• 한국직업건강간호학회지
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• 제26권3호
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• pp.197-206
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• 2017

Purpose: This study aimed to investigate the relationship among nurses' workplace bullying experience, organizational culture, and organizational commitment. Methods: Nurses who had worked for more than 6 months (N=299) were selected from 5 general hospitals. Data were collected from August to September 2014, using a self- reported questionnaire, and were analyzed using SPSS version 20.0. Results: Among the participants, 17.7% reported having experienced workplace bullying. Those who had experienced workplace bullying reported significantly lower relation-oriented culture, innovation-oriented culture, and organizational commitment as compared to the other group (t=-2.50, p=.016; t=-2.60, p=.011; t=-2.91, p=.004, respectively). Rank-oriented culture was higher in those who had experienced workplace bullying as compared to those who had not (t=2.76, p=.007). Conclusion: Those who had experienced workplace bullying had higher scores on rank-oriented culture and lower scores on innovation-oriented culture, relation-oriented culture, and organizational commitment. To reduce workplace bullying among nurses, hospital managers should improve the relation-oriented organizational culture and alleviate the rank-oriented culture.

• 한국산학기술학회논문지
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• 제15권4호
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• pp.2225-2234
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• 2014

본 연구는 감정노동과 조직문화가 임상간호사의 자아효능감에 미치는 영향을 파악하기 위해 시도되었다. 이를 위해 C와 D지역에 소재한 6개 병원에 근무하는 간호사 475명을 대상으로 구조화된 설문지를 통해 일반적 특성, 감정노동, 간호조직문화, 자아효능감에 대한 자료를 수집하였다. 자료분석은 서술적 통계, t-test, ANOVA 및 Pearson's correlation coefficient, hierachial multiple regression으로 분석하였다. 본 연구 결과, 감정노동, 간호조직문화와 자아효능감은 중등도 이상으로 나타났으며, 자아효능감과 감정노동(r=-.24, p<.001), 감정노동과 간호조직문화(r=-.15, p=.001)는 음의 상관관계를, 자아효능감과 간호조직문화(r=.33, p<.001)는 양의 상관관계를 나타내었다. 또 전체 자아효능감에 유의한 설명력(27. 6%)을 가진 변수는 간호조직문화와 일반적 변수 중 학력, 직무만족, 이직경험이었다. 본 연구결과 간호사의 정서적 요인과 환경적 요인이 자아효능감에 직접적으로 영향을 주었으므로 간호사의 자아효능감을 관리하기 위한 프로그램과 더불어 환경관리중재가 필요할 것으로 보인다.

• 가정간호학회지
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• 제26권2호
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• pp.145-154
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• 2019

Purpose: This study was conducted to identify and analyze organizational commitment, patient safety culture, and patient safety nursing activities on patient safety in public hospitals. Methods: The data were collected from 190 nurses in 6 public hospitals within the Gyeonggi region and were analyzed using SPSS 23.0 for descriptive statistics and multiple regression. Results: Patient safety nursing activity was positively correlated with the number of participants in patient safety training programs, organizational commitment, and patient safety culture awareness. Patient safety culture awareness was positively correlated with the number of participants in patient safety training programs and organizational commitment. Organizational commitment was positively correlated with age and total work experience. Factors affecting patient safety activities, frequency of patient safety training, and patient safety culture awareness were significant influencing factors with an explanatory power of 30.1%. Conclusion: In order to increase patient safety nursing activities in public hospitals, systematic patient safety training policies are required. In addition, diverse interventions are required to increase organizational commitment.

• 간호행정학회지
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• 제14권4호
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• pp.448-457
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• 2008

Purpose: This study examines how the types of organizational culture at a public health center affect job satisfaction and organization commitment of nurses. Method: The study selected 139 nurses from six public health centers located in G city, J province as subjects. The data was collected from April 1 to May 31 in 2008. Result: In regard to type of organizational culture had significant correlation with both job satisfaction and organization commitment, job satisfaction and organization commitment also showed high correlation. Concerning type of organizational culture, two variables of affiliated culture and innovative culture explained 26.3% of job satisfaction and 29.3% of organization commitment. Conclusion: The job satisfaction and organization commitment of nurses varied according to types of organizational culture of a public health center, and showed high correlation. The more affiliated and innovative the organizational culture was, the higher job satisfaction and organization commitment turned out. Therefore, it is advisable to develop a strategy that systematically creates a affiliated and innovative organizational culture that pays attention to goal achievement of the nurse.

• 한국직업건강간호학회지
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• 제32권1호
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• pp.9-19
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• 2023

Purpose: This study aimed to the investigate the relationship between nursing organizational culture, stress coping, bullying, and turnover intention among Korean hospital nurses; and to identify factors influencing turnover intention. Methods: The participants were 264 nurses working at three general hospitals in a metropolitan area in; South Korea. Data were collected using structured questionnaires from March 20 to June 21, 2021; and analyzed using the SPSS/WIN program. Results: Nurses' turnover intention was positively correlated with hierarchical -oriention (r=.28, p<.001), work -oriention (r=.14, p=.012), and bullying (r=.48, p<.001), whereas turnover intention was negatively correlated with relationship -oriention (r=-.41, p<.001), innovation -oriention (r=-.39, p<.001), and stress coping (r=-.09, p=.009). The factors influencing turnover intention were nursing organizational culture, bullying, age, position, and total working period; these had 44.0% explanatory power for turnover intention (F=14.00, p<.001). Conclusion: According to this study, addressing bullying and strengthening nursing organizational culture is essential to lower turnover intention among clinical nurses.

