• Journal of Korean Public Health Nursing
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• v.32 no.2
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• pp.167-180
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• 2018

Purpose: The aim of this study was to identify the life-sustaining treatment choices and related factors among general hospital nurses. Data were collected from June 16 to June 29, 2015. The participants were 244 nurses from five general hospitals in D city. Methods: The data were analyzed using the SPSS 18.0 program, descriptive statistics, paired t-test and one-way ANOVA. Results: Significant differences were observed in the level of life-sustaining treatment choices for nurses to themselves and to their families except for pain control. More nurses declined life-sustaining treatment choices, but suggested their families receive it. The related factors of special life-sustaining treatment choices for nurses themselves and their families according to their general characteristics were age, marital status, education and religion. Conclusion: This study suggests that the related factors need to be considered in the education of nurses' or public health providers' Life-sustaining treatment choices.

• Journal of Korean Clinical Nursing Research
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• v.25 no.3
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• pp.285-293
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• 2019

Purpose: This descriptive study aimed to identify the relationships among grit, job satisfaction, and the intention to stay of clinical nurses in Korea. Method: Data collected from a total of 239 experienced nurses in four general hospitals of the Jeolla province. The t-test, ANOVA, and Pearson's Correlation Coefficient were performed using the IBM SPSS/WIN 21. Results: There were positive correlations between the grit and job satisfaction of the nurses (r=.31, p<.001), between their grit and intention to stay (r=.25, p<.001), and between their job satisfaction and intention to stay (r=.49, p<.001). Conclusion: Developing and adapting educational programs to enhance the grit enthusiasm, and patience can contribute to increasing the intention to stay of nurses in hospitals.

• Korean Journal of Occupational Health Nursing
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• v.10 no.2
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• pp.174-182
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• 2001

This study was performed to find out the differences between noise levels of hospital wards and the nurses efforts for noise management in some general hospitals. The hospital wards selected were the intensive care unit(ICU), the emergency room(ER), the nursery room(NR), the internal medicine(IM), the general surgery(GS) among the 5 general hospitals located in Seoul. The data were collected from August 3 to September 13, 1999 through questionnaire survey and noise measurement in each nursing station of hospital wards. Data analysis was done by SPSS 8.0 package among the 305 questionnaires and 24 hours monitored noise levels. Frequency, Chi-square and ANOVA test were used. The study results were as belows: 1. The noise level measured by 24 hours monitoring survey were exceeded on the standard limit in all the hospital wards. Data also showed that noise levels were significantly different in each ward among the three shifts working duties. 2. The subjects were all female nurses. They were mostly working in the ICU ward(28.9%). They were 26~30 years old (43.9%), junior college graduates(57.0%), working for 1~5 years(55.1%) as staff-nurse(85.6%). There were no significant differences between hospital wards and general characteristics of nurses. 3. The noise levels perceived by nurses were regarded as 'Highly noisy'(56.4%), especially during the 11:30 and 15:30 (30.2%) o'clock. Data also showed that noise education was not ever given to nurses(89.9%). Nurses also responded that they hardly put an effort to reduce noise level(54.8%). However, there were significant differences between wards and noisy working time, experience of noise education and level of effort for noise reduction. 4. Nurses also perceived the ventilator alarm and EKG-alarm as the most disturbing sounds in the ICU, human voice and telephone ringing in the ER, human voice and EKG-alarming in the NR, human voices and telephone ringing in IM and GS both wards respectively in order. There were significant differences between hospital wards and noise making factors. 5. Nurses were shown that they regarded highly 'Sound reduction of the human voice', 'Careful handling on medical instruments', and 'Immediate appliances on alarming materials' as the practical method for noise management. There were significant differences between hospital wards and behavioral practical efforts for noise management. According to that results, the statistical differences were shown in the 24 hour monitored noise levels in each ward. Also, nurses perceived the noise severity differently and they approached variously on the practical efforts for noise reduction in each ward. Thus, author thinks that concrete and systematic endeavor will be necessary for noise reduction and management in hospitals for better working and healing environment for both of patients and staffs.

