• 간호행정학회지
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• 제21권3호
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• pp.263-276
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• 2015

Purpose: The study was done to verify the effect size of the variables related to the emotional labor of nurses. Methods: A total of 47 article on variables related to the emotional labor of nurses and published from 2006 to 2014 were used for the meta-analysis. Results: Variables with the largest effect size related to emotional labor were identified as the variables of work task, organization and individual characteristics in descending order of effect size. The sub-factors with the greatest effect size in the work task variable were exhaustion and work commitment, while for organization variables, intention to change jobs had the largest effect size. For individual characteristics, physical symptoms had the largest effect size. Conclusion: The results of this study are meaningful as the first study to integrate research results on variables related to the emotional labor of Korean nurses, providing practical data for the management of emotional labor.

• 간호행정학회지
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• 제7권2호
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• pp.193-204
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• 2001

The purpose of this study was to provide basic information for developing effective marketing strategies of nursing organization by identifying the influence of internal marketing factors on the nurses' organizational commitment. The subjects of this study were 256 nurses who were working in the hospital over 1 year at three university hospitals which had more than 400 beds in seoul and kyung-gido. The data were collected by self-reporting questionnaires. The instruments used in this study were the communication form scale developed by Jo(1995), the welfare scale developed by researcher, the education training scale developed by researcher, the organizational commitment scale developed by Mowday, Porter and Steers(1979). The data were analysed by the SAS package using frequency, percentage, mean, standard deviation, Pearson's correlation coefficient and stepwise multiple regression. The results of this study were as follows; 1. In mean score of internal marketing factors in nursing organization, horizontal communication was 3.42, downward communication 3.32, involvement communication 3.08, upward communication 3.00, education training 2.54, welfare 2.51. The meas score of organizational commitment was 3.00. 2. Organizational commitment was positively correlated with upward communication(r=0.48, p=0.0001), education training(r=0.42, p=0.0001), horizontal communication(r=0.36, p=0.0001), welfare(r=0.34, p=0.0001), involvement communication(r=0.25, p=0.0001) of internal marketing factors in nursing organization, but was negatively correlated with downward communication(r=-0.20, p=0.0014). 3. The major internal marketing factors which influence organizational commitment was upward communication. Upward communication explained 23% of organizational commitment. If education training, horizontal communication, welfare and downward communication were added, 38% of the variance would be explained. In conclusion, the results of this study showed that the higher upward communication level among the internal marketing factors was doing more important role in nurses' organizational commitment. Therefore, for improvement of nurses' organizational commitment, it is important to improve upward communication and to develop the education training program among the internal marketing factors.

• 대한간호학회지
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• 제4권2호
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• pp.67-77
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• 1974

Introduction This study is concerned with improving the nursing education curriculum. The purpose of the study was to 1. Review the basic principles of curriculum development. 2. Determine opinion about current nursing curriculums from recent nursing school graduates. Methods of the study A questionnaire was distributed to 250 nurses, in f general hospitals in Seoul. The nurses were graduated from nursing schools in 1973, but represented all types of nursing programs. The Questionnaire was designed to illicit responses about nursing school curriculums in 5 areas: 1. Establishment of objectives 2. Selection of learning experience 3. Organization of learning experience 4. Instruction 5. Evaluation Summary of the major findings 1. Establishment of objectives Thirty nine point three percent of the nurses said that the first objective of the general nursing education was stated "to educate a nurse as a human being with humanity:" Ninety point eight percent of the total respondents said that thor knew the objectives of the curriculum of their nursing schools, but more half of them (58.3%) understood the objectives vaguely at the time they attended nursing school. 2. Selection of learning experience Thirty nine point eight percent of the respondents said their curriculum contained "only a few" liberal arts courses. 3. Organization of learning experience forty seven point six percent. of the respondents were reported that the number of course hours was "insufficient" in liberal arts courses. Fifty seven point three percent of the nurses felt there was an overemphasis on any special topic in liberal arts courses. 4. Instruction Methods of instruction were as follows: Liberal arts courses-a. lecture which centered on explanation (61.1%), b. lecture which centered on writing (43.7%) Supporting nursing courses-a. lecture which centered on explanation (34.0%). b. laboratory Practice (37.8%) Clinical nursing courses-a. lecture which centered on writing (33.0%), b. clinical practice (38.4%) The percentage of respondents replying that various equipment for the learning activities were "insufficient"were as follows: Liberal arts courses-51.0% Supporting nursing courses-28.6% Clinical nursing courses-37.9% 5. Evaluation In the liberal arts courses, 30.6% o( the respondents answered that the evaluation of records was in their opinion "poor, " and 28.2% of the respondents reported that the method of evaluation was "unfair and discouraging. " "Development of a systematic theory of nursing" was thought to be essential for curriculum improvement. The respondents felt that the junior year was the hardest because 1. Number of subjects was too great (28.1%) 2. Lack of a systematic theory of nursing (14.5%) 3. Conflict due to the difference between nursing theory and nursing practice (21.4%) Recommendations 1. Since this study was limited to nurses who had graduated in 1973, a larger study involving professors, graduate students, and nurses from a wider area is suggested in order to establish the reliability and validity of the present findings. 2. Nursing research should be carried out more actively in order to develope nursing science. 3. A permanent organization for research into ways to improve the curriculum should be established in each nursing school.

