• Asian Pacific Journal of Cancer Prevention
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• v.13 no.12
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• pp.6105-6108
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• 2012

Background: The aim of this study was to examine knowledge about cancer and early diagnosis of cancer among nurses. Materials and Method: This descriptive study was carried out at a University Faculty of Medicine Hospital in Turkey. Study between April and June, 2011, with 325 volunteer nurses. The collection tool consisted of two survey forms. The first was designed for sociodemographic information and the second consisted of 16 questions, prepared in accordance with the literature as open and close-ended, for interviews conducted by researchers. Results: Out of the individuals (n=325), included in the study, 90.8% were female, 63.1% high school-university graduates and 55.1% married, with an average years of service of $6.34{\pm}5.33$ and an average age of $28.1{\pm}5.10$. The mean cancer knowledge point was $70.1{\pm}19.5$. Some 79.1% of nurses had not received cancer related continuing education by specialists. A signified relation was found between the nurse knowledge on cancer and educational level (p<0.05). Conclusions: The nurse, a member of the health staff, is in constant contact with individuals at hospitals, schools, polyclinics, workplaces, and homes. When educating society about cancer, nurses need to have a high level of knowledge regarding early diagnosis and cancer prevention.

• Journal of Korean Public Health Nursing
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• v.17 no.1
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• pp.17-25
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• 2003

This study aimed to investigate predictors of turnover intention of home visiting nurses at 16 public health centers in Busan. There are two groups of independent factors: non-work related(i. e., age, educational level, working duration as nurses in hospitals, and certificate), and work related factors(i. e., working duration as nurses in public health centers, working duration as home visiting nurse, position, number of households visited per week, workload, cooperation among staff, support by supervisors, supply of vehicles, and supply of materials). Data were collected with self-administrated questionnaires which consisted of 4 items of non-work related factors, 9 items of work related factors, and 1 item of turnover intention to other department. Data were analyzed using an univariate logistic regression and multiple logistic regression. According to the results, heavy workload (Yes vs No, OR=4.31, $95\%$ CI=1.16-16.04) was the most powerful predictor on the turnover intention. In conclusion. this result was similar to those of other studies on the predictors of turnover intention of clinical nurses at hospitals. To decrease the turnover intention among home visiting nurses at public health centers in Busan, alleviating the workload is needed.

• The Journal of Korean Academic Society of Nursing Education
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• v.23 no.3
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• pp.252-267
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• 2017

Purpose: This study aimed to investigate clinical nurses' perception on nursing managerial competencies. Methods: This was a descriptive study. The data were collected from 198 nurse managers who had worked in six general hospitals using a self-reporting questionnaire. Data were analyzed by descriptive statistics, t-test, ANOVA, and Importance-Performance Analysis. Results: Only 32% of the participants had experienced nursing managerial competency training. The mean score for perceived performance of nursing managerial competency was lower than that for perceived importance. There were significant differences in perceived importance, performance, and importance-performance gaps among head, charge, and staff nurses. Importance-performance analysis showed that three of the 30 nursing managerial competencies require further development: staffing, human resources development and education, and nursing standard development competency. There were significant differences in importance-performance gaps according to age, career years in current hospital, work shift, position, nursing delivery system, and nursing managerial competency-education experience. Conclusion: A training program for developing and improving nursing managerial competencies which is focused on the gaps in importance and performance level is needed for clinical nurses. In addition, it should be considered to improve nursing work conditions such as nursing delivery system and formal appointment in order to increase the performance of nursing managerial competencies.

