| Jeong Hee Kim | 6 Articles |
Purpose
This study was to identify how a nursing management practicum was operated during the COVID-19 pandemic in Korea. Methods: This study surveyed instructors teaching the nursing management practicum with a questionnaire covering five domains and 42 items. The data were analyzed using descriptive statistics and content analysis. Results: The practicum was performed mainly by mixed methods (40.8% and 38.5%), in hospitals only (30.8% and 60.4%), online only (19.8% and 1.1%) in 2020 and 2021, respectively. The mixed methods were most frequently used for instructor teaching and conferences (43.9% and 58.3%). and the average teaching time per week was 9.40 and 8.69 hours per week, respectively. Taking charge in one to three core nursing skill items, 87.8% and 90.1% of the respondents each year performed face to face evaluation for the skills. Four to six out of 12 POs were covered by 58.2% and 54.9% of the participants, respectively, in 2020 and 2021. The greatest difficulty under the pandemic was securing students’ hospital assignments. Conclusion: The nursing management practicum needs to adopt various digital technologies, and create new education models including hybrid ones combining both contact and untact methods to improve the educational effect for the post COVID-19 era. Citations Citations to this article as recorded by
PURPOSE
This study was conducted to identify the influence of nurse manager and peer group caring behaviors as perceived by nurses on intention to retention. METHODS The participants for this study were 229 nurses who had worked for over 6 months in general hospitals located in J province. Survey data were analyzed descriptive statistics and t-tests, ANOVAs with Scheffé's post-hoc testing, Pearson's correlation coefficients, and hierarchical regression analysis. RESULTS The scores for ‘manager and peer group caring behaviors’ and intention to retention were all at a moderate level, although the subjects perceived ‘peer group caring behaviors’ as higher compared to ‘manager caring behaviors’. There were significant differences in ‘manager caring behaviors’ scores by suitability for present working department and employment status and in ‘peer group caring behaviors’ scores by suitability for present working department. The factors influencing nurses' intention to retention were religion, suitability for present department, clinical experience of over ten years, ‘manager caring behaviors’, and ‘peer group caring behaviors’ CONCLUSION: To improve nurses' intention to retention, it may be necessary to alter the transfer and arrangement strategies of their working environments to better consider nurses' aptitude and competence, and thereby increase both manager and peer group caring behaviors. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to investigate the relationship among nursing work environment, job embeddedness, and turnover intention in order to provide basic data for efficient management of human resources in nursing organizations. METHODS A cross-sectional, descriptive study design was conducted with 177 nurses who had worked for more than 6 months in five general hospitals on Jeju Island. A self-report questionnaire was used for data collection. RESULTS About 88% of the participants reported that they were considering a turnover plan because of overload in their jobs and poor salaries. Nursing work environment was significantly related to job embeddedness and turnover intention. Job embeddedness was significantly related to turnover intention. Hierarchical multiple regression analysis showed that factors affecting turnover intention were the organizational embeddedness factors of organization fit and organization sacrifice. CONCLUSION The results indicate that nurses' turnover intention is associated with nursing work environment and job embeddedness. To reduce nurses' turnover intention and improve nurses' retention, nurse managers should improve the nursing work environment and consider job embeddedness, particularly in relation to the organization fit and sacrifice. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to identify the effects of emotional labor and self-efficacy on psychosocial stress of nurses. METHODS A cross-sectional correlation study design was used. The participants were 186 nurses from two general hospitals in Jeju Island, South Korea. A self-report questionnaire was used to collect data including data on emotional labor, self-efficacy, and psychosocial stress. Data were analyzed using descriptive statistics, Pearson correlation coefficient, t-test, ANOVA, and hierarchical multiple regression. RESULTS Approximately 98% of the participants were categorized as having potential and high risk stress levels. Hierarchical multiple regression showed that employment status, surface-acting, and self-efficacy explained 37.0% of psychosocial stress and self-efficacy was the main factor influencing psychosocial stress. CONCLUSION Nursing administrators should understand that nurses suffer from high risk stress and emotional labor. To reduce the psychosocial stress of nurses, there is needed to improve stressful work conditions such as irregular employment, decrease surface-acting, and improve self-efficacy. Citations Citations to this article as recorded by
PURPOSE
This study was done to identify the factors affecting the perception of patient-safety-culture and the level of safety-care-activity among nurses in small-medium sized general hospitals. METHOD Data were collected during April and May 2011, from 241 nurses of five hospitals. A hospital survey questionnaire on patient-safety-culture and safety-care-activity was used. Collected data were analyzed using descriptive statistics, Pearson correlation, t-test, ANOVA, Scheffe test and multiple-regression. RESULTS There were significant differences in the level of perception of patient-safety-culture according to the nurses' age, type of hospital, position, work department, and knowing whether there was a Patient-Safety committee in their hospitals. Nurses with higher perceived level of the patient-safety-culture performed more safety-care-activities. Factors influencing on the safety-care-activities were general patient safety, having had safety-education, patient-to-nurse ratio, employment status, and the level of reporting medical errors. These factors explained 22.9% of the safety-care-activity. CONCLUSIONS The study findings suggest that in order to improve the nurses' perceived level of patient-safety-culture and safety-care-activity, the hospitals need to establish patient-safety committees and communication systems, and openness to reporting medical errors are needed. Better work conditions to ensure appropriate work time, regulate patient-to-nurse ratio, and nursing education standards and criteria, are also required. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to investigate the relationships among psycho-social well-being, and health perception and behavior in clinical nurses. METHODS The data were collected from 362 nurses employed at five general hospitals. A self-reported questionnaire was used to assess demographics and job characteristics, health perception and behavior, depression, and psycho-social stress. The data were analysed using Cronbach's alpha, descriptive statistics, t-test, and ANOVA. RESULTS While nurses perceived themselves to be in good health, represented by a high mean for health perceptions, actual health behavior was poor as the mean for health behavior was low. Forty two percents of the subjects were categorized as having major depression and high-stress levels. There were statistically significant differences in psycho-social well-being according to age, marital status, years of employment, and monthly salary. Also, there were significant differences in psycho-social well-being according to health perception, regular meals and exercise, sufficient sleep, job related injury and accident, and absences for ill. CONCLUSION In order to prevent depression and improve psycho-social well-being among clinical nurses, organizational support and health management needs to be focused on high-risk nurses. Furthermore, it is essential to consider the health perception and behavior of clinical nurses. Citations Citations to this article as recorded by
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