• Journal of Korean Biological Nursing Science
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• 제24권2호
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• pp.104-112
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• 2022

Purpose: The purpose of this study was to investigate the levels and the relationship of emergency nurses' organizational culture and fatigue for infection control, and infection control compliance of COVID-19. Methods: Data was collected from 114 nurses caring for patients suspected of COVID-19 at two emergency medical centers in Gyeonggi-do and Seoul June 18-July 23, 2021. Results: Emergency nurses caring for patients suspected of COVID-19 suffered from high fatigue for infection control. The mean scores of the organizational culture and fatigue for infection control, and infection control compliance of COVID-19 were 51.80 ± 8.37 of 70 points, 78.46± 12.28 of 100 points and 71.02± 7.84 of 80 points, respectively. The higher infection control compliance of COVID-19 is significantly related to the higher organizational culture for infection control (r= .42, p< .001). Conclusion: In the COVID-19 pandemic, the formation of a positive organizational culture for infection control may be a priority as a major strategy to improve the infection control compliance of emergency nurses. It is also necessary to manage the high level of fatigue for infection control among emergency nurses.

• 동서간호학연구지
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• 제28권2호
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• pp.112-121
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• 2022

Purpose: This study aimed to identify the factors related to the organizational citizenship behavior of nurses in the operating room (OR). These factors include positive psychological capital, perceived organizational culture, and job characteristics. Methods: A descriptive correlational study design was used. A total of 185 OR nurses from nine general and advanced general hospitals across three metropolitan areas in South Korea completed the questionnaires. The questionnaires included items on organizational citizenship behavior, positive psychological capital, organizational culture, and job characteristics. Descriptive statistics and multiple regression analysis were conducted using SPSS/WIN 21.0. Results: The mean score for organizational citizenship behavior was 3.62 out of 5. Positive psychological capital, relationship-oriented organizational culture, and feedback on job characteristics were verified as influencing factors of OR nurses' organizational citizenship behaviors. The explanatory power of this regression model was 48.2%. Conclusion: Reinforcement of positive psychological capital of individual OR nurses and organizational efforts to endorse relationship-oriented organizational culture is required. It follows that OR nurses' organizational citizenship behavior can be enhanced based on mutual trust, cohesiveness, and feedback on their work performance.

• 가정간호학회지
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• 제28권2호
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• pp.124-134
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• 2021

Purpose: The study examined the effects of personality factors and the perceived nursing organizational culture on workplace bullying of nurses. Methods: The participants were 110 allied general hospital with more than 300 beds. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and stepwise regression analysis with the SPSS program. Results: Workplace bullying differed significantly by marital status (t=-2.43, p=.017) and clinical career (F=3.82, p=.012). Statistically significant positive relationships was observed between workplace bullying and hierarch-oriented culture (r=.24, p=.031), and task-oriented culture (r=.26, p=.006), negative relationships was observed between workplace bullying and relationship-oriented culture (r=-.37, p<.001), and Innovation-oriented culture (r=-.24, p=012). A total of 23.7% of workplace bullying was explained by clinical career and relation-oriented culture. Conclusion: These results could be used in the development of workplace bullying preventive programs and caring programs for nurses considering clinical career by focusing the organizational efforts on relationship-oriented culture creation.

• 임상간호연구
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• 제29권3호
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• pp.238-248
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• 2023

Purpose: This study aimed to examine the relationships between positive nursing organizational culture, organizational communication satisfaction, and the level of work engagement among nurses working in tertiary hospitals, as well as to identify influencing factors on work engagement. Methods: This study used a descriptive research design. Data were collected from 184 general nurses working in four tertiary hospitals in Seoul using self-report questionnaires from March 13 to 30, 2023. The collected data were analyzed using descriptive statistics, t-test, ANOVA, Scheffé test, Pearson correlation, and hierarchical regression. Results: In the hierarchical regression analysis, the variables that significantly influenced work engagement in Model 1 were marital status (β=.26, p=.002), graduate or higher degree (β=.41, p<.001), more than 1 year and less than 3 years (β=.18, p=.030) and 3 years or more but less than 5 years of clinical experience in present hospital (β=.17, p=.023), and satisfaction (β=.27, p=.002) and moderate satisfaction with pay (β=.18, p=.033). In model 2, adding the subdomains of positive nursing organizational culture and organizational communication satisfaction to the Model 1, the variables that had a significant effect on work engagement were trust-based organizational relationships (β=.50, p<.001) and organizational communication satisfaction (β=.25, p=.005). Conclusion: The results suggest that education level, clinical experience, and satisfaction with pay should be considered to improve nurses' work engagement. In addition, it was identified that organizational relationship based on trust and organizational communication satisfaction are the main influencing factors for improving work engagement.

• 임상간호연구
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• 제18권2호
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• pp.215-227
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• 2012

Purpose: This study was conducted to examine clinical nurses' perceptions on the nursing organizational culture and investigate the differences in their perceptions according to age groups in South Korea. Methods: Participants were 1,087 nurses from 25 general hospitals in South Korea. Data were collected from July 29 to September 30 in 2011, and were analyzed using descriptive statistics, ANOVA with $Scheff{\grave{e}}$ test, and factor analysis. Results: Nurses perceived nursing as an excellent professional job which progresses continually. Autonomy and individualized reward to their professional work, however, were reported not-satisfactory to them. They agreed that nurses are punctual, polite, honest, and responsible, while disagreeing in competitiveness. There were differences in perceiving cultural factors according to age groups. The subjects in their over 40s perceived 'professionalism', 'normative', 'strictness', 'rightfulness', and 'community spirit' strongly, while nurses in their 20s perceived 'conservatism' highly. Also, nurses' perception on the organizational commitment and job satisfaction were high in over 40s while turnover intention was high in other groups. Conclusion: Nurse managers need to assess the perception on nursing organizational culture in order to improve nursing work environment better. In addition, it is necessary to take into account seriously the generation gap to build supportive nursing organizational culture.