• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.18 no.2
• /
• pp.277-286
• /
• 2017

This study assesses the association of nurses' hope, grateful disposition, and workplace spirituality with the goals of providing human resource management plans that lead to efficient and competitive nurse structure by building a nurse organizational culture based on analyzing the influences affecting organizational citizenship behavior. Participants were 147 nurses working in four general hospitals in Seoul and Gyeonggi-do. The survey data were analyzed by frequencies, t-test, ANOVA, Pearson correlation coefficients and multiple stepwise regression via SPSS WIN 18.0. Results showed that organizational citizenship behavior is positively associated with nurse's hope (${\gamma}=.22{\sim}.36$, p<.001), grateful disposition (${\gamma}=.38$, p<.001) and workplace spirituality (${\gamma}=.38{\sim}.54$, p<.001). The significant predictors of organizational citizenship behavior were workplace spirituality (${\beta}=.54$, p<.001), hope of turnover (${\beta}=.12$, p<.001), hope (${\beta}=.09$, p<.001) and grateful disposition (${\beta}=.08$, p<.001), which explained 41.6% of the variance in organizational citizenship behavior. This study systematizes a theory for workplace spirituality processing the early stage research in nurse structure. To improve organizational citizenship behavior among nurses, educational programs and supporting systems should be developed to increase nurses' hope, disposition of grateful disposition, and workplace spirituality.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.16 no.6
• /
• pp.4077-4085
• /
• 2015

This study is identify the factors affecting the level of their turnover intention of rehabilitation hospitals nurses. Study subjects were 205 nurses at a rehabilitation hospitals three in B city and two in D city. The data was collected from July 1, to July 30, 2014. The data was analyzed using the SPSS win 18.0 program. The mean scores were 3.66 for role conflicts, 3.14 for job satisfaction, and 3.04 for turnover intention. There was weak, positive correlation between the level of role conflicts and that of turnover intention of the respondents. There was relatively strong, negative correlation between the level of job satisfaction and that of turnover intention of the respondents. Total explanation power was 49.8% and the greatest impact on the level of turnover intention of rehabilitation hospital nurses was organizational requirements among the sub-areas of job satisfaction, which accounted for 37.6% alone. It is necessary to develop their organizational job satisfaction for and promote nursing profession, develop a program to improve job satisfaction.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.20 no.8
• /
• pp.250-263
• /
• 2019

This study was conducted to develop an online education program for visiting health nurses on National Health Examination. The study period was from November 2016 to December 2017. The program was developed in stages using rapid prototyping methodology. 1) Learners' needs were identified through literature review and focus group interviews (FGIs) with visiting health nurses and stake-holders in the field. 2) The contents of the education program including counseling strategies regarding the heath of visiting health nurses were developed. 3) Online education materials were developed and piloted amongst learners. 4) The contents of educational programs were classified into eight learning modules, and online education drafts were pilot tested. 5) Based on feedback from learners, this program was revised and a web-based continuing education program for community nurses was developed. These education programs effectively assisted nurses with counseling regarding health examinations during visiting health nursing care. Therefore, the online continuing education program may be a very effective educational approach to improving nurses competency.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.12 no.8
• /
• pp.3523-3531
• /
• 2011

This study was intended to measure the quality of sleep according to the job stress contents among nurses working for an university hospital. The self-administered questionnaires were given to 482 nurses employed in an university hospital during the period from June 1st to July 31st, 2011. As a results, the quality of sleep was significantly lower in the group with higher job demand, lower job control, lower supervisor and coworker support. In correlation, the level of quality of sleep was positively correlated with job demand, but it was negatively correlated with job control, supervisor and coworker support. In logistic regression analysis, the adjusted odds ratio of the quality of sleep was significantly increased in higher group of job demand than in lower group. But it was significantly decreased in higher group of supervisor and coworker support. The study results may explain that the quality of sleep is independently associated with the job stress contents.

• Proceedings of the Korean Information Science Society Conference
• /
• 2001.04b
• /
• pp.337-339
• /
• 2001

간호진단, 중재, 결과로 이어지는 간호 프로세스에서 가장 전문적인 지식을 요구하는 간호진단 업무를 지원하는 전산시스템에 대해 우리나라에서도 많은 연구와 시도가 있었다. 그러나 기록만 전산화되었거나 부분적으로 표준화된 데이터를 이용함에 따라 간호진단업무에 능숙하지 않은 간호사의 경우 전산화를 통한 진단업무효율 향상을 기대하기 어렵다. 이에 우리는 간호진단의 적중률을 높이기 위해서 간호 프로세스의 표준데이터와 사례를 기반으로 추론하는 간호진단시스템을 제안한다. 표준 데이터를 이용하여 예상되는 간호진단을 1차적으로 검색한 후, 다시 사례데이터베이스를 기반으로 하여 1차 검색의 결과를 보완하는 방법을 이용하고 있다.

