• Korean Journal of Occupational Health Nursing
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• v.14 no.2
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• pp.138-152
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• 2005

Purposes: The purposes of this study are to investigate the definition, components, prevalence, and associated factors of metabolic syndrome and suggest the management strategies for workers. Method: This study was conducted by literature review. Results: Metabolic syndrome by the NCEP-ATP III is the clustering of three or more of five conditions: abdominal obesity, high triglycerides, low levels of HDL cholesterol, high blood pressure, and high glucose(blood sugar). The prevalence of the metabolic syndrome by modified NCEP-ATP III in South Korean workers was about 20 to 25%. Metabolic syndrome is caused by many associated factors, namely, age, family history, socioeconomic status, job strain, shift work, psychosocial distress, bad health behaviprs and so on. Conclusions: To prevent metabolic syndrome at worksites, multifactorial risk factor assessments and preventive approaches are required. Socioeconomic factors such as education, working status should be nationally importantly considered for the health inequality of workers. Occupational health nurse, at first, can start weight control, smoking cessation program. stress management, the improvement of work environment. Next stage, early diagnosis and treatment for metabolic risk group can be performed.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.19 no.3
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• pp.171-181
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• 2009

This study was carried out to evaluate a musculoskeletal symptom and the work posture of the nurses in an operating room who have worked in the present department for more than one year. The job analysis of operating room nurses for ergonomic work posture analysis is divided into 14 tasks. On the basis of that, a survey research and ergonomic work posture analysis are also carried out. Among 41 operating room nurses of a cancer center in Kyonggi province who responded to the self-administered questionnaire, 20 nurses were observed and videorecorded to apply Rapid Entire Body Assessment(REBA) to ergonomic work posture analysis from April 16, 2007 to May 18, 2007. The results of analysis are as follows. The prevalence rate of musculoskeletal symptoms was 75.6% and its prevalence rates by part of the body are these followings; lower back and leg/foot 43.9%, shoulder 36.6%, neck 34.1%, hand/wrist/ finger 22.0%, arm/elbow 14.6%. In accordance with the results of ergonomic work posture analysis, 4 tasks that have a REBA score of 8 have high-risk levels and require an immediate management. It shows there is a significant correlation with overall musculoskeletal symptoms and objective workloads that are estimated by REBA. In conclusion, the work conditions of operating room nurses should be improved. It is also necessary that inappropriate work postures and ergonomic work conditions are improved to prevent musculoskeletal disorders of operating room nurses.

• Korean Journal of Occupational Health Nursing
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• v.14 no.1
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• pp.16-23
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• 2005

Purpose: The Purpose of the study was to suggest how the health manager use to be easy return-to-work of injured workers. Method: The data were collected by the health managers working at the 103 companies over medium size in Incheon, Gyoung-gi and Seoul through interview and report by themselves and analyzed by SAS V8 through t-test. Result: 1. The health managers are consisted of 2 kinds, one is health manager such as physician(10%) or nurse(81%) and the other is safety manager. The former works at the manufacturing company(62.9%), the latter at the service one(42.4%). 2. Management and counseling of occupational and non-occupational diseases, and high risk workers, health education, emergency care, worksite rounding, guidance of personal protector use, and health promotion services were highly performed by health managers. Comparing to these, safety managers performed guidance of job safety, safety management. The difference of two kinds of manager was significant statistically not only the aspect of general job but also related job to the workers of return-to-work after accident. Conclusion: This result shows that health manager can function as a care manager to the workers after return-to-work for adaptation to their job and rehabilitation bio-psycho-socially. But health managers don't have any regulations of encouraging injured workers to get their job again officially.

