• 간호행정학회지
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• 제17권4호
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• pp.538-550
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• 2011

Purpose: The purpose of this study was to review articles, thesis and dissertation on turnover intention of hospital nurses in order to identify overall trends in turnover intention of nurses and suggest strategies for reducing turnover intention. Method: Thirty research papers on turnover intention of nurses were reviewed. Result: These papers were journal articles and thesis regarding nurses who worked in general wards, intensive nursing units, and emergency rooms in hospital. The tools used to measure turnover intention were Lawler (1983), Mobley (1982), and Lee (1995), and others. Most of tools were composed of 1-11 items, with 4-7 point Likert scales. Reported reliability was .55 to .91. The mean score for turnover intention was between 2.40 and 3.85. The important results revealed that job satisfaction, organizational commitment, and stress affected turnover intention of hospital nurses. Conclusion: The findings from this review indicate that to reduce turnover intention for hospital nurses, a nurse manager should increase job satisfaction, organizational commitment, and reduce stress by developing a good culture and work climate. Moreover it is necessary to assess stress and job satisfaction of nurses, and to manage nurses' welfare, including night duty policy, salary, and career ladder.

• 한국간호교육학회지
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• 제15권2호
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• pp.205-215
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• 2009

Purpose: This paper was intended to identify various kinds of specialized in-service educational programs in the hospital. Method: The data was collected from June to July, 2006. The subjects were 67 general hospitals in Korea. Result: Specialized in-service educational programs were present at 36 general hospitals. Thirty-three programs were operating in the field of intensive care nursing. The purposes of specialized in-service education programs were to improve the quality of nursing care. Conclusion: Since the clinical nurse specialist was legally established in 2005 in Korea, various kinds of specialized in-service education programs for nurses are needed under the organized framework of the career development system.

• 근관절건강학회지
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• 제22권3호
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• pp.195-204
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• 2015

Purpose: The purpose of this study was to identify the effect of interpersonal relation and job stress on nursing performance among male nurses. Methods: This study was cross-sectional descriptive one. The data were collected from self-administered questionnaires by 110 male nurses members affiliated with the Korean Man Nurses Association. The data were analyzed using descriptive statistics, independent t-test, one way ANOVA with Duncan test, Pearson correlation, and stepwise multiple regression with the SPSS/WIN 21.0. Results: The average scores of interpersonal relation, job stress, and nursing performance were respectively 3.64, 3.10, 3.63. Nursing performance was high in married, good health condition, manager, and high salary among male nurses. Nursing performance showed significant positive correlation with interpersonal relation (p<.001), and a significant negative correlation with job stress (p=.010). Influencing factors of nursing performance among male nurses were interpersonal relation, health status, total duration of career, position, and the adjusted $R^2$ of the regression model was 42%. Conclusion: The results suggest that we need to develop a training program to improve the nursing performance of the male nurses.

• 부모자녀건강학회지
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• 제19권1호
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• pp.1-8
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• 2016

Purpose: This study was done to investigate the level of family support, job stress in clinical nurses end identify the participant's individual characteristics that influenced each of them. Methods: This study was a descriptive correlational study. The participants were 192 clinical nurses working in local middle range hospitals. The data were collected from May to June, 2013 and analyzed using descriptive statistics, t-test and Pearson's correlation by PASW statistics20. Results: The item mean score for family support was 21.01 and job stress was 98.89. There was a statistically significant negative correlation between family support and job stress (r=-.12). The level of job stress differed according to age (p=.014), duration of career (p=.013), department area (p<.001), position (p=.005), work duty form (p<.001), family member (p=.021), burden (p=.031), marital status (p=.001) and satisfaction (p<.001). Conclusion: Family support is needed to reduce job stress. Also, job satisfaction improvement programs and effective working systems should be developed to decrease the nurse's workplace stress.

• 기본간호학회지
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• 제10권1호
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• pp.87-95
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• 2003

Purpose: The purpose of this study was to identify nurses' knowledge of pain and provide basic data for development of pain management education programs. Method: The participants in the study were 764 nurses working at seven medical centers in Youngnam area. The instrument used in this study consisted of 22 items on pain knowledge. The data were collected between March 1 and June 30, 2002 using a self-administered questionnaire. Analysis of data was done using descriptive statistics, t-test, ANOVA and Scheffe test with the SPSS program. Result: 1) The average score for pain knowledge was 13.63 (total possible score, 22). 2) The highest item with correct response rate for knowledge of fain was identifying 'Tylenol as opioid or non-opioid.' and the lowest was for 'When opioids are used for pain relief for 3-6 months, what percent of patients are likely to develop opioid addiction?' 3) Nurses' knowledge of pain was significantly different according to age (F=7.040, p=.000), education (F=3.385, p=.034) and work career (F=6.101, p=.000). Conclusion: The above findings indicate that it is necessary to develop a comprehensive pain management education program and continuously provide the medical team with new knowledge about pain.

