| Mi Aie Lee | 11 Articles |
PURPOSE
This study was done to identify the relationships among nursing professionalism, nursing work environment, and patient safety activities, and to analyze the factors influencing nurses' patient safety nursing activities. METHODS This descriptive study included 270 nurses from six general hospitals. Questionnaires were used to collect data between August 20 and September 21, 2018, using questionnaires. Analyses included descriptive statistics, t-test, analysis of variance, Pearson correlation coefficient, and stepwise multiple regression, conducted using IBM SPSS/WIN 21.0. RESULTS Mean scores on nursing professionalism, nursing work environment, and patient safety nursing activities were 3.51±0.41, 2.44±0.45, and 4.39±0.50, respectively. The patient safety nursing activities score was positively correlated with subscales of nursing professionalism variable: professional self-concept (r=.15, p=.019), social recognition (r=.10, p=.036), professional identity in nursing (r=.24, p<.001), role of nursing practice (r=.16, p=.012), nursing foundation for quality of care (r=.19, p=.003), and nurse manager's ability (r=.14, p=.031). Patient safety nursing activities were influenced by professional identity in nursing (β=.22, p=.001) and nursing foundation for quality of care (β=.15, p=.001), which explained 8.0% of the variance. CONCLUSION These results suggest that nurse managers should focus on creating an appropriate nursing environment and facilitating nursing professionalism to enhance hospital nurses' patient safety nursing activities. Citations Citations to this article as recorded by
PURPOSE
This study was performed to measure nursing professionalism, organizational communication, and intent to stay, and investigate the relationship among these three variables in geriatric hospital nurses. METHODS A cross-sectional survey was done with the participation of 195 nurses working at 23 geriatric hospitals in B city of Gyeongsangnam-do, Korea. Data were collected from January 19 to 25, 2018 using structured questionnaires and were analyzed using SPSS/WIN program. RESULTS The geriatric hospital nurses' scores for nursing professionalism, organizational communication, and intent to stay were relatively lower than those of general hospital nurses. Each of these three variables was differently perceived according to participants' general characteristics but there was a positive correlation between them. The factors influencing intent to stay were organizational communication, age and through newspapers/advertising (one of motivations for working at geriatric hospitals). These three variables explained 47% of intent to stay. CONCLUSION To increase intent to stay in geriatric hospital nurses, nursing or hospital managers must develop and apply programs that help improve nurses' professionalism and organizational communication. Especially geriatric hospital nursing managers should try to provide organizational communication enhancement programs for young and inexperienced nurses. Citations Citations to this article as recorded by
PURPOSE
This study was performed to investigate the effects of job embeddedness and nursing professionalism on intent to stay in hospital nurses. METHODS The study was a cross-sectional survey. Participants were 242 nurses working at four general hospitals in P city of Gyeongbuk Province, Korea. Data were collected from August 29 to September 10, 2016. Structured questionnaires were used and analyzed with the SPSS/PC program. RESULTS The scores were, for job embeddedness, 3.19 (out of 5.0), nursing professionalism, 3.50 (out of 5.0), and intent to stay, 5.30 (out of 8.0). The three variables were all different according to participants' general characteristics. Factors influencing intent to stay were organization fitness (one of 4 sub-factors of job embeddedness), social recognition (one of 5 sub-factors of nursing professionalism) and age (one of participants' general characteristics). These three variables explained 34% of intent to stay. CONCLUSION To increase competent career nurses' intent to stay, nursing and hospital managers must develop and implement programs that help improve nurses' organization fitness to adjust well in their organization and healthcare institutions and nursing organizations must continue efforts to raise social recognition of nurses and to improve nurses' working conditions. Citations Citations to this article as recorded by
PURPOSE
This study was performed to measure the level of nursing tasks and practice environment of nursing work (PENW) perceived by nurses working on comprehensive wards or general wards, and to investigate the relationship between these two variables. METHODS This study was a cross-sectional survey. Participants were 97 nurses working on comprehensive or general wards of one general hospital in Gyeonggido, Korea. Data were collected from October 17 to 21, 2016 using the structured questionnaires and analyzed with SPSS/PC ver 18.0 programs. RESULTS The scores for nursing tasks (performance, importance, and knowledge) perceived by nurses working on comprehensive wards were higher than nurses on general wards. The score for PENW perceived by nurses working on comprehensive wards was significantly higher than that of nurses on general wards. For comprehensive ward nurses, there was a relationship between nursing tasks and PENW, but no relationship was found for general ward nurses. CONCLUSION This findings show that nurses working on comprehensive wards evaluate nursing tasks and PENW higher than nurses working on general wards indicating that nursing managers should work to raise the perception of general ward nursing tasks and PENW. Citations Citations to this article as recorded by
