• Journal of the Korea Convergence Society
• /
• v.11 no.3
• /
• pp.351-360
• /
• 2020

This study was conducted to compare and analyze occupational stress and satisfaction levels of the nurses in two different units to provide data for effective nursing resource management. Survey was conducted in four hospitals in June 2019 and data was obtained from 62 nurses in comprehensive nursing service units (CNSU) and 62 nurses in general units (GU). CNSU nurses had higher level of job satisfaction than GU nurses. Contributing factors included pay, professional status, administration, autonomy, task requirements, and interaction. Job stress level was not significantly different between groups. GU nurses had higher stress levels from nursing practice, conflict with doctors, and patients and caregivers, while CNSU nurses had higher stress levels in working condition. Negative correlation was found between job satisfaction and stress in GU nurses, whereas not in CNSU nurses. Clear definition of task, smaller work load, appropriate reward, and educational support is suggested to enhance job satisfaction.

• Journal of the Korea Convergence Society
• /
• v.11 no.8
• /
• pp.77-87
• /
• 2020

The purpose of this study was to investigate and compare job satisfaction, job stress, and nursing task performance for nursing and nursing integrated service wards and general ward nurses to provide basic data for efficient nursing manpower management in nursing and nursing integrated service wards. For comparative research. The subjects were 136 nurses in the nursing and nursing integrated service ward and general ward nurses at a general hospital in D metropolitan area. There was no significant difference between the groups in the job satisfaction, job stress, and nursing task performance of the nursing and nursing integrated service ward nurses and general ward nurses. The performance was high. Factors influencing the performance of nursing tasks were job satisfaction and job stress, with 20.6% of nurses in nursing and nursing integrated service wards and 47.5% of nurses in general wards. Therefore, there is a need for support to improve the ability to perform nursing tasks that can increase job satisfaction and maintain job stress.

• The Journal of the Korea Contents Association
• /
• v.14 no.12
• /
• pp.881-894
• /
• 2014

This study aimed at (a) examining the effects of teamwork, demonstrating with other nurses at a care unit on nurses' job satisfaction and self-efficacy, and (b) identifying if there is the mediating effect of self-efficacy on the relationship between teamwork and job satisfaction at a hospital. A descriptive study was conducted with a sample of 304 nurses, who were caring for patients with more than one nurse at a university hospital located in Southern area of Korea. The degree of teamwork demonstraing by registered nurses was 3.78(${\pm}0.59$) in the range from 1 to 5. Teamwork at caring units affected significantly nurses' job satisfaction(F=58.26, p<.001), and explained 42.80% in the variance of job satisfaction. The degree of self-efficacy that nurses perceived played as a mediator on the relationship between teamwork and job satisfaction at significant level(Z=5.25, p<.001).

• The Journal of the Korea Contents Association
• /
• v.14 no.10
• /
• pp.596-609
• /
• 2014

The purpose of this study was to propose and test a path that explains and predicts Korean nurses' intention to stay. A survey using a structured questionnaire was conducted with 217 nurses and six instruments were used in the model. The data were analyzed using SPSS 20.0 and Amos 18.0 program. Based on the theoretical model, a significant correlation between all factors and the hygiene factor and motivation factor had a significant direct effect on the job satisfaction of nurses. In addition, factors such as job satisfaction, and distributive fairness directly affected the intention to stay and indirectly affected the hygiene factor and motivation factor. The final modified model yielded ${\chi}^2=2.681$, p=.433), GFI= .98, RMSEA=.001, NFI=.99, CFI=.99, GFI=.97 and good fit indices. This comprehensive model explains the related factors and their relationship with Korean nurses' intention to stay. Findings from this study can be used to design appropriate strategies to further increase Korean nurses' job satisfaction and intention to stay.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.19 no.5
• /
• pp.459-469
• /
• 2018

This study was carried out to analyze and compare job satisfaction, job stress, burnout, and turnover intention of comprehensive nursing care service ward nurses and general ward nurses. The participants were 181 nurses from six hospitals providing comprehensive nursing care service in G metropolitan city. The data were collected using structured questionnaires in May 16-June 30, 2017. The data were analyzed with SPSS program, which was used for t-test, one-way ANOVA, and Pearson's correlation. As a result, there were no significant differences in the variables between comprehensive nursing care service ward nurses and general ward nurses. However, comprehensive nursing care service ward nurses had higher job satisfaction, lower job stress, lower burnout, and lower turnover intention than general ward nurses. There was a significant relationship between job stress (r=.39, p=<.001), burnout (r=.43, p=<.001), job satisfaction (r=-.66, p=<.001), and turnover intention. Comprehensive nursing care service ward nurses were more positive about their nursing work than general ward nurses. The findings of this study can be used as basic data for effective nursing resource management in a comprehensive nursing care service ward.

