clinical Nursing Research
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• v.25 no.3
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• pp.221-236
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• 2019

Purpose: The purpose of this study was to systematically review and identify factors relevant to the positive psychological capital of clinical nurses. Methods: These was no limit on year of publication. Articles related to Korean clinical nurses were retrieved from computerized database using a manual search. A systematic review was conducted based on the PRISMA flow. The total correlational effect size (ESr) for each related factor was calculated from Fisher's Zr. Funnel plots, fail-safe numbers, and Egger regression tests were used to evaluate publication bias in meta-analysis studies. The correlational effect size of 25 studies was analyzed through meta-analysis using Comprehensive Meta-Analysis software 3.0 (CMA). Results: The review included 25 studies. In the systematic review, 14 demographic factors and 46 organizational factors were found to be influential. Eleven factors (6 demographic factors and 5 organizational factors) were appropriate for meta-analysis. The overall effect size was .26. The demographic total correlation effect size of related factors was .20 and the total effect size of organization was .46. Organizational commitment (ESr=.38) and job satisfaction (ESr=.54) were statistically positively related variables. Negative variables were burnout (ESr=-.61), turnover intention (ESr=-.41) and workplace bullying (ESr=-.33). The total effect size of the organizational factors was larger than the demographic total effect size. There was no publication bias except for demographic variables. Conclusion: Organizational factors and adjustable variables have a significant impact on positive psychological capital. The results of this study support the need for development of interventions focusing on organizational factors.

• Clinical and Experimental Pediatrics
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• v.64 no.11
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• pp.588-595
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• 2021

Background: Acute respiratory infections (ARIs), especially pneumonia, remain a major cause of infant mortality worldwide. In Indonesia, pneumonia is the second most common cause of infant and toddler deaths. Exclusive breastfeeding and basic immunization can protect infants and children from contracting pneumonia. Purpose: Our goal was to assess the risk factors for childhood pneumonia in regions with a high prevalence of pneumonia in Indonesia. Methods: This case-control study was conducted between March and April 2019. A total of 176 infants and toddlers aged 10-59 months were enrolled and selected from among patients who visited the community health center. Cases of pneumonia were diagnosed clinically based on the World Health Organization guidelines, and the control was nonpneumonia. Results: The risk factors for the diagnosis of pneumonia included no or nonexclusive breastfeeding (odds ratio [OR], 7.95; 95% confidence interval [CI], 3.52-17.94), incomplete basic immunizations (OR, 4.47; 95% CI, 2.22-8.99), indoor air pollution (OR, 7.12; 95% CI, 3.03-16.70), low birth weight (OR, 3.27; 95% CI, 1.19-8.92), and a high degree of wasting (OR, 2.77; 95% CI, 1.06-7.17). Other variables such as nutritional status (height-for-age z score), age, sex, and educational status of the mother were not risk factors for pneumonia. Conclusion: No or nonexclusive breastfeeding, incomplete basic immunizations, indoor air pollution, a history of low birth weight, and severe malnutrition were risk factors for childhood pneumonia. Breastfeeding was the dominant factor, while sex modified the relationship between exclusive breastfeeding and the incidence of pneumonia.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.1
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• pp.152-161
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• 2019

This study analyzed the relationship of turnover intention of clinical nurses with self-leadership, job involvement, and empowerment. The participants were 173 clinical nurses working in D city and K province in Korea. Data analysis consisted of independent t-tests, ANOVA, Scheffe's tests, Pearson's correlations, and stepwise multiple regression conducted using SPSS WIN 21.0. There was a significant correlation between self-leadership, job involvement, empowerment and turnover intention. Factors affecting turnover intention were total clinical career, position, salary, marital status and job involvement. Total clinical career was the most influential factor, with an explanatory power of 28.7%. Based on the results, it is necessary to reduce turnover intention of nurses through the development of educational programs to increase job involvement and reorganization of the hospital organization system to manage nursing manpower resources efficiently.

• Quality Improvement in Health Care
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• v.26 no.2
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• pp.104-112
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• 2020

This study was done to investigate the independent organizations established for patient safety, related policies, and the duties of experts in other countries. Australia established an organization called the Commission in 2006, the United Kingdom established the National Patients Safety Agency in 2001, and the United States assigned its work to the Agency for Healthcare Research and Quality in 2005. This was done by law in all three countries. The experts for patient safety were mainly called the "patent safety and quality coordinator", and although there was no qualification system for carrying out patient safety work, all three countries had licenses in the health care field or required more than 4-5 years of practical experience. The main duties were planning on patient safety and quality of healthcare service, data collection and analysis, and education, etc. and for this, competencies such as communication, leadership, and teamwork were required.

• Journal of Korean Clinical Nursing Research
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• v.29 no.3
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• pp.271-282
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• 2023

Purpose: This study is a descriptive research study attempted to identify the job stress and positive psychological capital of clinical nurses and to identify the factors that impact job embeddedness. Methods: Data were collected from 115 nurses with over one year of clinical experience working at a 500-bed B General Hospital. The collected data were analyzed with the SPSS 27.0 program using frequency and percentage, mean and standard deviation, Independent t-test, One-way ANOVA, Scheffé test, Pearson's correlation coefficients, and multiple linear regression. Results: As a result of multiple regression analysis, hope among the sub-factors of positive psychological capital (β=0.48, p<.001), matters related to the work schedule (β=-0.23, p=.005) among the sub-factors of job stress, and conflict with doctor (β=0.20, p=.013) was found to have an impact on job embeddedness, and the explanatory power of this regression model was 52.0% (F=13.12, p<.001). Conclusion: It was found that the positive psychological capital of clinical nurses has a positive impact on job embeddedness. In order to increase the job embeddedness of clinical nurses, it is necessary to develop, educate, and utilize specific intervention programs that can strengthen positive psychological capital. Efforts should be needed to prepare specific strategies for nurses to recognize the importance of hope and actively utilize positive psychological capital. In addition, it is necessary to create an organization-level working environment and continuous management to reduce the job stress of clinical nurses.