PURPOSE
The aim of this study was to evaluate nurses' knowledge of the law, consciousness, and will to practice and the relationships among factors affecting the will to practice. METHODS A cross-sectional survey was conducted and data were analyzed using descriptive statistics, independent t-test, ANOVA, Pearson correlation coefficients and multiple regression. RESULTS Most respondents were women (93.9%) and 75.6% of them had received basic education on law. The average score on knowledge of the law was 11.83±3.07 for general law and 10.42±3.32 for nursing law. The average score on consciousness of law and will to practice was 2.50±0.31 and 4.32±0.58, respectively. Differences were observed in knowledge of the law in terms of having taken a refresher course(F=5.87, p=.003); in consciousness of the law in terms of knowledge of the law (F=6.61, p<.002); and in will to practice according to age (F=7.30, p=.007) and educational level (F=13.08, p<.001). Factors influencing will to practice included behavioral and cognitive consciousness, general knowledge of law, and education. These factors explained 24% of the variance. CONCLUSION Nurses knowledge and consciousness regarding law was relatively lower than their will to practice. Systematic law education for nurses and repetitive research are recommended to prevent nursing malpractice. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to investigate effect of the SBAR-Collaborative Communication Program on nurses' communication skills and on collaboration between nurses and doctors. METHODS From March 11 to November 11, 2013, data were collected from 180 hospital nurses working in a university hospital in Gyeonggi province. Outcomes were measured at three time intervals; before, three and six months after the program was completed. RESULTS After participating in this program, there was a significant increase in nurses'communication skills but not in collaboration between nurses and doctors. None of the participants' general categories influenced nurses'communication skills at pre-test, but age, education level, total years of working and work department significantly influenced scores at 3 and 6 months. Work department was the only category for which there was a significant difference in collaboration between nurses and doctors at pre-test, and education level and work department were related to significant improvement at 6 months. CONCLUSION Findings indicate that this program can improve communication skills for nurses and also, collaboration between nurses and doctors, especially for nurses under 25 years of age. Thus nursing and hospital managers should provide SBAR-Collaborative Communication Programs to new nurses in their job training. Citations Citations to this article as recorded by
PURPOSE
This study was performed to identify perceptions on fixed night shift system and turnover intention of general hospital nurses and to explore a desirable application plan for a fixed night shift system. METHODS This study was a cross-sectional survey. Participants were 300 nurses working at one general hospital in GyeongGi-Do, Korea. Data were collected from November 3 to 7, 2014, with a structured questionnaires and analyzed using SPSS/PC ver 20.0 programs. RESULTS Of the participants 73.5% had thought about turnover because of night shifts and the preconditions for desirable fixed night shift system were a payment plan differentiated according to work conditions and an adequate number of nursing staff. Economic and administrative supports like 'raising extra-pay for night shift' and 'increasing the number of paid holidays' were very important for a desirable fixed night shift system. CONCLUSION The results indicate that the most important factor for a desirable fixed night shift system to decrease nurses' turnover intention is economic and administrative support according to the needs of the nurses. So nursing managers need to find a desirable fixed night shift system considering nurses' demographic characteristics and organizational characteristics. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to investigate the relationship among turnover intention, emotional labor, and communication competence in nurses. METHODS The participants for this study were 297 nurses from three general hospitals in two local cites in Korea. Data were collected by self-administered questionnaires from August 26 to September 10, 2013 and analyzed using descriptive statistics, One-way ANOVA, t-test, Pearson Correlation, Stepwise Multiple Regression with the SPSS/WIN 18.0 program. RESULTS The average scores for turnover intention, emotional labor, and communication competence respectively, were 3.45, 3.08, and 3.44 out of 5. The novices recognized that their emotional labor and turnover intention were significantly higher, and their communication competence was lower than other nurses. Nurses' turnover intention had a positive relationship with their emotional labor, but no relationship with communication competence. Job satisfaction, frequency of emotional expression, and emotional dissonance had an effect on nurses' turnover intention. CONCLUSION The results show that emotional labor and job satisfaction are very important factors affecting nurses' turnover intention. So, nurse managers should try to minimize nurses' emotional labor and maximize their job satisfaction by developing various human relationship educational and support programs and using them. Citations Citations to this article as recorded by
PURPOSE
This study was done to investigate changes in nursing students' moral judgment throughout their professional education, and to identify more suitable ways to evaluate ethics education by using P (%) scores only and P (%) scores with 4th scores. METHODS The study consisted of cross-sectional and longitudinal surveys as well as a study using a nonequivalent control group pre-post experimental design. The participants were nursing students attending a university in Gyeongju, Korea. The data were collected from September 1, 2006 to October 31, 2009 using the Korean version of the Defining Issues Test. RESULTS In the cross-sectional survey, there was no significant difference in the nursing students' moral judgment scores according to their school grades. In the longitudinal survey, nursing students' moral judgment scores did not change significantly over the duration of their education. In the nonequivalent control group study, the effectiveness of nursing ethics education was identified by P (%) scores only. CONCLUSION The evidence indicates that nursing professional education does not influence the development of nursing students' moral judgment, and using P (%) scores only seems to be a better way compared to other ways to evaluate the effects of nursing ethics education. Citations Citations to this article as recorded by
PURPOSE
This study was done to examine the influence of nursing service quality and medical service satisfaction on intent to revisit the hospital, and to identify mediating effects of medical service satisfaction between nursing service quality and intent to revisit the hospital. METHODS This study was a cross-sectional survey. Participants were 390 hospitalized patients at one general hospital in Gyeonggi Province. Data were collected from July 21 to September 10, 2010 and analyzed using SPSS/PC version 18.0. RESULTS The score for nursing service quality continuously improved but the scores for medical service satisfaction and intent to revisit the hospital did not changed significantly after estimated. Factors influencing intent to revisit the hospital were nursing service quality, medical service satisfaction, 'same religion', and 'Christian', and the explanation power of these four factors was 79.7%. Medical service satisfaction had a partial mediating effect between nursing service quality and intent to revisit the hospital. CONCLUSION Findings indicate that nursing service quality is a very important factor to improve both medical service satisfaction and intent to revisit the hospital. Nursing managers should develop strategies to improve nursing service quality. Citations Citations to this article as recorded by
PURPOSE
This study was performed to investigate the perceived relationship among professional self-concept, head nurse's leadership, and nursing clinical competency by clinical nurses. METHODS This study was a cross-sectional survey. Participants were 601 nurses working at the five general hospitals in four provincial cities, Gyeungbuk, Korea. Data were collected from July 14, 2010 to August 31 and analyzed by SPSS/PC ver 18.0 programs. RESULTS Professional self-concept and head nurse's leadership were slightly above the middle average, but nursing clinical competency was good. According to participants' age, marital status, job satisfaction, and length of service, there were perceptional differences in professional self-concept, head nurse's leadership, and nursing clinical competency. Nursing clinical competency could be explained by head nurse's leadership, professional self-concept, job satisfaction and length of service. Head nurse's leadership was independent variable affecting nursing clinical competency, professional self-concept was partial mediating variable, and job satisfaction and length of service were extraneous variables. CONCLUSION It is concluded that head nurse's leadership is more important than professional self-concept to improve nursing clinical competency. Nursing managers should plan various strategies to improve head nurse's leadership and professional self-concept, to increase clinical nurses' job satisfaction and length of service. Citations Citations to this article as recorded by
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