• Journal of Convergence for Information Technology
• /
• v.10 no.3
• /
• pp.22-30
• /
• 2020

The purpose of this study is to examine the effects of social support and job satisfaction on job embeddedness in the small and medium size hospital nurses. The subjects were small and medium hospital nurses in G city, and 197 data were analyzed. Data were analyzed descriptive statistics, t-test, ANOVA, Pearson correlation analysis, and hierarchical regression analysis. As a result, supervisor support, peer support of social support, job satisfaction were reported positively correlated with job embeddedness. The study model accounted for 28.0% of job embeddedness. The most powerful variable affecting job embeddedness was job satisfaction(β=.33 p<.001). In order to promote job embeddedness of small and medium hospital nurses, it is suggested that measures for improving job satisfaction and supervisors support of social support.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.15 no.6
• /
• pp.3741-3750
• /
• 2014

This study investigated the emotional labor factors influencing job involvement, job satisfaction and turnover intention of clinical nurses. Study subjects were 258 nurses at a hospital in B city. The data was collected from October 11, to November 30, 2013. The data was analyzed using the SPSS win 21.0 program. The mean scores were 3.47 for emotional labor, 2.94 for job involvement, 2.88 for job satisfaction, and 3.49 for turnover intention. Emotional labor was negatively correlated with job involvement and job satisfaction, but positively correlated with the turnover intention. Multiple regression analysis showed that the participant characteristics after controlling for emotional labor had 33.9% of the explanatory power on job involvement 16% on job satisfaction, and 19.8% on the turnover intention. The results indicate that the emotional labor of nurses influences their job involvement, job satisfaction and turnover intention Therefore, it is necessary to concentrate on improving the emotional labor of nurses to increase their job involvement and job satisfaction.

• The Journal of the Korea Contents Association
• /
• v.16 no.3
• /
• pp.354-365
• /
• 2016

The purpose of the study was to identify and compare levels of recognition of empowerment, job satisfaction, organizational commitment between Advanced Practice Nurses(APN) and Registered Nurses(RN) of hospitals. Data collection was done by the 85 APN and 120 RN of six large hospitals, four medium sized hospitals in Seoul and Incheon. T-test and ANOVA using SPSS 18.0 were performed. There were no significant differences of empowerment between APN($3.56{\pm}0.53$) and RN($3.50{\pm}0.54$)(t =-. 861, p = 0.390). job satisfaction between APN($3.36{\pm}0.53$) and RN($3.25{\pm}0.46$)(t =- 1.575, p = 0.117), organizational commitment between APN($3.11{\pm}0.34$) and RN($3.05{\pm}0.36$)(t =- 1.301, p = 0.195). Empowerment, job satisfaction, organizational commitment of APN and RN showed no significant differences. There are some reasons why it resulted in no significant difference between APN and RN. APN's role in Korea is not clearly established and distinguished from RN, lack of appropriacy of employment and reward, and lack of the institutional foundation for APN's operation and efficiency.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.15 no.12
• /
• pp.7170-7178
• /
• 2014

This study examined relations of emotional labor, job satisfaction, organizational commitment and turnover intention in nurses. The subjects were 320 nurses in 5 general hospitals. The data was collected using a structured questionnaire from August 1 to 20, 2013 and analyzed with descriptive statistics, t-test, ANOVA, Pearson's correlation, and Hierarchical multiple linear regression analysis. The mean scores of the emotional labor level, job satisfaction level, organizational commitment, and turnover intention was $2.79{\pm}.66$, $3.05{\pm}.48$, $3.00{\pm}.53$, and $3.13{\pm}.66$, respectively. Positive correlations of the turnover intention with emotional labor were found. Negative correlations were observed among salary, job satisfaction, organizational commitment, and turnover intention. These results showed that nurses working at five general hospitals needed to minimize emotional labor to maintain a comparatively high level of job satisfaction, organizational commitment and decrease the turnover intention.

• The Journal of the Korea Contents Association
• /
• v.17 no.3
• /
• pp.261-273
• /
• 2017

The purpose of study is to measure nurses' empathy levels and to examine the effects of their empathy levels on their life and job satisfaction. The questionnaire was administrated to 150 nurses working in hospitals in Busan. The questionnaire consists of three factors : empathy level, life satisfaction, and job satisfaction. Nurses are classed into two : shift work nurse and non-shift work nurse by their work type. 144 out of 150 questionnaires were used for the analysis with IBM SPSS Statistics 21. The shift work nurses with higher empathy levels showed higher job satisfaction. The non-shift work nurses with higher empathy level revealed higher life satisfaction. Interestingly, while empathy level had positive effects on shift work nurses' job satisfaction(${\beta}=.282$, p=.006), it also had impact on non-shift work nurses' life satisfaction positively(${\beta}=.252$, p=.048). As results show, nurses' life and job satisfaction were positively related to their empathy levels. Given the fact that lack of nurses' empathy often lead to conflicts with patients, in order to improve nurses' job performance, we need a new perspective of understanding the important role of empathy in nurses' job satisfaction and life satisfaction.