• The Korean Journal of Health Service Management
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• v.9 no.4
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• pp.51-62
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• 2015

Objectives : Identify the factors that affect organizational citizenship behavior of hospital nurses, and to provide a basis for developing an effective nursing workforce management system. Methods : Participants of this study were 214 nurses serving at general hospitals located in B Metropolitan City. Data collection was performed from Oct.15th to 25th, 2014. The methods of analyzing data were ANOVA, Scheffe's-Test, Pearson's Correlation Coefficient Analysis and the Stepwise Multiple Regression Analysis according to the SPSS WIN 18.0 Program. Results : Emotional intelligence explained 42.1% of the subjects' organizational citizenship behaviors. This figure increased to 48.7, 51.3 and 52.3%, respectively when other three factors of job satisfaction, age and educational background were added on a one-by-one basis. Conclusions : Considering that emotional intelligence is a critical factor in organizational citizenship behaviors, general hospitals should develop and implement education and training programs that can raise their nurses' emotional intelligence and job satisfaction and, concomitantly, promote their organizational citizenship behaviors provided that feedbacks is provided later.

• The Journal of Korean Academic Society of Nursing Education
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• v.15 no.1
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• pp.72-80
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• 2009

Purpose: This study was designed to identify the prediction factors that influence nurses' organizational commitment. Method: The sample of this study consisted of 526 full-time nurses randomly picked at 19 general hospitals in Korea. The data was analyzed by computer using SPSS 15.0 for Pearson's correlation coefficient, and multiple regression analysis. Result: 1) According to general characteristics, nurses' organizational commitment levels among the sample were significantly different in age, religion, social status, marital status, clinical career, and department satisfaction. 2) Level of nurses' organizational commitment was average 2.70, job satisfaction 2.91, burnout 3.03, empowerment 3.36, autonomy 2.93, and self-efficacy 3.51. 3) Nurses' organizational commitment had significant positive correlations with job satisfaction, empowerment, self-regulation, social support, self-efficacy, clinical career, and personnel movement experience. On the other hand, it had significant negative correlations with occupational stress, burnout, and age. 4) The prediction factors which influence Nurses' organizational commitment were job satisfaction($\beta$=.405), burnout($\beta$=-.282), self-regulation($\beta$=.171), clinical career($\beta$=.135). These factors were approximately 49.6% reliable in explaining nurses' organizational commitment. Conclusion: These results can be used to develop hospitals' management strategies for increasing organizational commitment effectiveness and nursing productivity.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.24 no.3
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• pp.284-291
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• 2017

Purpose: The purpose of this study was to examine the impact of ego-resilience, career planning on turnover intention of career-focused nurses working in general hospitals. Methods: The subjects were 673 nurses with clinical experience with more than 1 year working in general hospitals in Seoul and Gyeonggi-do, from February1 to June 30, 2016. The collected data were analyzed with t-test, ANOVA, Pearson's correlation and multiple regression anaby using SAS (9.4ver). Results: The factors affecting the turnover intention of career nurses were identified by age, current hopes of moving to the workimg department, and career planning. These variables accounted for 18% of career nurses' turnover intentions. Conclusions: The results of this study suggest that the higher the degree of career planning of career nurses, the lower the turnover intention. However, ego-resilience did not show the influence of turnover intention. There is a need to develop a career management program that enhances ego-resilience and systematic career planning to reduce turnover intentions.

• Korean Journal of Adult Nursing
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• v.17 no.4
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• pp.529-538
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• 2005

Purpose: This study was conducted to 1) find out the frequency of tobacco control intervention, barriers, and facilitators. 2) compare the differences in tobacco control intervention, barriers, and facilitators between oncology nurses and general nurses. Method: A sample was composed of 96 oncology nurses and 284 general nurses. The survey questionnaire was mailed out to nurses who were working at the randomly selected hospitals throughout the country. The questionnaire was adopted from the study of national survey on oncology nurse's tobacco interventions in United States by Sarnar, et al.(2000). Results: Oncology nurses were found to provide tobacco control interventions more frequently comparing to the general nurses. "Patient not motivated to quit smoking", "Lack of time", "Lack of recognition/rewards", were the most commonly identified barriers. "Patient wants to quit", "Adequate time", "Confidence in ability help people to stop smoking", were the most commonly identified facilitators. Conclusions: Although oncology nurses are in an important position in delivering tobacco interventions and providing resources, their participation in consistent delivery of a tobacco control intervention was less than desirable. To help nurses participate in the assessment of tobacco use and interventions for cessation, the development of educational program is necessary.

