| Moon Yeon Kong | 2 Articles |
Purpose
This study aimed to define and clarify the concept of colleague solidarity experienced by nurses during the COVID-19 pandemic. Methods: A hybrid model method was used to investigate the dimensions, attributes, and definitions of the concept. In the theoretical phase, 20 articles selected through literature review by including nursing and related disciplines were analyzed. For the fieldwork phase, in-depth interviews were conducted with nine nurses who took care of infected patients with COVID-19 at Infectious Diseases Specialized Hospital. Results: The dimensions identified were consistently observed in the field phase, however, more attributes were found newly from the fieldwork phase. In the final phase, the concept of colleague solidarity among the nurses was found to have three dimensions with nine attributes. The interaction dimension had four attributes as voluntary support, mutual respect, open communication, and virtuous circle. The motivation dimension had two attributes of sense of communion and calling. Lastly, the relationship dimension had three attributes of unity, mutually equal relationship, and comradeship. Conclusions: This study is meaningful in observing how the concept of colleague solidarity, which is relatively unfamiliar to domestic nurses, appears in the clinical field during a national crisis and analyzing the concept. 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
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