• 기본간호학회지
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• 제10권1호
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• pp.37-46
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• 2003

Purpose: This study investigated the burden of preceptors in order to improve preceptorship in nursing practice. Method: The participants were 170 preceptors at three hospitals in Pusan. The data were collected using questionnaires completed between July and September 2002, which included items to measure burden and opinions to reflect the demands of preceptors. They were analyzed using mean score, frequencies, and content analysis. Result: 1) The preceptors had an average of 6.3 years of clinical experience, while the practical career of a preceptor averaged 1.9 years. The average period of new nurse education was 5.5 weeks. Each year, 1.9 new nurses were trained per preceptor. 2) Of the preceptors 54.7% had received compensation without formal rules. but 54.1% did not want to serve further as preceptors because of overwork, lack of educational preparation, and lack of compensation. They were looking for solutions for existing problems. 3) Preceptors indicated that the major burden was having to repeat explanations to each preceptee, they were too busy to serve as preceptors, and their colleagues' had excessive expectations. Conclusion: We recommend practical management, including supplementary manpower, an education program, and compensation provided by the hospital administration with cooperation from colleges.

• Child Health Nursing Research
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• 제23권4호
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• pp.459-469
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• 2017

Purpose: Nurses experience burnout related to various factors. For this descriptive research job stress, compassion satisfaction, and compassion fatigue were examined as to their relationship to burnout in nurses from children's hospital. Methods: The participants were 305 nurses working in children's hospital. Self-report questionnaires were used to measure job stress, compassion satisfaction, compassion fatigue and burnout. Results: Nurses in children's hospital experienced a greater than moderate degree of job stress, compassion satisfaction, compassion fatigue and burnout, whereas differences existed according to general characteristics. Job stress, compassion fatigue and burnout showed a significant positive correlation and results of compassion fatigue and burnout were similar. Also, job stress, compassion satisfaction and compassion fatigue were associated with burnout in nurses working in children's hospital. Conclusion: Findings indicate that as longer work experience is accompanied by higher job stress and burnout, it is necessary to develop intervention programs to reduce burnout among career nurses exposed to greater job stress in children's hospital.

• 한국직업건강간호학회지
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• 제26권1호
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• pp.55-64
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• 2017

Purpose: This study was performed for the effective management of nursing organization as surveyed choice motives and job satisfaction about nurses who changed to public hospitals. Methods: This study is a descriptive study. This study surveyed 214 nurses who changed jobs to public hospital in six Gyeonggi-do hospitals from October 23 to November 20, 2015. The collected data were analyzed for descriptive statistics, t-test, one-way ANOVA, sheffe test, multiple linear regression analysis using the SPSS/WIN 21.0 program. Results: Most of the nurses chose public hospitals due to benefits correspond to public officials. They had worked in general hospitals located on provinces and changed jobs due to a heavy workload and low benefits. Of the participants 84.1% were satisfied with changing jobs to public hospitals and the advantages of public hospitals of their choice were job stability and good employee benefits(guaranteed maternity and paternity leave, etc). On the other hand there were complaints about low salaries compared to the workload after changing jobs to public hospitals. Conclusion: Hospitals need to enhance job stability and provide nurses with good employee benefits to reduce turnover rate.

• 성인간호학회지
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• 제28권6호
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• pp.680-690
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• 2016

Purpose: This study was designed to identify knowledge, attitude, environment, and self-efficacy among perioperative nurses in terms of radiation protection and to describe those factors affecting radiation protection behaviors. Methods: The sample was comprised of 128 perioperative nurses who agreed to participate in this descriptive study. Data were collected from a self-administered questionnaire and were analyzed using the t-test, analysis of variance, Mann-whitney U test, Kruskal-Wallis test, Pearson's correlation, and multiple regression analyses. Results: Radiation protection behaviors were significantly different by participant's gender, length of career as a perioperative nurse, educational level and prior experience with radiation protection education. Radiation protection behaviors were significantly correlated with radiation protection environment and self-efficacy in terms of radiation protection behaviors. In the multiple linear regression models, radiation protection environment and self-efficacy on radiation protection behaviors were statistically significant predictors of radiation protection behaviors, which accounted for 50.3% of variance in dependent variable. Conclusion: This study concluded that radiation protective environment in operating room is important to promote radiation protective behaviors and radiation safety management program to enhance self-efficacy is highly recommended.

• 간호행정학회지
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• 제15권3호
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• pp.336-345
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• 2009

Purpose: The purpose of this study was to examine job status and job satisfaction among clinical research coordinators. Method: Subjects were 91 clinical research coordinators participating in clinical trials at hospitals in Korea. Data were collected from July to August, 2008 using a structured questionnaire that include informed consent, and question as pertaining to, general characteristics, job related characteristics, and job satisfaction. The collected data were analyzed using SPSS 12.0 version. Result: Almost half of the subjects were called as nurse researcher. Major tasks included participant screening (100%), participant scheduling (100%), and obtaining informed consent from participants (98.9%). The most difficult aspect of work was salary (28.6%). The mean score on the job satisfaction was 80.21 (range: 54.00-109.00). Item related to promotion ranked lowest in job satisfaction. There were significant differences in job satisfaction according to the type of hospital (t=-3.640, p<.001), title (t=7.894, p=.001), and route for information of CRC (t=4.970, p=.001). Conclusions: Subjects feel poorly compensated, unrecognized, and perceive a limited career path. These factors are likely to diminish job satisfaction over time. Attention to these aspects through education program and criteria for clinical research coordinators could be helpful.