• Korean Journal of Adult Nursing
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• v.17 no.1
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• pp.139-148
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• 2005

Purpose: The specific aims of this study was to find out the barrier to smoking cessation intervention in clinical practice among clinical nurses and compare them in high barrier group with those in the low barrier group. Method: The sample of this study consisted of 738 nurses practicing in general hospitals with over 400 beds throughout the country. The questionnaire was adopted from the 'Oncology Nurse's Tobacco Control Survey' used in the United Stated by Sarna et al.(2001). Result: Age, marital status, hospital experience, position were the variables related to the mean score of subjective resource insufficiency. The perception that the patient was not motivated to quit smoking was the most commonly identified barrier in low barrier group and the second most common barrier in high barrier group. Conclusion: Younger, with less clinical experience, single, staff nurses were the characteristics of nurses in the high barrier group. The smoking cessation educational program should be targeted to these populations. Further research is needed to develope strategies to reduce the perception associated with barriers in delivery of tobacco cessation interventions.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.3
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• pp.373-383
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• 2007

Purpose: This descriptive study was designed to find out the relation between nurses' perceptions of leadership and organizational effectiveness. Method: The data was collected from nurses in 451, a tertiary hospital located in B city by means of structured questionnaires. The data was analysed by t-test. ANOVA, Pearson correlation coefficient. Results: The average age of the subjects was 29.1. Regarding the marital status, 68.1% were single. Regarding the nursing unit, 42.6% were working for the general surgical wards. The total period of clinical career was on average 73.7 months. Regarding the period in current ward, 51.0% were 1-less than 3 years. There was a positive correlation with transformational leadership, transactional leadership, job satisfaction, and organizational commitment, whereas the turnover intention had a negative correlation with transformational leadership and transactional leadership. Conclusion: The nurses' different perceptions of transformational leadership, transactional leadership, and organizational effectiveness have strong correlative relationships with each other. This finding suggests the importance of the head nurse's leadership in increasing organizational effectiveness.

• Journal of Korean Academy of Nursing
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• v.43 no.2
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• pp.145-153
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• 2013

Purpose: The purpose of this manuscript is to discuss the need for use of evidence based practice (EBP) in LTC, the current use of evidence in long term care facilities and what we know about adoption of the use of EBP in LTC. Methods: Literature review and reporting of findings from the M-TRAIN study that was a quasi-experimental design to test the effectiveness of an intervention to increase the use of EBPs for urinary incontinence and pain in 48 LTC facilities. Results: Barriers to adopting EBPs include lack of available time, lack of access to current research literature, limited critical appraisal skills, excessive literature to review, non-receptive organizational culture, limited resources, and limited decision-making authority of staff to implement change. Strategies to promote adoption of EBP include the commitment of management; the culture of the home; leadership; staff knowledge, time, and reward; and facility size, complexity, the extent that members are involved outside the facility, NH chain membership, and high level of private pay residents. Findings from the M-TRAIN add, stability of nurse leader and congruency between the leaders perception of their leadership and the staff's perception of the leadership. Conclusion: There is clear evidence of the need and the benefits to residents of LTC and to the health care system yet adoption of EBP continues to be slow and sporadic. There is also evidence for the process of establishing best evidence and many resources to find the available EBPs. The urgent need now is finding ways to best get the EBPs implemented in LTC. There is growing evidence about best methods to do this but continued research is needed. Clearly, residents in LTC deserve the best care possible and EBPs represent an important vehicle by which to do this.

• Journal of Korean Academy of Nursing Administration
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• v.17 no.1
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• pp.14-21
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• 2011

Purpose: This study was conducted to investigate gender stereotype and job satisfaction, and to identify the relationship between gender stereotype and job satisfaction in male nurses. Method: The participants were 165 male nurses who worked in the Seoul, Gyeonggi and Daejeon areas. Data were collected from August 31th, 2009 to October 15th, 2009. A survey questionnaire was used to measure demographics, gender-role identity, gender stereotype and job satisfaction. Data were analyzed using SPSS/Win 12.0 version. Results: The mean score for gender stereotype was 2.81 points out of a possible 5. There were statistically significant differences in gender stereotype by general characteristics such as career in the current department (F=5.249, p=.007) and position (t=2.547, p=.012). The scores for gender stereotype were significantly higher in the group with less than five years in the current department and in the staff nurse group. The mean score for job satisfaction was 2.95 out of a possible 5. There was a significant negative correlation between gender stereotype and job satisfaction. Conclusions: Development of educational programs is required to improve the gender stereotype.

