| Myung Suk Koh | 6 Articles |
PURPOSE
The purpose of the study was to investigate the effect of work engagement (WE) on organizational citizenship behaviors (OCB) and ability to control career commitment (CC) in the relationship between work engagement and OCB. METHODS Data were collected using structured self-report questionnaires from 205 nurses currently working at three national hospitals. Data were analyzed using descriptive statistics, ANOVA, Scheffé test, Pearson correlation coefficient, and hierarchical multiple regression analysis using the SPSS 21.0 program. RESULTS Mean scores for each variable were: WE 3.77 (on a 7-point scale), OCB 3.41 (on a 5-point scale), and CC 3.05 (on a 5-point scale). As a result, comparison showed that all research variables were higher with age, OCB was higher with total clinical career, and CC was higher with higher education level. Total clinical career, WE and CC had a significant effect on OCB, and CC had a moderate effect on work engagement and OCB. These variables had a total explanatory power of 38% for OCB. CONCLUSION The nurses' WE had a positive effect on OCB, and the CC showed a moderating effect on the relationship between WE and OCB. Therefore, we suggest that CC is an important factor in improving nurses' OCB. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to identify the casual relationship between nurses' social capital, job engagement and nursing performance and to verify the goodness of fit between a hypothetical model and actual data in order to suggest the best model. METHODS This survey was conducted with 250 nurses working in 3 general hospitals in Seoul. Data were collected from June 20 to July 29, 2016 and analyzed using SPSS/WIN 21.0 and AMOS 21.0. RESULTS Nurses' social capital and job engagement were found to have no direct effect on increasing nursing performance. But, it was found that social capital and job engagement had indirect effects on nursing performance through mediating organizational citizenship behavior. Social capital had direct effects on increasing job engagement and indirect effects on organizational citizenship behavior. CONCLUSION Results of this study indicate that nurse managers should concentrate efforts on increasing nurses's job engagement and preparing organization to increase social capital in order to improve nursing performance. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to develop a nursing workplace spirituality instrument. METHODS Using 44 preliminary items which were developed in a former study, a survey was done with 469 nurses working in 2 city general hospitals. Data were collected from September 19 to October 10, 2014 and were analyzed using statistical packages SPSS 18.0 and AMOS 18.0. RESULTS The finalized Nursing Workplace Spirituality instrument consisted of 32 items and 6 sub factors: meaning of nursing, relationship with colleagues, transcendency through nursing service, inner self, interaction between the workplace environments, and harmony between individual and organization. A seven-point Likert scale was employed, and achieving a higher score in a particular factor and sum of all scores indicated high factor and Nursing Workplace Spirituality. CONCLUSION Findings indicate that with this instrument, it is possible to understand nursing organization's workplace spirituality. Therefore this instrument is recommended for use in hospitals. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to identify the relationships between emotional intelligence, organizational citizenship behavior, organizational commitment and organizational performance of clinical nurses in Korea. METHODS The participants were 453 nurses, working in three general hospitals in Seoul, and data were collected from December 15, 2012 to February 2, 2013. Data were analyzed using PASW (SPSS ver. 20.0) and SPSS/WIN 19.0 (SPSS INC, Chicago, IL, USA), and AMOS ver. 20.0. RESULTS The results were as follows: organizational performance is positively influenced by emotional intelligence. Organizational citizenship behavior is positively influenced by emotional intelligence, organizational commitment is positively influenced by organizational citizenship behavior, and organizational performance is positively influenced by organizational commitment. CONCLUSION The results of this study demonstrate and help in understanding the relationship between the research concepts and the direction of nursing organizations. We recommend that various educational programs should be developed to improve clinical nurses' emotional intelligence. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to identify the relationship among cognitive style, creative action, and challenging work and then determine whether challenging work has a mediating effect between cognitive style and creative action. METHODS Data were collected from a convenience sample of 275 clinical nurses who graduated from 3-year nursing schools and worked in hospitals in Seoul or Kyungki Province. The questionnaire included measurements of cognitive style, creative action and challenging work. Data were analyzed using descriptive statistics, correlation, T-test, ANOVA, Duncan test, and hierarchical multiple regression. RESULTS Mean scores for cognitive style, creative style, and challenging work were 3.28+/-0.42, 3.22+/-0.57, 3.40+/-0.63, respectively. Significant correlations were found between cognitive style and challenging work, cognitive style and creative action, and challenging work and creative action. Cognitive style was significantly different according to years in clinical career, and in hospital size. Challenging work was significantly different according to age and position. Creative action was significantly different according to years in clinical career. Finally challenging work had a mediating effect between cognitive style and creative action. CONCLUSION Findings from this study provide a comprehensive understanding of challenging work for clinical nurses and indicate related factors and importance. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to examine the effects of preceptor nurses' self-leadership on role recognition and job satisfaction. METHOD The participants were 171 preceptor nurses worked in one of three general hospitals in Seoul. The data were collected from April 12 to May 12, 2011 and analyzed using descriptive statistics, t-test, ANOVA, pearson correlation, Scheffe, and regression with SPSS Win 19.0 program. RESULT The results of the study were as followed. The average score for preceptor nurses' self-leadership was 3.55, for role recognition, 3.81 and for job satisfaction, 3.28. The factors of the preceptors' self-leadership affecting role recognition were self-expectation (beta=260, p=.002) and goal setting (beta=199, p=.030), and those factors accounted for 18.9% of explanatory power. The factors of self-leadership influencing job satisfaction were self-expectation (beta=18.3, p=.021), and rehearsal (beta=-168, p=.030), and those factors accounted for 31.3% of explanatory power. Among the factors of self-leadership, self-expectation influenced both role recognition and job satisfaction. CONCLUSIONS The results of the study indicate that to improve preceptor's role recognition and job satisfaction, there should be special training programs to enhance preceptor's self leadership. Citations Citations to this article as recorded by
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