• Journal of Korean Biological Nursing Science
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• v.24 no.2
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• pp.131-139
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• 2022

Purpose: This study aimed to examine the changes in stress, occupational stress, and subjective health problems of novice female nurses within the first 18 months of work. Methods: This was a longitudinal study conducted with a secondary data analysis based on the Shift Work Nurse's Health and Turnover (SWNHT) study. The participants were 178 female novice nurses who participated in all 3 data collection activities (on the first day of orientation before ward placement [T0], 6 months after work [T1], and 18 months after work [T2]). The stress, occupational stress, 8 subjective health problems (upper musculoskeletal pain, leg/foot discomfort, depression, anxiety or emotional disorder, sleep disturbance, headache, gastrointestinal disorder, menstrual disorder, and others), and the greatest health problem during the study period were measured, respectively. Data were analyzed using SPSS 26.0 to obtain descriptive statistics. Results: The subjective health of novice female nurses were found to be poor at T1 compared to T0 on both physical (upper musculoskeletal pain, leg/foot discomfort, and sleep disturbance) and psychological health problems (depression and stress). However, the psychological health problems of the participants were alleviated at T2 whereas; physical health problems persisted until T2. Conclusion: Novice nurses had poor health problems 6 months after work. Sleep disturbance and musculoskeletal pain persisted although other health problems such as depression and stress were alleviated over the period. Strategies to prevent and manage different health problems of novice female nurses at different work duration are urgently needed.

• Korean Journal of Occupational Health Nursing
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• v.21 no.2
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• pp.154-163
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• 2012

Purpose: The purpose of study was to identify the relationships among attitude on job rotation, job stress and organizational commitment of hospital nurses. Methods: The data were collected from the self-reported questionnaire responses of 430 nurses from Sep. 1 to Sep. 30, 2010 at a university hospital in D city and analyzed by descriptive statistics, t-test, ANOVA, Scheff$\acute{e}$ test and Pearson correlation coefficients. Results: Nurses who experienced job rotation showed negative attitude on job rotation (t=-4.84, p<.001), high level of job stress (t=3.81, p<.001) and low level of organizational commitment (t=-1.99, p= .047). There was a significantly negative correlation between nurses' attitude on job rotation and job stress (r=-.13, p<.01). Also, there was a significantly positive correlation between nurses' attitude on job rotation and organizational commitment (r=.32, p<.001). Conclusion: These results suggest that job rotation in nurses needs to be planned based on the individual attitude, opinion, specialty and capability in nurse for reducing their job stress and enhancing organizational commitment of hospital nurses.

• Korean Journal of Occupational Health Nursing
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• v.27 no.3
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• pp.139-151
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• 2018

Purpose: This review aimed to integrate the results of studies related to job embeddedness of clinical nurses and suggest directions for future research. Methods: A search for relevant studies was conducted using six databases according to the predetermined index terms "nurse" and "job embeddedness." A total of 28 studies that met the inclusion criteria were selected and analyzed. Results: The definition of job embeddedness was consistent in the articles, but the terms, scope, and use of tools to determine job embeddedness were not. In addition, no article suggested a theoretical framework. In all the studies except one, the tool used to measure job embeddedness was one revised from Mitchell et al. (2001). In 15 articles, a negative correlation was found between job turnover and turnover intention. Job embeddedness was also found to be associated with nurses' work environment, organizational citizenship behavior, and organizational commitment, and it had a positive impact on these variables. Conclusion: Job embeddedness can be used as a major variable to explain nurses's turnover intention. Job embeddedness is multidimensional, and a theoretical framework is needed to explain the job embeddedness of clinical nurses. Tools specific to Korea should be developed to measure the job embeddedness of Korean clinical nurses.

• Korean Journal of Occupational Health Nursing
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• v.26 no.3
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• pp.125-132
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• 2017

Purpose: This study was performed to identify the impact of aggressiveness of patients and a sense of coherence on posttraumatic stress in psychiatric nurses. Methods: After collecting data from 162 psychiatric nurses, we carried out a t-test, ANOVA, Pearson's correlation coefficient, and multiple regression using IBM SPSS Statistics 19.0. Results: The mean score of posttraumatic stress was $20.75{\pm}16.59$ points. Verbal aggression, aggressiveness about property, aggression toward oneself, and aggression toward others had a positive correlation with posttraumatic stress, while a sense of coherence had a negative correlation with post-traumatic stress. It was concluded that the significant predictors of posttraumatic stress in psychiatric nurses were aggression toward oneself, a sense of coherence, and aggression toward others, all of which accounted for 38.9% of the variability. Conclusion: The results of this study indicate that the factors influencing posttraumatic stress in psychiatric nurses were aggression toward oneself, aggression toward others, and a sense of coherence. Therefore, education programs should be developed in consideration of the fact that aggressive behavior against the patient himself and against others intensify the posttraumatic stress of the psychiatric nurse, but the integration force mitigates it.

