• Journal of Korean Academy of Nursing Administration
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• v.21 no.1
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• pp.1-9
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• 2015

Purpose: This study was done to identify the influence of nursing work environment and social support on multidimensional organizational commitment among nurses. Methods: The survey was conducted in August 2012 with self-report questionnaire. Participants were 480 registered nurses working in one general hospital. Data were analyzed with descriptive statistics, t-test, ANOVA, Pearson correlation, and multiple regression using SPSS/WIN(16.0). Results: The average scores were; for affective commitment 2.84, for continuance commitment 2.48, and for normative commitment 2.57. There were significant relationships between affective, continuance, normative commitment and sub-factors of nursing work environment and social support. The affective, continuance, and normative commitment were all influenced by 'staffing and resource adequacy' and 'nursing foundations for quality of care', sub-factors of nursing work environment. Distinctively, affective commitment was influenced by 'staffing and resource adequacy', nurses' age, 'nurse-doctor relations', 'supervisor's emotional support', 'nurse participation in hospital affairs', 'nursing foundations for quality of care', and 'supervisor's informational support', which explained 30.9% of variance in affective commitment(F=31.57, p<.001). Conclusion: The findings show that programs which promote supervisors' emotional and informational support are important to enhance nurses' affective commitment. Also, it is necessary to improve nursing work environment to improve nurses' organizational commitment.

• Journal of Korean Academy of Nursing
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• v.47 no.5
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• pp.676-688
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• 2017

Purpose: The purpose of this study was to analyze the migration patterns of new nurses and experienced nurses and to identify the factors influencing inter-regional migration for solving regional imbalances of clinical nurses in South Korea. Methods: This study involved a secondary analysis of data from the Health Insurance Review and Assessment Service (HIRA). Data were analyzed using descriptive statistics and multiple logistic regression analysis. Results: New nurses tended to migrate from Kyunggi to Seoul. However, experienced nurses tended to migrate from Seoul and Chungchung to Kyunggi. Significant predictors of inter-regional migration among new nurses were location and nurse staffing grade of hospitals. Significant predictors of inter-regional migration among experienced nurses were location, hospital type, nurse staffing grade, ownership of hospitals and age of nurses. Conclusion: Inter-regional migration occupied a small portion of total hospital movement among clinical nurses. The regional imbalances of nurses were not caused by the migration from non-metropolitan areas to Seoul. Nurse shortage problems in the small and medium hospitals of the non-metropolitan area can be solved only through improvement of work environment.

• Korea Journal of Hospital Management
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• v.21 no.2
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• pp.24-36
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• 2016

The aims of this study is to investigate the status of nursing care delivery systems and nurse staffing levels and to analyze differences in the quality of nursing care by the type of nursing care delivery system. This research was based on data from 723 nurses working in 55 medical and surgical units in 26 general hospitals. Descriptive statistics on nurse staffing levels and the nursing care delivery system, and multi-level logistic regression were used to estimate the determinants of quality of nursing care. The number of patients per nurse is 17.74 patients in functional nursing care and 15.56 patients in total nursing care. In comparison to hospitals adopting total nursing care, hospitals with functional nursing care had greater patients. The nurses rated units using total nursing care as significantly better quality of nursing care than the units with functional nursing care. Total nursing care or modified total nursing care, rather than functional nursing care, could lead to improvement in the quality of care(total nursing care OR=3.895, modified total nursing care OR=2.475). Patient-centered approaches under proper circumstances can be successfully implemented and the positive effects demonstrated.

