| Myun Sook Jung | 14 Articles |
Purpose
This study is a hypothetical model of the effect of the leader-member exchange relationship on psychological ownership, job engagement, and turnover intention. Methods Data collection was conducted for general nurses who have worked for at least 6 months in a university hospital. The collected data were analyzed using the SPSS/WIN 25.0, and AMOS 18.0 program was used to conduct confirmatory factor analysis as well as goodness of fit verification and hypothesis testing for the hypothetical model. Results The leader-member exchange had a significant, static effect on psychological ownership. The leader-member exchange relationship did not have a significant effect on job engagement and psychological ownership had a significant, static effect on job engagement. The leader-member exchange relationship did not have a significant effect on turnover intention and psychological ownership and job engagement had significant, negative effects on turnover intention. Conclusion Intervention and the development of programs to increase the psychological ownership and job engagement of members are proposed to improve the leader-member exchange relationship through leadership education and training and reduce the turnover intention of nurses. Citations Citations to this article as recorded by
Purpose
This study aimed to examine the effect of person-environment fit on positive psychological capital, career commitment, and turnover intention among nurses working in university hospitals. Methods A survey was administered to 277 nurses working in a university hospital with more than 800 beds in J city. SPSS 25.0 and AMOS 18.0 were used for analysis. Results Factors that directly explain turnover intention, person-environment fit, career commitment, and psychological capital exhibited a negative effect. However, while person-job fit did not directly affect turnover intention, it exhibited an indirect effect and total effect via positive psychological capital and career commitment. Conclusion Various programs should be developed to enhance nurses’ person-environment fit and person-job fit. Forming a positive attitude and strengthening nurses’ attachment and commitment toward nursing contribute to a lower turnover intention. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to investigate relationships among intention of retention, nursing organizational culture, empowering leadership and organizational socialization of new graduate nurses, and identify factors affecting intent to stay. METHODS Data were collected from 184 new nurses who were graduated in 2017 and are now working in three tertiary hospitals. The relationship among the variables was analyzed with Pearson coefficient correlations and factors affecting intention of retention were identified by using multiple linear regression analysis. RESULTS The mean score for intention of retention was 5.23±1.25 (out of 8). Intent to stay had positive relationships with innovation-oriented culture, relation-oriented culture, task-oriented culture, empowerment leadership, organizational socialization. Factors influencing intent to stay were ‘motivation for selection of nursing (β=.19, p<.001)’, ‘organizational commitment (β=.45, p<.001)’, ‘job identity (β=.18, p=.005)’, and ‘interpersonal relationship of personal characteristics (β=.16, p=.005)’ in organizational socialization, and ‘coaching (β=.29, p=.001)’, and ‘showing concerning (β=−.19, p=.036)’ by empowering leadership. These factors explained 53.0% of the variance in intention of retention (F=35.96, p<.001). CONCLUSION Focusing on the factors of influence derived from this study, relevant institutions and nursing organizations require the creation of a work environment and leadership to increase the retention of new graduate nurses. Citations Citations to this article as recorded by
PURPOSE
This study was designed to examine existing research on service marketing in nursing and identify the results by analyzing research trends in medical and nursing service marketing over the last 15 years. METHODS Electronic databases were searched, including RISS, Korea Citation Index. The papers were classified by criteria, focusing on research topics, research design and statistical analysis method. RESULTS From 2002 to 2016, 221 research articles on medical or nursing service marketing were published in local academic journals. Most of the articles were about service quality and satisfaction. Generally questionnaire surveys were used. There were 34 papers related to nursing service marketing. Most of them were about satisfaction and had used a questionnaire survey. CONCLUSION Further research needs to be done with nursing service marketing topics including a variety of themes such as personal services and customer behaviors. Citations Citations to this article as recorded by
PURPOSE
This study was conducted to identify the effects of organizational health and patient safety culture on nursing activities for patient safety as perceived by hospital nurses. METHODS A self-report survey was administered to staff nurses of one advanced general hospital and two general hospitals in South Korea. Of the questionnaires, 188 were analyzed. RESULTS Organizational health had a significantly positive correlation with patient safety culture (r=.52, p<.001) and patient safety nursing activities (r=.31, p<.001). CONCLUSION The findings in this study indicate that among the factors influencing patient safety nursing activities, organizational factors were more important than individual factors, and organizational health had a big effect on patient safety nursing activities. Citations Citations to this article as recorded by
