• 한국병원경영학회지
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• 제29권1호
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• pp.32-45
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• 2024

Purpose: This study was performed to determine whether positive psychological capital and role conflict among hospital nurses influence patient safety competencies. Methods: Data were collected from nurses working at one hospital with more than 800 beds in J Province. Data were analyzed using descriptive statistics, t-test, ANOVA, Scheffé's test, Pearson's correlation analysis and hierarchical regression analysis using SPSS 26.0 program. Findings: In the hierarchical regression analysis, positive psychological capital, role conflict, bachelor's degree or higher as the highest level of education achieved, and three or more experiences reporting accidents impacting patient safety were found to significantly correlate with subjects patient safety competency. Among these, positive psychological capital emerged as the strongest factor, and the explanatory power of Model 4 was determined to be 38.1%. Conclusion: This study confirmed that hospital nurses' positive psychological capital and role conflict impact patient safety competency, underscoring the importance of organizational measures to increase patient safety awareness. Therefore, it is necessary to develop an educational program to strengthen hospital nurses' patient safety capabilities and conduct follow-up research to test its efficacy.

• 한국임상보건과학회지
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• 제1권3호
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• pp.11-20
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• 2013

Purpose. The purposed of this study was done to identify correlates and variables predicting burnout among hospital nurses. Methods. The participants were 172 nurses working in hospital nurses in D and P, K cities. Data on compassion fatigue and burnout were collected via questionnaire between May 2011 and July 2011. Data analysis was done with PASW 18.0 program and included one-way ANOVA, independent t-test, Pearson correlation, and stepwise multiple regression. Result. Compassion fatigue of participants in this study were shown to have high levels (compassion fatigue: M=58.34/115, SD=12.85). Burnout of participants in this study were shown to have poor levels (burnout: M=30.73/85, SD=6.84). The burnout by nurses was positively to compassion fatigue(r=.482, p<.000). The variables predicting burnout were compassion fatigue, total period of nursing job, nursing part and job period of present part. These factors accounted for 31%((F=20.39, p<.000) of the variance of burnout in hospital nurses. Conclusion. The results of this study indicate that it is necessary to reduce compassion fatigue and to encourage compassion satisfaction among hospital nurses.

• 한국직업건강간호학회지
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• 제22권2호
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• pp.93-101
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• 2013

Purpose: This study aims to find out ultimate forecasting factors of intention to resign by examining the degree of burnout, job satisfaction, organizational commitment and turnover intention to resign in hospital nurses and to look into the differences among them according to general characteristics. Methods: This study used investigation of relationships to analyze relations among burnout, job satisfaction, organizational commitment and turnover intention to resign in hospital nurses to find out factors influencing turnover intention to resign in hospital nurses. Results: This study revealed that the higher job dissatisfaction and burnout of hospital nurses, the higher turnover intention to resign. This study also showed that the higher burnout caused the lower job satisfaction which led to resignation and a forecasting factor that influenced turnover intention to resign was burnout. Conclusion: It is necessary to conduct continuous and systematic research and to seek ways that can prevent the resignation of nurses and improve job satisfaction in hospital nurses.

• 임상간호연구
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• 제23권2호
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• pp.211-221
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• 2017

Purpose: A National survey was conducted to assess neonatal intensive care nurses' practice, barriers, knowledge, and belief regarding Kangaroo Care (KC). Methods: A descriptive survey was conducted. Kangaroo care questionares were sent to nurses in all hospitals in Korea whose were identified as providing neonatal intensive care services(N=263). Descriptive statistics were used to summarized the data. Results: Among 67 neonatal care units, 61.1% adapted KC in their practice. About 60% of nurses in the KC providing hospital actually practiced KC. Major barrier of practicing KC were infant safety concerns, as well as work load of nurses. Respondants who had practiced KC were more knowledgable and were more positive in their belief regarding KC. Conclusion: The findings suggest that in order to overcome barriers of practicing KC, educational programs are recommended designed for nurses. In addition, development of KC practice guideline is necessary to facilicate successful and safe KC.

• 임상간호연구
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• 제24권2호
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• pp.159-169
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• 2018

Purpose: The purpose of this study was to investigate the reality of workplace violence experienced by emergency nurses and the relationship of violence response to professional quality of life. Methods: The participants in this study were 899 emergency nurses from Korea nationwide. Data were obtained through an online survey done during October, 2017. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient. Results: Of the emergency nurses, 72.1% recognized that workplace violence is serious. Experience with workplace violence correlated positively with violence reaction (r=.32, p<.001), burnout (r-.20, p<.001) and secondary trauma (r=.22, p<.001). Also, reaction to violence was positively correlated with burnout (r=.28, p<.001) and secondary trauma (r=.56, p<.001). Conclusion: Findings indicate that the diverse workplace violence experienced by emergency nurses decreases their professional quality of life. Further study is needed to develop solutions to the problem of workplace violence in emergency settings.

