• Journal of Korean Academy of Nursing Administration
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• v.20 no.2
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• pp.195-205
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• 2014

Purpose: The purpose was to identify the influence the quality of head and clinical nurses' LMX (Leader-Member Exchange) on job satisfaction and organizational commitment. Methods: The participants were 42 head nurses and 202 clinical nurses who worked in 7 hospitals with more than 300 beds in I-city. The data were collected from March 10 to April 10, 2013 using a self-report questionnaire. Data analysis was performed using hierarchical regression with the SPSS/WIN 20.0 program. Results: The mean score for head nurses' LMX quality was 3.66 and for clinical nurses, 3.51. Clinical nurses' LMX quality and age had a positive impact on job satisfaction (F=8.00, p<.001). Clinical nurses' LMX quality and marriage (not single) had a positive impact on organizational commitment (F=6.76, p<.001). Conclusion: The LMX quality of head nurse was higher than that of clinical nurses, but did not positively affect clinical nurses' job satisfaction or organizational commitment indicating that the LMX quality of clinical nurses is more important than that of head nurse. Thus head nurses should make efforts to lead their units or teams in a positive and friendly way. This positive recognition will promote greater job satisfaction and organizational commitment of clinical nurses.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.2
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• pp.206-214
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• 2014

Purpose: In this study factors affecting job satisfaction and turnover intention of nurses were explored in the context of organizational culture, self- leadership, and empowerment. Methods: Participants were 286 nurses drawn from 3 general hospitals. Data were analyzed using t-test, one-way ANOVA, Pearson correlation, and hierarchial multiple regression with the SPSS/WIN 18.0 program. Results: Significant differences in job satisfaction and turnover intention were found according to organizational culture types. Significant positive correlations were found between self-leadership, empowerment, task oriented organizational culture, relationship oriented organizational culture, innovation oriented organizational culture and job satisfaction. On the other hand, significant negative relationships were found between empowerment, relationship oriented organizational culture, innovation oriented organizational culture and turnover intention. The factors that enhance job satisfaction were found to be higher innovation-oriented organizational culture. Lower turnover intention was shown to be positively associated with relationship- or innovation oriented organization culture. Conclusion: Innovation oriented organizational culture is needed in order to raise job satisfaction and reduce turnover intention of nurses.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.3
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• pp.281-289
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• 2012

Purpose: In this study, we examined the differences and relationship between teaching style of preceptors, and personality, nursing performance, and organizational socialization of new nurses. Methods: The participants were 118 new nurses. The data collected from March to May 2011 were analyzed using descriptive statistics, ANOVA, and Pearson correlation coefficients. Results: Teaching style of preceptors was most frequently judgement-initiative, and personality of new nurses was most frequently extraversion. Nursing performance ($3.05{\pm}.59$) and organizational socialization ($3.05{\pm}.59$) of new nurses were at an average level. Nursing performance and organizational socialization of new nurses were not significantly different according to teaching style of preceptors. Significant correlations were found between personality and nursing performance, and between personality and organizational socialization. Conclusion: These findings indicate that changes in perceived teaching style of preceptors and personality of new nurses may be necessary to increase efficiency of preceptorship related to nursing performance and organizational socialization of new nurses. The above-mentioned results should be reflected in the development of effective preceptor training programs.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.3
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• pp.290-300
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• 2012

Purpose: The purpose of this study was to investigate differences in professionalism, organizational citizenship behavior and psychological ownership between nurses and nurse officers. Method: A cross-sectional survey was conducted with 1017 hospital nurses and military nurse officers. The instruments used were the Korean Version of Hall's Professionalism Inventory' modified by Baek (2007), Organizational Citizenship Behavior Qquestionnaire(OCBQ) modified by Lee (2006), and the Psychological Ownership Inventory' developed by Van Dyne and Pierce (2004). Results: The average score for military nurse officers professionalism was 3.15, for organizational citizenship behavior, was 3.43 and for psychological ownership, 3.64. These scores were higher than the scores for hospital nurses. There were significant positive correlations between the variables(r=.47~.581, p<.001). Conclusion: The results of this study indicate an affirmable outcome and that the significant variables affected levels of Professionalism, Organizational citizenship behavior, and Psychological ownership. So in order to improve the level of variables, there is a need to consider strategies related to organization, work environment and conceptualization as related to the variables.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.1
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• pp.97-105
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• 2002

The purposes of this study is to identify the relationship between coping strategies and the nursing organizational effectiveness in hospital nurses and to provide the basic data concerning the development of job stress management program for hospital nurses. The subjects showed that the twenties and single nurses who had worked under one year used more frequently 'the avoid and the symptom coping strategies' better than 'the control'. Also, they showed significantly lower satisfaction and higher 'the intent to leave' than others. The main factors that affected the satisfaction and 'the intent to leave' were age and the control coping strategies.In conclusion, this study showed that the staff nurses who were twenties, single, and new employed used more frequently 'the avoid and symptom management coping strategies' than others. Also they showed lower satisfaction and higher 'the intent to leave' than others. So Age and the control coping strategies should be considered in the development of staff nurses' stress management program. Especially, it was needed to focused on the nurses who were twenties, single, and new employed.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.4
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• pp.563-574
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• 2002

