• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.5
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• pp.125-136
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• 2016

The purpose of this study is to qualitatively examine the nature of the stress experience of nurses in reemployment after career interruption using a phenomenological method. The subjects were nurses who were reemployed after working in medical institutions and experiencing three years or more of career interruption. The collected data showed five categories of themes: "the gaps between reality and earlier expectations," "getting hurt because of the worsening relationship with younger superiors," "struggling to adapt oneself to the changing work environments," "getting exhausted as a supermom," and "struggling to survive as a professional." The findings suggest that career-interrupted nurses who are considering finding a new job should be educated to make decisions on where to work. They should be provided with the right information on the environments of hospitals and with educational programs before reemployment to establish their roles as professional nurses. In addition, it is important to increase the diversity and accessibility of retraining programs that can adapt to the changing healthcare environment. It is necessary to develop career break programs so that nurses can successfully adapt to reemployment, to promote professionalism in the work environment, and to look for ways that can inspire nurses who have experienced career interruption.

• Journal of Convergence for Information Technology
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• v.8 no.1
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• pp.43-51
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• 2018

The purpose of this study was to develop a mentoring program to support the professional growth of new nurses and to check the effectiveness. This mentoring program was developed by research teams and mentoring professionals based on Benner's theory. The data was analyzed using SPSS 18.0 program. The average of satisfaction of mentoring program in the mentees is 4.31 higher than mentor as 3.77. The highest scored item was 'need of mentoring program', the lowest one was 'mentoring program period and number of meetings'. Finally based on the results of the research, the duration of the mentoring program was changed to the six months. A steady support of the organizational policy about mentoring program is required to secure an outstanding nursing workforce.

• The Journal of the Korea Contents Association
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• v.17 no.3
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• pp.178-188
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• 2017

This study is a descriptive research on the subjects of hospital nurses to investigate the effect of job satisfaction and fatigue on their nursing professional attitudes. The subjects were 262 nurses working at five general hospitals in J and S cities. Data collection was conducted from December 2014 to January 2015 using structured questionnaires on job satisfaction, fatigue and nursing professional attitudes. As a result of the study, nurses' nursing profession attitude was high in 30 year old and married nurses, and in clinical experience of either less than a year or more than six years, and nurses' nursing profession attitude was higher in charge nurses and head nurses than in general nurses. The most influential factors affecting the nursing professional attitude were job satisfaction, clinical career, and fatigue in that order. These findings provide theoretical evidence to explain the importance of job satisfaction and fatigue variables in influencing factors on nursing professional attitude. Therefore, in clinical practice, it is necessary to develop and implement an education program to improve nursing professional attitudes by considering nurses' job satisfaction, clinical career and fatigue level.

• The Journal of the Korea Contents Association
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• v.11 no.1
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• pp.284-293
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• 2011

This study was conducted to investigate factors contributing to clinical competence for nurses. A descriptive correlational study design was used. Participants were 163 nurses from a general hospital. Data were collected using self-administerd questionnaire. There were significant differences in clinical competence according to scholarship, department type, preceptor experience, future plan, continuing education participation. The clinical competence had significant correlations with the clinical experience, critical thinking disposition and clinical decision making. Factors influencing clinical competence were critical thinking disposition, department type, and clinical experience, which explained about 50.3% of total variance. we suggest that continuing education program to enhance critical thinking disposition warranted for development of clinical competence for nurses.

• Journal of Korean Academy of Nursing
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• v.53 no.1
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• pp.28-38
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• 2023

Purpose: This study aimed to provide a theoretical basis for career anchors of nurses by defining and organizing its concept. Methods: Using the Walker and Avant concept analysis, a total of 29 articles were analyzed through a literature search in this study. Results: The career anchors of nurses are individual career choice motives, a self-concept where in competency and values are harmonized, which act as a desire for growth and development in nursing, and are actions that maintain careers. Additionally, they indicate the direction for achieving individual career goals and act as a core value expected of nurses by nursing organizations, indicating continuous and integrated professional growth and development of the nursing profession. Conclusion: The career anchors of nurses identified in the results contribute to securing patient safety, providing quality care through policies, institutionalizing bases for career development, preventing nurse turnover, and retaining skilled nurses.