• Journal of the Korea Convergence Society
• /
• v.7 no.3
• /
• pp.167-175
• /
• 2016

This study was conducted to understand Fatigue and CPR-related stress level anddob Job satisfaction of long-term Care Hospital nurses. The participants were 220 Care Hospital nurses in Gwang Ju and Chonnam region. Data were collected from November 17 to 30, 2014. and analyzed with SPSS 20.0 version program. The mean value for CPR-related stress was $3.29{\pm}0.64$point, $3.37{\pm}0.56$point for Fatigue and $3.06{\pm}0.44$point for Job satisfaction. Depending on subjects' characteristic, CPR-related stress and fatigue showed significant difference due to gender and manpower, however, Job satisfaction showed no difference. CPR-related stress was positively correlated with fatigue. CPR-related stress accounted for 27.8% of the cause of fatigue. Results of the study suggested seeking countermeasure to diminish the stress level for flexible nursing resources management and putting efforts to provide comfortable hospital environment. in consideration of the convergent relationship between CPR-related stress, Fatigue and Job satisfaction.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.19 no.3
• /
• pp.364-375
• /
• 2018

This study was a descriptive investigation to identify the influence of nurses' moral sensitivity and safety of their environment on compliance with standard precautions. Participants consisted of 214 nurses in one general hospital and data were collected using a questionnaire that consisted of moral sensitivity, safety of environment and compliance with standard precautions from 1-15 August 2017. Data were evaluated by the independent t-test, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. The mean scores of moral sensitivity, safety of environment and compliance with standard precautions were 5.05, 5.76 and 4.50, respectively. Moreover, compliance with standard precautions was significantly positively correlated with moral sensitivity and safety of environment. Additionally, multiple regression revealed an $R^2$ of 0.253 with the department (ER, ICU), age and safety environment serving as the major predictor variables for compliance with standard precautions. However, the influence of moral sensitivity on compliance was not identified. Therefore, to increase compliance with standard precautions among nurses, it is necessary to provide continuous educational programs for new nurses, customized programs considering departmental characteristics and administrative support of institutions to enhance safety of the environment.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.18 no.11
• /
• pp.594-601
• /
• 2017

The purpose of this study was to identify the effects of clinical nurses' intrinsic motivation, affective commitment, and turnover intention on organizational performance. Participants were 189 nurses currently working at four general hospitals in C city. Data were collected by a self-report questionnaire and analyzed by using the SPSS/WIN 18.0 program with descriptive analysis, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Mean scores were as follows: intrinsic motivation($3.02{\pm}0.57$), affective commitment ($3.47{\pm}0.71$), turnover intention ($3.30{\pm}0.59$), and organizational performance ($3.37{\pm}0.52$). Organizational performance was significantly correlated with intrinsic motivation, affective commitment, and turnover intention. Nurses with higher affective commitment and intrinsic motivation showed higher organizational performance, where as higher turnover intention was correlated with lower organizational performance. The factors that influenced organizational performance were affective commitment(${\beta}=.42$), intrinsic motivation(${\beta}=.36$), and turnover intention(${\beta}=-.11$), with an explanatory power of 51.6%. Results of this study indicate the need to evaluate and manage the significant predictors of organizational performance. Further studies are needed to identify the relationships between clinical nurses' intrinsic motivation, affective commitment, turnover intention, and organizational performance.

• Journal of Digital Convergence
• /
• v.12 no.6
• /
• pp.527-538
• /
• 2014

The purpose of this paper was to analyze the Data of Continuing Nursing Education(CNE) in Seoul from 2008 to 2012. The subjects were collected from the data of Seoul Nurses Association. Descriptive statics, t-test, ANOVA were performed using SPSS 12.0 program for a total of 165,759 subjects' data. The number of continuing education recipients increased about 28% by the year of 2012. Over 50% of subjects worked at advanced hospitals and about 80% of subjects received education in self-developed program type. According to years since licensed, more than half(55.5%) of the subjects were under 7 years since licensed, followed by 4-6years since licensed(18.5%), 2-3years since licensed(16.2%), and 1year since licensed(9.7%). This study showed significant differences in contents, continuing education programs, workplace, type of continuing education. The findings of this study will contribute to identifying current trends of continuing education for nurses and provide fundamental data for developing continuing nurses education.

• The Journal of the Korea Contents Association
• /
• v.16 no.1
• /
• pp.708-719
• /
• 2016

This research is conducted to grasp emotional labor, job satisfaction, and related turnover intention of nurses at a regional general hospital; to lower level of emotional labor; to raise job satisfaction; to reduce turnover intention; to perform efficient personnel management; and then, to provide qualitative nursing care. Convenient sampling of 100 nurses at a general hospital in D city, who agreed to participation in the test, was made and an analysis method of t-test, ANOVA, Pearson's correlation was used from April 6 to April 12, 2015 by using questionnaires. According to the research, average score of emotional labor was $3.37{\pm}.85$; average score of job satisfaction was $2.86{\pm}.66$; and, average score of turnover intention $3.47{\pm}.87$. Emotional labor had negative correlation with job satisfaction (r=-.56, p<.001) but it showed positive correlation with turnover intention (r=.67, p<.001) while job satisfaction revealed negative correlation with turnover intention (r=-.64, p<.001). According to result of the research, it is required to prepare systematic measures in order to lower level of emotional labor of nurses who play important role of the hospital and to raise job satisfaction, and it is also required to make positive efforts to solve fundamental problems to provide high quality caring service through satisfying nurses' morale.