• Journal of Korean Clinical Nursing Research
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• v.16 no.2
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• pp.17-31
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• 2010

Purpose: The purpose of this study was to identify the relationships between professionalism, job involvement, organizational commitment and turnover intention among clinical nurses. Methods: The data were collected using a questionnaire from 1,419 nurses who were working in 35 different general hospitals in Korea. For data analysis, descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient and $Scheff{\grave{e}}$ test with SAS program were used. Results: The means of professionalism, job involvement, organizational commitment, turnover intention were 80.90 (min25~max125), 22.22 (min7~max35), 48.63 (min15~max75), and 11.47(min4~max20) respectively. There were statistically significant correlations between professionalism, job involvement, organizational commitment and turnover intention. Conclusion: It is necessary to develop a program for nurses to improve the levels of professionalism, job involvement, and organizational commitment, which would result in reducing turnover rates of clinical nurses.

• Journal of Korean Clinical Nursing Research
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• v.15 no.2
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• pp.103-114
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• 2009

Purpose: The purpose of this study was to investigate factors which affect the quality of nursing services and intention to revisit as perceived by hospitalized patients and nurses in medium sized urban hospitals. Methods: The SERVQUAL scale, a measurement of overall nursing services and intention to revisit a medical institution, was used. The sample consisted of 223 patients and 239 nurses from four medium sized hospitals in I city. Frequencies, t-test, One-way ANOVA, Pearson correlation coefficient and Stepwise method regression were used to analyze the data. Results: For expectation, nurse and patient perceptions were similar, but for performance, patient perception was significantly higher than nurse perception for five factors. The factors affecting intention to revisit the hospital were those recommending, satisfaction with medical and nursing services. Conclusion: The findings indicate that differences between expectations and performance for both patients and nurses need to be reduced in order to elevate patient satisfaction. A precondition for intention to revisit and increased satisfaction is the development of marketing strategies as well as intervention programs in nursing.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.5
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• pp.2962-2970
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• 2014

This study was conducted to investigate of gender-role identity, gender stereotype, job satisfaction and turnover intention in male nurses. The data were obtained from 86 male nurses with from August to December 2012.The data were analyzed by SPSS/WIN 18.0 program. The results showed that gender-role identity types were androgyny(33.7%), Undifferentiated(30.2%), feminity(19.8%) and masculinity(16.3%). Androgyny style was appeared that higher job satisfaction(${\chi}^2$=12.80 p= .005) than other. There were statistically significant correlation between gender stereotype and turnover intention(r=.22, p=.044), job satisfaction and intention(r=-.36, p<.001). It is needed to improve their job satisfaction about that low gender-role identity type of male nurses and reduce employee turnover in the field of nursing.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.1
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• pp.152-161
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• 2019

This study analyzed the relationship of turnover intention of clinical nurses with self-leadership, job involvement, and empowerment. The participants were 173 clinical nurses working in D city and K province in Korea. Data analysis consisted of independent t-tests, ANOVA, Scheffe's tests, Pearson's correlations, and stepwise multiple regression conducted using SPSS WIN 21.0. There was a significant correlation between self-leadership, job involvement, empowerment and turnover intention. Factors affecting turnover intention were total clinical career, position, salary, marital status and job involvement. Total clinical career was the most influential factor, with an explanatory power of 28.7%. Based on the results, it is necessary to reduce turnover intention of nurses through the development of educational programs to increase job involvement and reorganization of the hospital organization system to manage nursing manpower resources efficiently.

• The Journal of the Korea Contents Association
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• v.17 no.12
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• pp.569-581
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• 2017

The purposes of this study were to investigate knowledge, attitude, subjective norms, perceived behavior control, behavioral intention, and compliance of standard precautions (SPs) in healthcare-associated infection (HAI) control among nursing students and to identify influencing factors for SPs compliance in HAI control. A descriptive correlation study was conducted. Participants were 223 nursing students recruited from three universities in a metropolitan city. Data were collected by self-administered questionnaires. On average, 87.0% of the knowledge questions were answered correctly. The mean SPs compliance score was 4.30 out of 5. There was no significant correlation between SPs knowledge and compliance. There were statistically significant correlation between SPs compliance and attitude, subjective norms, perceived behavior control and behavior intention. Perceived behavior control and behavior intention were significant predictors for SPs compliance among nursing students and these two variables explained 21.9% variance of SPs compliance among nursing students. Although, nursing students' SPs knowledge and compliance were acceptable level, their perceived behavior control was relatively low. SPs compliance among nursing students can be enhanced by increasing their behavior intention and perceived behavioral control. Education program for SPs in HAI control for nursing students which is designed with appropriated educational strategies is need to be developed and evaluated to enhance their capacity to deal effective and safe clinical practice.