• Journal of Digital Convergence
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• v.16 no.5
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• pp.317-327
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• 2018

The purpose of this study is to understand the mediating effect of nursing organization culture in the process of emotional labor of nurses to turnover intention. The subjects were 363 nurses working at general hospitals at G city and analyzed using SPSS 21.0 from October 17, 2017 to October 31, 2017. As a result of research, relationship-oriented culture and innovation-oriented culture partially mediated the relationship between emotional labor frequency and turnover intention in relation to emotional labor and turnover intention. The results of this study show that the importance of nursing organizational culture to improve the organization's smooth relationship and cohesion can be lowered by creating a positive correlation with desirable emotional expression. Therefore, it is necessary to develop an organizational culture by applying educational programs to reduce the turnover rate of new nurses and career programs for career nurses.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.9
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• pp.599-609
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• 2016

This study aimed to review and summarize the trends in research pertaining to the compassion satisfaction of nurses in Korea and to make suggestions for future research. For this study, RISS, KISS, NDSL, and National assembly library databases were searched using the key words 'nurse' and 'compassion satisfaction' or 'professional quality of life' and 'nurse'. Eighteen papers on compassion satisfaction of nurses were reviewed. This was a non-experimental study (100%), and included hospital nurses (100%). The general characteristics of interest pertaining to compassion satisfaction were age, position, career, educational status, and etc. The variables with respect to compassion satisfaction were burn out, compassion fatigue, job satisfaction, resilience, and etc. The findings of this study provide preliminary data on research trends in the compassion satisfaction of nurses. Nursing managers need to maximize strategies to enhance compassion satisfaction of nurses. A qualitative study and a development of a program focused on compassion satisfaction are recommended for future research.

• Journal of Korean Clinical Nursing Research
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• v.24 no.1
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• pp.67-73
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• 2018

Purpose: This study was done to explore the relationship between expectations of the clinical ladder system (CLS), career commitment and turnover intention in nurses employed in small-medium sized hospitals. Methods: Participants were 154 nurses from 3 small-medium sized hospitals in Gyeonggi Province and Gwangju City. From February, 8 to April, 14, 2017, self-report questionnaires were collected and analyzed using frequency, t-test, ANOVA, $Scheff{\acute{e}}$ test, and Person correlation coefficients. Results: Of the participant nurses, 61% perceived the CLS as needed. The mean score for expectation of CLS, career commitment, and turnover intention on 5-point scale were 3.38, 3.17, 3.21, respectively. There were no significant differences in expectation of CLS according to general characteristics, but career commitment and turnover intention did show significant differences depending on age, position, type of work shift. Expectation of CLS correlated positively with career commitment (r=.23, p=.005), and career commitment correlated negatively with turnover intention (r=-.49, p<.001). Conclusion: The results of this study show that there is a need to adopt the clinical ladder system to improve career commitment.

• Journal of Digital Convergence
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• v.16 no.9
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• pp.269-278
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• 2018

The purpose of this study is to investigate the effects of clinical nurse's emotional intelligence (EI) and core self-evaluation (CSE) on career commitment. Subjects were 462 clinical nurses at two general hospitals in Seoul, and survey was conducted from May to July, 2017. Data were analyzed by t-test, ANOVA, Pearson's correlation coefficients and stepwise multiple regression analysis. The results showed that career commitment was correlated with EI or CSE (r=.28, p<.001; r=.34, p<.001). EI was correlated with CSE (r=.44, p<.001). CSE, spouse status, EI, position, subjective health status, and working department were identified as the factors affecting the clinical nurse's career commitment ($R^2=.21$). To improve career commitment, it is necessary to assess clinical nurse's EI and CSE according to subjective health status, and to be considered marriage, position, and working department in developing a career convergence program.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.11
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• pp.230-235
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• 2016

The purpose of this study was to investigate the stress from work and stress coping methods of hospital nurses. The study design was a descriptive survey research. There were a total of 168 hospital nurses included in this study. Data were analyzed by t test, ANOVA (Sheffe's test), and Pearson's correlation coefficient using SPSS/WIN17.0. The stress level from work was 4.27 and stress coping methods was 2.67. Marital status was positively correlated with education level, current department, career duration, and current position. The education level was positively correlated with career period and current position. Current position was positively correlated with stress coping methods. A further follow-up study on nurses in hospital is necessary to relieve stress from work and to increase better stress coping methods. Moreover, to decrease the stress from work of nurses, it is necessary to develop a program that helps them to cope with stress. In addition, these findings contribute to the development of such program.