• 간호행정학회지
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• 제16권2호
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• pp.172-179
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• 2010

Purpose: The purpose of this study was to examine the canonical correlation between organizational culture and nurses' informatics competency. Method: Participants in this study were 354 nurses from three hospitals and one university. The scales of organizational culture, informatics competency for nurses were used. Descriptive statistics, Pearson correlation coefficient, canonical correlation were used for data analysis. Results: The dominant organizational culture was hierarch-oriented culture. Nursing informatics competency of the participants was relatively low with a mean score 3.04. Organizational culture was related to informatics competency with 2 significant canonical variables. The first variate showed the higher four subcategories of organizational culture showed the better nursing informatics. The second variate indicated that nurses felt higher innovation-related and lower hierarch-related culture showed higher medical informatics-related software usage and computer related information management, lower perception of informatics and information search using internet. Conclusion: Organization culture has a major of impact on the success of information system use. Therefore, the continuous strategy for higher innovation-related organizational culture such as management support should be needed.

• 임상간호연구
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• 제25권3호
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• pp.314-322
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• 2019

Purpose: The purpose of this study were to identify the influential factors of bullying of intensive care nurses and to suggest a final structural model based on identified relationships between nursing organizational culture, authentic leadership, self-esteem, and bullying in the workplace. Methods: Data were collected from 221 nurses at intensive care units in eight general hospitals using structured questionnaires and analyzed by structural equation modeling. Results: In this study, the average of bullying in the workplace was 1.34±0.40, nursing organizational culture was 3.31±0.47, self-esteem was 2.79±0.44, and authentic leadership was 3.61±0.60. The factors affecting nursing organizational culture were authentic leadership (β=.54, p<.001) and self-esteem (β=.24, p=.002) that had direct positive effects on the nursing organizational culture. The nursing organizational culture had also a direct effect on reducing workplace bullying (β=-.45, p<.001). Authentic leadership (β=-.24, p=.004) and self-esteem (β=-.11, p=.004) had indirect effects on workplace bullying, which was mediated by the nursing organizational culture. Conclusion: To understand and reduce workplace bullying, evaluating a nursing organizational culture should be preceded. Based on the finding of this study, an intervention for increasing authentic leadership and self-esteem of nurses can positively help to create the nursing organizational culture and then reduce workplace bullying.

• 보건의료산업학회지
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• 제5권3호
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• pp.1-11
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• 2011

The objective of this study is to identify the relationship between nursing organizational culture and job satisfaction and turnover intention. Furthermore this study analyzed the mediating effect of empowerment on the relationship between two variables. Data were collected by self-administered questionnaires. Structural Equation Modeling(SEM) analysis was conducted. The major findings of this study are as follows: nursing organizational culture having a positive effect on empowerment and organizational effectiveness. The empowerment as a mediating role between nursing organizational culture and job satisfaction and turnover intention was statistically significant. This finding showed that desirable organizational culture and improvement of empowerment is necessary to maintain nursing staff's organizational loyalty and eventually to improve total organizational performance.

• 임상간호연구
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• 제24권3호
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• pp.313-323
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• 2018

Purpose: This cross-sectional survey study explored the moderating effect of social support between hierarchy-oriented nursing organizational culture and turnover intention in clinical nurses. Methods: Data were collected using self-report questionnaires from 240 nurses working at three general hospitals in February 2018. Hierarchy-oriented nursing organizational culture, turnover intention and social support were measured using 5, 6, and 8 items, respectively, of validated instruments. Descriptive analysis and hierachical multiple regression were conducted using SPSS/WIN 21.0. Results: Nurses rated $3.66{\pm}0.50$ for hierarchy-oriented nursing organizational culture, $3.40{\pm}0.64$ for turnover intention, and $3.77{\pm}0.56$ for social support respectively. Nurses' turnover intention was positively correlated with hierarchical organizational culture, but negatively with social support. The moderating effect of social support was not significant in the relationship between hierarchical nursing organizational culture and turnover intention. Conclusion: It is required to improve the hierarchy-oriented nursing organizational culture. Institutional preparation and education are urgently needed to strengthen the boss and peer support for clinical nurses and finally to reduce turnover intention.

