• Journal of the Korean Society of Radiology
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• v.13 no.7
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• pp.995-1003
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• 2019

The purpose of this study was to survey and analyze the effects of organizational culture, leadership and organizational commitment on organizational satisfaction among radiological technologist working in hospitals in Busan. As a result, the scores of organizational culture, organizational commitment and job satisfaction of the tertiary university hospital were significantly higher (p<0.05, p<0.001). In the group with no turnover experience, the organizational commitment, job satisfaction, and organizational effectiveness scores were significantly higher (p<0.05). Job satisfaction scores of the department of nuclear medicine were significantly higher (p<0.05). Hierarchical regression analysis showed that organizational commitment had the highest impact on job satisfaction of radiological technologist (β=0.564, p<0.001). radiological technologist play a large part in hospital tissues in the diagnosis of disease. Therefore, based on the results of this study, it is helpful to analyze the relationship between the radiological history, organizational culture, leadership and organizational commitment in order to improve the job satisfaction of radiological technologists.

• Research in Community and Public Health Nursing
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• v.29 no.3
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• pp.267-278
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• 2018

Purpose: This study is to investigate working conditions including job stress among visiting nurses in public health centers in Korea. Methods: An social network based mobile survey was conducted in May 2017 (N=936, response rate: 47.0%). Results: The visiting nurses in this study had their average total career as a nurse is 13.7 years. The 68.3% of them were employed in an indefinite term, 17.0% were hired in a fixed term, and 11.0% came from outsourcing. They responded as high job-stress level including inadequate compensation (71.22/100) and job demands (71.91/100). They experienced down-talk (63.4%), swearwords (32.9%), being made a dirty face (39.9%), sexual jokes (30.8%), or being likened or evaluated with their appearance sexually (14.3%). Among the causes of job related conflicts and discrimination, deprived salary level was the most frequent reason (83.4%). The conflicts and discrimination were incurred by government officers (52.4%). There were no significant differences in overall job stress, emotional labor, organizational commitment, violence, and discrimination experience based on their employment types. Conclusion: The differences in working conditions among the non-regular nurses were trivial, and their overall working conditions were poor. It is necessary to improve non-regular nurses' working conditions in order to make up the limitations of the Korean healthcare system which is centered on hospitals.

• Archives of Plastic Surgery
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• v.43 no.5
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• pp.438-445
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• 2016

Background The goal of reconstruction is to provide coverage of exposed vital structures with well-vascularized tissue for optimal restoration of form and function. Here, we present our clinical experience with the use of the scapular fascial free flap to correct facial asymmetry and to reconstruct soft tissue defects of the extremities. Methods We used a scapular fascial free flap in 12 cases for soft tissue coverage of the extremities or facial soft tissue augmentation. Results The flaps ranged in size from $3{\times}12$ to $13{\times}23$ cm. No cases of total loss of the flap occurred. Partial loss of the flap occurred in 1 patient, who was treated with a turnover flap using the adjacent scapular fascial flap and a skin graft. Partial loss of the skin graft occurred in 4 patients due to infection or hematoma beneath the graft, and these patients underwent another skin graft. Four cases of seroma at the donor site occurred, and these cases were treated with conservative management or capsulectomy and quilting sutures. Conclusions The scapular fascial free flap has many advantages, including a durable surface for restoration of form and contours, a large size with a constant pedicle, adequate surface for tendon gliding, and minimal donor-site scarring. We conclude that despite the occurrence of a small number of complications, the scapular fascial free flap should be considered to be a viable option for soft tissue coverage of the extremities and facial soft tissue augmentation.

• Korean Journal of Adult Nursing
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• v.26 no.3
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• pp.362-371
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• 2014

Purpose: The purpose of this study was to identify Compassion Fatigue (CF), Somatization, and Silencing Response (SR) among nurses and understand intermediate effects between the variables. Methods: The sample of 240 nurses who were working three shifts in medical and surgical wards, and emergency room were recruited in three hospitals with over 700 beds. A structured questionnaire was used which included CF, Somatization and SR scales. The data were analyzed using descriptive statistics, ANOVA, Pearson's correlation coefficients and stepwise multiple regression. Results: There were statistically significant differences in CF, Somatization and SR depending on perceived personal health condition, experience of turnover, co-worker support. There were significant correlations between those study variables. The result also indicated that burnout (${\beta}$=.81, p<.001) which is a part of Secondary Traumatic Stress and Somatization (${\beta}$=.79, p<.001) have the role of partial mediator in the relationship between Secondary Traumatic Stress and Silencing response. Conclusion: The results of study show that an intermediary role by Burnout and Somatization in Silencing response of nurses is important for effective human resource management in hospital nursing staffs. Effective human resource management which includes mentoring and social support system can enhance the professional quality of life of nurses, which will eventually contribute to the quality of care by those care providers and counselors.