• Journal of Korean Biological Nursing Science
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• v.13 no.2
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• pp.125-133
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• 2011

Purpose: This study was performed to identify the affecting factors on hospital nurses' practice of disinfection focused on alcohol, chlorhexidine gluconate (CHG), and povidone iodine (PVI). Methods: The participants in this study were 196 nurses of 3 general hospitals and 2 upgrade general hospitals in 5 cities in Korea. Data were collected through self-reported questionnaires in January, 2011. The collected data were analysed by ANOVA, Pearson correlation and stepwise multiple regression using SPSS/WIN 18.0. Results: The subjects used alcohol and PVI daily for intravenous site care and surgical wound dressing respectively. The mean percentage of awareness in practicing main disinfectants were 80.0% and 72.5% respectively. The awareness and practice were highest in alcohol, but lowest in CHG. The mean percentage of practice of disinfectants was 72.5%. There was positive correlation among awareness and practice of main disinfectants. The awareness and nurses' salary explained 34.6% of variance in practice of disinfectants. Conclusion: An educational program focusing on strategy to enhance hospital nurses' awareness would be effective in improving their practice of disinfectants.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.1
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• pp.88-98
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• 2015

Purpose: To evaluate the relationship between organizational socialization and intention to leave, and to identify factors affecting on intention to leave in operating room nurses. Methods: This study used a descriptive design. Seventy operating room nurses recruited from three hospitals under the same management style, in-service educational system, and working conditions agreed to participate in this study, and completed self-administered questionnaires of the organizational socialization and the intention to leave questionnaire. Respondents were classified by career as advanced beginner, competent practitioner, proficient practitioner and expert practitioner by Benner's stages of nursing proficiency. Data were analyzed with t-test, ANOVA with multiple comparisons, Spearman correlation, and multiple regression analysis. Results: Nurses unsatisfied with the current in-service continuous education had lower organizational socialization and higher intention to leave. In advanced beginners, job performance was lowest and organizational commitment was highest. In expert practitioners, intention to leave was highest. Organizational commitment, interpersonal relationship, identity and burnout were associated with intention to leave. Mutual trust, burnout, and interpersonal relationship were predictors of intention to leave explained 20.8% of variance. Conclusion: The career ladder program to enhance nurses' organizational socialization and intention to stay should be established and expanded for well-experienced operating room nurses.

• Journal of Korean Clinical Nursing Research
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• v.23 no.3
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• pp.350-360
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• 2017

Purpose: The purpose of this study was to investigate the present status of falls among inpatients in general hospitals and to identify the fall risk factors that reflect the characteristics of domestic hospitals. Methods: Data were collected between December 15, 2016 and January 15, 2017 from 32 Korean hospitals having 500 or more beds. First, 42 risk factors were extracted based on literature review and expert opinions. Then the importance of each factor was evaluated by 223 nurses from medical and surgical adult ward and intensive care units in 40 hospitals. Results: The incidence rate of falls in 18 hospitals was 3.87 per 1,000 total discharged patients and 0.55 per 1,000 patient-days, and the rate of injury-related falls was 40.5%. Major risk factors for falling were identified as the following: being over 65 years of age, history of falls during admission, physical mobility disorders requiring assistance, physical factors (dizziness or vertigo, unstable gait, general weakness, walking aids, visual problems), cognitive factors (delirium, lack of understanding on limitations), neurological disease, CNS medications Conclusion: The findings provide information that can be in the development of a fall risk assessment tool for inpatients in general hospitals in Korea.