| Hyun Kyung Kim | 9 Articles |
Purpose
This study aimed to identify the effects of resilience and nursing managers’ empowering leadership on turnover intention among new nurses, as well as the mediating role of transition shock. Methods This was a descriptive, cross-sectional study. Data were collected from 167 new nurses working in tertiary hospitals in Korea between July 1st and July 13, 2022. The relationships among the variables were analyzed using Pearson’s correlation coefficients, and the factors affecting turnover intention were identified using PROCESS macro analysis. Results Resilience (direct effect=-0.02, p=.781) and nursing managers’ empowering leadership (direct effect=-0.00, p=.992) did not directly affect new nurses’ turnover intention. Transition shock had mediating role in the relationship between resilience and turnover intention (indirect effect=-0.12, 95% Boot confidence interval=-0.23~-0.04) and between nursing managers’ empowering leadership and turnover intention (indirect effect=-0.14, 95% Boot confidence interval=-0.23~-0.06). Conclusion Resilience and nursing managers’ empowering leadership indirectly influence turnover intention through transition shock among new nurses. To reduce turnover intention among new nurses, programs for preventing or mitigating their transition shock should be provided. In addition, improving the resilience of new nurses and nursing managers’ empowering leadership may contribute to reducing turnover intention among new nurses by mitigating their transition shock.
Purpose
This study investigated the effects of job embeddedness and resilience on the relationship between job rotation stress and nursing work performance among clinical nurses. Methods: We conducted a nationwide online survey with 205 nurses employed at advanced general or general hospitals. Data were collected from August 17 to October 5, 2021. We analyzed the data using various descriptive statistics, independent t-tests, one-way analysis of variance, Scheffé test, Welch test, Games-Howell test, Pearson's correlation coefficients, multiple regression, and the PROCESS macro with a 95% bias-corrected bootstrap confidence interval. These analyses were conducted using SPSS Windows Software version 23.0 and SPSS PROCESS macro version 3.5.2. Results: Nurses' job embeddedness mediated the relationship between job rotation stress and nursing work performance (B=-0.02, p<.05). Furthermore, their resilience moderated this mediated relationship, also known as moderated mediation, with job embeddedness as the mediating factor (B=-0.02, p<.05). Conclusion: These findings imply that, when devising a strategy to improve the nursing work performance of nurses undergoing job rotation, their resilience levels should be considered. Reducing job rotation stress while concurrently enhancing job embeddedness is essential for enhancing the nursing work performance of nurses with high levels of resilience.
Purpose
The aim of this study was to explore the causes and effects of burnout experienced by insurance review nurses working in hospitals. Methods: Data were collected from April to May, 2021, using focus group interviews. The study enrolled 19 insurance review nurses with at least one year of experience. Data were analyzed using the content analysis method. Results: Causes of burnout were divided into three categories: eight subcategories (feeling of insufficient competence in an insurance review, closed mind in a limited working space, incompetency from other departments, harsh words and deeds that exclude me, insurance cuts controlling my work performance, cloudy mind chased by the billing date, ineffective hospital information systems, and question with no answer) and 23 causes. The impact of burnout was divided into three categories: six subcategories (experiencing mental and physical symptoms, projecting one’s feelings into family or neglecting them, withdrawing myself, wearing a mask, decreased work performance, and desiring to leave one’s work), and 14 concepts. Conclusion: This study provides basic data for strategy development to prevent and solve burnout problems among insurance review nurses. It is important to develop programs and policies to solve the burnout problem of insurance review nurses in the future. Citations Citations to this article as recorded by
PURPOSE
The aim of this study was to identify effects of perceived nurse-nurse collaboration and nurse-physician collaboration on nursing performance in perioperative nurses. METHODS A cross-sectional survey was used and data were collected in September 2016. Participants were 186 perioperative nurses from three advanced general hospitals and nine general hospitals. Data were analyzed using descriptive statistics, independent t-test, One-way ANOVA, Scheffé test, Pearson correlation coefficients and hierarchical multiple regression with the SPSS/WIN 23.0 program. RESULTS The mean scores were for nurse-nurse collaboration, 2.92±0.28 out of 4, for nurse-physician collaboration, 3.29±0.65 out of 5, and for nursing performance, 3.85±0.47 out of 5. There were statistically significant positive correlations among nurse-nurse collaboration, nurse-physician collaboration, and nursing performance. Hierarchical multiple regression analysis revealed that nurse-nurse collaboration explained an additional 29%p of nursing performance. Shared processes, conflict management, and professionalism of nurse-nurse collaboration were statistically significant predictors of nursing performance. The nurse-physician collaboration explained an additional 3%p of nursing performance. Sharing of patient information was a statistically significant predictor of nursing performance. CONCLUSION Findings indicate that intervention programs that integrate and strengthen shared processes, conflict management, professionalism, and sharing of patient information are useful to enhance nursing performance. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to identify the importance, performance and rates of nurses' performance of nursing interventions in long-term care hospitals. METHODS A cross-sectional descriptive study was used and data were collected in 2015. Participants were 174 clinical nurses working in 14 long-term care hospitals. The collected data were analyzed using the SPSS/WIN 18.0. RESULTS The nurses' perceived importance of nursing interventions was 4.48±0.51, and the degree of nursing intervention performance in long-term care hospitals was 3.97±1.07 out of 5. The rates of nursing interventions performed by nurses ranged from 33.9% to 99.4% with an average of 82.5%. There were statistically significant positive correlations among perceived importance, performance in hospitals, and rates for nurses' performance of nursing interventions (p<.001). CONCLUSION The results indicate that interventions with a high degree of importance and performance could be the core nursing interventions in long-term care hospitals. These core nursing interventions should be included in education for nurses. These findings can be used in developing realistic guidelines and effective strategies for nurses and administrators to improve the quality of nursing and the status of nursing professionals in long-term care hospitals. Citations Citations to this article as recorded by