• 간호행정학회지
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• 제22권2호
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• pp.158-166
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• 2016

Purpose: This study was done to investigate the influence of organization and community job embeddedness on turnover intention of nurses in small and medium sized general hospitals. Methods: The participants, 333 nurses, were recruited from small and medium sized general hospitals in Korea. Data were collected by self-report questionnaires on job-embeddedness and turnover intention and were analyzed using descriptive statistics, Independent t-test, One-way ANOVA and $Scheff{\acute{e}}^{\prime}$, Pearson correlation coefficient, and multiple linear regression analysis with the SPSS 18.0 program. Results: The score for job embeddedness and it's 6 factors, and turnover intention were above 3 on a 5 point scale with the exception of organizational sacrifice. There was a significant difference in turnover intention according to age, marital status, salary, and position. There were significant negative correlations between the 6 factors of job embeddedness and turnover intention. Variables entered in multiple regression showed that organizational sacrifice, organizational fit and age were significant contributing factors to turnover intention. Conclusion: The findings suggest that there is a need for strategies to enhance job embeddedness, especially organization sacrifice and organization fit. These factors should be developed and used to decrease turnover intention of nurses in small and medium sized general hospitals.

• 한국간호교육학회지
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• 제25권1호
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• pp.148-158
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• 2019

Purpose: This study is a descriptive study to explore the effects of work performance, perceived organization support, and personal coping resources on job satisfaction of infusion nurses in Korea. Methods: The participants of this study were 155 infusion nurses in 19 general hospitals and advanced general hospitals in Korea. Data were collected from January to March 2018 using a structured questionnaire and analyzed with the SPSS software version 23. Results: The participants' job satisfaction score was 3.01, their work performance score was 3.60, their perceived organization support score was 2.83, and their personal coping resources score was 3.53. The regression model for job satisfaction was significant (F=56.10, p<.001), and the total explanatory power was 52%. The variables affecting job satisfaction were personal coping resources (${\beta}=.44$, p<.001), perceived organization support (${\beta}=.42$, p<.001), and working locations (${\beta}=.13$, p=.028). Conclusion: To increase job satisfaction of infusion nurses, boosting strategies for personal coping resources, perceived organization support, and examination of work performance characteristics of each local area should be considered. In addition, development of customized programs is needed, focusing on infusion nurse personnel and job characteristics.

• 간호행정학회지
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• 제12권2호
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• pp.311-322
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• 2006

Purpose: The objective of this literature review study was to identify patterns and trends of studies on leadership among nurse managers in nursing organization and suggest the direction of future researches. Methods: Research Studies on the leadership were selected from thesis and related journals, which had been conducted from 1975 to 2006.5. Search Terminologies were used "leadership". The Total number of the collected studies were 69. Results: The number of studies on leadership has been increased rapidly since 1990's. In research design, Quantitative studies were 68 except for a Qualitative study. Correlation research were 45(65.2%) among quantitative studies. Conceptual frameworks, research questions and hypotheses were involved 31.9%, 98.6%, 31.9%. In subject, General nurse is 46.4%, Head nurse and General nurse was 23.2% and Head nurse is 2.9%. All the studies used questionnaire in data collection method. Measurement tools were used 50% for Bass' MLQ(MLQ-5X). For the statistical analysis, Correlation, ANOVA, t-test were used for 20.3%, 17.4%, 10.5% respectively. The number of leadership related variables were work-related, organization-related, personal recognition or attitude, empowerment, personality. The sub-variables were used for 31 Job satisfaction. Further studies were suggested the develop of leadership program, measurement for the effect of leadership, repeated studies on leadership, the development of measurement about leadership. Conclusion: These results will be used to provide the basic data for developing leadership theory on nursing organization.

