• Journal of Korean Critical Care Nursing
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• v.13 no.2
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• pp.45-59
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• 2020

Purpose : The purpose of this study was to identify relation of the communication skills, humanistic knowledge and professional quality of life and to investigate the enhancing ways of professional quality of life in intensive-care unit nurses. Methods : The study design was a descriptive survey from 152 intensive-care unit nurses, from December 1 to 30, 2019. The data analysis was with ANOVA, Scheffé test, Pearson's correlation coefficient and Multiple regression using the SPSS/WIN 23.0 program. Results : The factors affecting compassion satisfaction were communication skills (β=0.42, p=.001), satisfaction for working (β=0.61, p=.001), marriage (β=0.23, p=.005), humanistic knowledge (β=0.47, p=.008) and these factors explained 35.6%. The factors affecting secondary traumatic stress were job stress (β=0.19, p=.011), number of patients per nurse (β=-0.36, p=.004) and these factors explained 9.4%. The factors affecting burnout were job stress (β=-0.25, p=.001), communication skills (β=-0.29, p=.001), working period(β=-0.18, p=.010), satisfaction for working (β=-0.31, p=.001), self care (β=-0.11, p=.033) and these factors explained 36%. Conclusion : Therefore, it is necessary to develop solution to improve professional quality of life in intensive-care unit nurses. It needs to develop programs to improve communication skills and humanistic knowledge in order to enhance compassion satisfaction and to improve communication skills to prevent burnout.

• The Journal of Korean Academic Society of Nursing Education
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• v.5 no.2
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• pp.250-266
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• 1999

This study was conducted to compare the level of RN-BSN students' job satisfaction and professional self-concept (PSCNI) prior to RN-BSN course and upon graduation The study was designed to investigate the degree of job satisfaction and PSCNI, and to test the correlation between job satisfaction and professional self-concept. The subjects were 68 students in Chunchon, who entered to H University (RN-BSN course) in March 1997. The data was gathered by self-reported questionnaire job satisfaction(48 items) and professional self-concept nurses instrument (PSCNI: 27 items) The instruments used for this study were the nurse Job satisfaction scale developed by Stamps et al., and Arthur's PSCNI. The reliability of two questionnaires were relatively high (Job satisfaction Cronbach's $\alpha$=0.88, 0.89, PSCNI Cronbach's $\alpha$=0.80, 0.96) The data was analyzed frequency, mean, t-test, ANOVA, Duncan's multiple range test, Pearson's corelation, and multiple regression analysis through SAS program. Research findings were as follows : 1. The average item score of job satisfaction was 119.50(prior to RN-BSN course) 124.16 (upon graduation). PSCNI' average item score was 75.37/77.21 at each. 2. The job satisfaction scores were significantly higher at the graduation than at the entrance(t=2,10, P=.040). But PSCNI's scores had no significant difference. 3. The relationship between job satisfaction and PSCNI of entering time was high R=.60, P=.000) The relationship of the two at graduation time was not high(R=.29, P=.018). 4. The factors contributing to the job satisfaction & PSCNI as follow: job satisfaction(prior to RB-BSN course), PSCNI(prior to RB-BSN course), The factors contributing to the job satisfaction & PSCNI were as follow: PSCNI(prior to RN-BSN course) In conclusion, we recognized that RN-BSN course influenced job satisfaction of students. Also this study Eave a information for necessity to develop curricula promoting PSCNI. Nurse-educator should explore further research to enlighten the nursing profession.

• Journal of Korean Clinical Nursing Research
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• v.24 no.3
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• pp.324-335
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• 2018

Purpose: The purpose of this study was to propose a revised Clinical Ladder System(CLS) Model for nurses based on the evaluation of clinical competence and professional activities of nurses working in general hospitals. Methods: Data were collected between September 10 and October 30, 2017. Participants were 50 head nurses from 10 general hospitals with over 400 beds located in Seoul City and Gyeonggi Province. Each head nurse evaluated clinical competence, qualifications, and professional activities of 5 staff nurses at each of the 5 levels of CLS in her unit. The total number of the nurses evaluated was 245. Data were analyzed with descriptive statistics and t-test, one-way ANOVA, and $Scheff{\acute{e}}$. Results: Over 80% of the nurses were university graduates. As the CLS levels increased, clinical competence, qualifications, and professional activities also increased significantly. Education material development and quality improvement activities were carried out by nurses from level 2, research and evidence based practice activities were carried out from level 3, and nurses at level 4 or 5 participated in most of the professional activities as leaders. Conclusion: In order to retain excellent nurses in general hospitals, recognizing and rewarding nurses according to the revised model of the CLS are recommended.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.1
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• pp.52-62
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• 2006

