| Il Sun Ko | 3 Articles |
PURPOSE
This was a correlational study to identify effects of perception of clinical ladder system on job satisfaction and intention to leave in perioperative nurses. METHODS Participants were 154 of perioperative nurses from larger general hospitals in Seoul. Data were collected from April, 16 to 22, 2013 using self-report questionnaires which included items on perception of clinical ladder system, job satisfaction, and intention to leave. Data were analyzed using frequency, t-test, ANOVA, Scheffe? test, Pearson correlation coefficients, and multiple stepwise regression. RESULTS The average mean score for perception of clinical ladder system was midline at 2.69 point out of 4 point. Perception of clinical ladder system correlated positively with job satisfaction (r=.38, p<.01) and negatively with intention to leave (r=-.88, p<.01). Perception of clinical ladder system was the factor which most influenced job satisfaction explaining 17.1% of the variance, also perception of clinical ladder system was the factor which most influenced intention to leave, explaining 12.7% of the variance. CONCLUSION Results of this study suggest that there is a need to enhance the perception of the clinical ladder system and to find ways to fulfill the expected effects for improving perioperative nurses' job satisfaction and reducing the intention to leave. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to identify how political interest, efficacy and media usage influence political participation in hospital nurses. METHODS Participants were 286 nurses, who were informed of the study purpose and agreed to participate. Data were collected during November and December, 2012 using a questionnaire on political interest, political efficacy, media usage and political participation. Data were analyzed using t-test, ANOVA, Scheffe's test, Pearson Correlation Coefficients, and Multiple Stepwise Regression. RESULTS Scores for political participation and political interest was average. The score for political efficacy was higher than average. Political participation was significantly different by education level, job career, position, and intention to vote in the election for the 18th President. Political participation had a moderate positive correlation with political interest (r=.50, p<.001), political efficacy (r=.32, p<.001) and media usage (r=.14, p=.022). Political interest (beta=.43) was the factor most influential on political participation, explaining 25% of the variance. A total of 32% of political participation was explained by political interest, political efficacy, and TV news or SNS for media use. CONCLUSION The results suggest that it is necessary to develop strategies to promote political interest and political efficacy for hospital nurses to improve political participation. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to analyze the role performance and related factors of the Clinical Research Coordinator (CRC). METHODS A quantitative, cross-sectional design was used. Data were collected using a structured questionnaire from 134 Clinical Research Coordinators in 4 hospitals and analyzed using descriptive statistics, t-test, ANOVA, and Pearson correlation coefficient. RESULTS The scores for role performance of CRC were high (average 336.51 points of a possible 420 points, mean average 5.74+/-0.67 of a possible 7) and the degree of role performance in the management task sub dimension (mean average 6.12+/-0.77 of a possible 7) was higher than any other sub dimension. Role performance of the CRC was also related to job satisfaction (r=.198, p=.023). CONCLUSION The study results indicate that most CRC are nurses and perceive their role as very important. Further the CRC performance of activities of management task and the Coordination/Advocacy task sub dimension were high and higher levels of job satisfaction were related to higher levels of role performance of CRC was. Therefore, strategies related to improvement in the fringe benefit system and work environment should be developed to increase job satisfaction and thus increase job performance. Citations Citations to this article as recorded by
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