• 성인간호학회지
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• 제26권1호
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• pp.46-57
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• 2014

Purpose: This study was to investigate the influence of male nurses' gender role conflict and job satisfaction on their organizational commitment. Methods: Data were collected through a mixed method design using structured questionnaires (N=162) and a sequential qualitative interviews (N=8) from 2nd October, 2012 to 7th February, 2013. Data analysis included t-test, ANOVA, regression with SPSS/WIN 19.0 program and a qualitative thematic analysis. Results: Factors affecting participants' organizational commitment were job satisfaction and marital status which accounted for 36.2% of the total variance. In particular, low job satisfaction was not correlated with low organizational commitment despite lower job satisfaction. Three main themes connoting meanings of ambivalence were extracted from the data: desiring for the better future in spite of the current difficulty, strengthening their masculinity in tandem with complementing femininity in the midst of gender role conflict, leading their organization at times, and enduring hard work with responsibility for raising their family as a head of household. Conclusion: The findings indicate that male nurses' adjustment to the organization is controlled by ambivalence. It is essential to understand sociocultural contexts of male nurses as a minority in nursing fields for further research.

• 한국안전학회지
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• 제38권1호
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• pp.78-86
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• 2023

In this study, we explored the psychometric properties of the Korean version of the Safety Organization Scale (K-SOS). The SOS is based on the principles of a high-reliability organization and is an effective measure of the self-reported behaviors underlying the safety culture of an organization. We conducted a methodological study to examine the validity and reliability of the 9-item SOS translated into Korean. The data of 108 nurses working in three general hospitals with more than 100 beds located in D City were included. Content validity, construct validity, criterion validity, and reliability were evaluated. The results confirmed that the K-SOS is a unidimensional structure scale. Higher K-SOS scores exhibited a significant correlation with Hospital Survey On Patient Safety Culture, thus indicating the validity of the criterion. The internal consistency of the K-SOS was acceptable. Thus, the K-SOS is a reliable self-report scale for directly measuring the safety behaviors of an organization. The K-SOS can be used to improve patient safety in Korean hospital settings.

• 디지털융복합연구
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• 제13권11호
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• pp.303-311
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• 2015

이 연구는 종합병원에 근무하는 간호사를 대상으로 간호사의 고객지향성을 파악하고 간호사가 인식한 간호조직문화와 고객지향성이 어떤 관계가 있는지를 분석하고자 한다. 2014년 10월 1일에서 15일까지 442부의 설문지를 선택하였고 SPSS 21.0 프로그램을 통해 분석하였다. 연구결과는 간호사가 인식한 각 간호조직문화 유형과 고객지향성은 양의 상관관계가 있는 것으로 나타났다. 책임 간호사, 비교대 근무형태에서 유의한 결과가 나왔다. 또한 관계지향적 문화, 혁신적조직 문화, 위계지향적 문화 순으로 유의하게 나타났다. 따라서 병원 관리자들은 간호 조직 문화내의 내부 고객인 간호사에 대한 관심과 관리가 필요할 것이다.

• 의료ㆍ복지 건축 : 한국의료복지건축학회 논문집
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• 제18권4호
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• pp.7-16
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• 2012

Purpose : The purpose of this study is to look into the change of area and space organization percentage of wards in main general hospitals in Busan and Gyeongnam. Method : Patient area, nursing area, service area, training area, common area were classified for functional space organization. Patient area was reclassified to bedroom and comfort area, and common area was reclassified into vertical circulation, horizontal circulation and facility area. Also, method of area calculation was chosen standard to wall center-lines following building act 911 and functional space area of each hospital was estimated and comparatively analyzed. Result : For hospitals completed before 2000, area ratio by functional space for patient area, nursing area, service area and common area showed 53.6%, 10.2%, 0.8%, and 35.3% respectively. For hospitals completed after 2000, area ratio by functional space for patient area, nursing area, service space, and common area showed 49.2%, 12.6%, 1.1%, and 37.2% respectively. Implications : Through this study, change of percentage of space organization of main general hospitals in Busan Gyeongnam can be understood. Also because most studies on area organization of general hospital wards were focused on the capital area, this study provides basic material for future studies related to area of general hospital wards in Busan Gyeongnam.