• Korean Journal of Occupational Health Nursing
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• v.25 no.3
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• pp.238-248
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• 2016

Purpose: The purpose of this empirical research was to describe the contents what had happened to nurses experiencing taeoom. Methods: This study explored the phenomenological ways to understand lived experiences in nurses' 'Taeoom' and investigated the 'Taeoom' through the deductive content analysis. For the this study, the data was collected through individual interviews with 11 nurses who worked over 12months in 1 hospital, lived in 5 areas, working 7 nursing unit of 10 hospitals. The interviews conducted by semi structured questions about participants' lived experiences in 'Taeoom'. Results: Inductive contents analysis identified 5 categories and 15 subcategories. Main themes in this study included a failed membership, difficult of practical field adaptation, feared with nursing unit life, self-centered peer relationships and rite of passage. Conclusion: This study results have been illuminated with edged sword which has a dark side and a light side to experienced in 'Taeoom'. Newly employed nurses have suffering from 'Taeoom' as well as retained nurse. Therefore, policy and practice programs for a diminution of suffering and management for nurses 'Taeoom' should be developed and implemented.

• Korean Journal of Occupational Health Nursing
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• v.22 no.4
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• pp.314-323
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• 2013

Purpose: The purpose of this study was to figure out influences of supervisor's and colleague's supports, nursing work environment, ego-resilience, organizational commitment and burnout on turnover intention of nurses working in general hospitals. Methods: The data were collected from 379 nurses working in general hospitals with more than 500 beds in S city from July 1 to August 31, 2012. The collected data were analyzed with independent t-test, one-way ANOVA, Pearson's correlation and Hierarchial regression analysis by using SPSS 19.0. Results: In case the subject was young, with work experience of 1~5 years, single, female and position of general nurse, turnover intention was statistically significantly higher. Turnover intention, supervisor's support, nursing work environment, organizational commitment and ego-resilience showed significantly negative correlations, but burnout showed significantly positive correlations. In case of controlling general characteristics, higher correlational variables with turnover intention accounted for 30.2%. Conclusion: In order to reduce turnover intention of general nurses who showed higher intention with 1~5 years' work experience, situational variables such as organizational commitment and nursing work environment and interpersonal relation variables such as supervisor's support as well as personal variables such as ego-resilience should all be considered.

• Korean Journal of Occupational Health Nursing
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• v.28 no.3
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• pp.138-147
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• 2019

Purpose: This study was conducted to examine the degree of career plateau in general hospital nurses, to examine the affects of career plateau on nurses' job satisfaction and nursing competency. Methods: The sample consisted of 234 general hospital nurses. Data were analyzed using t-test, ANOVA, Pearson's Correlation and Hierarchical Multiple Regression. Results: Nurses' career plateau was associated with their job satisfaction, nursing competency. A statistically significant difference in job satisfaction was career plateau, charge nurse or higher in position and resilience predicted 41% of variance in job satisfaction of general hospital nurses. A statistically significant difference in nursing competency was total clinical experience, career plateau, preceptorship experience, charge nurse or higher in position and resilience predicted 43% of variance in nursing competency of general hospital nurses. Conclusion: These results of this study as presented above show that general hospital nurses' career plateau is associated with their job satisfaction and nursing competency. Career plateau is the most important variable in nursing competency. Based on the findings, general hospital nurses' career plateau management is empirically verified as a useful and effective method to increase their job satisfaction and nursing competency.