• The Korean Journal of Health Service Management
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• v.6 no.2
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• pp.45-56
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• 2012

The purpose of this study was to investigates the Autonomy and Job Satisfaction of the Nurses. The data was collected by distributing structured questionnaires to 317 nurses in 4 secondary hospitals located in Pusan, from July 1 to 31, 2010 and analyzed by t-test, ANOVA, Pearson correlation coefficient. The average autonomy level of nursing professionals was $135.30{\pm}8.04$ points. The average nurse's job satisfaction was $3.12{\pm}.35$ points. There was significant difference according to age, career and position in autonomy level of nursing professionals. There was significant difference according to age, marital status, career, position and monthly income in nurse's job satisfaction. The correlation between autonomy and job satisfaction of the nurses showed to be positively correlated at r = .426. Therefore, It is necessary to research into the methods to enhance the autonomy levels of nursing professionals and nurse's job satisfaction. It is necessary to develop education and policy programs for nurse's autonomy and nurse's job satisfaction.

• Journal of Korean Academy of Nursing
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• v.38 no.2
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• pp.310-320
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• 2008

Purpose: The purpose of this study was to describe the essential structure of the postmortem- examination experiences of nurse career coroners (forensic investigators), to have a profound understanding of their experiences, and ultimately to lay the foundation for nurses' entry into the field of forensic nursing. Methods: The subjects in this study were six coroners. After an in-depth interview from January to June 2007, the collected data were analyzed by Colaizzi as qualitative research. Results: Four categories emerged from seven theme clusters. The four categories were: attracted by being dubbed a stabilized public official, a sense of achievement due to having clarified false death, self-confidence after distinguishing the victim and the wrongdoer, eternal developmental potential is seen. Conclusion: It is expected that this study will provide useful information for nurses who are interested in becoming coroners. It will be helpful for career nurses to extend their nursing science into emerging fields like coroners and select a follow-up career.

• 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 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.

• Child Health Nursing Research
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• v.23 no.1
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• pp.10-18
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• 2017

Purpose: The purpose of this study was to identify personal, contextual, and cognitive factors influencing the career preparation behavior of Korean nursing students. In this study, an examination was done of the fitness of a path model for the relationship among these factors based on the social cognitive career theory. Methods: The participants were 413 nursing students in South Korea. Data were collected using self-report questionnaires that included self-esteem, social support, self-efficacy, outcome expectation, career decision level, and career preparation behavior. Data were analyzed using descriptive statistics, Pearson correlation analysis, and path analysis. Results: The factors influencing career preparation behavior were self-efficacy, career decision level, self-esteem, outcome expectation, and social support. The factors influencing career decision level were self-efficacy, outcome expectation, self-esteem, and social support. Conclusion: The findings indicate that self-efficacy is an important factor influencing the career behavior of Korean nursing students. Nurse educators should consider personal, contextual, and cognitive factors of nursing students and develop systemic career guidance programs to help nursing students' career preparation behavior.

• Korean Journal of Occupational Health Nursing
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• v.21 no.2
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• pp.108-115
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• 2012

Purpose: The purpose of this study was to investigate the relationship of psychiatric and community mental health nurses' job satisfaction. Methods: This was a descriptive and correlational study in which 151 psychiatric and community mental health nurses (PCMHNs) took part between September and October 2009. Results: The mean score for job satisfaction of the participants was 3.25. In job satisfaction, there were significant differences between psychiatric and community mental health nurse practitioner (PCMHNP) and nurse in community mental health center. All variables except role conflict were positively correlated with job satisfaction. As a result, factors influencing job satisfaction were reward system (${\beta}$=.46, p<.001), self-esteem (${\beta}$=.35, p<.001), leadership (${\beta}$= .27, p<.001), career as a PCMHNP (${\beta}$=-.12, p<.007), job-related characteristics (${\beta}$=.11, p<.24), and career as a nurse in community mental health center (${\beta}$=.09. p<.045). These factors explained 70.3% of the total variance. Conclusion: The results indicated that the comprehensive understanding of job satisfaction to the independent variables could suggest the way how to increase the job satisfaction for psychiatric and community mental health nurse who are a catalysts promoting mental health in community mental health center.