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The purpose of this study was to analyze literature related to nursing team effectiveness and to summarize the definition variables included, measurement tools, and findings. Basic data on operation and research for team effectiveness in nursing units was sought. METHODS A literature search was performed to identify all studies published between 2003 and 2016 from periodicals indexed in PUBMED, CINAHL, SCIENCE DIRECT, RISS, KISS, and NAL databases. The following keywords were used in the search: ‘team effectiveness’, ‘nurse’, ‘nursing’, and ‘hospital’. Ten studies were analyzed. RESULTS The analysis included domestic and international literature on nursing team effectiveness. The foreign literature included studies of various organizations including nurses, use of various research tools, leadership programs and/or new nursing delivery systems. In the Korean studies, most of the research on team effectiveness surveyed nurses on team satisfaction, team commitment, and team performance in general nursing units, operating rooms, and intensive care units. CONCLUSION The findings show the necessity to develop a definition of team effectiveness that can be accepted comprehensively in nursing organizations in Korea. The definition should reflect team effectiveness that includes all cooperating units not only nurses of the nursing unit but also all other related health care teams. Citations Citations to this article as recorded by
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The purpose of this study was to review articles on Nursing Management Minimum Data Sets (NMMDS) and to suggest strategies to improve practical use of NMMDS in nursing management. METHODS A systematic search for articles published until 2013 was undertaken using the following biomedical databases: CINAHL, PubMed, and Google scholar. Seventeen articles were fully reviewed. RESULTS The results showed that studies were related to updating NMMDS reflecting current EHR use, mapping NMMDS to standardized national databases, and validating, translating and evaluating NMMDS for international uses. NMMDS has three dimensions and was developed reflecting the needs of nurse managers. CONCLUSION The study findings provide a summary of recent trends in NMMDS. These results can serve as basic information to promote practical use of NMMDS in the healthcare organization to provide nursing management data for nurse managers.
PURPOSE
The purpose of this study was to analyze the effects of empathy, resilience and self-care on compassion fatigue in oncology nurses. METHODS The study design was a descriptive survey and questionnaires were collected from December 1 to 15, 2013. Participants were 171 oncology nurses caring for cancer patients. Data was analyzed using independent t-test, Scheffe test, one-way ANOVA, Pearson correlation coefficient and hierarchical multiple regression with the SPSS/WIN 18.0 program. RESULTS Seventy two percent of the participants reported a moderate to high level of compassion fatigue. Empathy was positively correlated with compassion fatigue, whereas, resilience and self-care had negative correlations with compassion fatigue. Finally, empathy, resilience, self-care and age accounted for 30% of the variance in compassion fatigue. CONCLUSION Results indicate that empathy, resilience and self-care are factors influencing compassion fatigue. Therefore, it is necessary to develop and make available programs embracing personal factors in the prevention and reduction of compassion fatigue. Citations Citations to this article as recorded by
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This study was conducted to identify ethical climate factors in hospitals and analyze their influence on job satisfaction and organizational commitment. METHODS A convenience sample of 196 nurses from one national university hospital in J city participated in this descriptive study survey. Instruments included the Ethical Climate Questionnaire, Job Satisfaction Scale, and Organizational Commitment Scale. Cronbach's alpha and factor analysis were done to test reliability and construct validity of the scales. Data were collected from March 15 to March 25, 2013 and analyzed using descriptive statistics, one-way ANOVA, t-test, Pearson correlation, and multiple regression with SPSS/WIN 18.0. RESULTS Seven ethical climate factors were identified; laws and professional codes, social responsibility, company rules and procedures, self-interest, personal morality, efficiency, and friendship. Factors influencing job satisfaction were friendship (beta=.25), social responsibility (beta=.20), laws and professional codes (beta=.20), and educational level (beta=.27), explaining 37.6% of variance in job satisfaction. Factors influencing organizational commitment included social responsibility (beta=.29), friendship (beta=.27), laws and professional codes (beta=.23), and age (beta=.19), with explanatory power of 44.6%. CONCLUSION Results can be used as preliminary data for developing new strategies to establish positive ethical climates in hospital environments and thus enhance nurses' job satisfaction and organizational commitment. Citations Citations to this article as recorded by