PURPOSE
This study was performed to identify the mediating effect of empowerment in the relationship between head nurses' servant leadership and organizational commitment among clinical nurses. METHODS A cross-sectional survey design was used. A convenience sample of 249 nurses was recruited from three hospitals located in J province, South Korea. Data were collected by self-report questionnaires, including general characteristics, servant leadership, empowerment, and organizational commitment. Data were analyzed with descriptive statistics, Pearson correlation coefficients, independent t-test, One-way ANOVA, and linear regression using the SPSS 22.0 program. RESULTS Head nurses' servant leadership perceived by clinical nurses significantly influenced their organization commitment. Empowerment partly mediated the effect of servant leadership on organizational commitment. CONCLUSION The findings suggest the importance of improving nurse managers' servant leadership and empowering nurses to increase their organizational commitment. Citations Citations to this article as recorded by
PURPOSE
This study aimed to investigate job satisfaction, organizational commitment and turnover intention among male nurses in South Korea. METHODS Data were collected in May, 2013 and a total of 150 male hospital nurses participated in this study. Job satisfaction, organizational commitment and turnover intention were measured using a structured questionnaire. Collected data were analyzed using SPSS/WIN 20.0 for windows. RESULTS There were statistically significant correlations between job satisfaction and organizational commitment (r=.74, p<.001), job satisfaction and turnover intention (r=-.56, p<.001), and organizational commitment and turnover intention (r=-.69, p< .001). There was a statistically significant difference in job satisfaction of participants according to education, work unit, and salary. Organizational commitment showed significant difference according to age, education, work unit, and salary. Turnover intention was significantly different according to duration of employment in the hospital, and salary. The most influential factor for turnover intention was organizational commitment (beta=-.69, p<.001). This factor accounted for 47.8% of the variance in turnover intention. CONCLUSION The results of this study indicate that to reduce turnover intention for men in nursing, it is necessary to increase job satisfaction, and organizational commitment. Citations Citations to this article as recorded by
PURPOSE
This study was designed to describe the burnout experiences of nurses counseling people living with HIV/AIDS (PLWHA) in hospital-based counseling services in Korea. METHODS A qualitative research technique with focus group interviews was used and the data were collected in 2012. Participants were 13 counseling nurses from 16 medical hospitals in South Korea who had worked full-time for more than six months as a counseling nurse for PLWHA. The 13 nurses made up 68.4% of all 19 official HIV counseling nurses in South Korea. Data were collected using focus group interviews and analyzed with the content analysis methodology of Downe-Wamboldt. RESULTS Burnout experience of counseling nurses for PLWHA was analyzed for two domains-causes of, and effects of burnout. Each domain was classified into three categories; personal, job-related, and relationships. Further 17 sub-categories and 47 concepts were discovered. CONCLUSION In this study various causes and effects of burnout experienced by nurses counseling PLWHA were identified. These findings can be used in developing effective strategies for nurses, administrators, and health policy makers to solve the burnout of counseling nurses. Further research is required to develop detailed and practical job description for nurses counseling PLWHA. Citations Citations to this article as recorded by
PURPOSE
This study was done to examine effects of task performance style, communication ability and their interaction on problem-solving ability and nursing competency of nursing students participating in a nursing management practicum. METHODS The study was a non-equivalent control group non-synchronized design. Participants were 56 fourth year nursing students (25 in the cooperative task group and 31 in the individual task group) and data were collected from March to September 2010. Additionally, two groups were classified based on communication ability of students and four groups were classified by their task performance style and communication ability. Problem-solving ability and nursing competency were measured pre- and post-test and compared between groups. Data were analyzed using SPSS Windows 17.0 program. RESULTS Neither problem-solving ability and nursing competency were statistically significantly different according to task performance style. Nursing competency was statistically significantly higher in the high communication group compared to the low communication group. Problem-solving ability was significantly different among the four groups classified by task performance style and communication ability. CONCLUSION Nursing educators may need to improve students' communication ability to improve nursing competency and also assign different tasks based on communication ability of nursing students to improve problem-solving ability. Citations Citations to this article as recorded by
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