• Journal of the Korea Convergence Society
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• v.11 no.8
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• pp.369-379
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• 2020

This convergent study aimed to verify the mediating effect of organizational silence and manager's inclination to reject negative feedback in the relationship between organizational justice and turnover intention of Clinical Nurses. Participants were 250 nurses working at general hospitals with 300 hospital beds or more. Examination of the mediating effect of organizational silence showed a mediating effect of acquiescent silence when procedural justice affected turnover intention. Additionally, when interactional justice affected turnover intention, prosocial and acquiescent silence mediated it. Examining the moderated mediating effect of manager's inclination to reject negative feedback showed moderated mediation effect when procedural justice mediated the acquiescent silence and affected the turnover intention. Interactional justice had a moderated mediating effect when the mediation between prosocial and acquiescent silence affected turnover intention. Therefore, it is necessary to efficiently regulate the manager's inclination to reject negative feedback when organizational justice affects organizational silence and turnover intention.

• Journal of Digital Convergence
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• v.16 no.12
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• pp.449-457
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• 2018

This study examined the effect of communication competency and job stress of nurses working in long term care hospitals on turnover intention and to verify the effect of emotional intelligence control on the relationship among communication competency, job stress and turnover intention. The subjects consisted of 240 nursing students, and data were collected during from February 1 to February 28, 2018. The data were analyzed with descriptive statistics and Pearson's correlations that used IBM SPSS WIN 20.0 program and the analysis of control effect was made by using Hierarchical Multiple Regression Analysis. The result of this study can be summarized as follows. The turnover intention was positively correlated with job stress. The factors which had effect on turnover intention were pay satisfaction, job stress and age. Based on the results of this study, it is necessary to develop a systematic program that reflects clinical characteristics and education in order to reduce the turnover intention of the nurse.

• Journal of East-West Nursing Research
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• v.27 no.2
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• pp.143-152
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• 2021

Purpose: This study aims to explore the mediating effect of the nursing professionalism in the relationship between nurse's character and nursing intention caring for high risk pathogen infected patients in the tertiary hospital nurses. Methods: This study used a crosssectional descriptive design. The participants were 129 nurses from two tertiary hospitals. The questionnaire consisted of tools measuring clinical nursing personality, nursing professionalism and nursing intention caring for high risk pathogen infected patients in the tertiary hospital nurses. The data were analyzed using independent sample t-test, one-way ANOVA, Pearson correlation coefficient, and hierarchical multiple linear regression. Results: There were significant relationships between nurse's character and nursing professionalism (r=.59, p<.001), nurse's character and nursing intention caring for high risk pathogen infected patients (r=.54, p<.001), and nursing professionalism and nursing intention caring for high risk pathogen infected patients (r=.54, p<.001). In the relationship between nurse's character and nursing intention caring for high risk pathogen infected patients, nursing professionalism had a partial mediating effect. Conclusion: This current study suggests that strategies for improving nursing professionalism in nurses should be considered when developing an educational program for enhancing their nursing intention caring for high risk pathogen infected patients.

• Journal of Korean Clinical Nursing Research
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• v.29 no.2
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• pp.163-174
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• 2023

Purpose: To identify the effect of a new leadership type by confirming the effect of clinical nurses' grit and nursing work environment on nursing performance and retention intention with the mediating effect of compassionate rationalism leadership in the process. Methods: A proportional stratified sampling method was used with 45 tertiary general hospitals nationwide as the sampling unit. An online survey targeting nurses who have been working continuously for more than one year was conducted from October 14 to November 9, 2022. The final analysis included 1,256 questionnaires. The correlation between the participants' variables was analyzed using Pearson's correlation coefficients. The mediating effect was confirmed using a regression analysis, and bootstrapping. Results: The compassionate rationalism leadership had a mediating effect on the relationship between grit and nursing performance (F=203.21, p<.001), nursing work environment and nursing performance (F=109.48, p<.001), grit and retention intention (F=149.90, p<.001), and nursing work environment and retention intention (F=25.14, p<.001). Conclusion: The compassionate rationalism leadership of nursing managers had a positive effect on nursing performance and retention intention. Therefore, with the development and application of educational programs of compassionate rationalism leadership, it can be used to improve nursing performance and operate an efficient nursing organization.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.1
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• pp.23-31
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• 2006

Purpose: The purpose of this study was to test the empowerment structural model based on Kanter's work empowerment theory. Method: A predictive, nonexperimental design was used in a sample of 279 nurses from 3 university affiliated hospitals. Data were collected with self-administered questionnaires and analyzed using mean, standard deviation, pearson correlation coefficient and path analysis. Results: The results showed that the overall fitness of the hypothethical model to the data was good(chi-square=.7751, df=4, p=.942, GFI=.999, AGFI=.996, RMSEA=.000). Both formal power and informal power directly influenced on nurses' perceived empowerment level and empowerment directly influenced on nurses' organizational commitment and indirectly influenced on nurses' intent to stay. Conclusion: The results imply that hospital and nurse managers should provide the empowering working condition for nurses to be stayed in hospitals.