• 임상간호연구
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• 제17권1호
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• pp.57-69
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• 2011

Purpose: This study aimed to investigate the types of nursing organizational culture and its relationships with nurses' satisfaction with life, and job satisfaction. This study was eventually aimed to create healthier and more positive nursing organizational culture. Methods: This study utilized a descriptive correlational method to explore mediating effects of the types of nursing organizational culture on nurses' satisfaction with life and their job. Data were collected from a total of 1,801 nurses who have worked for more than 3 years in 35 different hospitals with more than 100 beds. Using SPSS 17.0 and Sobel Test Calculator, t-test, one way ANOVA, Duncan test, multiple regression and sobel test were used for data analysis. Results: The analysis showed that the nurses had a hierarchical organizational culture. Also the subjects' job satisfaction was significantly correlated with innovation, relation, and hierarchy-oriented factors and satisfaction with life. Conclusion: Innovative organizational culture is a leading factor in determining nurses' professional satisfaction. In view of the above it is recommended that strategies for creating innovative organizational culture and its application to nursing practice.

• 대한간호학회지
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• 제39권5호
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• pp.731-740
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• 2009

Purpose: The purpose of this study was to identify the moderating and mediating effects of self-leadership in the relationship between organizational culture and nurses' informatics competency. Methods: Participants in this study were 297 nurses from the cities of Busan and Ulsan. The scales of organizational culture, self-leadership and informatics competency for nurses were used in this study. Descriptive statistics, Pearson correlation coefficient, stepwise multiple regression were used for data analysis. Results: Nursing informatics competency of the participants was relatively low with a mean score 3.02. There were significant positive correlations between subcategories of perceived organizational culture, self-leadership and nursing informatics competency. Self-leadership was a moderator and a mediator between organizational culture and informatics competency. Conclusion: Based on the results of this study, self-leadership promotion strategies to improve nursing informatics competency are needed.

• 간호행정학회지
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• 제23권2호
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• pp.127-138
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• 2017

Purpose: This study was conducted to identify the effects of organizational health and patient safety culture on nursing activities for patient safety as perceived by hospital nurses. Methods: A self-report survey was administered to staff nurses of one advanced general hospital and two general hospitals in South Korea. Of the questionnaires, 188 were analyzed. Results: Organizational health had a significantly positive correlation with patient safety culture (r=.52, p<.001) and patient safety nursing activities (r=.31, p<.001). Conclusion: The findings in this study indicate that among the factors influencing patient safety nursing activities, organizational factors were more important than individual factors, and organizational health had a big effect on patient safety nursing activities.

• 한국콘텐츠학회논문지
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• 제14권2호
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• pp.387-395
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• 2014

연구는 간호학에서 조직문화연구의 현 상태는 물론 앞으로의 연구를 위한 방법을 모색하는 일환으로 '간호조직문화'와 관련된 연구를 고찰해보고자 하였다. 국내의 간호 조직문화와 관련된 한국연구재단 등재 후보지 이상의 논문을 검색하였고 해당 논문을 분석하였다. 총 30편의 논문이 최종 선별되었으며 그 수에 있어 1990년대 말 이후 논문수가 증가되고 있음을 알 수 있었다. 대부분의 논문들은 비 실험연구이며 관계지향적 문화, 혁신 지향적 문화, 위계 지향적 문화, 업무 지향적 문화로 구성된 문화유형을 정의하고 있는 경쟁가치모델의 이론적 접근과 도구를 사용하고 있었다. 간호조직문화와의 관계를 보고자 하는 요인들은 주로 직무만족, 조직몰입, 유효성 등간의 상관관계를 보고자 하는 연구들이었다. 이러한 결과들은 한국의 간호 조직문화에 대한 다음 단계의 연구에서 다양한 접근방법과 연구방법의 사용을 요구하고 있다.

• 간호행정학회지
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• 제5권1호
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• pp.87-97
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• 1999

Rapidly changing healthcare environment and professional nursing practice need a strategy for the organizational development and goal attainment. An understanding of organizational culture could help managers enhance or expend their management strategy, thus increasing the probability of their success in the organization. On the other hand. organizational culture is an abstract concept and can show several views between sciences applying it. Therefore. organizational culture can be described to different ways with roots in each other discipline. Thus. it is necessary to define the concept of organizational culture in nursing perspective. This article reports a study conducted to analyze the concept of Nursing Service Organizational Culture. This study is performed by the guideline of Walker and Avant for concept analysis : selecting a concept. detering aim of analysis, identifying all use of concept. defining attributes. constructing model. contrary, borderline. related cases. identifying antecedents and consequences. According to the results of this study. the following definition attributes of Nursing Service Organizational Culture was suggested. We could define that nursing service organizational culture is the pattern of basic assumption and common belief that shared by the subordinates of nursing service. So, it provides a shared identity for all employees. Attributes of Nursing Service Organizational Culture were defined as (1) it is performed by the result of the interaction through formal. informal communication among nursing service organizational subordinations. (2) it has been performed unconsciously and reacts without ever thinking about the behavior. (3) it makes a unique pattern of behaviors to each nursing organization. which is different from other groups. (4) it has a broad and subtle forces to its subordinates. (5) it provides subordinates with the way of thought and behavior. (6) it influences on the output. stability. and de velopment of nursing service.

