• 간호행정학회지
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• 제12권3호
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• pp.491-500
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• 2006

Purpose: This study was to compare degree of stress, stress coping, adaptation and job satisfaction between Type A and Type B of new graduate nurses'personality. Methods: Seventynine new graduate nurses employed 2003 in an university hospital located in Gyeonggi-do were participated. Data for self-reported questionnaire were collected base on 5 point of time, 1st week and 3rd, 6th, 9th, 12th Month after their employment. Results: New Graduate Nurses' Stress were persistently increased. The statistically significance of positive correlations between stress and coping showed, but their correlations were getting reduced during 1 year. Type B was higher than Type A in stress and adaptation for 12 months. But, Type B of coping was higher up to 9th month, yet abruptly Type A was higher at 12th months. In Job Satisfaction, Type A was higher at 3rd and 6th months, but it was reversed from 9th months. Conclusion: Socialization education for new graduate nurses should be done in organization since their stress were continually increased and their job satisfaction was decreased after 9 months after employed.

• 간호행정학회지
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• 제22권5호
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• pp.531-539
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• 2016

Purpose: This study was done to investigate new graduate nurses' perceptions of nursing professionalism, job involvement and turnover intention and to identify factors influencing turnover intention in new graduate nurses. Methods: Participants were 179 new graduate nurses working in general hospitals and small and medium-sized hospitals in Gyungnam province. Data were collected from August 10 to September 16, 2015 through a survey with self-report questionnaires. Data were analyzed using descriptive statistics, t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson correlation coefficients, and multiple regression analysis. Results: Mean scores were; for nursing professionalism, $3.62{\pm}0.73$, for job commitment, $3.22{\pm}0.89$. and for turnover intention, $3.25{\pm}0.95$. There were significant correlations between nursing professionalism and job involvement (r=.47, p<.001), nursing professionalism and turnover intention (r=-.36, p<.001), job involvement and turnover intention (r=-.46, p<.001). For turnover intention of new graduates 25.1% of the variance was explained by nursing professionalism (${\beta}=-.16$, p=.034), job involvement (${\beta}=-.36$, p<.001), and frequency of night shifts (${\beta}=.03$, p=.022). Conclusions: Findings indicate that nursing professionalism and job involvement of new graduate nurses had significant influence on their turnover intention. Therefore, to reduce turnover intention of new graduate nurses, it is necessary to enhance their nursing professionalism and job involvement with organizational supports.

• 한국콘텐츠학회논문지
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• 제19권3호
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• pp.313-327
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• 2019

본 연구의 목적은 신규간호사의 공감수준과 인지된 프리셉터의 공감수준이 그들의 직무만족도, 직무스트레스 및 이직의도에 미치는 영향을 확인하는 것이다. 이를 위해 신규간호사를 대상으로 프리셉터십을 운영하는 3개의 의료 기관에 재직 중인 12개월 이하의 신규간호사에게 설문을 실시하였다. 성인학습이론에 따른 프리셉터십에서 프리셉터는 신규간호사에게 심리적 환경을 조성해 줄 필요가 있으며, 공감은 경험 주체가 인지하여야 한다. 연구 결과 신규간호사의 공감수준이 높을수록 인지된 프리셉터의 공감수준이 높았으며, 신규간호사의 공감수준이 높은 집단은 직무만족도가 높고 직무스트레스와 이직의도가 낮았으며, 공감 수준은 신규간호사의 직무만족도에 영향을 미치는 것으로 드러났다. 신규간호사가 경험한 인지된 프리셉터의 공감수준이 낮은 집단은 직무만족도가 낮고 직무스트레스와 이직의도가 높았으며, 인지된 프리셉터의 공감수준은 직무스트레스와 이직의도에 영향을 주었다. 이러한 결과를 토대로 신규간호사와 프리셉터 교육과정에 공감능력향상 프로그램의 도입을 제언한다.

