• Journal of Korean Academy of Fundamentals of Nursing
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• v.20 no.4
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• pp.381-388
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• 2013

Purpose: This study was done to investigate nurses' awareness of death and the meaning of life and identify factors influencing the meaning of life. Methods: Participants were 198 women nurses who had experienced the death of patients. They answered a self-administered questionnaire including demographics, awareness of death scale and meaning in life II scale. Data were analyzed using descriptive statistics, t-test, ANOVA, Scheff$\acute{e}$ test, and multiple regression (enter method). Results: The average score for awareness of death was $127.3{\pm}10.14$. This score is moderate not biased toward positive or negative. The average score for meaning of life was $130.3{\pm}9.42$ with 51% for loss steps, 45.5% for pursuit steps and 3.5% for discovery steps to the meaning of life. Factors affecting the meaning of life were religion, Buddhism (${\beta}=6.25$, p=.015) or Atheist (${\beta}=5.91$, p=.017), educational level, Master's or higher (${\beta}=16.22$, p=.003), work department, special department (${\beta}=3.49$, p=.017). Conclusions: Results of the study indicate a need to provide nursing programs that will promote nurses' spiritual and inner maturity.

• 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.

• Child Health Nursing Research
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• v.21 no.3
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• pp.244-252
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• 2015

Purpose: The purpose of this study was to identify differences between the degree of nursing need and nursing performance as perceived by caregivers of hospitalized children. Methods: Participants included 200 main caregivers from two pediatric hospitals where their children had been hospitalized for at least 2 days. Data were collected from October 30 to December 10, 2014. Results: The degree ($2.64{\pm}0.40$) of nursing performance perceived by caregivers with hospitalized children was found to be significantly lower than that ($3.39{\pm}0.21$) of nursing needs of caregivers. Of nursing needs, direct nursing had the highest score at 3.59, and nursing assessment, the lowest at 3.23. For nursing performance, nursing assessment had the highest score at 2.76, and education and counseling, the lowest at 2.35. Conclusion: These results suggest that performance of nursing activities by nurses caring for hospitalized children do not meet the nursing needs of the caregivers. Therefore it is necessary to develop nursing strategies to reduce the gap between nursing needs and nursing performance.

• Journal of Korean Academy of Nursing Administration
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• v.17 no.1
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• pp.22-32
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• 2011

Purpose: The purpose of this study was to identify the effects of intellectual capital in the relationship between social capital and organizational performance in hospital organizations. Methods: A cross-sectional design was used, with a convenience sample of 390 nurses from 3 general hospitals in Gwangju and Chonnam province. Data were collected through a questionnaire survey done from May 1 to 15, 2009. Data was analyzed with descriptive statistics, Pearson correlation coefficient and hierarchial multiple regression using the SPSS WIN 17.0 program. Results: There was a significantly positive relationship between social capital, intellectual capital and organizational performance. Intellectual capital showed partial mediating effects between social capital and organizational performance. However, intellectual capital did not show moderating effects. Conclusion: Accumulated social capital increased intellectual capital and the increased intellectual capital increased organizational performance. This finding suggests that as a contribution to the improvement of organizational performance in hospitals, creation and accumulation of social capital and intellectual capital are very critical.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.2
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• pp.231-241
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• 2007

Purpose: The purpose of this study was to identify the effects of nurse's internal marketing on job satisfaction, turnover intention, and customer orientation. Method: The subjects were 559 nurses were working in 3 general hospitals. The data were collected from October 20 to November 15, 2006. For data analysis, descriptive statistics, Pearson correlation coefficient, stepwise multiple regression were used. Results: The mean score of the total internal marketing was 2.68, communication 3.03, vacation and suspension from office 2.64, education and training 2.60, reward system 2.56, work environment 2.53, and employment benefits 2.38, total job satisfaction was 2.96, turnover intention was 3.10, and customer orientation was 3.76. 'Internal marketing', and total subcategories of internal marketing were positively related to job satisfaction. 'Internal marketing', and total subcategories of internal marketing were negatively related to turnover intention. 'Internal marketing', 'communication', 'vacation and suspension from office', 'education and training', and 'work environment' were positively related to customer orientation. Conclusion: Through this results, to increase job satisfaction and customer orientation and to decrease turnover intention, it is necessary to concentrate on improving internal communication and reward system in the internal marketing strategy.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.4
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• pp.313-322
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• 2016

