• Journal of Korean Academy of Nursing Administration
• /
• v.20 no.5
• /
• pp.469-480
• /
• 2014

Purpose: This study was conducted to explore clinical nurses' experience of positive organizational culture in order to provide data for effective strategies of acquisition and retention of competent nurses. Methods: In this qualitative study, interviews with four focus groups of four to six nurses, 19 in total, were held. Compositional factors in groups included clinical experience, age, work place, and position. Interviews proceeded until data were saturated. Results: Fifteen sub-themes, categorized into six themes, emerged. Positive organizational culture themes included "Helping nurses to be organization members", "Allowing nurses to communicate with one another", "Helping nurses take an initiative to lead organization", "Having competent leader take charge of organization", "Enabling nurses to achieve organizational changes", and "Leading nurses to accomplish organizational performance." Conclusion: Results indicate that positive organizational culture is related to increases in occupational satisfaction and decreases in turnover through supportive organizational culture which makes it possible to reinvest expenses required for training new members to promoting quality growth in the organization and the prestige of professional nurses. In order to improve occupational satisfaction and sustained growth in nurses, it is necessary to provide nurses with positive work environments and require members to make active efforts leading to strategic changes.

• The Journal of Korean Academic Society of Nursing Education
• /
• v.17 no.1
• /
• pp.80-89
• /
• 2011

Purpose: The purpose of this study was to discover the effect of emotional intelligence on organizational performance in clinical nurses regarding anger expression, job satisfaction, job commitment, and turnover intention. Methods: Data were collected by self-administered questionnaires from 162 clinical nurses in three university hospitals in 2008, and analyzed by the SPSS 14.0 Window program, using descriptive statistics, pearson correlation, and stepwise multiple regression. Results: Emotional intelligence showed a statistically significant association with each of anger expression-in, anger expression-control, job satisfaction, job commitment, turnover intention, and organizational performance. The multiple regression analysis also showed that organizational performance was statistically significant with job satisfaction, job commitment, and emotional intelligence respectively. 38.0% of the variation of organizational performance was explained by these variables. Conclusion: Emotional intelligence significantly affected organizational performance together with job satisfaction and job commitment. From this result, it could be concluded that nursing interventions for emotional intelligence have a positive effect on improving organizational performance. Further studies are needed to develop nursing intervention programs for emotional intelligence and test its effects on organizational performance.

• Journal of muscle and joint health
• /
• v.31 no.2
• /
• pp.75-85
• /
• 2024

Purpose: The goals of this study were to identify the relationships among learning agility, grit, positive psychological capital, and nursing performance and to determine the impact of these factors on clinical nursing performance. Methods: Between November and December 2021, a descriptive survey design was conducted with a convenience sample of 260 clinical nurse participants from two regional hospitals. Data were collected using the Learning Agility Scale, Grit Scale, Psychological Capital Questionnaire, and the Nursing Performance Scale. Data from 248 nurses were analyzed using descriptive statistics, independent t-test, one-way analysis of variance, Pearson's correlation, and multiple linear regression analysis using SPSS 27.0. Results: Results revealed significant positive correlations between nursing performance and learning agility, grit, and positive psychological capital. Stepwise multiple regression analysis identified positive psychological capital as the strongest predictor of nursing performance, followed by work experience, learning agility, grit, and educational level. These variables accounted for 51% of the variance in nursing performance. Conclusion: This study underscored the importance of positive psychological capital, learning agility, and grit in improving nursing performance. Healthcare organizations should prioritize the development of these attributes among nurses. Implementing strategies to enhance these factors in nursing practice and education could improve nursing performance, potentially resulting in better patient outcomes and increased job satisfaction. Future research should explore specific interventions to cultivate these qualities and assess their long-term impact on nursing practice.

