• Journal of Korean Academy of Fundamentals of Nursing
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• v.16 no.4
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• pp.412-420
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• 2009

Purpose: The purpose of this study was to identify the relationship between empowerment and performance of infection control by emergency department nurses. Method: Participants were 190 nurses working in emergency departments in 14 hospitals located in Busan. Descriptive statistics, t-test, ANOVA, and Pearson's correlation coefficients with SPSS PC+ WIN 12.0 were used to analyze the data. Results: There were significant differences in empowerment by years in ED (emergency departments) and position. There was a significant differences in performance of infection control by position. There were significant differences in empowerment by infection control-related characteristics and by regular conference for infection control. There was a significant and positive relationship between empowerment and performance of infection control in ED nurses. Conclusion: The results of this study indicate that improvement in the level of ED nurse's empowerment would lead to an increase in the performances of infection control.

• The Journal of Korean Academic Society of Nursing Education
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• v.19 no.4
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• pp.656-662
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• 2013

Purpose: This study was to investigate the effects of a family nursing practicum using role play on emotional intelligence, communication ability, and family nursing performance of nursing students. Methods: Role play training was provided to nursing students who took a community health nursing practicum (family nursing practicum). During the course for 2 weeks, participants were given role play practice for four times and a final test using role play at the end of the course. Data were collected from 52 nursing students before and after the family nurse practicum who agreed to participate in this study. Results: The scores of emotional intelligence, communication ability, and family nursing performance at post test were enhanced significantly compared to the scores at pre test. Conclusion: Nursing educators in family nursing can consider role play to improve emotional intelligence and communication ability as well as family nursing performance.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.1
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• pp.63-71
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• 2008

Purpose: This study was conducted to identify nurses' self-leadership, organizational commitment and their nursing performance, and examine the relationship among them. Method: A total of 330 clinical nurses with more than one year nursing experiences were recruited from 10 hospitals in G city and J province in Korea. Data were collected using questionnaires from March, 12 to April 21, 2007. For data analyzed using SPSS 12.0 for windows program, Results: There were significant positive correlations between self-leadership, organizational commitment, and independent, dependent, and interpersonal nursing performances. In addition, the organizational commitment had significant positive correlations with independent, dependent, and interpersonal nursing performances. Conclusion: These findings suggest that nurses' organizational commitment and nursing performance ability will be enhanced by hospitals' active supports such as empowering individual nurses' self-leadership through enlarging their autonomy and strengthening their ability to control themselves.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.4
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• pp.535-549
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• 2002

Purpose : The purpose of this study was to develop a core competency evaluation tool of the preceptors training new graduate nurses and to determine the validity of the developed instrument. Method : This study was conducted in 2 phases. In phase I, preceptor's core competency list was developed through literature review, focus group interview, and review by nursing directors and nurse managers. In phase II, 60 preceptors were evaluated with the developed instrument and categorized into excellent, good & poor core competency groups. For validation of the instrument, new graduates' clinical performance improvement and satisfaction with preceptor were compared between excellent and poor group. Result : The data were analyzed by SPSS P.C and the results were as follows. 1) Preceptor's core competencies were classified into three domains; Role model(10 items), Socialization facilitator(8 items), and Educator(16 items), and each item had four point system of "strongly agree" to "strongly disagree". Cronbach'${\alpha}$ of the instrument was.9416. 2) Comparison of clinical performance improvement and satisfaction with preceptor of the new graduates trained by excellent and poor preceptors revealed that new graduates' clinical performance improvement(p=.015) and satisfaction with the preceptor(p=.005) were significantly higher in the excellent core competency preceptor group than the poor core competency preceptor group. Conclusion : The validity of the preceptor's core competency evaluation tool developed in this study was confirmed. Therefore, this tool can be effectively utilized for education and evaluation of new graduates' preceptors in clinical settings.

• Journal of Korean Critical Care Nursing
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• v.8 no.1
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• pp.25-40
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• 2015

Purpose: The purpose of the study was to identify the frequency and importance of task performance and the perceived competence to perform of the emergency nurse practitioners (ENPs) certified in Korea. Method: This cross-sectional study was conducted with 41 ENPs certified by March 2012. The questionnaire to identify frequency, importance, autonomy, and perceived competence to perform 131 typical ENP task elements was developed on the basis of the standardized role of an ENP defined by the Korean Accreditation Board of Nursing Education. The data were analyzed using descriptive statistics. Results: The professional nursing practice showed the highest scores for performance frequency, task importance, autonomy, and perceived competence to perform as compared to other job categories. Clinical decision making was the most frequently performed duty. Data collection was the duty with highest levels of importance, autonomy, and perceived competence for the ENPs. However, the ENPs reported that research was the duty with the lowest levels of frequency, importance, autonomy, and perceived competence Conclusion: ENPs in Korea perform various tasks. In order to improve their position in the field, it is necessary to clarify their job description and enhance their competence to perform evidencebased professional nursing practices.

