• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.12
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• pp.462-470
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• 2018

This descriptive survey was conducted to explore the effects of work engagement and its associated factors among general hospital nurses. Nurses working in general hospitals were recruited in D city and K region. Data were analyzed by descriptive statistics, t-test, one-way ANOVA, Pearson's correlations, and stepwise multiple regression using IBM SPSS 25. The mean score of work engagement of the subjects was 3.08. The mean scores of emotional modulation effects in profession, patient focused emotional suppression, and emotional pretense by norms which are subgroups of emotional labor by norms were 3.82, 3.28, and 3.22, respectively, while that of the nursing work environment was 2.59. Work engagement was significantly positively correlated with emotional modulation effects in profession (r=0.30, p=0.001), patient-focused emotional suppression (r=0.20, p=0.030), and nursing work environment (r=0.21, p=0.024). The results showed that the factors that affect the work engagement were age, current position, and emotional modulation effects in profession, which explained 20% of the variance in work engagement (F=10.37, p<0.001). Therefore, to establish strategies for improving the level of work engagement, it is necessary to consider age and current positions of nurses and to develop a nursing intervention program to strengthen emotional modulation effects among general hospital nurses.

• Quality Improvement in Health Care
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• v.6 no.1_2
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• pp.92-106
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• 1999

Background : In many university hospitals, intravenous(IV) therapies and samplings had been one of the most important works of doctors who are in training. However, recently as patient oriented care is becoming more weighted for qualified health service IV therapies should be the works of specialized personnels. This study was conducted to investigate the medical staff's perception on IV team, to survey patient or parent's expectation on IV team, and to assess the frequency of IV therapy related complications and the characteristics of phlebitis among the hospitalized children. Methods : We collected data prospectively before the start of IV team from February 22 to February 29. 1999 and from September 27 to October 3, 1999, 6 months after beginning of IV team at Seoul National University Children's Hospital. IV team started their activities from March 1, 1999. General pediatric wards were not included for the IV and sampling team and oncology ward and surgical units were all included for the IV and sampling team's work. IV specialist was the well trained nurse who had been working in the field of pediatrics especially for the oncology patients. The subjects of this study were medical staffs who were working in children's hospital as doctors in training and patients who were treated with IV therapies in children's hospital during the same period. Results : Doctors responded that IV team need to be organized for IV care and expected IV team could reduce their work load. Parents of patients also responded IV team was very improtant to perform high quality IV care. They had willingness to pay extra charge for IV team care. In the wards where IV team did not work, they used various kinds and sizes of catheters, but in the wards where IV team worked, they needed just one or two types of catheters. As the exact role of IV team is not still established, job description is needed between the IV team and medical doctors. In the aspects of medical costs. it could save the materials for the IV also. Conclusion : This study showed that IV team could increase patient's satisfaction with decrease of medical doctors work load and concomitantly could save the costs of IV materials. And for the expansion of the IV team, job description is needed and for the total care of the children IV specialist and sampling team should expand their roles.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.8
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• pp.456-465
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• 2018

This study was conducted to examine the correlations between fatigue, health perception, happiness, and health promoting behaviors, and to identify the influencing factors on health promoting behaviors of clinical nurses in two general hospitals. Data were collected from 153 clinical nurses from February 5 to March 30, 2018. Data were collected through personal interviews using a questionnaire. Data were analyzed using t-test, one-way ANOVA, Pearson's correlation coefficients, and stepwise multiple regression. Fatigue according to the general characteristics showed significant differences in drinking and job stress. Health perception according to the general characteristics showed significant differences in disease. Happiness according to the general characteristics showed significant differences in marital status, type of work, clinical career, nursing unit satisfaction, economic level, and job stress. Health promoting behavior according to the general characteristics showed significant differences in clinical career and economic level. Health promoting behaviors showed significant positive correlations with health perception and happiness, but a significantly negative correlation with fatigue. Happiness and economic level, which accounted for 24% of the variance, were significant predictors influencing health promoting behavior in clinical nurses. To improve health promoting behavior in clinical nurses, it is necessary to develop a program that can raise the happiness considering the economic level.