• 동서간호학연구지
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• 제23권1호
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• pp.45-52
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• 2017

Purpose: This study was to identify the effects of self-resilience and social support on reality shock among new graduate nurses. Methods: The data was collected using self-reported questionnaires from a convenience sample of 111 new graduate nurses. The data was analyzed by descriptive statistical, independent t-test, ANOVA, Scheffe test, Pearson correlation coefficient, and multiple regression via the SPSS Window 23.0 program. Results: Among general and work related characteristics, factors that have shown significant differences on reality shock were gender (t=-2.29, p=.024), work unit (t=3.31, p=.023) and whether they are working at unit they desired (t=-5.08, p<.001). Reality shock has shown a negative correlation with self-resilience (r=-.51, p<.001) and social support (r=-.41, p<.001). Factors that affected the reality shock on new graduate nurses were self-resilience (${\beta}=-.43$, p<.001), whether they are working at unit they desired (${\beta}=.35$, p<.001) and their currently work unit (${\beta}=-.17$, p=.028). These factors take into account of 38.0% of overall reality shock. Conclusion: The results suggest that self-resilience, desired unit and current work unit should be considered as factors when developing an intervention to alleviate the reality shock experienced by new graduate nurses.

• 보건의료산업학회지
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• 제8권4호
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• pp.1-12
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• 2014

This study is designed to develop a hospital communication program and to verify its effectiveness in graduate nurses self-esteem, communication conflicts, turnover intention and early resignation rate. The study method is a randomized control group with a pre-post test design. In order to help new graduate nurses adapt to the hospital, eight week hospital communication program is developed. The study participants are 104 nurses(47 experiment, 57 control) who have been working for less than six months. The data on self-esteem, communication conflict, and turnover intention was collected one week before the program and four weeks after the program. Then, the early resignation rate of the participating nurses was surveyed one year after the start of employment. The nurses who participated in the hospital communication program exhibit higher self-esteem, fewer communication conflicts, and lower early resignation rates than those who did not. However, effect in the turnover intention is not observed. Overall, the hospital communication program will help new graduate nurses adapt to hospitals.

• 간호행정학회지
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• 제20권3호
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• pp.292-301
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• 2014

Purpose: The purpose of this study was to identify factors that affect reality shock in new nurses. Methods: Participants were 216 newly graduated nurses with less than 1 year experience in 5 university and 10 general hospitals in Busan, Ulsan and Gyeongnam, A self-report questionnaire was completed by the nurses between November 18 and December 25, 2013. Data were analyzed using t-test, ANOVA and hierarchial multiple regression analysis with the SPSS/WIN 21.0 Program. Results: Average scores for work environment and environmental reality shock were $2.63{\pm}0.33$ and $2.66{\pm}0.43$ points respectively. Regression analysis showed that with the nurses' demographic and work characteristics controlled, work environment explained 4.2% of the reality shock. Factors significantly affecting reality shock included nurses' changing residence because of job (${\beta}$=.21, p=.001), whether they were able to work on the unit of their choice (${\beta}$=-.13, p=.031) and whether they had a choice in days off (${\beta}$=-.14, p=.038). Conclusion: When these factors are considered, reduction in nurses' reality shock requires improvement in work environment, placing new nurses in a department of their choice and allowing them a choice in off-duty days. These measures would also help achieve organizational goals and develop the new nurses as professional nurses.

• 임상간호연구
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• 제23권1호
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• pp.40-53
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• 2017

Purpose: The purpose of this study was to identify core competencies for new nurses and valuate the appropriateness and capability of core competencies. Methods: Mixed method was applied for the study. Qualitative data were obtained from preceptor and nurse manager utilizing an open-ended survey question and qualitative data analysis was conducted. The quantitative data were collected from 238 nurses (79 new nurses, 78 preceptors, 81 nurse managers) and descriptive statistics, ANOVA, $x^2$ tests were applied. Results: Three themes (20 contents) were identified as core competencies: competency as an employee, competency to perform nursing care for patient, competency to maintain nursing expertise. New nurses recognized themselves as having higher competency as an employee and to perform nursing care for patient when compared to nurse managers. Conclusion: The findings identified core competencies for new nurses need to be reflected to developing human resource management strategies for hiring new nurses.