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The purpose of this study was to identify the relationship among followership, organizational commitment, job satisfaction, turnover intention, and customer orientation in hospital nurses. METHODS The participants in this study were 210 staff nurses in one university hospital. Data were analyzed using frequency, ANOVA, Pearson correlation analysis, and stepwise multiple regression. RESULTS Followership had positive correlations with organizational commitment (r=.46, p<.001), job satisfaction (r=.41, p<.001), customer orientation (r=.47, p<.001). Followership had negative correlation with turnover intention (r=-.23, p<.001). The factor of followership influencing organizational commitment was active engagement, and this factor accounted for 23.3% of explanatory power. The factor of followership influencing job satisfaction was active engagement (F=45.00, p<.001), and this factor accounted for 17.8% of explanatory power. The factor of followership influencing turnover intention was active engagement (F=19.69, p<.001), and this factor accounted for 17.0% of explanatory power. The factors of followership influencing customer orientation were active engagement (F=51.38, p=.004) and independent, critical thinking (F=24.55, p=.011), and these factors accounted for 22.1% of explanatory power. CONCLUSION Findings indicate a need to develop followership to promote organizational commitment, job satisfaction, and customer orientation and to decrease turnover intention in nurses. Citations Citations to this article as recorded by
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The purpose of this study was to define the experience of nursing education in the Jinju area of Gyeongsang-Namdo from the 1940s to 1960s. METHODS An oral history study was done using personal interviews with 8 nurses who graduated in nursing in Gyeong Nam area during the period under study. RESULTS In this study, the individual's educational background before entering the nursing school, school life, and life as a nurse after graduating from nursing school were defined. CONCLUSION For most of the respondents, their educational background before entering nursing school was middle school. They studied very hard in poor surroundings. After graduation from a nursing school, they worked in hospitals, public health centers, midwifery centers, and schools. Half of the respondents had experience as a midwife. Their income as a midwife was relatively high at that time. They all had positive identities and lived a life devoted to the individual, society, and the nation. Citations Citations to this article as recorded by
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The purpose of this study was to explore the current status of education for nursing management in Korea. METHODS A descriptive study was done using a questionnaire developed by the investigators. The data were collected by survey from 96 out of 129 nursing schools, between December 2010 and February 2011. RESULTS For 22.9% of nursing schools, there was no faculty for nursing management. The credits and subjects included in nursing management varied among the nursing schools. Lectures in subjects related to nursing management were given not only by nursing management faculty but also by faculty with other majors. There were more faculty and credits for nursing management courses in 4-year nursing schools than in 3-year schools. CONCLUSION To improve the quality of education in nursing management, there is a need to standardized courses and provide nursing faculty who have majored in nursing management. Citations Citations to this article as recorded by
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The purpose of this study was to identify the major trends of research in the Journal of Korean Nursing Administration from 2007 to 2009. METHOD Research designs, participants, research domains, and key words were analyzed from the Journal of Korean Nursing Administration. RESULTS Job satisfaction, organizational commitment, job stress, turnover intention, nursing performance, self-efficiency, leadership, empowerment, nursing informatics, and quality control were the major key words commonly listed in the journal articles. Of the research in the Nursing Administration Journal, quantitative methods were used in 94.5% of the research studies and qualitative methods in only 5.5%. The major participants in the research were nurses, nurse managers, and patients. Statistical methods like ANOVA, correlation, t-test, regression, chi-square test, LISREL were the dominant method of analysis used in the research. The primary domains in the journal articles were directing, organizing, control, planning, and informatics. CONCLUSION Through this study, the trend of research in nursing administration can be identified. We recommend that collaboration, nurse work environment, evidence-based practice, scheduling, coaching, patient falls and safety, and positive culture should be included as topics for the future research. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to identify the effect of head nurse's emotional leadership on nurse's job satisfaction & organizational commitment. METHODS The subjects of this study were 385 nurses from four general hospitals and one university hospital. SPSS WIN 14.0 was used for data analysis. RESULTS Stepwise multiple regression analyses were used to examine the influences of research variables. The variable which predict nurse's job satisfaction were head nurse's emotional leadership (F=76.027, p<.01, adjusted R square=.166). The variables which predict organizational commitment were emotional leadership (F=27.839, p<.01, adjusted R square=.066), marital status (F=20.928, p<.01 adjusted R square=.03), respectively. CONCLUSIONS As a result of this study, head nurse's emotional leadership was defined as a important influential on both job satisfaction and organizational commitment of nurses. Therefore, it is needed to develop education programs for activating head nurse's emotional leadership. Citations Citations to this article as recorded by
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