• Journal of muscle and joint health
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• v.14 no.2
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• pp.109-117
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• 2007

Purpose: The purpose of the study was to identify the effect of a self-exercise program on low back pain, abdominal-back muscle strength and waist flexibility in hospital nurses. Method: An experimental research design was employed. 43 subjects (20 in the experimental group and 23 in the control group) who worked in a general hospital in W city agreed to participate in this study. The intervention had 6 sessions with self-exercise program including flexion and extension demonstrated by a trained research assistant. A Visual Analog Scale was used to measure the subjective pain severity. Abdominal-back muscle strength was measured with a back strength dynamometer, while waist flexibility was gauged by the standing of the subject's upper body. Analysis included descriptive statistics, $x^2$ test, t-test and ANOVA. Result: The experimental group exhibited significantly decreased low back pain, an increase in abdominal-back muscle strength, and increased waist flexibility after 6 sessions. The experimental group were not significantly increased in abdominal-back muscle strength than the control group. Conclusion: These results suggest that further research is needed to replicate for verification of clinical validity with the methodological rigors, and to utilize the self-exercise program for care and prevention of low back pain.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.1
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• pp.37-50
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• 1997

The purpose of this study was to identify the gap between need-level and demonstration-level in nursing managerial competencies. In addition, the study proposes solutions to narrow this gap. The results of this study are as follows : 1) The mean score for need-level of each item was 4.0, and for demonstration-level, 3.5. This indicates that military hospital head nurses demonstrate a higher level of managerial competencies than the moderate level on all items. But items which were related to resource/ cost/ information managament, staff development management and professionalism management got relatively low ratings in the need-level. 2) The mean score for need-level of each category was 4.14, and for demonstration-level, 3.53. Categories on the individual dimension got a higher rating than categories on the group or organization dimension in both need-level and demonstration level. 3) The gap between need-level and demonstration-level appeared in all items(p<.05) and categories(p<.001). Although the gap was relatively low, it indicates that it is essential to plan a developmemt program for all nursing management competencies for military hospital head nurses. 4) There were significant differences in the gap between need-level and demonstration-level according to specific characteristics of the subjects. The gap did not appear in many categories on the individual dimension where the number of nursing staff was more than 10, a major grade, ICU head nurse or for head nurses having a long career. 5) Need-level and demonstration-level showed a difference according to specific characteristics of the subjects, because need-level and demonstration-level were higher where the number of nursing staff was more than 10, a major grade, and for ICU or Medical ward head nurses. The categories which showed need-level difference and demonstration-level differences according to specific characteristics of the subjects existed almostly completely in the group and organization dimension. Gap-level differences according to the number of hospital bed existed in only two categories. 6) The general causes of the gap were indicated to be 'Knowledge/ skill/ experience deficit', 'Limitation of rules and systems/ Inappropriate organizational environment' for most items, categories, and dimensions. The results of this study indicate that extensive competency developing strategies must be developed, because a gap was found in all items and categories. Specially, there is a need to concentrate attention on competencies in the group and organizational dimension which had a wider gap level. And it is important to take an individual approach according to the cause for each gap. In order to produce effective competency developing strategies, top managers must have sinsights into the importance of nursing staff development and nursing officer's efforts to develop themselves must be achieved. Further multi-dimensional(education, personnel-policy, nursing/ organizational environment) solutions to the gap must be developed and utilized.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.27 no.3
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• pp.356-371
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• 2020

Purpose: This study was conducted to assess the working conditions of home health nurses in hospital-based home health institutions nationwide. Methods: A secondary data analysis study was conducted based on the survey data on the working conditions of home health nurses, jointly conducted by the Korean Home Health Care Nurses Association and the Academic Society of Home Health Care Nurses in September 2020. Results: Of the home health nurses respondents, 82.4% worked in tertiary hospitals and general hospitals. Most of the working hours of home health nurses were 40 hours a week. Traffic accidents accounted for a significant proportion of accidents experienced by the home health nurse while performing their duties. Most of welfare and benefits systems applicable to home health institutions were in place. The time allocated to provision of home health nursing services was usually more than 30 minutes but less than 1 hour. The type of position of the individual in charge of home health care differed according to the type of medical institution. Conclusion: It is recommended that continuous investigation and analysis be conducted in order to establish a direction for improvement of home health nurses' working conditions, based on the related accumulated data.