• Korea Journal of Hospital Management
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• v.15 no.3
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• pp.1-16
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• 2010

As a cross-sectional study, this study was aimed to investigate and compare the job efficiency and satisfaction of nurses according to the hospital grade. Survey was conducted by mail on June 2009, and the respondents were 1,016 nurses working in 15 hospitals which are 9 high-grade general hospitals and 6 general hospitals. The percent of nurses acknowledging their hospital grades is 34.5%, and that is 20.5% at high-grade general hospitals. As the result of review of studies, it is concluded that under the circumstance that differential rates are contracted to calculate fees for hospital services and copayment of patients are according to nursing grades and hospital grades, the degree of nurses' awareness of insurance fees impact on their performance like recording of care and prescription. In order to improve nurses' performance, they need to be educated about the national insurance fee system. In hospitals with higher nursing grade and more beds, the levels of nursing quality and faithfulnes and their job satisfaction were higher. Nurses' awareness of their hospital nursing grade was related to the quality of nursing but not the faithfulness. Nurses working in higher nursing-grade hospital are more self-respect and satisfied at their jobs, and their job efficiencies are not significantly different. The current nursing fees based on the proper number of nurses per beds of nursing units should be changed to be based on the amount of job per nurse by their nursing protocol, and the nurse staffing standard should be differentiated between nursing grades. As the aspect of nursing, 24-hours patient care, it is difficult to improve nurses' job satisfaction, and in the other hand, that tends to depend on their income level. In the current circumstance, comprehensive research is required to investigate the propriety of 25% of the inpatient fees as the nursing management charge.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.1
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• pp.112-120
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• 2020

This study examined the relationship between the happiness, empowerment, and nursing performance of nurses with more than one-year of clinical experience, and the factors affecting the nursing performance. The subjects were 164 nurses who worked in two general hospitals in Incheon and Chungcheong-do, Korea. Data were collected from October to November 2018. The main findings of this study were as follows. The mean scores for happiness, empowerment, and nursing performance were 3.07±0.36, 3.37±0.43, and 3.40±0.44 points. Happiness was positively correlated with empowerment (r=.58, p<.01) and nursing performance (r=.58, p<.01), empowerment was positively correlated with the nursing performance (r=.58, p<.01). The factors influencing the nursing performance were empowerment (β=.65, p<.001), total length of a clinical career (β=.19, p<.001), education level (β=.12, p<.05), and happiness (β=.12, p=.05), showing an explanatory power of 64%. Based on these results, it is necessary to provide sufficient human and physical resources to improve the nursing performance and manage the organizational level to increase the nurses' happiness and empowerment. To improve the work performance of nurses, an empowerment improvement program tailored to the clinical experience and educational level should be developed, and the working environment that can increase the nurse's happiness should be improved.

• The Journal of Korean Academic Society of Nursing Education
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• v.11 no.2
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• pp.135-141
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• 2005

Purpose: This study was to investigate the factors influencing performance of preceptors and preceptees. Method: The selectees were composed of 27 preceptors and 27 preceptees. The preceptors were given twenty six hours of education and training concerned with theory and practice and then the preceptors mentioned above gave the preceptees vis-a-vis education and training for four weeks. The data were collected through a questionnaire survey of general characteristics, performance, autonomy, empowerment, organizational commitment. The data were analyzed using t-test, ANOVA, Pearson's correlation coefficient, and the Stepwise multiple Regression. Results: The differences of performance, autonomy, organizational commitment and empowerment were found to have a significance between preceptors and preceptees in preceptorship. The performance was significantly correlated between autonomy, organizational commitment and empowerment of the preceptors and preceptees. Stepwise multiple Regression analysis for performance revealed that the most powerful predictor was empowerment. These variables accounted for 37.7%(preceptors) and 54.6%(preceptees) of variance of the performance. Conclusion: The findings above indicated that the preceptorship was significant as nursing management intervention to increase nurses' performance. Therefore it may be necessary further to develop and apply, such as performance, autonomy, empowerment, organizational commitment in preceptorship.

• The Korean Journal of Health Service Management
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• v.11 no.1
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• pp.55-66
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• 2017

Objectives : The aim of this study was to ascertain the effectiveness of job embeddedness and emotional intelligence on the performance of nurses working in medium and small sized hospitals. Methods : Data were collected from 283 nurses at 6 hospitals in G city. Structured questionnaires were used to assess the status of job embeddedness, emotional intelligence and nursing performance. The relationship and effectiveness between the factors were analyzed using multiple regression analysis. Results : The scores of job embeddedness, emotional intelligence and nursing performance were 3.02, 4.50 and 3.56, respectively. It was shown that the sacrifice of job embeddedness, self-motion appraisal, others emotions appraisal and the of regulation of emotion were positively correlated with nursing performance. The fit of job embeddedness, however, was negatively associated with nursing performance. The results showed that the status of job embeddedness and emotional intelligence explained the nursing performance($R^2=35%$). Conclusions : It has been shown that job embeddedness and emotional intelligence are important factors to enhance nursing performance. Activities to promote job embeddedness and emotional intelligence might be needed to enhance nursing performance.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.2
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• pp.178-188
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• 2016

Purpose: This study was performed to investigate the effect of work environment on nursing performance and the effect of job satisfaction and empowerment on nurses performance in hemodialysis units. Methods: Participants in this study were 206 nurses from 22 hemodialysis units in local clinics, general and university hospitals in two metropolitan areas. The work environment, nursing performance, job satisfaction and empowerment of the participants were measured using four self-report questionnaires. Data were analyzed using SPSS/WIN 18.0. Results: Nursing performance correlated significantly with work environment, job satisfaction, and empowerment in the participants. Predictability of work environment for nursing performance was 28%. Job satisfaction and empowerment showed complete mediating effects, but not moderating effects in the relationship of work environment and nursing performance in the participants. Conclusion: Findings indicate that work environment is an important variable affecting nursing performance in nurses in hemodialysis units and that job satisfaction and empowerment are mediating variables in the relationship of work environment and nursing performance in nurses in hemodialysis units. Improvements in the work environment are needed to induce the high job satisfaction and empowerment that can lead to improvement of nursing performance.