• 지역사회간호학회지
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• 제31권4호
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• pp.491-502
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• 2020

Purpose: The purposes of this study were to determine the effects of a disaster training education for hospital nurses in terms of attitudes, preparedness, and competence of disaster nursing. Methods: One group pretest and posttest design was adopted. Data were collected from April 20th to May 20th, 2017 using 80 hospital nurses enrolled at a tertiary hospital located in D city. Results: The levels of attitudes (t=-2.31, p=.024), preparedness (t=-7.67, p<.001), and competencies (t=-16.82, p<.001) of disaster nursing at the posttest were significantly higher than those of the pretest. There were statistically significant relationships among nurses' attitudes, preparedness, and competencies of disaster nursing. The attitudes and preparedness of disaster nursing had significant effects on the competencies of disaster nursing. Conclusion: Disaster training education improved attitudes, preparedness, and competencies of disaster nursing in hospital nurses. Therefore, it is recommended to develop more practical disaster training education programs toward hospital nurses as well as nursing students as a way to enhance the competence of disaster nursing.

• 한국직업건강간호학회지
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• 제31권2호
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• pp.57-65
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• 2022

Purpose: This study aims to examine differences in experiences of violence and hospital violence attitude according to gender and gender-role identity of clinical nurses. Methods: The quota sampling method, was used to select the research subjects. They were divided into two groups male and female nurses who worked for three general hospitals or higher level-hospitals in Incheon and Gyeongbuk. The data of 219 subjects was used for final analysis. The IBM SPSS 22.0 was used to analyze the data t-test and ANOVA. Results: According to gender, the hospital violence experience of female nurses was oserved frequently when the verbal violence came from guardians, and when the physical threats came from others. For male nurses, the experiences of hospital violence was obserbed. According to gender, the hospital violence attitude revealed significant differences in female nurses that the negative attitude was higher (t=-4.69, p<.001). According to gender-role identity, the undifferentiated and femininity showed significant differences (F=4.86 p=.003). Conclusion: The differentiated strategies of coping measures and violence preventive education considering the gender and gender-role identity of clinical nurses would help formulate measures for the effective management of hospital violence.

• 대한간호학회지
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• 제53권6호
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• pp.622-634
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• 2023

Purpose: This study aimed to identify the mediating effects of career motivation and job-esteem and the effect of the nursing work environment on intention to stay among hospital nurses. Methods: Data were collected from 289 nurses working at an advanced general hospital. The research model design was based on the PROCESS macro proposed by Hayes and analyzed using SPSS 24.0 program. Results: The results showed a positive correlation between intention to stay and nursing work environment (r = .19, p = .001), career motivation (r = .34, p < .001), and job-esteem (r = .37, p < .001). Nursing work environment (B = 0.34 [.09~.59]) and job-esteem (B = 0.27 [.04~.49]) had a direct effect on intention to stay. There was a two-mediator sereal mediation effect of career motivation and job-esteem. The nursing work environment showed a significant effect on the intention to stay among hospital nurses through career motivation and job-esteem. Conclusion: In order to increase the retention rate of hospital nurses, it is suggested that government and medical institutions provide multifaceted support that can increase nurses' motivation for career development and recognition of the nursing profession through improvement of the nursing work environment.

• 중환자간호학회지
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• 제11권1호
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• pp.35-45
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• 2018

Purpose : Nurses' knowledge regarding advance directives may affect their administration of and confidence towards end of life care. This study aimed to describe the relationships of knowledge, confidence, and learning needs with advance directives among hospital nurses. Method : This cross-sectional study was performed at a tertiary university hospital in Seoul between September 25 and October 14, 2017. Convenience sampling was used to recruit nurses who provided bedside care and had at least 1 year of clinical experience. We used a validated self-report questionnaire. Results : The mean score of knowledge, confidence and learning needs were $5.00{\pm}1.73$, $29.81{\pm}7.52$, and $64.54{\pm}8.48$ respectively. Hospital nurses' knowledge, confidence and learning needs were significantly different according to age, job position, educational level and perceived advance directives. Knowledge regarding advance directives was significantly associated with confidence (r = .27, p < .001) and learning needs (r = .16, p = .005). Conclusion : Knowledge regarding advance directives was relatively low compared to the findings of previous studies. Therefore, nurses should be knowledgeable and encouraged to initiate advance directives. It is necessary to develop a standardized educational program regarding advance directives based on Korean cultures.

• 간호행정학회지
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• 제11권4호
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• pp.469-476
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• 2005

Purpose: This study is to identify the effect of organizational characteristics on knowledge sharing in a general hospital nurses. Method: The objects of this study were 358 nurses who had worked in a general Hospital. Data were collected from May, 3rd to May, 10th in 2004 through questionnaire. Five structured Instruments were used to collect the data. Result: The knowledge sharing of nurses was the positive correlation with openness of communication, learning orientation, the support of director of nursing department, and application of information technology(r=.431${\sim}$.611, p=.000). The degree of nurse's knowledge sharing showed a significant difference according to nurses' education level, duration of working, duty shift, working field, position in Hospital(p=.05). Openness of communication appeared into a most important predictor in knowledge sharing of Nurses, and then was learning orientation, the support of director of nursing department, application of information technology in order(p=.000). All of these variables explained 55.1% of knowledge sharing of nurses. Conclusion: To increase knowledge sharing of nurses, nursing organization will have to make up organization culture of opening communication and learning orientation of nurse, promote up the support of director of nursing department and application of information technology.