• Journal of Korean Critical Care Nursing
• /
• v.5 no.2
• /
• pp.49-60
• /
• 2012

Purpose: The purpose of this study was to explore health care workers awareness and performance of standard precautions. Methods: Participants were 296 health care workers including nurses, physicians, and medical technicians. Awareness and performance of standard precautions were measured with 4-point Likert scales. The data were analyzed with t-tests and one-way ANOVA by using SPSS 18.0. Results: The mean scores of awareness were 3.72 in nurses, 3.62 in physicians, and 3.47 in medical technicians. There was a significant difference of awareness by occupational classification (F=12.39, p<.001). The mean scores of performance of standard precautions were 3.45 in nurses, 3.19 in physicians, and 3.23 in medical technicians. There was a significant difference of performance by occupational classification (F=10.98, p<.001). In addition, the score of performance of standard precautions was significantly lower than that of awareness (t=11.89, p<.001). Conclusion: The results of this study indicated that awareness and performance of standard precautions were different by occupational classification. To improve performance of standard precautions in hospitals, it is necessary to provide a distinct infection control program by occupational classification.

• Journal of Korean Academy of Nursing Administration
• /
• v.22 no.3
• /
• pp.270-278
• /
• 2016

Purpose: The purpose of this study was to develop a performance appraisal tool (PAT) for postoperative anesthesia care unit (PACU) nurses. Methods: This study was a descriptive, non-experimental methodological study. The PAT was developed through a literature review and tests for validity and reliability. Results: Subsequent to a review of the literature on nursing performance of PACU nurse, a 63 item questionnaire was developed. Through factor analysis, 61 items in 3 domains with 8 factors were derived. Cronbach's ${\alpha}$ coefficient of the final instrument was .99. Conclusion: This tool is an efficient PAT for PACU providing meaningful feedback for professional growth in PACU nurses.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.18 no.11
• /
• pp.594-601
• /
• 2017

The purpose of this study was to identify the effects of clinical nurses' intrinsic motivation, affective commitment, and turnover intention on organizational performance. Participants were 189 nurses currently working at four general hospitals in C city. Data were collected by a self-report questionnaire and analyzed by using the SPSS/WIN 18.0 program with descriptive analysis, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Mean scores were as follows: intrinsic motivation($3.02{\pm}0.57$), affective commitment ($3.47{\pm}0.71$), turnover intention ($3.30{\pm}0.59$), and organizational performance ($3.37{\pm}0.52$). Organizational performance was significantly correlated with intrinsic motivation, affective commitment, and turnover intention. Nurses with higher affective commitment and intrinsic motivation showed higher organizational performance, where as higher turnover intention was correlated with lower organizational performance. The factors that influenced organizational performance were affective commitment(${\beta}=.42$), intrinsic motivation(${\beta}=.36$), and turnover intention(${\beta}=-.11$), with an explanatory power of 51.6%. Results of this study indicate the need to evaluate and manage the significant predictors of organizational performance. Further studies are needed to identify the relationships between clinical nurses' intrinsic motivation, affective commitment, turnover intention, and organizational performance.

• Journal of Korean Public Health Nursing
• /
• v.17 no.2
• /
• pp.317-332
• /
• 2003

This study attempts to investigate the relations between the types of communication, the job satisfaction. and the nursing performance of the staff nurses. The subjects of this study were the 114 nurses working in general wards, intensive care units, and the emergency rooms of the general hospital in Kyongbuk province. They were asked to answer the questionnaires as regards the types of communication and job satisfaction, and their performance of nursing, and these were evaluated by the head nurses, and their direct seniors. The data were collected for 10 days from the September 17 to 26, 2002. According to the purpose of the study, descriptive analysis, ANOVA. Pearson correlation coefficient, and stepwise multiple regression were applied for the data analysis using SPSS 10.0. The results are as follows : 1. The types of communication of staff nurses showed that the upward communication was $3.12\pm0.56$. the downward communication was $3.56\pm0.42$. the horizontal communication was $2.98\pm0.44$. and the informal communication was $2.59\pm0.49$. It showed that the most frequent communication was the downward communication. 2. In terms of the job satisfaction, there was significant difference according to the length of the period working for one ward (F=5.95, p=0.003), 3. The performance of nursing was significantly different according to the age (F=23.52, p=0.000), the working duration as a nurses (F=21.9, p=0.000), the types of nursing unit (F=5.33, p=0.002), and the working duration in present nursing unit (F=15.87, p=0.000). 4. In terms of communication type, the job satisfaction was associated with quality of the upward communication (F=6.23, p=0.003), the downward communication (F=5.78, p=0.004), and the horizontal communication (F=11.73, p=0.000) There were no association between the types of communication and the performance of nursing. 5. There was a positive correlation between the communication and the job satisfaction. And the downward communication (r=0.398) showed the greatest correlation with the job satisfaction. There was no statistically significant correlation between the communication and the performance of nursing. And the upward communication (r=-0.058) showed a negative, though not significant correlation with performance of nursing. 5. There was a positive correlation between the communication and the job satisfaction. And the downward communication (r=0.398) showed the greatest correlation with the job satisfaction. There was no statistically significant correlation between the communication and the performance of nursing. And the upward communication (r=-0.058) showed a negative. though not significant correlation with performance of nursing. 6. The stepwise multiple regression result showed that the downward communication accounts for $15.8\%$ (p=0,000) of the job satisfaction.