• Perspectives in Nursing Science
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• v.4 no.1
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• pp.19-25
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• 2007

Systems and processes to provide clinical education to students of nursing have been established between universities and health facilities in all countries where nurse education is tertiary based. However, systems and processes to link nurse researchers based in universities to their clinical colleagues are less well developed. When collaborations are established they are frequently based on personal networks, and while the rhetoric of the organizations encourages these collaborations, they are largely unrecognised by senior administrators in health facilities. The research is frequently "invisible" and the clinician researchers usually do not have access to appropriate infrastructure and other resources that are required to support large projects that have the potential to change practice across organisations. This situation influences the focus and scope of nursing research and limits opportunities for clinicians to be engaged in the generation of professional knowledge. The University of Western Sydney (UWS) has taken a strategic approach to the development of collaborations for research and has linked with health services in Western Sydney to establish and maintain research centres and adjunct appointments. The partner organisations jointly fund the infrastructure of the centres which include a Professor, research assistant position(s) and administrative staff. Five Professors of Nursing have been appointed to positions in one of three nursing research centres. This paper describes the approach established by the School of Nursing at UWS to build collaborations with clinical areas to promote research. This approach could be adopted or adapted by other facilities.

• Journal of The Korea Institute of Healthcare Architecture
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• v.27 no.2
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• pp.57-64
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• 2021

Purpose: The relationship between the staff area and the patient's private area is the key factor in designing the structure and the environmental characteristics of ward spaces in a psychiatric hospital. Recent research has found that for the purpose of treatment and securing privacy, psychiatric patients need to be in an open space of relief rather than closed confined environment and under the watch of nursing staffs. Methods: A survey at three kinds of wards in a private psychiatric hospital in Japan was conducted in October 2002. These wards include an acute ward, a psychiatric convalescence ward, and a stress care ward. All three kinds of wards have the same structure. At each ward, spatial preferences of the 145 psychiatric inpatients were surveyed and data concerning the patient's diagnostic category, symptoms, and activities of daily living were recorded. Results: The patients in the stress care ward prefer to stay in private spaces than public spaces. On the other hand, in the acute ward the patients seem to have a preference between managed public spaces where are monitored by nursing staffs and their private rooms where the nurse station is close. In addition, the patients in the psychiatric convalescence ward spend most of their time in the public space, such as the hallways or the day room. Implications: Base on this research, the spaces at the acute ward that could be monitored by the nursing station serves effectively as a safety space for patients was concluded. However, in the stress care ward, the patients may perceive the monitoring by the nursing staff as interruption or nuisance to their relaxation. In order to design an ideal healing environment for psychiatric patients in psychiatric ward, it is important to consider how environmental characteristics of space affect the environmental sense of patients in each ward.

• Korean Journal of Occupational Health Nursing
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• v.31 no.4
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• pp.187-197
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• 2022

Background: This study explores the pathways of nurse turnover in long-term care hospitals (LTCHs) and its underlying conditions in Korea. Although the factors of staying or leaving of nurses in LTCHs have been reported, few studies have examined the trajectory and conditions of nurses staying in and leaving LTCHs. Methods: A qualitative study design with a grounded theory approach was conducted. Data were collected in one-to-one interviews. Purposive and theoretical sampling led to the inclusion of 20 registered nurses from 15 LTCHs in South Korea. Results: Seeking work-life balance was the core category of the nurses' turnover pathway. The consequences of the nurses' turnover pathway were categorized into three groups: thriving, surviving, and leaving. Thriving nurses found meaning in their work, fostered good relationships, and saw opportunities for growth. Surviving nurses were enduring their jobs in LTCHs, having a work-life balance, and supportive nursing leaders. Leaving group nurses wished to leave LTCHs due to a lack of professional growth, unappealing work, continued conflict, and social stigma. Conclusion: This study provided the trajectory and conditions for nurses to enter, stay, move, or leave. Understanding the pathways for staying or leaving can be used as a strategy for successful retention of registered nurses in LTCHs.