Purpose: This study was done to identify the current status of burnout research on Korean nurses and to suggest the directions for future research. Method: Fifty two articles between 1998 and 2007 were selected using the key words such as "Nurse" and "Burnout" from the database (RISS4U et al.). Results: 77.9% of studies were master's theses unpublished in the nursing journals. All studies were cross-sectional and therefore did not allow casual inference. Hospital nurses were the most common subjects (21 studies). The most frequently used burnout measurement instrument was the Burnout Measure, while the Maslach Burnout Inventory was used in only 6 studies. 55.7% of studies reported the average burnout score as higher than the middle level. Among individual factors, variables significantly correlated to burnout were age, position, work experience, coping, and personality. Some of job factors including shift work, workloads, job stress, and organizational commitment were also significantly related to burnout. There was very little discussion about the influence of organizational factors analyzed by unit or institution level. Conclusion: In Korea, the next phase of nurse burnout research needs to consider the measurement tool selection for the international comparison and longitudinal design to find more specific causal relationships.

Purpose: This research was conducted to investigate the nurses' awareness and behavior on coaching and its relation with job characteristics in a hospital. Methods: Total 300 nurses in a university affiliated hospital were surveyed with questionnaires between April and May, 2008. The data was analyzed using SAS 9.1. Results: The data showed that 88.9 % of nurses responded the need of coaching training program while only 80.9% of general nurses and 75.7% preceptor nurses would like to participate in the training. The current level of knowledge for coaching was not different by the age, education level, and career. However, coaching behavior and job characteristics were significantly higher in the nurse managers than in general nurses or preceptors. The correlation between coaching behavior and job characteristics were identified. Conclusion: The gaps between the perceived necessity of coaching program implementation and willingness to participate in the coaching program were due to worry about the burden of extra hours needed to participate the program. To introduce coaching program to a nurses' organization successfully, the efforts should be made to develop the coaching training program for nurses based on the results and to support them systematically.

Purpose: The purpose of this study was to examine the relationships among TQM activities, compensation equity, and performance in hospitals. This study was designed to construct a structural equation model of TQM activities, compensation equity, and performance. Method: The subjects were 239 personnels working in four hospitals in Daegu and Gyeongpook. Data were collected using structured questionnaire from October 4, 2007 to February 4, 2008. The collected data were analyzed using the SPSS 12.0 and AMOS 5.0 program. Result: The overall fitness of the structural equation model was evaluated. These results showed that the model was adequate. TQM activities directly influenced organizational performance and indirectly influenced organizational performance through compensation equity. Conclusion: In testing the structural equation model, the findings showed that TQM activities and compensation equity were important factors for improving organizational performance. Therefore, to improve performance, the hospital leaders must establish the strategies to facilitate TQM activities. It is also necessary to establish effective reward and performance appraisal systems to induce positive participation of personnels in hospitals.

Purpose: The purpose of this study was to examine job status and job satisfaction among clinical research coordinators. Method: Subjects were 91 clinical research coordinators participating in clinical trials at hospitals in Korea. Data were collected from July to August, 2008 using a structured questionnaire that include informed consent, and question as pertaining to, general characteristics, job related characteristics, and job satisfaction. The collected data were analyzed using SPSS 12.0 version. Result: Almost half of the subjects were called as nurse researcher. Major tasks included participant screening (100%), participant scheduling (100%), and obtaining informed consent from participants (98.9%). The most difficult aspect of work was salary (28.6%). The mean score on the job satisfaction was 80.21 (range: 54.00-109.00). Item related to promotion ranked lowest in job satisfaction. There were significant differences in job satisfaction according to the type of hospital (t=-3.640, p<.001), title (t=7.894, p=.001), and route for information of CRC (t=4.970, p=.001). Conclusions: Subjects feel poorly compensated, unrecognized, and perceive a limited career path. These factors are likely to diminish job satisfaction over time. Attention to these aspects through education program and criteria for clinical research coordinators could be helpful.

This article explores the potentials of the application of organization theories to nursing research on health care organizations in Korea. The critical review of the literature reveals that the important topics on organizations in health services research have been also dealt with by nursing researchers. Notwithstanding this theoretical closeness between the two fields, some issues remain: the paucity of attention to 'level issue', which requires to increase the attempts at 'meso-' or 'macro-' analysis on nurses' behavior in organizations; the need for theoretical frameworks specifying organizational factors relating to nursing processes; the necessity of interdisciplinary approaches to bridge the recent developments of organizational study and nursing research. This article finishes with a few of research agendas for future research to fill these gaps.