• Journal of Korean Academy of Nursing
• /
• v.35 no.1
• /
• pp.95-103
• /
• 2005

Purpose: The purpose of this study was to develop an instrument of task performance evaluation for clinical nurses, thus testing the validity and the reliability of the scale. Method: Data was collected from 84 Head Nurses and 255 General Nurses. A conceptual framework, composed of 4 factors of meaning in task performance evaluation, was identified through review of the relevant literature. A total of 78 items were developed and were used on a five-point likert scale. Through factor analysis, items whose factor loading was below 0.50 were deleted, thus 35 items remained. To test the validity and reliability of the instrument, the SPSS 11.0 windows program was used. Result: The results of the factor analysis indicated that 4 factors were classified and the cumulative percent of variance was 67.54%. The results of the reliability test indicated that Cronbach's coefficient of the total 35 items was over 0.9176. The results of the factor analysis indicated that factor loadings of all items was over 0.50. Conclusively, the validity and the reliability of the scale were proven. Conclusion: This study was identified as a tool with a high degree of reliability and validity.

• Korean Journal of Adult Nursing
• /
• v.28 no.5
• /
• pp.546-558
• /
• 2016

Purpose: This study aimed at the effectiveness to investigate the performance of evidence-based pain assessment and management guidelines. Methods: Participants were 140 nurses at the med-surgical units. Data were collected in early July, 2014 using Registered Nurses Association of Ontario (RNAO) guideline (2007) revised and validated by Hong and Lee (2012) and analyzed by descriptive statistics, t-test, ANOVA using SPSS/WIN18.0. Results: The score of performance of pain assessment guideline was higher than the score of pain management. Categories with high score were pain screening, parameter of pain assessment, documentation, assessment of opioids side-effects, and record of pain caused intervention. Categories with low score were comprehensive pain assessment, multidisciplinary communication, establishing a plan for pain management, consultation and education for patients and their families, and education for nurse. Non-pharmacological management was the lowest one. Conclusion: Assessing and managing pain is a complex phenomenon. It might be useful if institutions host training programs to ensure that nurse are better able to understand and implement pain assessment and management. Since non-pharmacological management is less likely to be used by nurses it may be helpful to include these methods in a training program.

• Journal of muscle and joint health
• /
• v.25 no.1
• /
• pp.12-20
• /
• 2018

Purpose: The purpose of this study was to compare the role conflict, emotional labor, and nursing performance outcomes among nurses in comprehensive nursing care service wards and general wards. Methods: Data were collected 10 hospitals located in B city that operated a comprehensive nursing care service for more than one year. A total of 237 nurses were included in this study: 118 in comprehensive nursing care service wards and 119 in general wards. Data were collected using questionnaires and statistically analyzed with $x^2$ test and t-test. Data were analyzed using SPSS win 22.0 program. Results: Role conflict was lower among nurses in comprehensive nursing care wards than in general wards, and the difference was statistically significant. Conclusion: Therefore, organizational support interventions, such as sufficient understanding of others' roles and on-the-job training on nursing, should be planned to reduce role conflict and emotional labor, and systems and policies should be established to improve nursing performance outcomes.