• Journal of Digital Convergence
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• v.16 no.4
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• pp.175-184
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• 2018

This study aimed to identify the effect of emotional intelligence, nursing work environment on nursing performance in clinical nurses. Data were collected through a self-report questionnaire for 222 subjects and analyzed using descriptive statistics, t-test, ANOVA, and multiple regression with SPSS WIN 22.0 program. The results showed that nursing performance had significant correlations with emotional intelligence and nursing work environment. Also, the influencing factors on nursing performance were emotional intelligence, age, nursing satisfaction, nursing work environment, and nursing unit. These factors explained 50.0% of variance. Therefore, emotional intelligence, age, nursing satisfaction, nursing work environment, and nursing unit should be considered in developing and applying an nursing interventions program to improve the nursing performance among clinical nurses.

• Journal of Hospice and Palliative Care
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• v.25 no.2
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• pp.66-75
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• 2022

Purpose: The purpose of this study was to examine person-centered care, nursing professionalism, the nursing work environment, and empathy capacity among hospice ward nurses and to identify the factors affecting person-centered care. Methods: Data were collected using a self-report questionnaire completed by 120 nurses at 30 inpatient hospice institutions in South Korea from August 24, 2020 to September 8, 2020. The independent t-test, one-way analysis of variance, and Pearson correlation analysis were conducted using SPSS version 26.0. Results: The scores were 3.76±0.45 for person-centered care, 3.58±0.47 for nursing professionalism, 3.24±0.57 for the nursing work environment, and 4.00±0.46 for empathy capacity. There were positive correlations between the variables. Factors that influenced the person-centered care of hospice nurses were being a manager (β=0.20, P=0.002), high nursing professionalism (β=0.20, P=0.012), a better nursing work environment (β=0.15, P=0.033), and high empathy capacity (β=0.51, P<0.001). The explanatory power was 65.3%. Conclusion: To reinforce the person-centered care competency of hospice nurses, it is necessary to improve nursing professionalism, the nursing work environment, and empathy competency. Opportunities for nurses to practice independently must be expanded for nurses to develop nursing professionalism. Sufficient nursing personnel and material resources must be provided to nurses to cultivate a positive work environment. Empathy should be improved by implementing integrated education programs that include nursing practice situations.

• Journal of Digital Convergence
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• v.17 no.3
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• pp.281-290
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• 2019

The purpose of this study was to examine the effect of emotional labor, resilience, nursing work environment on turnover intentions of comprehensive nursing care medical service ward nurses. The data were collected from 186 subjects using a structured self-report questionnaires and analyzed using SPSS WIN Version 22.0. The mean score of emotional labor, resilience, nursing work environment, and turnover intentions were 3.66, 3.52, 2.62, and 3.82. Turnover intentions had significant correlation with emotional labor, resilience and nursing work environment. The influencing factors on turnover intentions were sex, emotional labor, resilience and nursing work environment of comprehensive nursing care medical service ward nurses. These result indicates that in order to reduce the turnover intentions of comprehensive nursing care medical service ward nurses, it is necessary to develop and apply an intervention programs considering sex, emotional labor, resilience, and nursing work environment.

• Korean Journal of Occupational Health Nursing
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• v.31 no.1
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• pp.22-30
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• 2022

Purpose: This study aimed to identify the mediating effect of Psychological stress of COVID-19 stress on the relationship between nursing work environment and turnover intention of nurses in long-term care hospitals. Methods: The participants were 176 nurses working at three long-term care hospitals in Changwon City. Data were collected from August 11 to 14, 2021, using self-report questionnaires. The data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and hierarchical regression, using the SPSS 23.0 software. A mediation analysis was performed according to the Baron and Kenny's test, and Sobel test. Results: Turnover intention was positively correlated with Psychological stress of COVID-19 stress (r=.23, p=.002) and negatively correlated with nursing work environment (r=-.44, p<.001). Psychological stress of COVID-19 stress had a significantly negative relationship with nursing work environment (r=-.15, p=.045). Psychological stress of COVID-19 stress partially mediated the relationship between nursing work environment and turnover intention. Conclusion: The findings of this study indicate that a positive nursing work environment can help nurses reduce their Psychological stress of COVID-19 stress and turnover intention. To reduce the turnover intention among nurses' in long-term care, it is necessary to promote better work environments suitable for COVID-19 and to establish detailed strategies for reducing their physiological stress.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.2
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• pp.212-222
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• 2015

Purpose: This study was conducted to identify correlations in hospital nurses' work environment, emotional labor and happiness index to provide basic resources for nurses' happiness at work. Methods: Resources were gathered from 291 nurses who agreed to participate. Random sampling of nurses in nine hospitals in G-do was done between July 15 and August 14, 2014. Data were analyzed using ${\chi}^2$ tests, independent t-test, One-way ANOVA, Pearson correlation coefficients and multiple hierarchical regression with SPSS/WIN 18.0. Results: Mean scores (scale of 5) were nurses' work environment, 2.81, emotional labor, 3.24, and happiness index, 2.94. There were significant differences on the happiness index for: age, marriage, children, clinical experience, position, payment, and future work plans and a negative correlation between work environment and emotional labor, emotional labor and happiness index but a positive correlation between happiness index and work environment. Happiness index was influenced by work environment, emotional labor, future work plans. Explanatory power of these variables was 26%. Conclusion: Based on the findings of this study, so it is necessary to improve the work environment and reduce the frequency of emotional labor in order to increase the happiness index of hospital nurses.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.27 no.3
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• pp.250-258
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• 2020