Purpose: This study was designed to identify the image of nurse and it's determinants among nursing students and non-nursing students. Method: A descriptive correlational research design was used. All 1908 subjects were obtained by convenience sampling from three nursing diploma programs. The data were collected using a self-reporting questionnaire from April 1st to June 30th, 2005. Collected data were analyzed on SPSS Win 12.0. Result: The mean score of 'professional image factor' was higher than any other factors of image of nurse in both nursing students and non-nursing students. The mean score of 'subjective determinant' was higher than any other determinants among nursing students and non-nursing students. The image of nurse and it's determinants of nursing students were significantly higher than those of non-nursing students'. Conclusions: The findings of this study indirectly showed that the practical strategies would be needed in order to promote the image of nurse of the people who were not be related to nursing.

• Child Health Nursing Research
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• v.21 no.3
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• pp.236-243
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• 2015

Purpose: In this study self-efficacy, emotional labor, pediatric nurse-parent partnership and job stress of pediatric nurses were examined. Factors affecting job stress of pediatric nurses were also investigated. Methods: The study was done between June and September 2014, with a convenience sample of 145 nurses from 3 advanced general hospitals, 5 general hospitals and 2 children's hospitals. Research data were collected via questionnaires and analysed using SPSS version 18.0. Results: Average levels of self-efficacy, emotional labor and job stress were similar to other general nurses and the average level of pediatric nurse-parent partnership was also similar to other pediatric nurses. Job stress of pediatric nurses showed a positive correlation with emotional labor and negative correlations with self-efficacy and pediatric nurse-parent partnership. The most significant factor affecting job stress in pediatric nurses was emotional labor (${\beta}=0.372$, p<.001). The combination of emotional labor, pediatric nurse-parent partnership and self-efficacy accounted for 25.4% of job stress in pediatric nurses. Conclusion: These results suggest that nursing management strategies to decrease emotional labor and improve pediatric nurse-parent partnerships and self-efficacy are critical to decrease job stress for pediatric nurses. Continued development of nursing management interventions to decrease job stress in pediatric nurses is suggested.

• Journal of Korean Academy of Nursing
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• v.46 no.3
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• pp.375-389
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• 2016

Purpose: The aim of this study was to classify nursing management competencies and develop behavioral indicators for nurse managers in hospitals. Also, levels of importance and performance based on developed criteria were to be identified and compared. Methods: Using expert survey we classified nursing management competencies and behavioral indicators with data from 34 nurse managers and professors. Subsequently, data from a survey of 216 nurse managers in 7 cities was used to analyze the importance-performance comparison of the classified nursing management competencies and behavioral indicators. Results: Forty-two nursing management competencies were identified together with 181 behavioral indicators. The mean score for importance of nursing management competency was higher than the mean score for performance. According to the importance-performance analysis, 5 of the 42 nursing management competencies require further development: vision-building, analysis, change management, human resource development, and self-management competency. Conclusion: The classification of nursing management competencies and behavioral indicators for nurse managers in hospitals provides basic data for the development and evaluation of programs designed to increase the competency of nurse managers in hospitals.

• Journal of Korean Critical Care Nursing
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• v.13 no.2
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• pp.60-72
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• 2020

Purpose : The aims of this study was to provide basic data to enhance the professional self-concept of nurses in intensive care unit and identify the relationship between job stress, working bullying, self-efficacy and professional self-concept and identify the factors influencing professional self-concept in intensive care unit nurses. Methods : This study was conducted from June to August, 2018 at five general hospitals over 500 beds. Structured questionnaire were completed by 120 nurses who had agreed to understand and participate in the study. The collected data were analyzed using the SPSS win 24.0 program. Results : Factors affecting the professional self-concept of the subjects were self-efficacy, working bullying, unsatisfaction and satisfaction of nursing job satisfaction, age. The explanatory power of these variables on professional self-concept was 55.1%. Conclusion : The self-efficacy, working bullying, nursing job satisfaction, and age of the intensive care unit nurses were identified as the major factors influencing the professional self-concept. Therefore, it is necessary to develop and apply an educational program to improve self-efficacy and nursing job satisfaction and reduce working bullying, which are influencing factors of professional self-concept of intensive care unit nurse.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.17 no.2
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• pp.274-281
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• 2010

Purpose: The purpose of this study was to identify the correlation between level of professional autonomy and clinical decision making abilities in clinical nurses, and to provide basic information for promoting competency nurses in making independent decisions. Method: Data were collected from July 1 to July 18, 2008, and participants were 202 clinical nurses in general hospitals. Collected data were analyzed using descriptive statistics: frequency and percentage and Pearson correlation coefficients with the SPSS WIN 14.0 program. Results: The professional autonomy index for the nurses was 159.63 points. The clinical decision making ability index was 119.79 points. The most highly ranked factor in clinical decision making was search for information and unbiased assimilation of new information. There was a statistically significant difference in professional autonomy according to age, clinical experience, and type of duty. Relation between level of professional autonomy and clinical decision making showed a positive correlation. Conclusion: As a results show a significant correlation between professional autonomy and clinical decision making in clinical nurses, improvement in professional autonomy of clinical nurses, would be promoted through continuous support and training.