• 간호행정학회지
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• 제15권2호
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• pp.193-202
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• 2009

Objective: The purpose of this study was to compare preceptors and new graduate nurses on their perception of preceptor teaching effectiveness. Methods: The participants were 90 new nurses and 90 preceptors who worked in A medical center. The data were collected from July 1 to September 30, 2008. A cross-sectional descriptive survey was done using a structured questionnaire. Results: New nurses' perception ($4.07{\pm}.44$) of the preceptor teaching effectiveness was significantly higher than perception of the preceptors ($3.57{\pm}.37$). Fifty five percent of new graduate nurses reported a lack of coherence in the preceptor's practice guidelines. For 5 causal factors classified on the teaching effectiveness, the factor of 'Professional knowledge and ability' showed the highest score, but 'Interpersonal and communication skill' got lowest score for both group. Preceptors responded that they did not have enough time to teach well because of their heavy workloads. Conclusions: These results suggest that the preceptors need appropriate compensation and education opportunities, and new graduate nurses need consistent education by the teaching professionals. Therefore, it is important to give preceptors full charge of the preceptorship. Also, it will be necessary to develop education programs to enhance interpersonal and communication skill for preceptors and new nurses.

• 간호행정학회지
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• 제10권2호
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• pp.211-218
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• 2004

Purpose: The purpose of this study was to examine the core competency and career commitment of the preceptors to identify utility of the preceptorship as career management program. Method: The subjects were 107 clinical nurses who were working in one university hospital composed of the head nurses(n=27), non-preceptors(n=28), new graduate nurses(n=26) and preceptors(n=26). Demographic characteristics, core competency and career commitment were measured. The core competency was evaluated by the head nurses, non-preceptors, new graduate nurses, and preceptor themselves. And the career commitment was compared between the preceptors and non-preceptors. For data analyses, percentage, mean, t-test, ANOVA were adopted with the use of SPSS WIN 10.0. Result: The results of this study showed that the core competency of the preceptors was evaluated excellently by all subjects. In three domains, there were no significant difference in role model, socialization facillitator and educator except for learning experience planning between the head nurses, non-preceptors, new graduate nurses and preceptors. The career commitment was significant difference between the preceptors and non-preceptors. Conclusions: The finding above indicated that the preceptorship utilized the improvement of the core competency and career commitment of the preceptors as career management program. therefore, continually, the effort and interest for development of the preceptorship can be a remarkable contribution for nurses' career management in nursing organization.

• 간호행정학회지
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• 제8권1호
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• pp.55-72
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• 2002

Purpose : This study aimed at understanding the lived experience of new graduate nurse in hospital setting.Method : This study was based on a phenomenological approach. For this study, 8 new graduate nurses participated. The unstructured in-depth interviews were carried out from June to October, 1998. The data was analyzed Van Kaam's method.Results : Clinical new graduate nurses experienced clinical adaptation and endeavor, professional conflict of nursing, disability of nursing performance, work stress and management, maladaptation of human relationships, diverse emotions of interpersonal relationships, change of personal identity, difference between theory and reality of nursing.Clinical adaptation and endeavor included to get familiar with hospital life, satisfaction and worth for nursing, to get familiar with scoldings, calm down by oneself, efforts for self-development. Professional conflicts of nursing included future uncertainties in the hospital, dissatisfactions in work, doubts and regrets in nursing.Disability of nursing performance included lack of knowledges and skills, desolate working, stresses from mistake in working. Work stress and management included psychological signs and symptoms, physical signs and symptoms, management of stress. Maladaptation of human relationships included unsuitabilities in nursing unit climate, difficulties in human relationship. Diverse emotions of interpersonal relationships included regrets and absurdities to clients, thanks and regrets to colleagues, difficulties with doctors, sense of rivalry with colleague nurses. Change of personal identity included to become narrowing life circle, change of personality. The differences between theoretical knowledge and practice included needs of systematic pre-education for clinical nursing practice, differences between nursing educations and clinical practices.Conclusion : Therefore, the human resource management reflecting new graduate nurses' experiences should be developed.