• 간호행정학회지
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• 제5권1호
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• pp.5-21
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• 1999

Nursing organization culture is common patterns of believing, thinking and behaving resulted from a variety of experiences and interaction nurses in the same setting. This study was performed based on the assumption of existence of different subcultures within meta-culture, to identify the differences of subculture among 5 nursing units and to analyze the relationship between nursing organization culture and organizational commitment In this study, two kinds of instruments were used. One was the instrument of nursing organization culture developed by researcher through literature review and interview with nurses. The other one was Mowday's Organizational Commitment Questionnaire to measure organizational commitment of nurses. Both of them were structured with 5 scale. The answers were analyzed using SPSS program. The results were as follows : The meta-culture of the nursing organization culture was the people stable culture. There were significant differences in people development culture and people stable culture among 5 nursing units and all 5 units had different culture score. Especially, emergency room had strong development culture, and stable culture was dominant in operating room. Other units except emergency room and operating room had high scores in people stable culture than other culture types, but revealed different distribution. There were significant differences of the nursing organizational culture types -people development, task development, people stable, task stable-among 5 units. Four types of nursing organizational culture consisted of competing values in one organization. Nurses's organizational commitments were sign ificantly different among the units. The score per ceived by nurses who work in emergency room, operating room and leu was higher commitment score than that of medical/surgical nursing units Nurse's commitment to nursing organization was also related to total work period as nurse in any setting and work period in this hospital. Organizational commitment was significantly different among the nursing culture types, indicating that the scores of developmental culture were higher than stable culture. In conclusion, there were many different subcultures in nursing organization. In subculture, the organizational commitment was different. Therefore, the change of nursing organization culture or nursing unit culture needs to be considered to hire, give orientation, teach. and reallocate nurses efficiently. Research on nursing organization culture using both qualitative and quantitative method needs to be further considered. Furthermore, the strategy in nursing organization culture for nursing administrator to manage human resources efficiently and to change nursing unit effectively, needs to be developed.

• 간호행정학회지
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• 제17권1호
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• pp.88-95
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• 2011

Purpose: This study was done to identify the effect of nursing organizational culture on empowerment as perceived by new clinical nurses. Method: For the objective a sample of 175 new nurses from secondary/tertiary hospitals having not less than 250 beds located in B city was selected to complete a questionnaire. The collected data were analyzed using descriptive statistics, t-test, One-way ANOVA, Scheffe's test, Pearson correlation coefficients and simultaneous multiple regression with the SPSS 14.0 software program. Results: As for nursing organizational culture as perceived by the respondent, relation-oriented culture had the highest average score ($3.60{\pm}.63$) out of a possible 5 points followed by hierarch-oriented culture, innovation-oriented culture and task-oriented culture with $3.45{\pm}.30$, $3.19{\pm}.53$ and $3.05{\pm}.46$, respectively. The respondents' level of perceived empowerment was $3.06{\pm}.41$. The factors influencing empowerment according to nursing organizational culture were innovation-oriented and relation-oriented culture in that order. These 2 variables were statistically significant predictors and explained 48.6% of the variance in empowerment. Conclusions: The results of this study indicate that emphasis should be given to nursing organizational culture strengthened by innovationoriented and relation-oriented culture, rather than task-oriented and hierarch-oriented culture, in order to foster harmonious empowerment among nurses at all levels.

