• Korean Journal of Occupational Health Nursing
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• v.23 no.2
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• pp.55-66
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• 2014

Purpose: The purpose of this study is to analyze the structural model on the Nursing Task Performance of Hospital Nurses. Methods: Data collection was done by the 200 hospital nurses from May 1st to May 20th, 2013 in Seoul city. The sample variance-covariance matrix was analyzed using AMOS 19.0 and the maximum likelihood minimization function. The goodness of fit was evaluated using the SRMR, RMSEA and its 90% confidence interval, CFI, and TLI. Results: First, hospital nurses' organizational justice and empowerment was not found to have a significant direct effect on nursing task performance. Second, organizational justice and empowerment had a direct effect on job satisfaction and organizational commitment. Third, organizational commitment was found to have a significant direct effect on nursing task performance. Forth, hospital nurses' empowerment was found to have a significant direct effect on nursing task performance. Conclusion: Nurses' nursing task performance was influenced by organizational justice, empowerment, and organizational commitment. In order to increase the degree of nursing task performance in hospital nurse, it is necessary to develop the nursing program and its application considering hospital nurses' organizational justice and empowerment and organizational commitment.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.1
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• pp.45-53
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• 2009

Purpose: This study was to analyze the relationship between head nurse's leadership, staff nurse's health promotion life style and job satisfaction and nursing work performance. Method: The duration for investigation took place from September 11 to 29, 2006 and 501 staff nurses. Results: Nursing work performance of 3 groups of nurses that group of nurses who evaluated leadership of head nurse is high in authority aspect but is low in harmony aspect(p<.05), group of nurses who evaluated leadership of head nurse is low in authority aspect but is high in harmony aspect(p<.01), and group of nurses who evaluated leadership of head nurse is high both in authority aspect and in harmony aspect(p<.001), was all statistically much higher than group of nurses who evaluated leadership of head nurse is low both in authority aspect and in harmony aspect. Conclusion: nursing work performance of staff nurses are compositively affected by social psychological factor such as job factor, health promotion conduct, and job satisfaction and leadership factor of head nurse.

• Journal of Korean Clinical Nursing Research
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• v.16 no.3
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• pp.5-23
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• 2010

Purpose: This study was conducted to determine the validity and reliability of performance measurement tools based on the nursing process for prevention and management of pressure ulcers, falls and pain. Methods: The performance measurement tools were reviewed by a panel of experts and refined on the basis of the panel's suggestions. The validity of the performance measurement tools was measured by surveying hospital nurses. The reliability of these tools was tested by having nursing experts use the tools in five nursing units to assess nursing performance in prevention and management of pressure ulcers, falls and pain. Results: The performance measurement tools in this study were found to be acceptable as tools to evaluate quality of nursing care in pressure ulcers, falls and pain. The reliability of the performance measurement tools was acceptable. Conclusion: These results indicate that the performance measurement tools developed in this study are valid and reliable instruments to monitor and improve quality of nursing care in prevention and management of pressure ulcers, falls and pain.

• Journal of the Korea Convergence Society
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• v.12 no.11
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• pp.511-519
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• 2021

This study aimed to identify the effect of job embeddedness and organization attachment on the intention to stay of hospital nurses in the convergence society. The participants were 211 general hospital nurses; data were analyzed using t-test, ANOVA, Pearson correlation, Multiple regression. This study found that: hospital nurses showed higher score at job embeddedness, higher organization attachment, higher scores for intention to stay. The main factors influencing intention to stay were job embeddedness and organization attachment. They explained about 45% of the intention to stay. Thus, it is necessary to allocate tasks and evaluate appropriate to the nurse's ability and support individual and organizational activities that can enhance organizational attachment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.9
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• pp.103-112
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• 2020

This study examined the relationship between delegation preparedness and job satisfaction in comprehensive nursing care service wards. Data were collected from 126 nurses who had been working in the comprehensive nursing care wards of five general hospitals located in Seoul and Gyeonggi Province, from May 26 to June 7, 2017. Data were analyzed using independent t-test, one-way ANOVA, and Pearson's correlation coefficients. The delegation education showed a significant difference in delegation preparedness (t=-2.77, p=.006). A statistically significant positive correlation was observed between delegation preparedness and job satisfaction (r=.43, p<.001). Job satisfaction was significantly correlated with understanding the task (r=.26, p=.003), delegation of the task classification (r=.45, p<.001), understanding the delegation (r=.35, p<.001), and delegation skill (r=.34, p<.001), which are the sub-domains of delegation preparedness. Delegation preparedness was correlated significantly with interactions (r=.46, p<.001), task requirement (r=.36, p<.001), professional status (r=.33, p<.001), administration (r=.31, p<.001), and pay (r=.20, p=.026), which are sub-domains of job satisfaction. These results highlight the need for schools and clinical settings to provide continuous education to improve the delegation preparedness for nurses in comprehensive nursing care wards.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.4
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• pp.384-395
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• 2016

Purpose: The purpose of this study was to investigate perceptions of adequacy and job performance of the nurse assistants' nursing job as evaluated by registered nurses and nurse assistants in geriatric hospitals, and by caregivers from the same hospitals. Methods: Participants included 62 registered nurses, 57 nurse assistants, and 64 patient caregivers who completed a measurement scale on the job of nurse assistants. Data collection was conducted from October to December, 2015. Data were analyzed using descriptive statistics and one-way ANOVA by IBM SPSS/WIN program version 21.0. Results: There were significant differences by items in perception of adequacy of nurse assistants' nursing job of among the three groups. There was also a significant difference in perception of the nurse assistants' job performance among the three groups. Conclusion: For nurse assistants in geriatric hospitals, the Ministry of Health and Welfare needs to develop an appropriate job practice guideline. In addition, there should be periodic courses of retraining and continuing education for nurse assistants.