• Women's Health Nursing
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• v.16 no.2
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• pp.137-146
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• 2010

Purpose: This study was done to examine the attitude and awareness of nurses about rooming-in for new mothers and their infants. Methods: Data were collected from 462 nurses from 40 hospitals from August 10 to September 20, 2008 using a questionnaire, and the collected data were analyzed using descriptive statistics, t-test and ANOVA. Results: The mean score for attitude and awareness of nurses about rooming-in was 3.02 (range=2.13~3.80), which indicates that the nurses had positive opinions of the system. The factors with the highest and lowest scores were awareness of a successful implementation method (mean=3.35) and awareness of the advantages and disadvantages of the system (mean=2.73), respectively. The attitude and awareness of nurses about rooming-in differed significantly with age, religion, education level, parity, type of hospital, hospital nurse staffing grade (bed-to-nurse ratio), and presence of a rooming-in system. Conclusion: This results of the study show that attitudes and awareness of nurses to rooming-in differed significantly according to personal factors (age, parity, religion, educational level) and work characteristics (hospital type, hospital nurse staffing grade, presence of rooming-in system). These findings can be used as basic data in determining optimal strategies for a system of rooming-in in the future.

• International journal of advanced smart convergence
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• v.8 no.4
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• pp.58-67
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• 2019

The purpose of this study was to examine the relationship between sleep disorders, job satisfaction, health promotion behavior, quality of life, turnover intention. And also to find the predicting factors on turnover intention of shift and non-shift nurses. A descriptive study design was used. Study subjects were 239 nurses worked as a shift (167) and non-shift (72) in two general hospitals in P city. Turnover Intent, Sleep disorders, Job satisfaction, practicing health promotion profile and quality of life scales were used to collect the data. Data were analyzed by descriptive statistics and Pearson's correlation coefficient for find the relationship between study variables. Stepwise multiple regressions used to find predicting factors of turnover intention with other variables. The shift group showed lower Job satisfaction, practice of health promotion behavior and intention of turnover than non-shift nurses. The most important predictive factors of turnover intention in of shift group was job satisfaction (β =-. 477, p <.001) and non-shift group was health promotion behavior (β =-. 295, p = .040) than other factors. Findings showed that turnover intention highly influenced by job satisfaction than health promoting behavior and quality of life. This study suggests organizational efforts to provide sufficient staffing and nurse managersshould make more concentration to allot work schedule in order to avoid over load shift nurses and promote quality of client care.

• Journal of Korean Critical Care Nursing
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• v.10 no.3
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• pp.9-18
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• 2017

Purpose : This study aimed to identify nurses' job satisfaction, patients' satisfaction, and direct nursing time according to the change in grade of nursing management fee. Methods : Descriptive design was used in this study. Nurses (n = 200) and patients (n = 200) were recruited from one university hospital in Busan. Four aspects were measured: direct nursing time, overtime, nurses' job satisfaction, and patients' satisfaction. Data were analyzed using descriptive statistics, ${\chi}^2-tests$, and t-tests. Results : There was a significant difference in patient satisfaction (t = -2.09, p = .038) and direct nursing time (t = -4.77, p < .001) when the nurse staffing grade was changed from the level two to the level one. Conclusion : The findings from this study showed that a higher nurse-to-patient ratio can provide a greater amount of direct nursing time for individual patients and increase patient satisfaction.

• The Journal of Korean Academic Society of Nursing Education
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• v.23 no.3
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• pp.252-267
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• 2017

Purpose: This study aimed to investigate clinical nurses' perception on nursing managerial competencies. Methods: This was a descriptive study. The data were collected from 198 nurse managers who had worked in six general hospitals using a self-reporting questionnaire. Data were analyzed by descriptive statistics, t-test, ANOVA, and Importance-Performance Analysis. Results: Only 32% of the participants had experienced nursing managerial competency training. The mean score for perceived performance of nursing managerial competency was lower than that for perceived importance. There were significant differences in perceived importance, performance, and importance-performance gaps among head, charge, and staff nurses. Importance-performance analysis showed that three of the 30 nursing managerial competencies require further development: staffing, human resources development and education, and nursing standard development competency. There were significant differences in importance-performance gaps according to age, career years in current hospital, work shift, position, nursing delivery system, and nursing managerial competency-education experience. Conclusion: A training program for developing and improving nursing managerial competencies which is focused on the gaps in importance and performance level is needed for clinical nurses. In addition, it should be considered to improve nursing work conditions such as nursing delivery system and formal appointment in order to increase the performance of nursing managerial competencies.