Purpose : This study was designed to compare importance of the types of leadership-followership combination in the nursing organization. Method : The subjects of this study were nurses working in the hospital. They were recruited 490 from three medical centers. Data were collected by using self-reported questionnaires from April 8th to 18th, 2002. Result : The results were as follows; 1) It appeared that the most important type of leadership-followership combination for job satisfaction in the nursing organization was the transformational leadership-effective follower, however the most important type of leadership-followership combination for organizational commitment was the transformational leadership-the conformist. 2) According to analysis of partial correlational coefficient to compare the importance of variables, the leadership-followership combination type was the more important than other variables: education, age, duration of job, religion, marriage. Conclusion : With these findings, it was found that the most proper type of leadership-followership combination in nursing organization was the transformational leadership-effective follower for job satisfaction and the transformational leadership-the conformist for organizational commitment. So these results will be used to develop a more effective staffing management strategies to improve the effectiveness of nursing organization.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.4
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• pp.641-650
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• 2003

Purpose: The purpose of this study was to examine the performance, autonomy, and organizational commitment of the preceptors. Methods : The sample consisted of 29 nurses in one university hospital. The data were collected through a questionnaire survey of performance, autonomy, empowerment, and organizational commitment conducted from May through August. 30, 2003. The subjects accepted preceptor training for 26 hours, which was conducted by a researcher. The contents of the training program consisted of an introduction to preceptorship, nursing organization, teaching and learning methods, interpersonal relationships, organizational management, self management, and basic nursing practice. Analysis was performed by SPSS for percentile, mean, standard deviation, and correlation using the paired t-test. Results : Our study results showed that performance, autonomy, empowerment, and organizational commitment were significantly altered by training. After education for preceptors, performance, autonomy, empowerment, and organizational commitment were all enhanced. Performance was related with empowerment, and not with autonomy. Conclusion : This study suggests that the application of preceptorship as a nursing management intervention can benefit organizational efficiency.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.3
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• pp.303-312
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• 2016

Purpose: The purpose of this study was to identify relationships among self-esteem, social support, nursing organizational culture, experience of workplace bullying, and the consequences of workplace bullying in hospital nurses, and then to provide basic information for developing workplace bullying prevention programs. Methods: Participants were 122 hospital nurses from three general hospitals. Data collection was done during April and May 2015. Data were collected using self-report questionnaires which were used to identify participants' characteristics, self-esteem, social support, nursing organizational culture, and workplace bullying. Results: Approximately one quarter of the nurses had experienced workplace bullying in the past six months. Hierarchical regression analysis showed that experience of workplace bullying (${\beta}=.45$) and self-esteem (${\beta}=-.31$) explained 53.3% of the variance in consequences of workplace bullying. Conclusion: Based on the findings that experiencing workplace bullying and having a low self-esteem were likely to increase workplace bullying in hospital nurses, there is a need to develop prevention and intervention programs on avoiding or dealing with workplace bullying.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.5
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• pp.636-646
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• 2013

Purpose: This study was done to provide data that would contribute to effective task performance in clinical nursing and development of nursing professional by understanding job stress, job satisfaction and organizational commitment according to Life Organization (LIFO) behavior types of novice nurses. Methods: This study was a cross-sectional survey and the participants were 313 novice nurses who worked in one university hospital located in the city of Gwangju. Data were collected through the structured questionnaires that included general characteristics, job stress, job satisfaction, and organizational commitment scales. Collected data were analyzed using descriptive statistics, and ANOVA with SPSS/WIN 19.0. Results: Regarding job stress according to LIFO behavior types of novice nurses, there were statistically significant differences between the favorable situation and the unfavorable situation. There were also statistically significant differences regarding the organizational commitment according to LIFO behavior types. Conclusion: The results indicate a difference in behavior patterns of novice nurses that suggest a need for education in order to reduce stress from the job and enhance organizational commitment by developing each nurse's preferred pattern and compensating for unfavorable patterns, as well. There also needs to be nursing resources that take into consideration behavior patterns of novice nurses.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.4
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• pp.421-430
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• 2007

Purpose: The objective of this research is to explore the degree of conflict of nurses, and the relationships among conflict, job satisfaction, and organizational commitment for providing effective management of nurses. Methods: The research was conducted from July 1 to 31, 2006, with a survey of 280 nurses at seven general hospitals in Seoul. The survey tools were used Rizzo et al(1970)' tool for role conflict and role ambiguity Park(1988)'s tool for vertical conflict, and horizontal conflict, Park-Yoon's tool for job satisfaction(1992) and Mowday et al(1979) for organizational commitment. The acquired data were analyzed with SPSS using descriptive methods, t-test, ANOVA, LSD, Pearson correlation coefficient. Results: Overall conflict of nurses showed 3.00 .Job satisfaction of nurses revealed 3.12, and organizational commitment showed 3.34. The relationships between conflict and job satisfaction showed -65.6%. The relationships between conflict and organizational commitment revealed -56.2%. Conclusion: Conflict management is important factor of management for increasing job satisfaction and organizational commitment. It is needed that orientation and education program of detailed job description for nurses.