• Journal of Korean Academy of Nursing
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• v.34 no.2
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• pp.270-277
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• 2004

Purpose: The purpose of this study was to investigate the relationship between decision-making factors(theoretical knowledge, expertise, empowerment, intuition) and participation in proportion to nurses's clinical experience. Method: Data was collected by quota sampling from July 10, 2001 to August 22, 2001 from 132 clinical nurses who work for 3 General hospitals. Data was analyzed using SPSSWIN 10.0 with crosstab, ANOVA, and stepwise multiple regression. Result: Expertise(F=34.347, p=.000), empowerment(F=29.316, p=.000), and participation(F=3.276, p=.041) were significantly different among 3 clinical experience groups. Clinical experience correlated with expertise(r=.551, p=.000) and empowerment(r=.492, p=.000), and Decision-making participation also correlated with expertise(r=.351, p=.000) and empowerment(r=.265, p=.002). Decision-making participation is effected by theoretical knowledge(under 3.00yr clinical experience), expertise(3.01-5.00yr), and empowerment(above 5.01yr). Conclusion: These findings indicate that factors(theoretical knowledge, expertise, or empowerment) on decision-making participation varies as nurses's clinical experience differs. Therefore, decision-making needs bilateral agreement between staff nurses and nurse managers rather than the responsibility of one.

• The Journal of the Korea Contents Association
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• v.16 no.10
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• pp.617-626
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• 2016

This study was a descriptive research investigating the impact of simulation-based learning on the problem solving process and clinical competence of new nurses. The 202 participants were new nurses who have provided nursing care for less than 12 months have experienced simulation-based learning more than once in their undergraduate courses. This study found that the number of times participants have experienced the simulation-based learning had no correlation with their problem solving process and clinical competence, but simulation design features correlated with their problem solving process and clinical competence. The results of clustering analysis that examined differences in the effects on problem solving process and clinical competence by classifying simulation design features by clustering also showed significant differences. This study has confirmed the importance of simulation design to simulation-based learning in nursing education. We hope that the findings of the study will be used for effective operation of simulation-based learning. In the future, objective assessment methods will be required to evaluate the effects of simulation-based learning provided in undergraduate courses on nurses' clinical competence.

• Journal of Digital Convergence
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• v.13 no.10
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• pp.415-424
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• 2015

This study was done to identify the influence of emotional labor, job stress and burnout on somatization of nurses live in convergence era. The participants were 387 nurses in D hospital. The average mean score for emotional labor was 3.25, occupational stress was 3.60, burnout was 3.10, and somatization was 2.18. For relations with general characteristics, there was a statistically significant difference in somatization according to age, marital status, educational level, work unit, total clinical career, present department career, position, monthly salary, shift and job satisfaction. Somatization was found to be in a significant positive correlation with emotional labor, occupational stress and burnout. As a result, factor influencing somatization was burnout. This predictor accounted for 29.6% of variance in somatization. The findings of this study showed that burnout was major influencing factor on somatization of nurses. Therefore, it is necessary to develop strategies that can reduce somatization by controlling burnout.

• Journal of the Korean Data and Information Science Society
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• v.27 no.5
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• pp.1361-1373
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• 2016

This study was undertaken to investigate the influence of teamwork skill and decision making competency on nursing work performance. A total of 170 nurses more than one years working experience were recruited from two university hospitals. Data were collected during March, 16 to 25, 2016 using a structured self-report questionnaires. Data were analyzed using the IBM SPSS/WIN 21.0 program. Teamwork skill and decision making competency for nursing work performance showed significant positive correlation. The significant predictors of nursing work performance among nurses were total clinical experience (${\beta}=.23$, p<.001), teamwork skill (${\beta}=.61$, p<.001) and decision making competency (${\beta}=.13$, p=.015). These variables explained 66% of the variance in nursing work performance among nurses. The results indicate that nurses' teamwork skill and decision making competency are factors positively influencing on nursing work performance.

• Industry Promotion Research
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• v.2 no.2
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• pp.7-13
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• 2017

This study analyzed the effect of human resource management on the performance of franchise restaurant workers. First, employment management of franchisees did not have statistically significant effect on business performance. Second, evaluation management (p<.05, ${\beta}=1.887$) showed a significant effect on job improvement, but did not affect financial performance significantly. Third, career management (p<.05, ${\beta}=1.715$) was found to have an impact on financial performance, but it did not significantly affect job performance. Fourth, there was a somewhat higher correlation between job improvement and job management (.441), job improvement and evaluation management (.476), p<.01, and financial performance and employment management (.375) (.356), and financial performance and career management (.371) were found to be correlated with p<.05 significance level. This study analyzes the effect of human resources management on the performance of franchise restaurant workers, and finds out the importance of characteristics of factors such as recruitment management, career management, and evaluation management. Research has significance.

