• Journal of Korean Academy of Nursing
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• v.23 no.3
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• pp.397-416
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• 1993

This study identified the relationships between the hospital’s organizational pattern for nursing, the organizational characteristics perceived by nurses and their job satisfaction. The study subjects were a convenience sample of 383 staff nurses working at 10 general hospitals with more than 300 beds in Seoul. Hospitals included in the study were classified Into five organizational patterns, where nursing was organized as an independent but lower level, attached to the medical department, attached to a department supporting medicine, and various other organizational pattern. The data were collected from July 10 to August 15, 1992. The organizational characteristics as perceived by the staff nurses were measured by Park & Yoon’s Scale (1986) and job satisfaction was measured by Slavitt’s Scale (1978). The data were analyzed by percentage distribution, Pearson’s correlation, x$^2$-test, t-test, ANOVA, and ANCOVA The summarized results are as follows : 1. The proportion of independent and attached nursing organizational patterns was 35.1％ and 54.9％ respectively. 2. There were differences between four general characteristics of the nurses, age, experience, position and education level, and the five structural types of nursing organization(p〈.05). 3. 1) There were no relationship between the perceived organizational characteristics and general characteristics of the nurses but there was a differ once in job satisfaction according to education level of nurses in hopitals where nursing was an independent department(T=-2.24, p〈.05). 2) There were differences in the perceived organizational characteristics according to age group and experience of nurses (F=3.26, 5.41, p〈 , 05)and in job satisfaction according to the position of nurses in the independent but lower level organizational pattern (T=2.26, p〈.05). 3) There was a difference in the perceived organizational characteristics according to age group (F=3.19, p〈 .05) and in job satisfaction according to the experience of nurses where nursing was attached to the medical department (F=3.49, p〈.05). 4) There was a difference in the perceived organizational characteristics according to nursing unit (F=3.19, p〈 .05), but none between job satis-faction and general characteristics of nurses where nursing was attached to a departiment supporting medicine. 5) There were no relationships between the perceived organizational characteristics and job sat isfaction and general characteristics of nurses in the various other organizational patterns. 4. Nurses in hospitals where nursing is organizationed as an independent department perceived their organizatianal pattern more positively and had higher job satisfaction than nurses working in hospitals where nursing is part of another department. 5. There were differences between perceived organizational characteristics and job satisfaction according to the organizational patterns for nursing (F=13.52, 8.76, p=.0000). 6. There were correlations between the perceived organizational characteristics and job satisfaction of nurses working in two independent nursing departments (r=0.2180, 2351, p〈.05). In conclusion, the relationship between perceived organizational characteristics and job satisfaction was significantly correlated in the hospitals where the nursing department is independent. Perceived organizational characteristics and job satisfaction depended on whether the nursing department is independent from or attached to other departments in the hospital. For nurses job satisfaction the nursing department should be independent from other departments and at the highest level of organization in the hospital.

• Journal of the Korea Safety Management & Science
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• v.23 no.2
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• pp.1-8
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• 2021

The purpose of this study is to understand the impact of the nursing work environment, job embeddedness, and job esteem on the retention intention in the millennial generation nurses. The subjects of this study are nurses working in general hospitals with more than 300 beds. Among nurses born in the 1980s and early 2000s, 97 agreed to study. As a result of the study, there was a significant difference in academic background.(F=6.74, p=.002) In terms of final education, those with graduate or higher were higher than those with three-year graduation and four-year graduation Retention intention is the degree of job placement (r=.319, p=.001), job respect (r=.331, p=.001) had a positive relationship with the nursing working environment (r=-.252, p=.013) was negatively correlated. Factors affecting the retention intention is 12.9% explanatory skills as a result of the introduction of job embeddedness, nursing work environment, and job esteem. It is necessary to understand the characteristics of the generation in order to increase the retention intention as a millennial generation nurse.

