| Hyun Sook Lee | 3 Articles |
Purpose
This study aimed to examine the influence of nursing organizational culture, nursing workplace spirituality, and nurses’ perceived health status on quality of nursing work life according to nursing clinical ladder at a tertiary hospital. Methods Participants were nurses working at a tertiary hospital in D city, and a total of 352 participants were recruited according to four stages of clinical experience: novice stage (below 1 year), advanced beginner stage (2~3 years), competent stage (4~6 years), and proficiency stage (above 7 years). Data were collected from February 7-February 16, and analyzed using descriptive statistics, one-way ANOVA, Scheffe test, and Multiple regression. Results There was statistically significant correlation between innovation-oriented nursing organizational culture, nursing workplace spirituality, nurses’ perceived health status and quality of nursing work life. In all clinical ladder stages, nursing work spirituality and nurses’ perceived health status were factors influencing the quality of nursing work life; innovation-oriented nursing organizational culture was an influencing factor in the novice, advanced beginner, and competent stage, but not the proficient stage. Conclusion To improve the quality of nursing work life, it is necessary to develop and apply practical programs that reflect nurses’ characteristics at each clinical ladder stage. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to identify the relationship of nurses' job performance with job embeddedness, self-leadership and social support and the role of self-leadership and social support in the relation between job embeddedness and job performance among general hospital nurses. METHODS The participants for this study were 244 nurses from 3 general hospitals in Seoul and Gyunggi Province. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheffe test, Pearson correlation and Hierarchical Multiple Regression. RESULTS Job performance showed positive correlations with job embeddedness (r=.56, p<.001), self-leadership(r=.68, p<.001), organizational support (r=.30, p<.001), supervisors' support (r=.31, p<.001) and colleagues' support (r=.31, p<.001). Job embeddedness and self-leadership had significant influence on nurses' job performance. However self-leadership and social support did not show moderating effects of job embeddedness on nurses' job performance. CONCLUSION These findings indicate that job embeddednes and self-leadership are important factors to enhance nurses' job performance. Therefore, promoting activities for job embeddedness and self-leadership might be a way to increase nurses' job performance. As there was no moderating effects of self-leadership and social support on job embeddedness and job performance, further studies are necessary to refine these findings in different environments. Citations Citations to this article as recorded by
PURPOSE
This study was done to explore the relationship in hospital nurses' of communication competence, communication types, and organizational commitment and to provide basic data for developing programs to improve internal communication and to promote nurses' commitment to their organizations. METHODS The participants included 316 nurses who worked in two general hospitals. The tools used for this study were the Global Interpersonal Communication Competence Scale (GICC) and Communication Satisfaction Questionnaire by Downs & Hazen (1981), revised by Seo (2002) and Mowday's tool (1979) for organizational commitment. Data were analyzed using SPSS/PC+12.0. RESULTS The mean score for communication competence was 3.46, and for organizational commitment, 3.19. For communication types, the mean score for formal communication was 3.18 and informal communication, 2.59. Communication competence had a positive relationship with formal communication (r=.32) and with informal communication (r=.16). Organizational commitment had a positive relationship with formal communication (r=.53), communication competence (r=.30), and informal communication (r=.27). CONCLUSION The results indicate the necessity of developing programs to promote nurses' communication competence and also developing a system that will enrich active communication. Systematic and continuous training in communication is also highly recommended. Citations Citations to this article as recorded by
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