| Kyeong Hwa Kang | 13 Articles |
Purpose
The purpose of this study was to examine the effects of organizational socialization, perceived organizational vision, and attitude toward organizational change on organizational commitment of nurses working in one hospital. Methods: This study was conducted with 441 participants in a hospital in A city, South Korea from Nov. 1 to 30 2017.Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheffé test, Pearson Correlation and Multiple Regression with the SPSS/WIN 23.0 program. Results: There were significant correlations among organizational socialization, perceived organizational vision, attitude toward organizational change and organizational commitment. The factors that significantly influenced organizational commitment were organizational socialization (β=.10 p=.015). perceived organizational vision (β=.20, p<.001), and attitude toward organizational change (β=.44, p<.001). These variables explained 50.0% of the variance in organizational commitment. Conclusion: The findings indicates that organizational socialization, perceived organizational vision and attitude toward organizational change affect organizational commitment. Citations Citations to this article as recorded by
PURPOSE
The aim of this study was to identify the influence of professionalism, role conflict and work environment in clinical nurses with expanded role (CNE) on job embeddedness. METHODS The participants in this study were 136 CNE working in general hospitals in Seoul, the wider metropolitan area and Gangwon Province. RESULTS Job embeddedness, work environment and professional performance of the participants showed positive correlation with each other. Significant predictors of embeddeness were belief in public service and sense of calling in the professional subcategory and participation in hospital affairs and nurse-doctor relationship in the work environment subcategory. CONCLUSION Finding from this study indicate the need to evaluate and improve the significant predictors of job embeddedness for CNE. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to analyze students experiences during clinical practice in nursing management. METHODS Assessing through computerized databases, self-reflection reports of 57 students were analyzed. Text network analysis was applied to examine the research. The keywords from each student's reports were extracted by using the programs, KrKwic and NetMiner. RESULTS The results of the keyword network analysis of what students learned in the nursing process included 27 words. The keyword network analysis of what students learned from the problem solving process included 23 words and the keyword network analysis of improvements in Clinical Practice of Nursing included 31 words. CONCLUSION Studies related to clinical practice have been increasing, and themes of the studies have also become broader. Further research is required to investigate factors affecting clinical practice specifically in nursing management. Further comparative studies are necessary to define differences in clinical practice systems related to improving nursing students competency. Citations Citations to this article as recorded by
PURPOSE
The purpose of the study was to identify factors affecting the innovative behavior of general hospital professional staff. METHODS In the final analysis, the study focuses on the 442 structured questionnaires received from the professional staff (doctors, nurses, medical technicians, and administrative staff) of H Hospital, a public medical foundation. Data were collected from August 1 to 31, 2014. The SPSS/WIN 19.0 program was used for data analysis which included t-test, ANOVA, Scheffe test, Pearson correlation coefficients, and multiple regression analysis. RESULTS Multiple regression showed that factors affecting innovative behavior of hospital professional staff were conditional reward, innovation-oriented culture, education, and job (Adj R2=.317). CONCLUSION The results of this study suggest that it is necessary for the leader to demonstrate leadership with innovation and transaction in harmony to cultivate innovative behavior in hospital staff. Also, positive support and role in the hospital organization are fundamental to developing the strengths that each type of culture possess on the basis of the organizational culture of hospital, enabling hospital staff to exhibit their best voluntary innovative behavior. Citations Citations to this article as recorded by
PURPOSE
The aim of this study was to identify the effects of organizational culture and organizational support on the innovative behavior of general hospital nurses. METHODS The participants in this study were 356 nurses, working in hospitals in Seoul, Gyeonggi and Gangwon Provinces, and Daejeon City. Data were collected from June to August, 2012. A structured questionnaire was used for data collection and data was analyzed using the SPSS/WIN program. RESULTS The organizational culture positively correlated with innovative behavior. The most significant predictors of innovative behavior were age, organizational support and hierarchy-oriented culture. CONCLUSION These findings suggest that nurses' organizational culture and organizational support were linked to innovative behavior. Management-level workers in these hospitals should have the skills and strategies to develop nurses' innovative behavior and increases nurses' recognition of organizational support to achieve high performance through innovation. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to investigate the factors influencing nurse turnover intention in small and medium sized hospitals in the metropolitan area. METHODS A cross-sectional survey design was used. A questionnaire was distributed to the nurses in small and medium sized hospitals. The data of 209 nurses was analyzed using t-test, ANOVA, Pearson correlation coefficient and multiple regression. RESULTS Organizational commitment and age were identified as factors influencing turnover intention. These factors explained 56.8% of variance of turnover intention. CONCLUSION Results suggest that establishment of organizational commitment needs to be discussed and continuously developed. Further study is also necessary to identify the key mechanism in nurse turnover intention. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to identify factors affecting the social distance between minority groups and nursing cadets. METHODS A cross-sectional survey design was used. A questionnaire was distributed to the entire Armed Forces Nursing Academy cadets. Data from 273 nursing cadets were analyzed using t-test, ANOVA, Pearson correlation coefficients and Stepwise multiple regression. RESULTS Social distance had positive correlations with collective identity (r=.28) and multiculturalism (r=.37). A negative correlation was found between social distance and perceived threat (r=-.38). Perceived threat, multiculturalism, collective identity, and frequency of contact with minorities were identified as factors affecting the social distance. The model explained 24% of the variables. CONCLUSION To effectively respond to the minority groups' nursing needs in the army, educational programs which help to reduce the perceived threat, to strengthen multiculturalism, and to establish a healthy collective identity of nursing cadets need to be developed.