• Journal of Korean Academy of Nursing
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• v.29 no.5
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• pp.1072-1086
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• 1999

This study has been attempted using the Q methodology to clarify leader type of nurse managers that head nurses and general nurses recognize, and to clarify its relative relation. Sixty-three statements were extracted through interviews with general and professional people interested in the subject of nurse leaders to extract the Q population. A total of 314 Q population was formed added with 251 questions extracted from related documents. Final 32 Q samples were selected by reorganization of 314 Q population after reexamining statements through inquiry of 1 professor of the nurse department, 2 students in course of nurse science masters degree and 2 students in course of doctoral degree. The P sample selection standard of this study were 25 nurses and 30 head nurses. Examination subjects themselves filled out 32 statements classified in a measure of 9 points from agreeable items to disagreeable items. Principal component factors were analyzed using the QUANL pc program after grading the contents of the P sample. Nurses recognizing subjective structure for leader behaviors of nurse manager were analyzed to be 3 factors: vision presentation type, self-capability consideration type, relationship consideration type, and head nurses recognizing subjective structure were analyzed to be 2 types: task pursuit leader type, and concord pursuit type. Nursing manager's leader behavior, expected by staff nurse are more complex and higher level which may combined with task pursuit leader type in concord pursuit leader of head nurse. Also according to Horsey and Blanchard theory(1977), the effectiveness of leadership becomes to be larger as the accordance rate between the behaviors of nurse leaders and followers reaction increase Two suggestions have been made based on the conclusion. 1. Studies on creating strategies in relation to development, management, selection of nurse leaders should be made based on this study. 2. There is a need for relative study of production and degree of similarity of leadership types based on this study.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.1
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• pp.97-110
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• 2001

An image exists in the thought of every subjective person and it exercises its influence over everything, having a great power in the real world. An positive image of the nurse has an influence on her faith, value and confidence, therefore increasing her job satisfaction, helping to upgrade her level of profession of nursing through qualitative nursing service as a result, considering the necessity of such an image when it comes to improvement of the profession, the confirmation of the image is indispensable to its evaluation of a speciality in nursing. This study is intended to help that improvement of the nursing profession in the present so that the total effort in every field of nursing is made and to offer basic material for developing a strategy to improve the image of nurses. This study is designed to investigate such an image descriptively. The subjects include 105 nurses, 60 doctors, 68 office workers, 88 medical engineers, 127 patients and there protectors with a total of 448 adapted with accidental sampling, who work at Y and W general hospital in Chonju. The measuring instrument consists of 40 question, with the researcher amended and made from on of Inja Song(1993), Donsoon Lee(1995), Ilsim yang(1998), and its Cronbach's alpha coefficient is .95. Data were collected from March 1 2000 to March 20, 2000 using self-reported questionnairs, analyzed with SPSS WIN 7.5 after encoding. The results are as follows: 1. Most of the subjects thinks the nursing as a hard, stressful, always busy job(more than 75%), and consider nurses as good-looking, supportive and responsible to co-workers to above average degree($50.0{\sim}74.9%$), especially it shows the idea that nursing is independently academic job and has come to fasten itself upon the public. But it shows below the everage($25.0%{\sim}49.9%$) in regard to self development as a specialist, affection for there job, an association activity, service to the community, high intelligence level and direct given patient nursing service. It also rated low as a recommendable job, independently nursing accomplishment, social position. 2. The nurses, patients and there protectors expressed more positive opinions than doctors, medical engineers, office workers about the image of the nurse(F=18.80, p=.00). This fact indicates that the former group evaluated the image similarly contrary to lowness of the latter. 3. In the study on what influenced upon the image, it defines to 79.8% by direct contact in the hospital or acquaintance with nurses, and 16.3% by mass media. 67.3% answered that they saw the image in a new light through hospitalization, which suggests an important source for the image management originates from caring for the quality of nursing service. Considering the evaluation of the image above, we need strategies to lead a unique professional knowledge and technological development, insurance of professional self-determination, high social position, participation in group activities, dedication to lifetime job, in order that nursing comes to expand as a professional occupation. Also, as for generating more positive images, we must take the quality of nursing service into account and offer and monitor correct information about the expanded role and function of the nurse continuously so that mass media reflect a more accurate image of nurses in general.