• Journal of Korean Academy of Nursing
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• v.39 no.6
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• pp.878-887
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• 2009

Purpose: The study was done to identify turnover intention in new nurses according to characteristics of the nurses and other factors affecting turnover and to provide data to set up a strategy to reduce the turnover. Methods: Data were collected from 1,077 new nurses who had less than 12 months employment experience and worked in one of 188 hospitals. Eight research instruments were used. Data analysis was done using SPSS WIN 15.0 program. Results: Several factors influence new nurse turnover intention. The average score for turnover intention was 2.12. The scores for subscales were self efficacy, 3.76, nursing performance, 3.90, job satisfaction, 2.09, organization commitment, 1.28, stress, 1.32, burnout, 2.82 and nursing organizational culture, 3.29. Turnover intention was related to self efficacy, nursing performance, job satisfaction, organization commitment, stress, burnout, nursing organizational culture, duration of in-class training, duration of on the job training, number of hospital beds, length of employment and duration of employment in current workplace. The predicting factors for turnover intention were burnout, stress, duration of employment in the current workplace, self efficacy and nursing performance. Those factors explained 51.6% of turnover intention. Conclusion: New nurse turnover intention can be reduced by mitigating the factors affecting this intention.

• Korean Parent-Child Health Journal
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• v.3 no.2
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• pp.81-93
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• 2000

The role of the neonatal nurse specialist has been well established over the past decade and now reform in 21st century. Neonatal nurse specialists responsibilities in caring for critically and long-term chronically ill infants and their families are very important. Neonatal nurse specialists have a two fold responsibility in caring for these infants. First, through acquiring advanced practice education in complex neonatal care and diagnostic skills, neonatal nurse specialists meet the physiologic needs of the infant. Second, neonatal nurse specialists provide a more holistic approach to their care through evaluating the family in treatment plans and involving the family in discharge planning for the infant. In some institutions, neonatal nurse specialists are directly involved in institutional and/or home follow-up care and case management also. It is the neonatal nurse specialists responsibility to function collaboratively with the multidisciplinary team in managing critically or chronically ill infants from admission to discharge. The role of the neonatal nurse specialist case manager can be described as one that focuses on individualized care of the infant, while providing continuity of care to both the infant and family. The neonatal nurse specialist's role will vary depending on the neonatal intensive care unit(NICU). Therefore, the multidisciplinary collaborative approach to long-term management of infants in the NICU is extremely important to provide successful transition to home or to long-term rehabilitative care facilities because care for the chronically ill infant is complex and multifaceted. I suggest the role of neonatal nurse specialist in 21st century are as follows. 1. Diagnostic/patient assessment 2. Management of patient health/illness 3. Administering/monitoring therapeutic interventions and regimens 4. Monitoring/ensuring quality of health care practices 5. Organization and work role 6. Helping role 7. Teaching/coaching role 8. Management of rapidly changing situations 9. Consulting role The advanced practice nursing model of care delivered by neonatal nurse specialist's in the NICU incorporates medical and nursing role functions and emphasizes holism, caring, and a health perspective for critically and chronically ill neonates and their families.

• Journal of Korean Public Health Nursing
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• v.15 no.1
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• pp.13-26
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• 2001

Today's health care environment is rapidly changing and nurse administrators' transformational leadership needs to practice in nursing organization to achieve organizational objectives. Transformational leadership is related to the job satisfaction, productivity, and organizational commitment. This study investigated the effect of transformational leadership and carreer characterics on nurses' organizational commitment. The sample for this study consisted of 594 nurse from 8 large Korean hospitals. The factor analysis Cronbach's alpha analysis, Pearson correlation analysis, multiple regression analysis and hierarchical multiple regression analysis were used for the statistical method. The results of this study were found that (1) charisma dimension of transformational leadership has positive influence on nurses' organizational commitment; but another two dimensions (intellectual stimulation and individualized consideration) did not showed significant effect on organizational commitment (2) nurses' career characteristic(age, marital status, education level. work duration, status) moderated the effect of transformational leadership on organizational commitment.

• The Journal of the Convergence on Culture Technology
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• v.5 no.2
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• pp.147-155
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• 2019

The purpose of this study is to analyze the difference between female nurse and male nurse in female nurse by applying the phenomenological method of Colaizzi which is one of the qualitative research methodology and to analyze the difference between female nurse and male nurse. What is the difference between a male nurse and a female nurse perceived by a female nurse? This study investigated the differences between female nurses and male nurses with research problems. The participants in this study were 13 female nurses who agreed to participate in the study after explaining and understanding the purpose of the study. The recruitment of the subjects was applied by the snowball method. As a result of this study, five categories were found. The categories were different in clinical tasks, the burden of family economic life, differences in interpersonal relationships, differences in nursing organization, and differences in unknown areas. The results of this study can be used as teaching materials and research data to expand the understanding of difference between male nurse and female nurse.