• 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.

• Korean Journal of Adult Nursing
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• v.12 no.3
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• pp.477-489
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• 2000

The purpose of study was to assess how hospital nurses practice their health promoting lifestyle and to identify affecting factors. The subjects were 286 nurses working at three general hospitals in Kwang-ju. The data were collected by questionnaire from September 1st. to September 10th, 1999. The instruments for this study were the Health Promoting Lifestyle Profile developed by Walker et al., perceived health status scale developed by Ware et al., self-efficacy scale developed by Sherer et al., and social support scale developed by Cohen et al.. The data were analyzed with mean, standard deviation, t-test, ANOVA, Pearson's Correlation Coefficient and Stepwise Multiple Regression. The results of this study were as follows: 1. The mean score of health promoting lifestyle was 2.36. Interpersonal support showed the highest score(2.67) and health responsibility (1.92) showed the lowest score. The mean score of perceived health status was 3.07, self-efficacy was 2.62, and social support was 2.91. 2. The relationship between general characteristics of subjects and health promoting lifestyle showed significant differences according to duty cycle(t=4.15, p=.042), disease experience (t=5.18, p=.023), monthly income(F=3.13, p=.025), exercise frequency(F=9.12, p=.000), stress reliefe method(F=5.98, p=.000), job satisfaction(t=11.44, p=.000), and perceived fatigue(F=6.13, p=.002). 3. Health promoting lifestyle showed significant positive correlations with perceived health status (r=.2190, p=.0002), self-efficacy (r=.5137, p=.0001) and social support (r=.5181, p=.0001). 4. The combination of social support(27.1%), exercise frequency(10.4%), self-efficacy(8.8%), job satisfaction, perceived health status, perceived fatigue and explained 53.5% of the variance of health promoting lifestyle. Therefore, this study suggests that a replicate study is needed until more affecting factors other than health promoting lifestyle.

• Journal of East-West Nursing Research
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• v.20 no.1
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• pp.21-28
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• 2014

Purpose: This study was to identify the extent of and the relationships among self-efficacy, spiritual well-being, and job stress in clinical nurses. Methods: The subjects were 201 clinical nurses from three different general hospitals in B city. Data were collected from May 26 to August 9, 2012 and analyzed by using descriptive statistics, independent t-test, One-way ANOVA, Sheff$\acute{e}$ test, and Partial correlation coefficients. Results: The mean scores of self-efficacy, spiritual well-being, and job stress were moderate, 3.50, 3.58, and 3.44 respectively. There were statistically significant relationships between marital status, influence of religion, the number of night shifts per month, motives for choosing nursing as a career, job satisfaction and self-efficacy. Spiritual well-being was found to be significantly related to all participants' general characteristics, and job stress was significantly related to marital status and type of religion. There was a significantly weak positive correlation between self-efficacy and spiritual well-being, and a weak negative correlation between self-efficacy and job stress. There was no significant correlation between job stress and spiritual well-being. Conclusion: This study suggests that effective strategies to foster spiritual well-being is needed to enhance clinical nurses' self-efficacy, which should equip clinical nurses to better deal with job stress in their work places.

• Journal of Digital Convergence
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• v.17 no.7
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• pp.139-146
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• 2019

This study was done to explore the correlation among sense of humor, optimism, and nursing performance and identify factors related nursing performance among nurses. A survey was conducted for April 2018 with self-report questionnaire. Participants were 181registered nurses working in three tertiary hospitals. Sense of humor was positively correlated optimism, and nursing performance. Factors affecting nursing performance included educational background, work shift, clinical career. Nursing performance had a positive correlation with sense of humor and optimism. And work shift, sense of humor and optimism accounted for 38.6% of the variance in nursing performance. Therefore, quality management for developing nursing professionalism support for improving nursing performance and sense of humor and optimism . Future research will be needed to clarify the effects of the sense of humor and optimism promotion program on nursing performance.