• Journal of the Korea Convergence Society
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• v.6 no.5
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• pp.39-47
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• 2015

This study was to explore the relationship between the job stress and mental health of nurses. The participants were 291 nurses from two general hospitals in C city. Job stress, mental health, and general characteristics of nurses were measured. The data were collected from April 7 to 30, 2015. The collected data was analyzed with descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients and multiple regression analysis. The mean score for job stress was 61.96 point and 92.45 for mental health. The mean scores for job stress were significantly different by age and turnover experience in nurses. Job stress was positively correlated with mental health(r=.233, p=.000). The findings indicate that job stress has an influence on mental health. We'd like to provide basic data on developing convergence programs to prevent and intervene job stress considering nurses' mental health problems in nursing service that is rapidly changing and specialized for the convergence generation.

• Journal of the Korean Society of Radiology
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• v.14 no.4
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• pp.415-424
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• 2020

The purpose of this study was to survey and analyze the effects of job satisfaction and job stress on organizational commitment among radiological technologist working in primary, secondary and tertiary hospitals in Busan. As a result, the scores of job satisfaction and organizational effectiveness of the tertiary hospital were significantly higher (p<0.05). In the group with no turnover experience, the organizational commitment, job satisfaction, and organizational effectiveness scores were significantly higher (p<0.05, p<0.01). Job stress was not statistically significant between variables in the analysis of general characteristics. Hierarchical regression analysis showed that the radiological technologist organizational commitment had the highest impact on job satisfaction (β=0.703, p<0.001). Radiological technologist are important in the diagnosis and radiation therapy of diseases in hospital. Therefore, based on the results of this study, it will be helpful to analyze the relationship between job satisfaction, job stress and organizational commitment of radiological technologist, and to prepare a plan to increase their organizational commitment.

• Korean Journal of Occupational Health Nursing
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• v.20 no.3
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• pp.250-260
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• 2011

Purpose: The purpose of this study was to describe the role experiences of occupational health nurse. The research question was "what are daily experiences in practice?" Methods: The data were collected through the focus-group interviews with nine occupational health nurses and analyzed by the grounded theory of Strauss and Corbin (1998). Results: The core category on occupational health nurse role experience was named as "struggling alone with the dual role". The causal conditions included 'unfamiliar area' and 'new work'. The contextual conditions included 'overload of work, 'tasks beyond OHN job' and 'disharmony with colleagues'. The intervening conditions were analyzed as supportive factors and discouraging factors. There were action/interaction strategies 'getting information about tasks', 'working as a professional', 'establishing a cooperative relationship', 'seeking help' by trying to regulate the phenomenon. Finally they succeed in 'establishing the identity' and 'feeling proud', but sometimes they could be 'suffering from low morale', or 'considering turnover'. Conclusion: Through these results, it can be explained that occupational health nurses have been exerting themselves to establish their role with various situation through the conflicted context. Based on the findings, we suggest developing the diverse continuing education programs to be tailored for OHN's needs and reinforcing the occupational health services under the legal and political support.

• Journal of Convergence for Information Technology
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• v.9 no.9
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• pp.94-107
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• 2019

This study was aimed to clarify the concept of professionalism of the nurse. Walker and Avant's concept analysis process was used. The main attributes of professionalism of the nurse were advanced nursing knowledge, excellent nursing skill, person-centered nursing care, ethicality, responsibility, peer cooperation, autonomy, and outstanding situational judgement, and problem solving. The antecedents were a long enough period of nursing education and experience, research activities, personal qualities, and self-directed training. The consequences were improvement of professional identity and low turnover rates of nurses; improvement of nursing satisfaction, health recovery and well-being for patients; improvement of nursing quality, revenue, and reputation for hospital; gaining social recognition and development of nursing profession; obtaining financial benefits in national health care for nation. The findings of the study provide clarification of the concept of professionalism of the nurse and lay the foundation to establish professionalism among nurses to deliver good nursing care.

• Journal of Convergence for Information Technology
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• v.11 no.7
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• pp.223-231
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• 2021

The study analyzes the relationship between job stress, organizational trust, and the job change intentions of beauty industry workers. Three-hundred sixty-nine workers in the beauty industry with longer than three months of working experience were chosen as this study. The study used to perform frequency analysis, exploratory factor and reliability, correlation, confirmation, and structural equation model verification. The following results are as follows. First, job stress had a positive influence. Second, stress related to fairness had a negative effect on organizational trust. Third, organizational trust had a negative effects. In conclusion, organizational trust and stress related to fairness are the important variables. Furthermore, this study suggests that each organization needs to make an effort to increase organizational trust and to relieve stress related to fairness in order to reduce the job change intentions.

• Journal of Industrial Convergence
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• v.21 no.10
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• pp.65-80
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• 2023

Through inductive content analysis, this study sought to examine the crisis experienced by the institution, the quality of service, and the distrust of the system and institution based on the experience of distrust in the home-visiting care service of bbeneficiary and guardians. FGI was conducted on five managers of institutions that provide home-visiting care services. As a result, the central phenomenon was found: deterioration of service quality, distrust of systems and institutions, and difficulties in opera-ting long-term care institutions. In order to improve the quality of home-visited care services and build trust in care workers and institutions, first, home-based associations or operating corporations should develop new education program plans and manuals to strengthen the capabilities of care workers and social workers. Second, the NHIS's monitoring system and the professional management system of care workers should be established. Third, it is necessary to improve awareness of the role, expertise, and rights of care workers, and fourth, improvement measures are required to reduce the turnover rate of care workers, which is the cause of the deterioration of the quality of long-term care services.