| Se Young Kim | 18 Articles |
Purpose
The purpose of this study was to identify the influence of the internal marketing perception on customer orientation and the organizational citizenship behavior of clinical nurses. Methods: The participants were 184 nurses working in 3 tertiary hospital in B city and Y city in South Korea. Data were analyzed using descriptive statistics, ANOVA, Scheffé test, Pearson's correlation coefficients and stepwise multiple regression with SPSS/WIN 25 program. Results: The mean score for the total internal marketing was 2.85 points. Internal marketing of nurses had a statistically significant positive correlation with customer orientation (r=.44, p<.001) and organizational citizenship behavior (r=.39, p<.001). Communication of internal marketing had significant influences on customer orientation (β=.49) and organizational citizenship behavior (β=.41). Conclusion: These results suggest a need to increase efforts of hospital organizations to increase internal marketing. Further, in order to enhance customer orientation and organizational citizenship behavior, strategies for improving internal marketing and promoting communication should be established.
PURPOSE
The purpose of this study was to develop a Team Effectiveness Scale for Nursing Units (TES-NU) and verify validity and reliability of the developed scale. METHODS A preliminary 69 item version of the TES-NU was developed through in-depth interviews. The draft scale was developed using 65 items selected following content validity evaluation. Finally, thirty items with response options on a 5-point Likert scale were selected based on internal consistency reliability and construct validity. Subsequently, convergent validity of the TES-NU was verified. RESULTS Six factors, namely, leadership of the head nurse, cohesion, job satisfaction, competency of nurses, productivity, and coordination were identified. These factors explained 64.6% of the total variance. The TES-NU's Cronbach's α for the total scale was .94. The correlation coefficient between the scores of the TES-NU and Ahn's Team Effectiveness scale was .59. CONCLUSION Results show that the TES-NU developed in this study has good reliability and validity. Therefore, this TES-NU is recommended as a useful tool for managing team effectiveness for nursing units. Citations Citations to this article as recorded by
PURPOSE
This study was carried out to develop simulation scenarios for the management patient falls and to evaluate the effects of using the scenarios with student nurses. METHODS The research design was a quasi-experimental study using a methodology study. Study participants were 30 students who were in 4th year of nursing at one College of Nursing. RESULTS When comparing knowledge of falls before and after the simulation program, it was found that knowledge increased by 4.90 (from 24.60 pre-test to 29.50 post-test). For clinical performance of fall management, the score for assessment was 10.17 out of 16, for intervention 5.97 out of 10, and for evaluation 7.33 out of 8. The average score for reporting a fall to the doctor was 19.87 out of 30 based on SBAR. Prior to the implementation of the simulation program, the confidence of reporting to the physician was less than 5 in all four areas, but self-confidence improved by more than 6 points in all four areas after the program was implemented. CONCLUSION Findings indicate that results of fall management simulation practice can contribute to nursing students' knowledge of falls, as well as to nursing interventions and post-treatment following a patient fall. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to investigate the mediating effect of person-organization value congruence between the authentic leadership of head nurses and the organizational citizenship behavior perceived by hospital nurses. METHODS The participants were 211 nurses working in 3 general hospitals located in C-city, in South Korea. Data were analyzed using descriptive statistics, ANOVA, Scheffé test, Pearson correlations and structural equation model (SEM) with the PASW 24 and AMOS 24 program. RESULTS Authentic leadership of head nurses had a statistically significant positive correlation with person-organization value congruence (r=.34, p < .001). Also, authentic leadership of head nurses (r=.50, p < .001), and person-organization value congruence (r=.62, p < .001) showed a statistically significant positive correlation with organizational citizenship behavior. There was a partial mediating effect of person-organization value congruence between authentic leadership of head nurse and organizational citizenship behavior perceived by hospital nurses (χ2=205.78, p < .001). CONCLUSION The results suggest that nurse managers need to improve the person-organization value congruence and authentic leadership of head nurses to reinforce organizational citizenship behavior of nurses in human resource management. Citations Citations to this article as recorded by
PURPOSE
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
PURPOSE