• Journal of Korean Academy of Nursing
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• v.50 no.1
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• pp.1-13
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• 2020

Purpose: The purpose of this study was to construct and test a structural equation model on nursing work outcomes based on Youssef and Luthans' positive psychological capital and integrated conceptual framework of work performance. Methods: This study used a structured questionnaire administered to 340 nurses. Data were analyzed using structural equation modeling. Results: Positive psychological capital showed indirect and direct effects on job satisfaction, retention intention, organizational citizenship behavior, and nursing performance. While, the nursing work environment had direct and indirect effects on job satisfaction and nursing performance, it only had indirect effects on intention to work and organizational citizenship behavior. Additionally, a mediating effect on retention intention and organizational citizenship behavior was found between job satisfaction and nursing performance variables. Conclusion: The nursing organization needs to build a supportive work environment and reinforce positive psychological capital to improve nursing performance. Additionally, it needs to actively manage the necessary parameters involved in the stages of job satisfaction, retention intention, nursing performance, and organizational citizenship behavior of nurses. The findings propose the continuous management of nursing personnel based on nurses' attitude outcome, behavioral intention, behavioral outcome, and stage of role performance.

• Journal of East-West Nursing Research
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• v.28 no.2
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• pp.112-121
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• 2022

Purpose: This study aimed to identify the factors related to the organizational citizenship behavior of nurses in the operating room (OR). These factors include positive psychological capital, perceived organizational culture, and job characteristics. Methods: A descriptive correlational study design was used. A total of 185 OR nurses from nine general and advanced general hospitals across three metropolitan areas in South Korea completed the questionnaires. The questionnaires included items on organizational citizenship behavior, positive psychological capital, organizational culture, and job characteristics. Descriptive statistics and multiple regression analysis were conducted using SPSS/WIN 21.0. Results: The mean score for organizational citizenship behavior was 3.62 out of 5. Positive psychological capital, relationship-oriented organizational culture, and feedback on job characteristics were verified as influencing factors of OR nurses' organizational citizenship behaviors. The explanatory power of this regression model was 48.2%. Conclusion: Reinforcement of positive psychological capital of individual OR nurses and organizational efforts to endorse relationship-oriented organizational culture is required. It follows that OR nurses' organizational citizenship behavior can be enhanced based on mutual trust, cohesiveness, and feedback on their work performance.

• The Safety technology
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• no.182
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• pp.14-15
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• 2013

산업현장이 하루가 다르게 급변하면서 산업안전보건 분야 역시 빠른 변화를 거듭하고 있다. 특히 산업보건의 경우 최근 사회 전반적으로 건강과 복지가 주목을 받으면서, 급격히 발전하는 모습을 보이고 있다. 근로자 건강관리에 대한 개념도 기존의 '질병예방'이라는 소극적 틀을 벗어나 '건강증진'이라는 능동적이고 적극적 형태로 나아가고 있고, 제조업을 탈피해 건설업, 서비스업 등 다양한 산업분야로 보건관리 영역이 넓혀져야 한다는 목소리가 커지고 있다. 이처럼 산업안전보건 분야가 끊임없는 발전을 지속하는 배경에는 한국산업간호협회가 있다. 1994년 설립 이래 협회는 보건관리자인 산업간호사가 일선 현장에서 원활하게 업무에 임할 수 있도록 다양한 지원을 하는 한편 이들의 권익 신장을 위해 앞장서왔다. 또한 근로자들의 건강보호 증진을 위한 다양한 사업을 전개하는 등 산업보건의 중심축 역할을 수행해왔다. 우리나라 산업보건의 근간인 한국산업간호협회의 김희걸 회장을 만나 그동안의 활동 성과와 향후 계획 등에 대해 이야기를 나누어봤다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.7648-7655
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• 2015

Nursing service quality can vary depending on the work attitude and behavior of nurses. Nursing attitude and behavior that can be described as voluntary and proactive organizational citizenship behavior(OCB). OCB affects the work performance of nurses in clinical practice is very important and organizational justice is an important influencing factors of OCB. The purpose of this study was to determine the influential factors of organizational justice on OCB of nurses. The descriptive-correlational method was applied. The study was carried out less than a 500-bed hospital. Participants of the study included 230 nurses working in secondary hospitals. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient and multiple regression with the 18.0 SPSS/Window program. Considering the components of organizational justice, there was a significant positive correlation(r=.172~.540, p=.000) between OCB and distributive, procedural and interactional justice. Also, Total organizational justice explained 29.1% of total OCB with influencing factor (${\beta}$=.540) and was statistically significant(F=93.777, p=.000). The influencing factors to OCB were distributive justice(${\beta}$=.283) and interactional justice(${\beta}$=.249) except procedural justice. The findings suggest that strategies of nursing management are needed to focus on distributive justice for compensation and interactional justice for social relationship in order to induce nurses' organizational citizenship behavior.