• Journal of muscle and joint health
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• v.29 no.3
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• pp.194-204
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• 2022

Purpose: This study was to build a path model geared toward explaining the relationships of influential variables for the moral distress of clinical nurses by analyzing literatures of earlier studies. Methods: Data were collected from four hospitals with 300 beds or more. The participants were 257 nurses with more than 1 year of clinical experience. The data collection period was from June 14 to October 24, 2017. The questionnaire included general and ethical education-related characteristics, personality type, moral dilemma experience, moral sensitivity, moral climate and moral distress. Results: The direct influencing factors of moral distress were the individual's experience of moral dilemma, moral sensitivity, and the moral climate of the organization. Factors that indirectly affected via moral sensitivity were personality type, experience in ethical education, and moral climate. The explanatory power was 40.3%. Conclusion: It is necessary to develop an intervention program that can reduce moral distress by considering the factors influencing the moral distress of clinical nurses. In addition, it is necessary to identify additional influencing factors of moral distress.

• Journal of Nutrition and Health
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• v.38 no.2
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• pp.173-179
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• 2005

The study estimated employee satisfaction to apply TQM system to hospital foodservice management. A survey was mailed to foodservice employees of five general hospitals with more than 300 beds, three of them were independent and two of them were contract foodservice management. A total of 129 questionnaires were returned and analyzed for statistical analysis. Statistical analysis was completed using SPSS for chi-square test, t-test and Pearson's correlation. The results of this study showed that employees of contract foodservice presented higher scores than independent foodservice in interests, affection, importance of works. And achievement of work was significantly different between contract and independent foodservice employees (p < 0.05). The satisfaction of payment adequacy was lower for contract foodservice employees (p < 0.05). The employees of both contract and independent foodservice were satisfied with attitude of foodservice managers toward employee. Attitude scores of foodservice employees toward co-worker were higher in independent foodservice. Employees of independent foodservice showed higher scores for the attitude toward institution represented satisfaction. (Korean J Nutrition 38(2): 173～179, 2005)

• The Journal of Korean Academic Society of Nursing Education
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• v.24 no.1
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• pp.5-15
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• 2018

Purpose: The purpose of this study was to investigate the knowledge and practice of patient-controlled analgesia use and management (PCA-UM) among nurses. Methods: Data were collected from 182 nurses employed by four general hospitals having more than 300 beds in Daejeon. The data were collected using self-report questionnaires from November 4 to November 20, 2015. Collected data were analyzed using descriptive statistics, t-test, and ANOVA. Results: The average nurses' knowledge about PCA-UM was 14.8 points out of 20. PCA-UM knowledge was significantly higher for nurses with experience in PCA education (t=3.55, p<.001). Most participants (91.2%) wanted to get PCA training, 86.8% of them provided PCA education to patients after surgery. Approximately 62% of participants regularly evaluated the level of consciousness of patients with PCA. Conclusion: Findings indicate that the knowledge and practice of PCA-UM among nurses were insufficient to provide safe and effective pain management to postoperative patients with PCA. Therefore, it is concluded that it is necessary to develop standardized PCA education programs for nurses to provide safe and effective pain management to postoperative patients with PCA.

• Journal of Korean Clinical Nursing Research
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• v.28 no.1
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• pp.66-75
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• 2022

Purpose: The purpose of this study is to identify the factors influencing the intention to report child abuse of emergency room nurses based on the health belief model. Methods: This was a descriptive study that used a cross-sectional design. A total of 188 emergency room nurses working at general hospitals with more than 300 beds in Seoul participated in the study. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient and multiple regression analysis with the SPSS 25.0 program. Results: Correlations and regression analyses showed that the perceived severity (β=.14, p=.024), perceived barrier (β=-.25, p<.001), and self-efficacy (β=.31, p<.001) were factors influencing emergency room nurses' intention to report child abuse, and the explanatory power of the model was 33.0%. Conclusion: The results of this study related to the health belief model, being a valid theoretical basis for child abuse reporting intention research, significantly suggest new research directions in the future. In addition, to increase the nurses' intention to report child abuse in the emergency room, the influencing factors identified in this study can be utilized and develop specific interventions using the health belief model.