This study was done to investigate new graduate nurses' perceptions of nursing professionalism, job involvement and turnover intention and to identify factors influencing turnover intention in new graduate nurses. METHODS Participants were 179 new graduate nurses working in general hospitals and small and medium-sized hospitals in Gyungnam province. Data were collected from August 10 to September 16, 2015 through a survey with self-report questionnaires. Data were analyzed using descriptive statistics, t-test, ANOVA, Scheffé test, Pearson correlation coefficients, and multiple regression analysis. RESULTS Mean scores were; for nursing professionalism, 3.62±0.73, for job commitment, 3.22±0.89. and for turnover intention, 3.25±0.95. There were significant correlations between nursing professionalism and job involvement (r=.47, p<.001), nursing professionalism and turnover intention (r=-.36, p<.001), job involvement and turnover intention (r=-.46, p<.001). For turnover intention of new graduates 25.1% of the variance was explained by nursing professionalism (β=-.16, p=.034), job involvement (β=-.36, p<.001), and frequency of night shifts (β=.03, p=.022). CONCLUSION Findings indicate that nursing professionalism and job involvement of new graduate nurses had significant influence on their turnover intention. Therefore, to reduce turnover intention of new graduate nurses, it is necessary to enhance their nursing professionalism and job involvement with organizational supports. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to investigate the association between self-leadership, team trust, organizational commitment and identify the influencing factors on organizational commitment. METHODS The subjects in the study were 296 conveniently selected general nurses at 2 general hospitals in Chungbuk Province. The measurements included the self-leadership, organizational trust inventory (OTI), and organizational commitment. RESULTS The mean score for self-leadership was 3.40, the mean score for OTI was 3.61, and the mean score for organizational commitment was 3.07. There were significant correlations among self-leadership, team trust and organizational commitment. Self-leadership had significant correlation with team trust (r=.25, p<.001). Also, self-leadership (r=.34, p<.001) and team trust (r=.31, p<.001) showed significant correlation with organizational commitment. In stepwise multiple regression analysis, age, self-leadership and team trust were included in the factors affecting organizational commitment of clinical nurses. These variables explained 20% of organizational commitment. CONCLUSION The results confirmed that nurses' self-leadership and team trust affects significant influences on organizational commitment. Accordingly, in order to enhance nurses' organizational commitment, it is necessary to build effective strategies to enhance self-leadership and team trust for nurses. Such strategies will be able to improve the goal achievement of nursing unit. Citations Citations to this article as recorded by
PURPOSE
This study was done to identify the influence of nursing work environment and social support on multidimensional organizational commitment among nurses. METHODS The survey was conducted in August 2012 with self-report questionnaire. Participants were 480 registered nurses working in one general hospital. Data were analyzed with descriptive statistics, t-test, ANOVA, Pearson correlation, and multiple regression using SPSS/WIN(16.0). RESULTS The average scores were; for affective commitment 2.84, for continuance commitment 2.48, and for normative commitment 2.57. There were significant relationships between affective, continuance, normative commitment and sub-factors of nursing work environment and social support. The affective, continuance, and normative commitment were all influenced by 'staffing and resource adequacy' and 'nursing foundations for quality of care', sub-factors of nursing work environment. Distinctively, affective commitment was influenced by 'staffing and resource adequacy', nurses' age, 'nurse-doctor relations', 'supervisor's emotional support', 'nurse participation in hospital affairs', 'nursing foundations for quality of care', and 'supervisor's informational support', which explained 30.9% of variance in affective commitment(F=31.57, p<.001). CONCLUSION The findings show that programs which promote supervisors' emotional and informational support are important to enhance nurses' affective commitment. Also, it is necessary to improve nursing work environment to improve nurses' organizational commitment. Citations Citations to this article as recorded by
PURPOSE