Purpose: The purpose of the research is to investigate the effect of self-image on work performance and controlling ability of self-leadership in relationship in between self-image and work performance. Methods: The data were collected from Mar 16th to April 15th 2009, a descriptive survey study was conducted with 140 nurses. Results: The hypothesis "Self image of nurse would affect on work performance" is supported ($R^2$=.335, p<.001). In the hypothesis of "Self-leadership would have controlling ability on self-image and work performance", as a result of regression analysis in independent variables of self-image(A) and self-leadership(B), adding relation of both variable($A{\times}B$) would increase in 36.6% (p<.05). Conclusion: Self-image of nurse was confirmed that it had positive effect on work performance and that it had moderating ability on relationship between self-image and work performance. The shaping and strategic operation are required to increase self-leadership and positive development on self-image of nursed.

Purpose: The purpose of this study was to identify the influence of justice on empowerment perceived by nurses. Method: The subjects of this study were 388 nurses who were working at seven general hospitals in Seoul. The data were collected by structured questionnaires from April 1st to April 30th in 2007. Data were analyzed using descriptive statistics, mean, Pearson correlation, and stepwise multiple regression on SPSS/pc 14.0 program. Results: The mean score of procedural justice was 2.64(0.48), distributive justice was 2.45(0.51), and empowerment was 2.80(0.43). The result of correlation among the study variables, the procedural justice were positively correlated with empowerment(r=.462, p=<.001) and distributive justice(r=.563, p=<.001). The procedural justice explained 24.9% of the empowerment and distributive justice explained only 2.9% of the empowerment and both explained 27.8% of the empowerment when the variables run hierarchial regression. Conclusion: The findings showed that procedural justice was the most important factor for nurses' empowerment therefore nursing organizations must establish the strategies to improve procedural justice in order to promote nurses empowerment.

Purpose: The purpose of this study was to investigate how job overload, relationship with senior perceived by nurses and emotional exhaust related to turnover and explored the mediating role of emotional exhaust in job characteristics-turnover relationship. Method: Participants were 280 nurses from around the greater metropolitan area of Seoul, completed questionnaires. Correlation and Structural Equation Models were employed to investigate the various factors associated with this. Result: Job overload related positively to emotional exhaust and turnover and the quality of relationship with senior related negatively to emotional exhaust but positively to turnover. These findings suggest the important role played by job conditions in preventing nurses' emotional burnout and the intention to quit their jobs. Furthermore, emotional burnout mediated the effects of these job characteristics on nurses' turnover. Conclusion: It is suggested that the benefit of job conditions and emotional burnout should be taken into consideration when developing strategies to improve nurse retention and. social supporting programs for nurses more generally.

Purpose: The purpose of this study was to determine whether nurses' nonverbal communication predict clients' service satisfaction and to investigate the mediating effects of their trustworthiness between nurses' nonverbal communication and clients' service satisfaction in psychiatric wards. Methods: A convenience sample of 206 psychiatric inpatients was obtained. Participants completed a demographic sheet and three study instruments. Results: There were statistically significant positive relationships between nurses' nonverbal communication, trustworthiness and clients' satisfaction. Trustworthiness was found to partially mediate the relationship between nonverbal communication and clients' satisfaction. Conclusion: Clients' perception of nurses' nonverbal communication, trustworthiness and satisfaction on the nursing services have a strong relationship. Findings contribute to a more comprehensive knowledge base regarding nursing services.

Purpose: The purpose of this research was to describe the decision making experience of VIP ward nurses in the clinical practice adjustment process. The research question was about "how nurses adjust their clinical practice to nursing situations and develop decision making process in a VIP ward." Method: The methodology of collecting and analyzing the data was based on the grounded theory of Strauss and Corbin(1998). The data was collected through in-depth interviews with 10 nurses from July to November, 2007. Results: The core category of nursing care decision making process was named as "adjusting with flexibility and deepened insight." The clinical practice adjustment process in nursing care decision making has progressed through four preceding interlocking phases: 1) dependent phase, 2) defensive phase, 3) independent phase, 4) integrative phase. These phases were classified by the level of nurses' dependency, proactivity, presupposition and integration. Conclusion: The result of this study indicated that nurse's decision making depended on their experiences and the nature of social context in which nursing occurs. Therefore, it is important to elaborate an effective training program for nurses to develop the phases of nursing care decision making.

Purpose: The purpose of this study was to investigate the emergency-room nurse's perception and performance about the protection behavior of the consumer health information. Method: The participants were 191 emergency-room nurses in secondary, tertiary medical center nationally. The data were analyzed by SPSS 12.0 program. Result: First, the total average scores of the degree of the perception and performance by emergencyroom nurses on protection behavior of the consumer health information were $4.24{\pm}0.30$ and $3.51{\pm}0.26$. Second, the degree of the perception and performance on protection behavior of the consumer health information was heavily dependent on the following general characteristics of the participants: age, nurse position, career, and education experience on protection behavior of the consumer health information. Third, there was a positive correlation between the degree of perception and performance about the protection behavior of the consumer health information. Conclusions: The results showed the statistically significant partial correlation between the degree of perception and performance. Therefore, it is suggested to apply the concrete education program to enhance the perception in order to improve the performance.

