• Journal of Korean Public Health Nursing
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• v.36 no.3
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• pp.334-346
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• 2022

Purpose: This survey was conducted to investigate the level of coronavirus disease 2019 (COVID-19)-related peritraumatic distress and job stress among clinical nurses and evaluate their effects on nursing performance. Methods: The participants were 115 nurses from 5 hospitals in 3 regions in Korea. The peritraumatic distress index (PDI), job stress, and nursing performance scales were used for the analysis. The data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and multivariate regression analysis. Results: The level of peritraumatic distress of nurses was scored at 22.8 ± 9.26 (range 0 to 45). The level of job stress was scored at 2.69 ± 0.51 (range 1.3 to 3.7). The level of nursing performance was scored at 3.73 ± 0.51(range 1.76 to 5.0). Peritraumatic distress was observed to be positively correlated with job stress (r=.408, p<.001). However, peritraumatic distress and job stress were not correlated with nursing performance. In multivariate regression, the only variable seen to affect nursing performance was the work experience of the nurses. Work experience levels of five to fifteen years were observed to have a significant positive effect on nursing performance. Conclusion: The work experience of nurses directly influenced nursing performance during the pandemic period. Thus, to retain more nurses and to improve nursing performance, it would be necessary to develop various strategies to decrease their peritraumatic distress and job stress caused by the pandemic.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.3
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• pp.365-373
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• 2004

Purpose: This study was designed to describe the Critical Success Factors (CSF) of nursing organization perceived by hospital nurses. Method: Data was collected from 12 nurses who were working in the university affiliated medical center in Seoul using interview. To analyze data, content analysis was done. Results: The Critical Success Factors (CSF) of nursing organizations perceived by hospital nurses was classified into 5 categories. The 5 categories (the expectation of nurses' clients, The awareness economic value that nurses perform work, efficient nurses' work process, attractive nurses' work conditions, nurses' grow into professional) include 21 themes and 53 significant statements. Conclusions: The result of this study may be helpful in the strategic performance management of nursing organizations.

• The Korean Journal of Emergency Medical Services
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• v.20 no.3
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• pp.69-83
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• 2016

Purpose: The purpose of this study was to explore the factors influencing evidence-based fall prevention nursing performance of hospital nurses. Methods: A self-reported questionnaire was completed by 344 nurses from three general hospitals from January 20 to March 10, 2013. The study instruments included general characteristics of the subjects, and awareness and performance of fall prevention. Data were analyzed by t test, ANOVA, Pearson's correlation, and multiple regression using SPSS v. 20.0. Results: There were statistically significant differences in awareness and performance according to age, marital status, clinical experiences, workplace, experience of fall prevention education, knowledge of fall prevention, compliance with fall prevention, attention level toward prevention, recognition level of potential falls, nurse responsibility for falls, importance of fall prevention, efforts level for fall prevention, and awareness score of falls prevention. There was a positive correlation among awareness and performance of fall prevention. Based on the multiple regression analysis, compliance with fall prevention, efforts level for fall prevention, and awareness score of falls prevention were significant predictors for performance of fall prevention. The explanation power of the model was 64.1%. Conclusion: The findings revealed the need to develop an effective nursing intervention to improve hospital nurses' performance for fall prevention.

• Journal of Korean Academy of Nursing
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• v.50 no.1
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• pp.1-13
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• 2020

Purpose: The purpose of this study was to construct and test a structural equation model on nursing work outcomes based on Youssef and Luthans' positive psychological capital and integrated conceptual framework of work performance. Methods: This study used a structured questionnaire administered to 340 nurses. Data were analyzed using structural equation modeling. Results: Positive psychological capital showed indirect and direct effects on job satisfaction, retention intention, organizational citizenship behavior, and nursing performance. While, the nursing work environment had direct and indirect effects on job satisfaction and nursing performance, it only had indirect effects on intention to work and organizational citizenship behavior. Additionally, a mediating effect on retention intention and organizational citizenship behavior was found between job satisfaction and nursing performance variables. Conclusion: The nursing organization needs to build a supportive work environment and reinforce positive psychological capital to improve nursing performance. Additionally, it needs to actively manage the necessary parameters involved in the stages of job satisfaction, retention intention, nursing performance, and organizational citizenship behavior of nurses. The findings propose the continuous management of nursing personnel based on nurses' attitude outcome, behavioral intention, behavioral outcome, and stage of role performance.

• The Journal of Korean Academic Society of Nursing Education
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• v.12 no.1
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• pp.60-69
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• 2006

Purpose: This study was to explore the clinical competence according to clinical ladder of operating room nurses. Method: The subjects were 125 the operating room nurses working at five university hospitals in four city. The instrument to measure the clinical competency and clinical performance of OR nurses was developed by researcher. It consisted of 12 domains of clinical competence and 23 items of clinical performance. Results: Clinical competence and clinical performance of OR nurses group devided into 4 groups by clinical ladder such as 0-12month, 13-36 mon. 37-84 mon. over 85 month were significantly different. More experienced nurses performed higher level of clinical performance and competency in 23 items and 12 domains. Conclusion: It will be needed to add concrete behavioral patterns and behavioral indicators of nursing competencies, per stage of the clinical ladder, by repetitive studies on nurses of various hospitals and to confirm the validity.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.2
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• pp.189-195
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• 2006

Purpose: This study was to identify nursing interventions which were perceived highly in the importance and performance of nursing interventions by nurses in long-term care facilities for elderly. Method: Data was collected from nurses working in long-term care facilities for elderly over 2 years who participated in continuous education by Korea Association of Senior Citizens Welfare Institution. Data was analyzed using mean and paired t-test to compare difference between the importance and performance of each nursing intervention. Results: Among 264 nursing intervention, 49 nursing interventions were considered highly important and performed very often by nurses. Especially, 11 nursing interventions had significant difference between the importance and the performance, which meant that nurses perceived them as the most important and they were not implemented often as much as that by nurses. Conclusion: The results of this study revealed that what kinds of the nursing interventions were perceived highly important and performed very often by nurses in long-term care facilities for elderly. These nursing interventions can be utilized in the development of standardized nursing intervention classification to be used for the long-term care facilities for elderly.