This study was conducted to identify factors that affect nursing performance; Those factors are personal characteristics, sub-categories of empowerment and job satisfaction of clinical nurses. METHODS Data were collected from November 24, 2012 to March 11, 2013, and participants were 451 hospital nurses in 6 hospitals. Descriptive statistics, t-test, one-way ANOVA, Pearson correlation coefficient, and stepwise multiple regression were used for data analysis. RESULTS Nurses who were older, married, highly educated, in the position of charge nurse, and with longer clinical careers showed relatively higher empowerment, higher job satisfaction, and higher nursing performance than others. Also, there were strong correlations between nursing performance and empowerment (r=.576)/job satisfaction (r=.617). Factors predicted nursing performance were relationship with coworkers (beta=.398), duty (beta=.181), promotion system (beta=.134), and turnover intention (beta=-.109). Factors predicting job satisfaction were competency of empowerment (beta=.249), and clinical career (beta=.151). These 6 factors explained 55.2% of the variance in nursing performance (F=93.37, <.001). CONCLUSION Regarding human resource management, relationship with co-workers is a changeable factor. Therefore nursing organizations should apply these factors in human resource management to enhance nursing performance and achieve organizational goals. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to investigate provide basic data for improving patient safety in nursing homes in Korea by measuring the patient safety culture of nursing homes and understanding its influencing factors. METHODS This study is a secondary analysis of a descriptive research study using data from development and validation of the Korean patient safety culture scale for nursing homes. A total of 982 cases were analyzed using the SPSS Statistics 20 program. RESULTS For the safety culture of the patient, there was a significant difference based on the size and location of the facility. For the degree of patient safety, age, education, occupation, marital status, and the size of the nursing home were significant factors. Patient safety culture and the degree of patient safety had a positive correlation. The regression model of the degree of patient safety was significant (F=20.73, p<.001) and the explanatory power of the model was 27.4%. CONCLUSION The study results indicate that patient safety culture is a factor influencing safety of elders in nursing homes. To improve patient safety for nursing homes in Korea, continuous evaluation and improvement projects need to be done at a national level. Citations Citations to this article as recorded by
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The aim of this study was to investigate and identify work environment, job embeddedness, and burnout among general hospital nurses in Korea. METHODS The participants were 563 clinical nurses working in 13 general hospitals across the country. Data were analyzed using SPSS and Microsoft Excel programs. RESULTS Mean scores were 2.62 for nurses' work environment, 2.97 for job embeddedness, and 3.61 for burnout. Nurses' work environment showed a positive correlation with job embeddedness (r=.70, p<.001), but a negative correlation with burnout (r=-.49, p<.001). Subcategories of nurses' work environment that predicted job embeddedness included satisfaction and happiness, hospital support for the work environment, patient care environment, satisfaction with work schedule, manager leadership, supportive environment for nurses' work, and computer problems. Subcategories of nurses' work environment that predicted burnout included satisfaction and happiness, violence within ward, hospital support for work environment, and patient care environment. CONCLUSION Findings from this study indicate the need to evaluate and improve the work environment for nurses to increase job embeddedness and control burnout. Future studies should explore ways in which turnover intention can be decreased by changing nurses' work environment. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to examine nurses' experience of workplace incivility from coworkers, supervisors, patients or patients' families, and doctors. The researcher identified the relationships among empowerment, burnout, and organizational commitment of hospital nurses. METHODS The sample included 415 hospital nurses. Data were collected through questionnaires and analyzed using SPSS and AMOS. RESULTS The average incivility score was 2.94 from doctors and 2.89 from patients or patients' families, higher than from supervisors (1.90) and coworkers (1.87). The variables affecting burnout included direct effect of empowerment (beta=-.46, p<.001), direct effect of patients or patients' family incivility (beta=.14, p<.001), direct effect of supervisor incivility (beta=.12, p<.001), and direct effect of doctor incivility (beta=.09, p<.001). The variables affecting organizational commitment were direct effect of burnout (beta=-.58, p<.001), indirect effect of empowerment (beta=-.23, p<.001), indirect effect of patients or patients' family incivility (beta=-.12, p<.001), indirect effect of supervisor incivility (beta=-.10, p<.001), and indirect effect of doctor incivility (beta=-.09, p<.001). CONCLUSION The results indicate that incivility affecting nurses results in a high degree of burnout and a low degree of organizational commitment. Therefore, it is necessary to assess incivility cases and to hold workshops designed to curb incivility and establish healthy workplaces. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to identify the role experience of preceptor nurses in general hospitals. METHODS Data were collected from 10 experienced preceptor nurses through in-depth interviews about their experiences. The main question was "How do you describe your experience as a preceptor in the process of role adaptation?" Qualitative data from field and transcribed notes were analyzed using Strauss & Corbin's grounded theory methodology. RESULTS The core category of experience in the process of role adaptation as a preceptor nurse was identified as 'being responsible to teach from beginning to end'. The participants identified five interactional strategies; 'abruptly having to take the role as a preceptor unwilling', 'difficulties in field training with variable situations', 'preceptor and new nurse with love and hate relationships', 'bring up preceptee as a child', 'redefining the concept of preceptor'. CONCLUSION The results of this study provide useful information for understanding the role of preceptor nurses in general hospital who have to teach new nurses with patience and responsibility. It will be needed to establishment of preceptor's role and educational standards, and policy for their rewards by nurse manager. Additionally, making cooperative educational climate in nursing ward is important for teaching new nurse. Citations Citations to this article as recorded by
PURPOSE
This study was done to explore time management behavior and self-efficacy in nursing students and to analyze the correlations between time management behavior and self-efficacy. METHODS The data were collected from May 12 to 20 2010 using self-report questionnaires about time management behavior and self-efficacy of nursing students. The data from 508 students were analyzed using descriptive analysis, K-means clustering, and one-way ANOVA. RESULTS The mean score for time management behavior was 3.03+/-1.11 out of a possible 5, and self-efficacy was 3.65+/-0.42 out of a possible 6. Four groups were identified according to time management behavior. The four groups were significantly different on self-efficacy total (p=<.05) and self-regulatory efficacy (p=.<005). The group with the highest score for time management had the highest score for self-efficacy. CONCLUSIONS The results of the study indicate that time management behavior styles are related to self-efficacy for nursing students. Therefore, time management education programs based on the time management behavior styles are needed to increase self-efficacy in nursing students. 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
To determine the impact of the Patient Safety Program on the safety culture of nursing department. METHODS Patient Safety Program focused on medication safety was launched by QI team and patient safety committee. Patient Safety Program was composed of the establishment of improved reporting system as s way to learn from error, 'Patient Safety Guard' movement, and continuous education for medication safety. With one group pretest-posttest design, nurses' perception of the safety culture were measured with self-administered questionnaire. Subjects were all nurses and managers in nursing department of a tertiary teaching hospital in Seoul. Collected data from survey was statistically analyzed using t-test. RESULTS Patient Safety Program had been continued for 20 months in participation of all nurses and managers. Safety culture was improved (pretest=2.84, posttest=2.90, p<.001; 4 point scale). CONCLUSIONS This study indicates that there has been a statistically significant increase in the nurses' perception of safety culture. These findings suggest that Patient Safety Program had made great contribution toward system wide safety culture in the hospital. To improve safety culture, leadership supports and flexibility to apply tailored interventions to the hospital were required necessarily. Citations Citations to this article as recorded by
PURPOSE
The aim of this project was to develop a patient safety-focused inservice education program for surgical nurse and to test the effects of this program. METHODS Methodological designs for instruments development, a pretest-posttest and a posttest design were employed. After the education, nurses' satisfaction, confidence, usefulness and application of 137 nurses were evaluated at 15 surgical units of a tertiary teaching hospital in Seoul, Korea. The education contents are 6 skill areas (infusion pump use, suction, chest tube drainage, oxygen administration, nebulizer use, insulin administration) and medication knowledge. Teaching methods were lecture, instructor demonstration, and 1:1 skill test. Descriptive statistics, Wilcoxon test, Spearman's correlation and Stepwise regression were used. RESULTS Satisfaction scores for skills and medication education were 4.00-4.21 (out of 5). The more performance frequency in 6 skills, the higher score in confidence as well as in usefulness and application, and the higher satisfaction with the program, the higher score in usefulness, application, confidence, and medication knowledge. Medication knowledge improved after the education (Z=-7.757, p<.001). Significant predictors of skill confidence were application of skills in job performance, medication confidence, and career in present unit. CONCLUSION The results of this study suggest that systematic and continuous inservice education will improve patient safety by promoting nursing quality. Citations Citations to this article as recorded by
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