Purpose: The aim of this study was to determine the impact of nursing organizational culture types on innovative behavior and job embeddedness among clinical nurse. Methods: For this study a descriptive correlational study design was used. Participants were 293 nurses who had more than one year work experience. They were recruited from two university hospitals, one in Seoul and one in Gyeonggi province in 2016. Collected data were analyzed using SPSS/WIN 21.0 statistics program. Results: Hierarchy-oriented culture was the highest type of organizational culture perception and innovation-oriented culture, the lowest. Multiple linear regression analyses showed that, when age and total clinical experience were adjusted for, innovation-oriented culture perception was the most significant factor influencing innovative behavior, followed by task-oriented culture and relation-oriented culture in that order ($R^2$=.33, F=24.50, p<.001). Relation-oriented culture perception was the factor most influencing job embeddedness, followed by task-oriented culture and innovation-oriented culture in that order ($R^2$=.48, F=55.98, p<.001). Conclusion: More systematic and sustained organizational efforts are required to improve the hierarchy-oriented culture highly perceived by nurses and to emphasize innovation-oriented, relation-oriented and task-oriented organizational culture to increase innovative behavior and job embeddedness among clinical nurses.

• Journal of Korean Academy of Nursing
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• v.46 no.3
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• pp.364-374
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• 2016

Purpose: This study was performed to investigate the relationship among reciprocity, emotional labor, nursing service quality and intent to leave, and to identify factors influencing nursing service quality and intent to leave. Methods: This study was a cross-sectional survey. Participants were 300 nurses working at five general hospitals in two provincial cities in Gyeongsang Province, Korea. From May 1 to June 30, 2014, data were collected using structured questionnaires and analyzed with SPSS/PC ver 20.0 programs. Results: There were relationships between reciprocity and nursing service quality, and intent to leave, and between emotional labor and intent to leave. Participants' general characteristics, reciprocity and emotional labor explained 48.4% of variance in nursing service quality and participants' general characteristics and these two independent variables explained 31.9% of intent to leave. Conclusion: These findings indicate that from the perception of hospital nurses, reciprocity and emotional labor are both very important factors to improve the quality of nursing service and decrease the intent to leave. So nursing managers should try to develop various personnel management programs focused on human emotions, and create a mutual respectable organizational culture and work environment.

• Child Health Nursing Research
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• v.8 no.3
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• pp.281-290
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• 2002

This study was performed to compare the educational needs of the families of the hospitalized children with respiratory problems and the degree of nurses' educational performances perceived by the families. The subjects consisted of 120 families with respiratory infected children in one university- affiliated hospital in Daegu. Data were collected through self-report questionnaires which were developed to investigate the educational needs of the families of the hospitalized children with respiratory problems and nurses' educational performances perceived by the families. The data were analyzed by an SPSS program. The results were as follows: 1. Among the educational needs of the families, the item of the diagnostic test was ranked as the highest one. Among the degree of nurses' educational performances perceived by the families, the item of the diagnosis was ranked as the highest one. 2. The educational needs of the families were very high, but the degree of nurses' educational performances perceived by families was relatively low. 3. The educational needs of the families were not influenced by the general characteristics of the subjects. These results suggest that the educational needs of the families was different to the degree of nurses' educational performances perceived by the families of the hospitalized children with respiratory problems. Therefore the nursing education program should be based on the educational needs of the families.

• Journal of East-West Nursing Research
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• v.21 no.2
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• pp.148-155
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• 2015

Purpose: This study examined image of nurses in relation to their job satisfaction perceived by hospital nurses. Methods: The subjects were 352 registered nurses working in two university hospitals and one general hospital. The data were collected from October 1 to October 30, 2012 using self-report questionnaires. The data were analyzed using the SPSS/WIN 18.0 program. Results: Mean scores for nurses' image and job satisfaction were $3.66{\pm}.44$ and $3.14{\pm}.33$. Significant positive correlation was found between image of nurses and job satisfaction perceived by hospital nurses(r=.515, p<.001). Conclusion: The result indicates that strategic plan for nursing practice is needed for improving nurses' image and job satisfaction perceived by nurses in hospitals.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.2
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• pp.213-224
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• 2006

Purpose: This study examined Korean nurses' job attitude (i.e., satisfaction and burnout) regarding the extent to which organization's emotion display rule influences on job attitudes through emotion-related variables (i.e., negative emotion suppress behavior and inauthenticity), thereby examining mediation effects of negative emotion suppress behavior and inauthenticity. Method: Using a survey to nurses working in various general hospitals in Korea, structural equation modeling was adopted. Result: Emotion display rule affected outcome variables but these effects were mostly observed via the two mediators, negative emotion suppress and inauthenticity, which largely supports the research model. Conclusion: Individuals who perceived stronger emotional display rule suppressed more their negative emotion, and also perceived more inauthenticity. In turn, negative emotion suppress behavior only affected job burnout positively. Inauthenticity showed a negative effect on job satisfaction while it had a positive effect on burnout. The study provided directions for future research and practical implications to help nurses' effective job performance.