• 보건의료산업학회지
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• 제8권2호
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• pp.61-72
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• 2014

The purpose of this study was to identify the effect nursing organizational culture and happiness index on turnover intention among nurses. The subjects of this study were 377 nurses who were working at 3 general hospitals in B city. The data were collected by structured questionnaire from July 1 to August 28 of 2013. The data collected were analyzed with SPSS Win 20.0 using descriptive methods, t-test, ANOVA, Pearson correlation coefficient and Stepwise multiple regression. Turnover intention were significant negative correlation for affiliative oriented organizational culture(r=-.137, p=.008), happiness index(r=-.290, p<.001). There were significant positive correlation for innovative oriented organizational culture(r=.123, p=.017), rank oriented organizational culture(r=.126, p=.015), task oriented organizational culture(r=.218, p<.001). Factors affecting for turnover intention were happiness index(${\beta}$=-.297, p<.001), rank oriented organizational culture(${\beta}$=.266, p<.001), nursing experience(${\beta}$=.199, p=.009), affiliative oriented organizational culture(${\beta}$=-.142, p=.034). The explained variances for were turnover intention among nurses 17.2%. Based on the study consider to development and education program of happiness index and affiliative oriented organizational culture for nurses in the hospital setting.

• 한국직업건강간호학회지
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• 제30권3호
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• pp.79-89
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• 2021

Purpose: This study aimed to confirm the mediating effect of work-life balance organizational culture in the relationship between work-life balance and quality of nursing service for clinical nurses. Methods: Participants included 224 nurses from four hospitals located in D city. Data was collected from 3 to 21 August 2020 using a self-report questionnaires. Descriptive statistics, t-test, one-way ANOVA, Scheffé test, and Pearson's correlation coefficient were used for analysis. The mediating effect was assessed by Baron and Kenny's three-step hierarchical regression analysis and bootstrapping methods. Results: There were significant relationships between work-life balance and work-life balance organizational culture (r=.45, p<.001), work-life balance and quality of nursing service (r=.18, p=.005), and work-life balance organizational culture and quality of nursing service (r=.34, p<.001). Also, work-life balance organizational culture (β=.32, p<.001) showed a total mediating effect on the relationship between work-life balance and quality of nursing service. Conclusion: The development and provision of programs that can improve the work-life balance and establish an organizational culture that supports it will help improve the quality of nursing services.

• 근관절건강학회지
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• 제26권3호
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• pp.195-204
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• 2019

Purpose: This study was conducted to identify the relationships between role conflict, nursing organizational culture, resilience and nursing performance and the factors influencing nursing performance in clinical nurses. Methods: The participants were 191 nurses working for more than 6 months in a National University Hospital. Data were collected through self-report questionnaires from October to November in 2016. Collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients, and hierarchical multiple linear regression with SPSS/WIN 24.0. Results: Factors affecting nursing performance in clinical nurses were resilience (β=.41, p<.001), relation-oriented nursing organizational culture (β=.12, p=.007) and hierarchical-oriented nursing organizational culture (β=.13, p=.047). These factors explained about 37.7% of the variability in nursing performance (F=10.57, p<.001). Conclusion: It is necessary to estabilish a relation-oriented nursing organizational culture in nursing organization. Also, education and intervention programs to improve nurses' resilience should be developed in order to increase nursing performance in clinical nurses.

• 임상간호연구
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• 제19권2호
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• pp.233-244
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• 2013

Purpose: The purpose of this study was to develop the evaluation indicators of positive nursing organizational culture in a clinical setting. Methods: The evaluation indicators of positive nursing organizational culture were developed from a literature review and a focus group interview. The content validity testing was done using a clinical expert panel. The content utility testing was done using a survey questionnaire. Results: The evaluation indicators of positive nursing organizational culture consists of 88 indicators representing the eight domains with the 24 categories. The average scores in evaluation indicators of positive nursing culture included the importance (3.29 points in average), the potential for further utilization (3.14 points in average) and the current state of extension agency (2.80 points in average). Conclusion: The developed evaluation indicators can be applied to measure the nursing organizational culture, which would be the basic data to manage human resources effectively in a clinical setting.