• Women's Health Nursing
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• v.26 no.3
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• pp.202-204
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• 2020

• Journal of Korean Academy of Nursing Administration
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• v.20 no.1
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• pp.106-116
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• 2014

Purpose: In this paper issues and challenges of the workforce policy for nursing were explored and appropriate policy responses identified. Results: Many countries, including South Korea, are facing a shortage of nurses. In South Korea, the number of practicing registered nurses is about half the average for Organization for Economic Cooperation and Development (OECD) member countries. The shortage of nurses is not necessarily a shortage of individuals with nursing qualifications but also includes complex issues, such as lack of well-educated nurses, shortage of nurses willing to work, and geographical imbalances of nurses. The present nurse workforce policies are to increase number of nursing schools, to reduce the length of training, and to replace nurses with nursing assistants. However, the findings of many studies have shown that these attempts resulted in a worsening of patient outcomes and increasingly low quality of care. Conclusion: The findings in this study indicate that nurse workforce policy should have a multi-faceted approach in order to address the many factors affecting nurse shortages.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.3
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• pp.290-300
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• 2012

Purpose: The purpose of this study was to investigate differences in professionalism, organizational citizenship behavior and psychological ownership between nurses and nurse officers. Method: A cross-sectional survey was conducted with 1017 hospital nurses and military nurse officers. The instruments used were the Korean Version of Hall's Professionalism Inventory' modified by Baek (2007), Organizational Citizenship Behavior Qquestionnaire(OCBQ) modified by Lee (2006), and the Psychological Ownership Inventory' developed by Van Dyne and Pierce (2004). Results: The average score for military nurse officers professionalism was 3.15, for organizational citizenship behavior, was 3.43 and for psychological ownership, 3.64. These scores were higher than the scores for hospital nurses. There were significant positive correlations between the variables(r=.47~.581, p<.001). Conclusion: The results of this study indicate an affirmable outcome and that the significant variables affected levels of Professionalism, Organizational citizenship behavior, and Psychological ownership. So in order to improve the level of variables, there is a need to consider strategies related to organization, work environment and conceptualization as related to the variables.

• The Korean Nurse
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• v.31 no.5
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• pp.53-64
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• 1992

A nurse is give much weight in the professions of hospital.The effective achievement of a goal of hospital organization needs to get nurses to contribute the structure positively through the rational personnel management of the nurses.The operation of performance rating system is necessary to improve because the nurses hold negative opinions about the resonable management of that system in most Korean hospitals.Therefore, the prupose of this research was to suggest an efficient method to solve the problem in connection with the management of nurses performance rating system.The results of the study are summarized as follows.1. As the performance rating implies the evaluation of employee's functional accomplishment and ability, and essential condition of the job was surveyed according to the job analysis of nursing activities and nurse position.That is to say, Nusrses' performances and capability is estimated in comparision with the condition of the job. 2. It is required adequacy for evaluation factors in performance rating.That is, $\circled1$ as for those who work in psychiatry or newborn baby room they should be appraied in terms of different factors from those applicable to whom work in a general staffs. $\circled2$ Evaluation factors should be concrete so that the quality and quantity of work and the potential ability of them can be correctly appraised. 3. In order to realize the object of perfamance rating system, the training on chief nurses are quite important. Also, careful practices and continuous supplementary training are required before the system is introduced.First of all, the appropriate evaluation can be mad by continuing to record the rating objects every day for the purpose of obtaining the objectivity of rating. 4. In course of transfering of the position and training, the induction of self-rating system and presentation of self-description is required to supplement functionally the performance rating system. 5. For the efficiency of nurses' performance rating system, the results of performance rating system must be reflected in promotion, allocation and training course, which makes the nurses have the motives and the organization accomplish the goal of modern nursing through its activation.

• Journal of Industrial Convergence
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• v.22 no.4
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• pp.83-91
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• 2024

The purpose of this study was to explore the Taeoom experience of male nurses to understand the essence of the experience. Accordingly, in-depth interviews were conducted with 10 male nurses with more than 1 year of clinical experience who had experience in Taeoom experience, and the data were analyzed using the phenomenological research method (Colaizzi). As a result of this study, the Taeoom experience of male nurses was divided into 37 meaning units, 19 themes, 4 theme cluster collections and the 4 theme cluster collections of this study were 'The experience of completely changing a person's life', 'Surviving in a female organization', 'A nursing organization that is difficult to change', and 'I am a nurse'. The results of this study suggest that multifaceted efforts are required to understand the characteristics of male nurses at the level of nursing organizations and to integrate them within the organization.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.1
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• pp.97-107
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• 2000

In human societies, there are various organizations which are unique and have different roles. Among them, hospital organization are much more complex than other organizations because of their multitude of professional groups each with its own goals. To achieve its purposes, hospital should manage each professional group effectively. Hospital nursing organizations are the core positions in hospitals for patient care. Therefore nursing organizations have have efficient nurse managers to lead nurses for their own purposes. First- line nurse managers have special tasks for patients and nurses, which include to motivating, managing communicating with the people. So they should have high self-efficacy, which is the belief that one can successfully perform the behaviors in question. Self-Efficacy of first line nurse managers that asked them for leading their staff, and their tasks, is essential to bring about self-realization of staff nurses through motivation and job satisfaction, taking advantage of sound surrounding which is able to operate her staff nurses in order to function efficiently. But there were few studies on the topic in a hospital setting. This study was designed to measure first-line nurse managers' self-efficacy. The subjects for this Study were 167 first-line nurse managers randomly selected from 18 university hospitals in Korea. The Self-Efficacy was measured using 'The general self-efficacy scale' developed by Sherer and Maddux(1982). The data were collected through questionnaires and analysed using SAS program, frequencies, percentages and Pearson' correlation coefficients. The results of this study were as follows : 1. The average of first- line nurse managers' self- efficacy was 66.7. 2. The correlation between first-line nurse managers' self- efficacy and general characteristics(age, education, career) was not significant. From the above findings, this study can suggest the following : 1. Repeat studies are needed in various hospital settings. 2. First-line nurse managers must be trained with special programs for each nursing organizations' purposes.