• Korean Journal of Adult Nursing
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• v.24 no.1
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• pp.74-84
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• 2012

Purpose: This study was designed to identify knowledge and performance level of infection control among oriental medical doctors and nurses and further to identify factors that may influence practice. Methods: Data were collected using the survey method. Two hundred and forty two healthcare workers (HCW) from five oriental medicine university hospitals in Korea (140 physicians and 102 nurses) completed a survey about infection control. The study was conducted from February 1 to 28, 2011. Results: The average knowledge level of infection control among HCW was $0.75{\pm}0.13$ (score range 0~1) and the average performance level of infection control was $3.16{\pm}1.05$ (score range 0~5). 'Disinfection and sterilization' were ranked the highest in both the knowledge and performance level. In the knowledge level, 'hand washing/hand hygiene' were ranked the lowest. 'Bloodstream infection prevention' was the lowest among the infection control categories in performance. Total average knowledge and performance level of nurses was significantly higher than that of the physicians. Conclusion: This study demonstrated the oriental medical doctors and nurses' knowledge and performance level of infection control differed. The education on infection control is required to oriental medical doctors and nurses and it would contribute to preventing healthcare associated infections in oriental medicine hospitals.

• Journal of Korean Academy of Nursing
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• v.46 no.3
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• pp.338-348
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• 2016

Purpose: The purpose of this study was to examine correlations between nurses' self-leadership and individual work role performance and correlations between self-leadership in nursing units and team members' work role performance. Methods: Participants were 202 conveniently selected general nurses from 5 general hospitals in Korea. The study was carried out on 35 nursing units. Data were collected during February 2015 with self-report questionnaires. Results: For factors affecting individual work role performance, self-expectation, self-goal setting, constructive thought, clinical career in the present nursing unit and marital status accounted for 44.0% of proficiency, while self-expectation, self-goal setting, constructive thought, and marital status accounted for 42.3% of adaptivity. Self-expectation, self-goal setting, constructive thought, self-reward, clinical career in the present nursing unit and position accounted for 26.4% of proactivity. In terms of team members' work role performance, self-reward and self-expectation in nursing units explained 29.0% of team members' proficiency. Self-reward and self-expectation in nursing units explained 31.6% of team members' adaptivity, and self-reward in nursing units explained 16.8% of team members' proactivity. Conclusion: The results confirm that nurses' self-leadership affects not only individual self-leadership but also team members' work role performance. Accordingly, to improve nurses' work role performance in nursing units of nursing organizations, improvement in nursing environment based on self-leadership education is necessary and nurses' tasks rearranged so they can appreciate work-autonomy and challenges of work.

• Korean Journal of Occupational Health Nursing
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• v.23 no.2
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• pp.55-66
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• 2014

Purpose: The purpose of this study is to analyze the structural model on the Nursing Task Performance of Hospital Nurses. Methods: Data collection was done by the 200 hospital nurses from May 1st to May 20th, 2013 in Seoul city. The sample variance-covariance matrix was analyzed using AMOS 19.0 and the maximum likelihood minimization function. The goodness of fit was evaluated using the SRMR, RMSEA and its 90% confidence interval, CFI, and TLI. Results: First, hospital nurses' organizational justice and empowerment was not found to have a significant direct effect on nursing task performance. Second, organizational justice and empowerment had a direct effect on job satisfaction and organizational commitment. Third, organizational commitment was found to have a significant direct effect on nursing task performance. Forth, hospital nurses' empowerment was found to have a significant direct effect on nursing task performance. Conclusion: Nurses' nursing task performance was influenced by organizational justice, empowerment, and organizational commitment. In order to increase the degree of nursing task performance in hospital nurse, it is necessary to develop the nursing program and its application considering hospital nurses' organizational justice and empowerment and organizational commitment.

• Journal of Korean Clinical Nursing Research
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• v.28 no.2
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• pp.146-156
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• 2022

Purpose: The purpose of this study was to examine the influence of empowerment, infection control organizational culture, and infection control awareness on infection control performance among nurses in long-term care hospitals. Methods: A descriptive survey study was conducted with 125 nurses as subjects who had been working for at least six months in four long-term care hospitals located in Busan metropolitan city and Gyeongsangnam-do Province. Data were collected from September 30 to October 28, 2021 and analyzed using t-test, one-way ANOVA, Pearson's correlation coefficients, and stepwise multiple regression with SPSS/WIN 26.0. Results: The results showed that infection control performance had significant correlations with empowerment (r=.36, p<.001), infection control organizational culture (r=.51, p<.001), and infection control awareness (r=.75, p<.001). Multiple regression analysis for infection control performance revealed that the most powerful predictor was infection control awareness (β=.70, p<.001). Empowerment, infection control awareness and awareness of infection control guidelines explained approximately 60.0% of the variance in infection control performance. Conclusion: Findings indicated that various factors are related to the infection control performance among nurses in long-term care hospital. Based on the results of this study, further development and application of the programs to enhance empowerment and infection control awareness are needed in order to improve the infection control performance of nurses in long-term care hospitals.