• The Korean Nurse
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• v.10 no.5 s.55
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• pp.12-12
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• 1971

• Journal of Korean Academy of Nursing Administration
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• v.13 no.3
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• pp.335-344
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• 2007

Purpose: The purpose of this study aims to provide a fundamental basis for more efficient human resource management of hospitals through career development and through lowering the rate of turnover of nurses. Method: The target group was 370 nurses who are currently employed at four general hospitals. Three hundred and twenty-nine documents were collected, and the statistical results were generated by the SAS program. Result: The average mean score of organizational commitment, career commitment and turnover intention were: 3.13 points for affective commitment, 3.09 points for continuance commitment and 2.92 points for normative commitment, out of a five point scale. The average mean score of career commitment and turnover intention was 2.89 and 3.28 points. The most influential variable in turnover intention was affective commitment out of organizational commitment. Conclusions: This study verified that organizational commitment and career commitment are key variables that could decrease turnover intentions.

• Journal of the Korean Society of School Health
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• v.4 no.1
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• pp.100-115
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• 1991

The purpose of this study is to provide the necessary data for the effective performance of school nurse's work by comparing with the recognition and expectation on school nurse's work by the students and their teachers in school settings. The sample of this study was consisted of the 441 students and 535 teachers in Suwon. The data were collected by means of a structured questionnaire from 24th, Sept, to 29th, Sept. 1990. The collected data were analyzed utilizing SAS/PC program for percentage, frequency, mean, standard deviation and chisquare test. The major findings of this study were as follows: 1. The result of analysis in recognition on school nurse's work. There is no statistically significant difference 'depending on teachers' school level, sex, age and career with school nurse(P>0.05). The students show significant difference on their school level and sex(P>0.05). Also, in the areas of school nurse's work, school clinic management has the highest recognition and school environment management has the lowest recognition. 2. The result of analysis in expectation on school nurse's work. There is statistically significant difference depending on teachers' and students' school level: the order of expectation is elementary, middle, and high school(P<0.05). In the result of comparison with students' and teachers' expectation in the same school level, there is significant difference only in elementary school(P<0.05). However, there is no statistically significant difference depending on teachers' sex, age, career with school nurse and students' sex(P>0.05). Also, in the areas of school nurse's work, school clinic management has the highest expectation and school environment management has the lowest expectation. Synthesizing the result of the study, we can have the conclusion like following. First, students' recognition on school nurse's work is lower than teachers' because most of school nurse's work is performed through their homeroom teachers or other teachers. That can be the limitation for students to recognize school nurse's work. So, there must be a chance of regular meeting between school nurse and students to perform school nurse's work effectively. For this. we must change our educational system and make school nurse charge regular lesson. Second, in each area of school nurse's work, both students' and teachers' recognition and expectation about the area of school environment management has much lower score than the other areas. This indirectly shows the school nurse don't do the work of the area actively. So, school nurses must make an effort to do the work of the area actively. And we must enforce the education of this area in education for new school nurses or re-education for school nurses.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.10
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• pp.5078-5090
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• 2013

This study was to identify the relationship among small-medium sized hospitals nurse's career plateau, self-efficacy, job embeddedness and turnover intention. The study was conducted through a survey on 217 nurses in five small-medium sized hospitals in J city. The data were collected from August 5, 2013 to August 20, 2013. The data were analyzed by SPSS/WIN 18.0 program. The mean score of turnover intention was 3.07. The positive correlations between career plateau and turnover intention were found, but the negative correlation between self-efficacy, job embeddedness and turnover intention were found. The significant factors influencing turnover intention were job embeddedness, present clinical career, career plateau and work unit. To decrease turnover intention, therefore, nursing managers need to develop the nurse retention program for increasing job embeddedness and apply to nursing field.