• 간호행정학회지
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• 제21권2호
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• pp.223-231
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• 2015

Purpose: The aim of this study was to identify the effects of organizational culture and organizational support on the innovative behavior of general hospital nurses. Methods: The participants in this study were 356 nurses, working in hospitals in Seoul, Gyeonggi and Gangwon Provinces, and Daejeon City. Data were collected from June to August, 2012. A structured questionnaire was used for data collection and data was analyzed using the SPSS/WIN program. Results: The organizational culture positively correlated with innovative behavior. The most significant predictors of innovative behavior were age, organizational support and hierarchy-oriented culture. Conclusion: These findings suggest that nurses' organizational culture and organizational support were linked to innovative behavior. Management-level workers in these hospitals should have the skills and strategies to develop nurses' innovative behavior and increases nurses' recognition of organizational support to achieve high performance through innovation.

• 간호행정학회지
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• 제11권2호
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• pp.129-145
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• 2005

Purpose: This research was, by investigating the relations between the cultural types of a nursing organization in military hospital and performance, to ascertain the cultural types to be able to improve performance. Method: The date were gathered from 255 nurse officers who were in 19 military hospitals by using the self-report type of questionnaire. The period of data collection was from April 20, 2003 to July 15, 2003. For this research, the following tools were used: the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment. For data analysis the SPSS Win 12.0 program was used. Result: 1) Most of the cultural types of a nursing organization in military hospital is Relation-oriented. 2) In the relation between general the characteristics of subject and the organizational cultural type, there was a difference in the innovation-oriented, relation-oriented, hierarchy-oriented, and task-oriented culture according to nurse officers careers, hospital types, year in hospital, marital status, and unit(p<0.05). 3) In the relation between general characteristics of subject and organizational performance, there was a difference in the job satisfaction, affective commitment, transactional commitment, and normative commitment according to nurse officers careers, education, madrigal status and unit(p<0.05). 4) In the relationship between the of a military hospital were correlated with the type of each culture(p=0.00), 5) In the relation between the organizational culture type of military hospital and its performance, there was a positive correlation among job satisfaction and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with job satisfaction(p<0.05). There was a positive correlation among affective commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with affective commitment(p<0.05). There was no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture. The types to have an influence upon nurse officers' job satisfaction were relation-oriented culture and innovation-oriented culture(p=0.00). And relation-oriented culture and innovation-oriented culture were major variances for affective commitment and only relation-oriented culture was influential variance for normative commitment(p=0.00). Conclusion: The organizational culture type was found which had an influence upon nurse officers' job satisfaction and organizational commitment. These result are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• 보건의료산업학회지
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• 제8권3호
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• pp.75-87
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• 2014

The purpose of this study was to identify job satisfaction and organizational commitment depends on their organizational cultures. A survey, including the Organizational Culture Scale, Job Satisfaction Scale and Organizational Commitment Scale, was administered to 276 nurses working at 4 small to medium sized hospitals in B city. The dominant organizational culture of nursing organization was relation-oriented culture. The mean score of job satisfaction and organizational commitment was 2.68 and 4.25 respectively. Job satisfaction and organizational commitment were positively correlated with innovation-oriented, task-oriented and relation-oriented culture. Organizational commitment was negatively correlated with rank-oriented culture. Innovation-oriented, clinical career, relation-oriented and rank-oriented culture were variables influencing on job satisfaction and innovation-oriented and rank-oriented culture were major variables influencing organizational commitment. In conclusion, innovation-oriented and rank-oriented culture had a significant influence on nurses' job satisfaction and organizational commitment. Therefore, we have to develop strategies to enhancing the innovation-oriented culture and to reducing the rank-oriented culture.

• 한국간호교육학회지
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• 제25권4호
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• pp.424-435
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• 2019

Purpose: The purpose of this study was to investigate the relationship among nursing organizational culture, work performance, and workplace bullying of nurses, and to identify the factors that affect workplace bullying. Methods: The design of this study was descriptive research, and the data were collected from October 26 to November 5, 2018. The research participants were 210 nurses in six general hospitals in G province. The data were analyzed by descriptive statistics, a t-test, one-way ANOVA, Scheff? post-hoc test, Pearson's correlation coefficient, and a stepwise multiple regression using SPSS 22.0. Results: The workplace bullying type showed negative correlations with innovation-oriented culture, relation-oriented culture, and work performance. The workplace bullying consequence showed negative correlations with the innovation-oriented culture, relation-oriented culture, and work performance, and showed positive correlations with the workplace bullying type. The factors influencing the results of the workplace bullying consequence were workplace bullying type followed by relation-oriented culture, and unmarried status. Conclusion: Workplace bullying among nurses was related to the nursing organizational culture and work performance. Therefore, in order to reduce the turnover rate of nurses and to help them adapt well to the nursing organizational culture, a bullying prevention and intervention program is necessary.

• 간호행정학회지
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• 제15권4호
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• pp.581-592
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• 2009

Purpose: This study was designed to describe the nurses' knowledge and attitude about incidence reporting according to nursing organizational culture and organizational characteristics. Methods: The subjects of this study were 783 clinical nurses who were in A university hospital in Gyeonggi-Do. The data were collected from May, 20, 2009 to June, 2, 2009. The collected data were analyzed through descriptive methods, Pearson correlation coefficient, multiple regression in SPSS win(12.0). Results: Nurses' knowledge and attitude about incidence reporting were positively correlated with innovation oriented culture, relation oriented culture, and culture of patient safety. And among characteristics of nursing organization, communication, decision making, centralization were positively correlated with nurses' knowledge and attitude about incidence reporting. But the most correlated factor with nurses' knowledge and attitude about incidence reporting was culture of patient safety. Conclusions: The findings of this study suggest that to encourage reporting incidence, there must be a organizational approach, such as creating a culture of patient safety, active participating decision making, and communication.