• Journal of Korean Academy of Nursing Administration
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• v.23 no.1
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• pp.8-17
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• 2017

Purpose: The aim of this study was to analyze the effects of incivility experienced by clinical nurses on their job stress, and to identify the moderating effects of self-efficacy on the relationship between job stress and incivility. Methods: A structured self-report questionnaire was used to measure job stress, incivility and self-efficacy. Data were collected from 140 nurses currently working in three general hospitals of more than 300 beds. Data were analyzed using descriptive statistics, ANOVA, Scheffétest, Pearson correlation coefficient, hierarchical multiple linear regression with the SPSS Version 19.0 program. Results: Incivility from supervisors, patients and patients' families showed a significant effect on job stress and self-efficacy had an effect on incivility from patients and patients' families and also incivility from doctors and job stress. These variables have total explanatory power of 46.6% on job stress. Conclusion: The results indicate a need to recognize the seriousness and damage of incivility in order to reduce hospital nurses' job stress and to awaken nurses to the relationship of stress and incivility and establish institutional programs to combat incivility. Moreover, there is also a need to improve self-efficacy on the ward through hospital education and coaching.

• Journal of the Korea Convergence Society
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• v.11 no.7
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• pp.389-397
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• 2020

This study is a descriptive research to investigate the effects of nurses', job embeddedness and nursing work environment on turnover intention. The participants were conducted in 4 general hospitals with more than 300 hospital beds located in G metropolitan city and targeted 203 nurses who understood and agreed with the purpose of the study, and conducted from october to december 2019. The data were analyzed using SPSS 23.0 program, frequency analyzed t-test, ANOVA, Pearson's correlation, and Multiple regression. The factors influencing on turnover intention of clinical nurses were found to have negative effects on job embeddedness and nursing work environment. Therefore, it is necessary to develop and train programs to increase the job embeddedness of clinical nurses. At the same time, efforts should be made to improve the nursing work environment to reduce the turnover intention of their.

• Journal of Korean Clinical Nursing Research
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• v.29 no.1
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• pp.1-11
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• 2023

Purpose: The purpose of this study was to identify the influencing effects of job stress, professional autonomy, and reciprocity on the job embeddedness among comprehensive nursing care unit nurses. Methods: The participants in this study were 147 nurses who have worked for over 6 months in Comprehensive Nursing Care Unit. Data were collected from January 3 to January 31, 2022 from six general hospitals with more than 300 beds in three cities in G, G and P. Results: As the results of hierarchical regression analysis, job embeddedness was lower when nurses had clinical experiences for 1 to under 5 years (β=-.49, p<.001), 5 to under 10 years (β=-.27, p=.035), 10 to under 20 years (β=-.54, p<.001) compared to those who had clinical experiences for more than 20 years. Also, job embeddedness was higher when there was greater balance within team caregiving of reciprocality (β=.27, p<.001) and intrinsic reward (β=.22, p=.003), and lower role conflict (β =-.27, p<.001). Conclusion: The results of the study showed that job embededness would increase if the role conflict of comprehensive nursing care unit nurses reduces, if there was a culture that the members can make cooperative relationship with other health care professionals and, if there was an appropriate intrinsic reward depending on their work experience.

• Journal of Korean Clinical Nursing Research
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• v.17 no.1
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• pp.1-15
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• 2011

Purpose: This study was to identify ethical dilemma, coping types, job satisfaction and turnover intention in order to examine nurses' ethical recognition. Methods: The subjects were 1,225 registered nurses who were working in 111 general hospitals with more than 300 beds in Korea. The data were collected from August 15 to September 15, 2010 by using the self-reported questionnaires. The data were analyzed by descriptive statistics, t-test, ANOVA, $Scheff\acute{e}$ test and Pearson's correlation coefficient, using the SPSS/WIN 17.0 program. Results: The mean score of the level of ethical dilemma was 0.69/1, and nursing practice area was the highest (M=0.75). The result showed that nurses experienced ethical dilemma in many cases in their practice. The mean score of the level of coping with ethical dilemma was 1.43/3. The score of the job satisfaction of the participants was 2.97/5, and that of the turnover intention was 2.94/5. The ethical dilemma demonstrated significant correlations with coping (r=.255, p<.001), turnover intention (r=.079, p=.005), and job satisfaction (r=-.212, p<.001). Conclusion: Nurses need to get education on reducing ethical conflict as well as training to develop strategies for effective coping with ethical dilemma in practice. Futhermore, it is necessary to take efforts as a whole to increase nurses' job satisfaction and to reduce their turnover intention.