PURPOSE
In this paper issues and challenges of the workforce policy for nursing were explored and appropriate policy responses identified. RESULTS Many countries, including South Korea, are facing a shortage of nurses. In South Korea, the number of practicing registered nurses is about half the average for Organization for Economic Cooperation and Development (OECD) member countries. The shortage of nurses is not necessarily a shortage of individuals with nursing qualifications but also includes complex issues, such as lack of well-educated nurses, shortage of nurses willing to work, and geographical imbalances of nurses. The present nurse workforce policies are to increase number of nursing schools, to reduce the length of training, and to replace nurses with nursing assistants. However, the findings of many studies have shown that these attempts resulted in a worsening of patient outcomes and increasingly low quality of care. CONCLUSION The findings in this study indicate that nurse workforce policy should have a multi-faceted approach in order to address the many factors affecting nurse shortages. Citations Citations to this article as recorded by
PURPOSE
The aim of this study was to identify the effects of change commitment and learning orientation on the innovativeness of clinical nurse. METHODS The participants in this study were 268 nurses, working in hospitals in Seoul, Gyeonggi and Gangwon Provinces, and Daejeon City. Data were collected from June to August, 2012. A structured questionnaire was used for data collect and data was analyzed using the SPSS/WIN program. RESULTS The most significant predictors of innovativeness were education, normative commitment, continuance commitment and learning commitment. Continuance commitment negatively correlated with innovativeness. CONCLUSION These findings suggest that nurses' commitment to change and learning commitment were strongly linked to innovativeness. Management-level workers in these hospitals should have the skills and strategies to promote commitment to change include developing positive expectations about change positive outcomes. Citations Citations to this article as recorded by
PURPOSE
As Korean society has rapidly become multicultural in the last few decades, it is essential for nurses to become culturally competent to provide effective care for ethnically and culturally diverse populations. Considering the advantages of standardized instrument, there is a need to evaluate current cultural competence instruments to assess adaptability to Korean nurses. METHODS Using Macdowell's instrument evaluation guideline, a review and evaluation was done of the Inventory for Assessing the Process of Cultural Competence among Healthcare Professionals (IAPCC) and Cultural Competence Assessment (CCA), which were both developed based on cultural competence theoretical models and have been commonly used in nursing research. Two other Korean instruments were also evaluated. RESULTS The instruments reviewed have limitations in reliability and validity, as well as cultural background and development process, for measurement of cultural competence in Korean nurses. CONCLUSION The results of this study indicate that it is necessary to discuss and agree on a definition of what cultural competence is and to develop instruments to measure cultural competence in Korean nurses. Citations Citations to this article as recorded by
PURPOSE
As Korea has been rapidly transformed to be a multicultural society, it becomes essential for nurses to develop cultural competency. The purpose of this descriptive study was to assess the cultural competency level of general hospital nurses and to examine its contributing factors adopting ecological model. METHOD A convenience sample of 327 nurses from six general hospitals in Seoul metropolitan area was recruited between November 14 to 28, 2011. Cultural competency was measured using the Korean version of the Caffrey Cultural Competence in Healthcare Scale (CCCHS) and Cultural Competence Assessment(CCA). Hierarchical multiple regression analysis was performed to assess the influence of intrapersonal, cultural-experience, and organizational factors on cultural competency. RESULTS Mean cultural competency in this study was 2.57(+/-0.43). Cultural competency was associated with job position (p=.044) at the intrapersonal level. At the cultural experience level, foreign language classes experience (p=.005), fluency in a foreign language (p=.000), experience of working with foreign health care professionals (p=.000) were associated cultural competency. At the organizational level, training program (p=.000), job description (p=.002), health education materials (p=.016), insufficient job control (p=.000), and interpersonal conflicts (p=.011) showed significant difference. Foreign language class experience, foreign language fluency, experience of working with foreign health care professionals, and job control were the most consistent predictors of cultural competence and explained 20.4% of the total variance in the proposed ecological model. CONCLUSIONS The findings suggest that to enhance cultural competency in general hospital nurses, cultural experience and organizational factors need to be more fully considered than intrapersonal factors. Citations Citations to this article as recorded by
PURPOSE
This study was done to analyze the relationship between organizational communication satisfaction and organizational commitment among hospital nurses. METHOD A survey was conducted with 647 nurses who were working in 24 hospitals in Korea. Data were collected during August 2010. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation analysis, and multiple regression. RESULTS The mean level of organizational communication satisfaction was 3.15 (min 1.88 -max 4.88) and the mean level of organizational commitment was 3.21 (min 1.33 - max 4.83). There was a statistically significant correlation between organizational communication satisfaction and organizational commitment (r=. 655). According to analysis of the impact of the subconstructions of organizational communication satisfaction on organizational commitment, the following factors had significant influence on organizational communication satisfaction: vertical communication, communication media, and organizational climate. CONCLUSION These findings showed that communication satisfaction was the most important factor for nurses' organizational commitment. Therefore, there is a need to develop communication strategies and skills for hospital nurses to increase the level of communication satisfaction. Citations Citations to this article as recorded by
PURPOSE
This study conducted to identify the effect of learning organization construction and learning orientation on organizational effectiveness among hospital nurses. Method: Data was collected from convenient sample of 296 nurses who worked for the major hospitals in Seoul, Gyeonggi-do and Gangwoen-do. The self-reported questionnaire was used to assess the general characteristics, the level of the learning organization construction, learning orientation and organizational effectiveness. The data were analyzed using descriptive statistics, pearson's correlation coefficient and multiple regression. Result: The mean score of learning organization construction was 3.61(+/-.32), learning orientation got 3.26(+/-.39), and organizational effectiveness obtained 3.38(+/-.42). The learning organization construction affects of organizational effectiveness by 44.18% and learning orientation by 37.43%. CONCLUSION This finding indicates that learning organization construction and learning orientation affects the nurses' organizational effectiveness in hospital. Citations Citations to this article as recorded by
|
|