• Journal of East-West Nursing Research
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• v.19 no.1
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• pp.46-54
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• 2013

Purpose: An objective of this study was to investigate nurses' perceptions toward patient safety culture and to examine the factors affecting safety care activities. Methods: The participants were 429 nurses, at 6 hospitals located in regions, which have 150 to 300 beds, and HSOPSC (AHRQ, 2009) and questionnaire on safety care activities were used as measurement tools. Descriptive statistics, independent t-test, one way ANOVA, and stepwise multiple regression with SPSS/WIN version12.0 were used to analyze the data. Results: Supervisor manager expectations and actions promoting patients safety and frequency of events reported were the highest as positive responses, whereas staffing and nonpunitive response to errors showed the lowest scores as positive responses. Scores of medication surveillance is the highest while firefighting surveillance is the lowest in terms of safety care activities. Significant predictors influencing safety care activities were frequency of events report, handoffs and transitions, work unit a patient safety grade, organizational learning-continuous improvement, and teamwork across units. These predictors account for 23% of the variance. Conclusion: These results suggest that hospital policies and systems should be built to settle patient safety culture effectively. Development of standard manuals for safety care activities is another critical element for promoting patient safety.

• Journal of Korean Clinical Nursing Research
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• v.17 no.2
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• pp.138-149
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• 2011

Purpose: The objective of this research was to explore levels of patient safety and safe nursing activities depending on the level of nurse staffing, in order to provide effective management of nurse personnel. Methods: The research was conducted with 455 nurses from eight hospitals in B city. Data were collected according to the level of nurse personnel from second (nurse vs. patient ratio of 2.0-2.5) to fifth (ratio of 3.5-4.0) rank. The survey tools were, 'Questionnaire on Patient Safety, a Hospital Survey on Patient Safety Culture developed by AHRQ (2007), and 'Questionnaire on Patient Safety Nursing Act, in which the questions were selected from nursing-related items (Medication 6 & Safety Nursing Assurance Act 4) in the Safety Evaluation developed by Evaluation Institute of Medical Institution. Data were analyzed with SPSS PC 12.0 program using descriptive statistics, $x^2$ test, ANCOVA and $Scheff{\grave{e}}$. Results: The nurses' overall cognition level on patient safety and safe nursing activities showed that nurses who are in the second and third rank had higher scores than those in lower ranks. Conclusion: The results of this study indicate that hospitals need a higher ratio level for nurse personnel in order to assure patient safety and safe nursing activities.

• Journal of East-West Nursing Research
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• v.24 no.2
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• pp.163-170
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• 2018

Purpose: The purpose of this study was to identify the influences of type D personality, burnout and work environment on nurses' intention to stay at the hospitals among nurses. Methods: A cross-sectional descriptive design was used. Participants were 135 nurses working at general hospitals. Data were collected using self-report questionnaires. Data were analyzed using the SPSS/WIN 23.0 program for descriptive statistics, independent t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson's correlation, and hierarchical multiple regression. Results: The score of nurses' intention to stay was 4.78. 39.3% of participants were classified as type D personality group. The scores of burnout and work environment were 2.92 and 2.39, respectively. Intention to stay was negatively correlated with burnout and positively correlated with nurse participation in hospital affairs, nursing foundations for quality of care, nurse manager ability, leadership, and support of nurses, staffing and resource adequacy. Burnout and manager ability, leadership, and support for nurses explained 46.0% of variance of nurses' intention to stay in the hospitals. Conclusion: The results of the study indicate that nursing intervention programs for increasing intention to stay for nurses should include strategies for decreasing the burnout and increasing manager ability, leadership, and support for nurses.