Purpose: This study aimed to investigate the relationship between nursing work environment, patient safety culture, and patient safety nursing activities in hemodialysis units at primary care centers. Methods: In this cross-sectional descriptive study, 116 nurses working in hemodialysis units at 22 primary care centers were enrolled as participants. They were selected them by the convenience sampling method. Data were collected using structured questionnaires that included questions on general characteristics, nursing work environment, patient safety culture, and patient safety nursing activities. Results: The nursing work environment was relatively good; however, the patient safety culture and patient safety nursing activities were poor. A positive correlation was found between nursing work environment, patient safety culture, and patient safety nursing activities. Factors that affect patient safety culture were rated high in the order of nursing work environment and patient safety nursing activities, and factors affecting patient safety nursing activities were rated high in the order of patient safety culture and age. Conclusion: This study showed that the development of tailored patient safety training for nurses in hemodialysis units working in primary care and administrative support from those institutions are needed. In particular, strategies accounting for nurses' characteristics such as age are required to strengthen patient safety nursing activities.

• Korean Journal of Occupational Health Nursing
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• v.25 no.4
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• pp.300-310
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• 2016

Purpose: Few studies have considered the psychosocial work environment factors in relation to employee health. This study explored the relationship between psychosocial work characteristics and self-rated health among Korean employees. Methods: The study population of 21,476 employees was derived from the 2014 Korean Work Environment Survey (KWES). Psychosocial work environment was measured by Copenhagen psychosocial questionnaire scales. Results: Among employees at workplaces (n=21,476), 23.3% rated their health as poor. Among 12 indicators of psychosocial work environment characteristics, 'higher emotional demand', 'demands for hiding emotions', 'work-family conflict', and 'social community at work' were independently associated with risk of poor self-rated health of Korean employees after adjustment of all sociodemographics, work condition characteristics and physical work environment exposure. In addition, higher 'possibilities for development' and 'social support from supervisor' were more likely to decrease the risk of poor health. Conclusion: We suggest that psychosocial work environment is an important determinant of employees' health. The study results provide a good starting point for developing intervention and strategies for health improvement.

• Health Communication
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• v.13 no.2
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• pp.175-183
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• 2018

Purpose: The purpose of this study was to compare communication competence, nursing professionalism, work environment and job satisfaction between outpatient nurses and ward nurses, and to identify the correlation among variables. Methods: The participants were 90 outpatient nurses and 98 ward nurses at the two general hospitals. Data were collected using self-administered questionnaires. Data were analyzed using descriptive statistics, ${\chi}^2-test$, independent t-test and Pearson's correlation coefficient. Results: There were statistically significant differences between two groups in nursing professionalism, possibilities for development, commitment to the workplace, social support from colleagues, social community at work and job satisfaction, outpatient nurses showed higher level than ward nurses except commitment to the workplace. The work environment variables and nurses' job satisfaction were mostly correlated. Job satisfaction showed significant negatively correlated with quantitative demands, emotional demands and role conflicts in both groups nurses. Conclusion: These findings showed that nursing work environments were the most important factor for job satisfaction of both group nurses. Therefore, it is necessary to put efforts in improving nursing work environment and to develop diverse strategies for human resource management.

• The Korean Journal of Health Service Management
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• v.12 no.3
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• pp.27-39
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• 2018

Objectives: The purpose of this study was to verify the relationships among nursing work environment, job satisfaction, organizational commitment, and retention intention, as well as to clarify the factors that affect nurses' retention intention. Methods: The study included 163 nurses working in three general hospitals located in B city. Data were collected by a survey using self-administrated questionnaire and analyzed using the SPSS software. Results: The participants expressed a moderate level of retention intention. There were significant differences in retention intention by income (t=-2.13, p=.034) and intention to work (F=9.86, p=.001). The factors influencing retention intention were organizational commitment (${\beta}=.28$, p=.001), job satisfaction (${\beta}=.25$, p=.001), nursing work environment (${\beta}=.23$, p=.004), plan to work period (${\beta}=.13$, p=.027). These factors explained 55.3% of retention intention (F=41.079, p<.001). Conclusions: The findings showed that nursing administrators should develope programs that promote internal satisfaction for new nurses and strive to improve the human and physical aspects of the nursing work environment for career nurses.

• Journal of Digital Convergence
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• v.19 no.10
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• pp.509-519
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• 2021

The purpose of this study is to understand the mediating effect of self-leadership in the process of understanding the effects of nursing job performance and job satisfaction in the nursing work environment perceived by nurses. In this study, nurses who worked for more than one year at three general hospitals located in Province A. Total of 225 data were used for the final analysis. Date analyzed using the SPSS 22.0 program by t-test, ANOVA, Pearson's correlation coefficient and hierarchical regression analysis. Self-leadership was found to play a partial mediating role in the relationship between nursing work environment and nursing job performance(z=4.30, p<.001) and between nursing work environment and job satisfaction(z=3.70, p<.001). Therefore, in order to improve nursing job performance and job satisfaction, it will be necessary to establish a management plan that can improve the nursing work environment and improve self-leadership.