• Journal of Korean Critical Care Nursing
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• v.15 no.3
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• pp.51-61
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• 2022

Purpose : This study aimed to verify the effectiveness of the clinical ladder system (CLS) by identifying the perception of the CLS, professional self-concept, self-efficacy, and organizational commitment among intensive care unit (ICU) nurses. Methods : Data were collected through a questionnaire survey of 173 nurses working in 11 ICUs at a tertiary hospital in Seoul. Results : The perception of the CLS, self-efficacy, and organizational commitment showed significant difference according to the CLS level. As a result of the partial Spearman correlation analysis after adjusting for demographic difference according to CLS (age, marital status, education, and clinical career), CLS positively correlated with the perception of the CLS (r=.16, p=.045), professional self-concept (r=.24, p=.001), and self-efficacy (r=.21, p=.007). On the contrary, organizational commitment negatively correlated with the perception of the CLS (r=-.43, p<.001) and self-efficacy (r=-.32, p<.001). Conclusion : The CLS is effective for professional self-concept and self-efficacy. However, specialists 2 nurses, who had high professional self-concept and self-efficacy, showed low level of organizational commitment. Thus, it is necessary to examine the factors of work burden and career plateau that are imposed after promotion and improve experience and planning according to the growth needs. Moreover, regular evaluation of the CLS will require hospital support to ensure that ICU nurses appreciate and actively participate in the support.

• Perspectives in Nursing Science
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• v.11 no.2
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• pp.123-131
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• 2014

Purpose: The purposes of this study were to assess the efficacy and usefulness of the career ladder program in a hospital and to evaluate nurses' satisfaction with the program. Methods: The study was conducted using a survey consisting of 14 questions on the appropriateness, necessity and usefulness of the career ladder program. The data were gathered from 403 nurses in a hospital. We assessed differences in responses according to the participants' workplace, age, educational background, marital status, experience (total years and years at current working place). We analyzed the data using SPSS/WIN 12.0. Results: Nurses acknowledged that the career ladder program is necessary and profitable within the nursing field, but they worried about the appropriateness of the nurse's role at each career level and rationality of the portfolio. The study also identified nurses' characteristics that were significant factors in explaining nurses' satisfaction with the career ladder program. Finally, we identified complaints and improvements for the program. Conclusion: We assessed differences in attitude towards the career ladder program according to nurses' characteristics.

• Journal of Korean Clinical Nursing Research
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• v.18 no.3
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• pp.341-353
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• 2012

Purpose: This study was done to construct a hypothetical model to explain the factors influencing career commitment of nurses. Methods: Three factors (individual internal-, job- and career-characteristics) and 8 sub-factors were measured with Likert scales. Data collection was conducted from Jan. 11 to 31, 2011 using self-report questionnaires. Participants(738 nurses) were selected from 6 hospitals in 2 metropolitan cities of South Korea. Collected data were analyzed using SPSS Window 16.0 and Amos 19.0. Results: 1) Among the 3 factors, career commitment was most strongly influenced by career-characteristics. 2) Career commitment wasinfluenced by organizational-career-management but not by personal-career-management. 3) Career commitment was influenced by individual internal-characteristics but not by job-characteristics. 4) Of the 8 sub-factors, career commitment was most strongly influenced by desire-for-growth but not by self-efficiency. Conclusion: The results of this study indicate that in order to improve career commitment of nurses it is necessary to implement custom-made career development policies considering individual characteristics in the organizational level.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.4
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• pp.458-466
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• 2008

Purpose: The purpose of this study was to identify the effects of perceived organizational support on organizational commitment and career commitment of nurses. Method: The subjects of this study were 336 nurses who were working in the 6 hospitals. The data were collected by structured questionnaire from Oct. 9 to Nov. 7 of 2006. Data were analyzed using descriptive statistics, t-test, ANOVA, Scheffe test, Pearson correlation coefficients, and multiple regression. Results: The mean score of POS was 2.87, organizational commitment was 3.30 and career commitment was 3.08. The POS was positively correlated with organizational commitment and career commitment. The POS and marital status explained 21.3% of the variance for affective commitment, 12.1% of the variance of continuous commitment. The POS and career explained 14.8% of the variance for career commitment. Conclusion: The findings showed that POS was important factor for enhancing organizational commitment and career commitment of clinical nurses. Therefore, the nurse manager must establish the strategies to improve the POS of the nurses in order to promote the organizational commitment and career commitment.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.4
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• pp.624-632
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• 2006

Purpose: This study is performed to develop the contents of career ladder program for nurses in a hospital. And this study present the appropriate strategies of career ladder program using the clinical ladder in clinical nursing field in Korea. Methods: The method of the study were modified Delphi technique with professional group for identifying nursing domains, steps of career ladder system and managerial strategy. Result: We identified tool of the nursing domains; nursing patient, quality approvement and research, development of human resources, leadership and qualifications of promotion and contents of ladder of each level. We created expected role consisted of clinical ladder and classified 4 steps; novice, competent, proficient, expert. And finally managerial principles and application process are presented in this study. Conclusions: Development of career ladder program at a hospital was not need many time consumption but very important tool of nursing profession. And it is needed to validate and refine the tool developed continuously.