Purpose: This study examines the nursing-related contents in the middle, and high school textbooks that follows the National Common Basic Curriculum in China, with a purpose of providing basis for establishing a desirable nursing image. Method: A total of 229 New Curriculum Standard Experiment textbooks published by China People's Education Press in 2007 were analyzed using contents analysis method. Result: Total nursing-related contents in the 229 textbooks were 90 cases, with a frequency of 0.39 case per one book. Common image of nurse is traditional, i.e., it is women's job. which has traditional feminine characteristics. Conclusions: Nursing related contents were decreased in the higher level education. The descriptions of tasks and roles of nurses were very short in any school years. These platitude and superficial descriptions were old-fashioned and unable to deliver correct information about nursing and nurses to the students.

Purpose: This study was conducted to examine relationships among job satisfaction, job stress, and self-efficacy and to identify predicting factors on the job satisfaction among a general hospital nurses. Method: The subjects were 266 nurses working at C university hospital in G city. Data were collected using a self-reported questionnaires. The data were analyzed using t-test, one-way ANOVA, Scheffe test, Pearson's correlation coefficients, & multiple stepwise regression by SPSS 12.0 program. Result: The job satisfaction indicated a significant relationship to self-efficacy (r=.310, p<.001) and work stress (r=-.273, p<.001) respectively. The powerful predictors of job satisfaction were general self-efficacy (22.6%), over ￦2,500,000 at monthly income (7.3%), job stress (4.9%), work period at present unit (2.6%), which explained 41.3% of total variance of job satisfaction. It has been confirmed that the regression equation model of this research may serve as a predictor of clinical nurses' job satisfaction. Conclusions: We need to develop self-efficacy promoting and stress relief program for clinical nurses in order to improve job satisfaction.

Purpose: This study was performed to measure nurses' perception of reward, organizational commitment, turnover intention, and to examine the effect of the first two variables on turnover intention. Methods: This study was cross-sectional survey. Data were collected from 400 nurses working at 8 general hospitals in 6 cities from May 28 to July 18, 2008. Result: Nurses perceived that reward was 'important', and organizational commitment and turnover intention were 'middle'. Being under 30 years old the unmarried staff nurses' organizational commitment was significantly low in statistics and their turnover intention was high. The only financial reward had a positive relationship with turnover intention, and organizational commitment had a negative relationship. The influence variables on turnover intention were affective commitment, period of expected work, financial reward, age, normative commitment, and the explanation power of them was 57.2%. Conclusion: It is concluded that the manager working at a small-middle sized general hospitals in Korean provinces should develop and apply the strategies that can improve nurses' organizational commitment. And they also have to make their organizational reward system keep appropriately.

Purpose: This study was to identify the factors that influence the burnout of clinical nurses. Methods: Subjects were 279 nurses in 3 university hospitals at Seoul and Gyunggi province. Data were collected with self-administered questionnaires and analyzed using SPSS 16.0 by applying t-test, ANOVA, Pearson correlation, and Stepwise multiple regression. Result: There are significant differences between burnout and demographic characteristics, such as, age, marital status, education level, clinical career, and position. All variables except emotional labor were negatively correlated with burnout. The emotional labor was positively correlated with burnout. Job satisfaction, emotional labor, self-efficacy, and age had significant influence on nurses' burnout. The explained variances for burnout was 54.8% and job satisfaction was the most significant factor of burnout of nurses. Conclusion: Emotional labor is found to be a new factor that influences burnout. Therefore, it is necessary to establish new organizational culture through emotional education programs at the organizational level to reduce nurses' emotional labor.

Purpose: The purpose of this study was to investigate the influencing factors of customer loyalty among guardians of residents in nursing homes. Methods: The sample of this study consisted of 229 guardians of residents in nursing homes. Data were collected with self-administrated questionnaires and analyzed hierarchical multiple regression. Results: All variables were positively correlated with customer loyalty except the length of stay. It was found that residents' length of stay, customer satisfaction and service value had significant influence on customer loyalty. The explained variance for customer loyalty was 71.3%. The service value had the greatest influence on customer loyalty. Conclusions: These findings provide strong empirical evidence for customer satisfaction and service value in explaining customer loyalty of guardian of residents in nursing homes.

Purpose: The purpose of this study was to examine the level of occupational stress and depression in clinical nurses and to investigate the effects of subscales of occupational stress on depression. Method: A sample consisted of 202 nurses from 6 hospitals located in Busan and GyeongNam province. The data were collected from November 2008 to march 2009. A self-administered questionnaire was used to assess socio-demographics, job characteristics, depression measured by Korean CES-D, and occupational stress assessed by KOSS. Result: The total score of occupational stress in clinical nurses was within bottom 25%, but the scores of 'Difficult physical environment', 'High job demand', 'Inadequate social support', 'Organizational injustice' were within top 50%. The 8 subscales of occupational stress had significantly effects on clinical nurses' depression after controlling for age, marital status, type of hospital, current position. Conclusion: The administration of employee assistance program for management occupational stress is important for decreasing depression in clinical nurses.