| So Young Choi | 3 Articles |
Purpose
This study aimed to identify the mediating effects of positive psychological capital on the relationship between occupational stress and organizational commitment in physician assistant nurses. Methods The participants were 152 physician assistant nurses recruited from two university hospitals. Data was collected through a survey. The SPSS/WIN program (version 25.0) was used for the data analysis. Data was analyzed using descriptive stastics, t-test, ANOVA, Pearson’s correlation analysis, and hierarchical regression. Results There was a significant negative correlation organizational commitment and occupational stress (r=-.57, p<.001), and a positive correlation with positive psychological capital (r=.47, p<.001). There was a negative correlation (r=-.32, p<.001) between occupational stress and positive psychological capital. In addition, positive psychological capital had a partial mediating effect on the relationship between occupational stress and organizational commitment (β=.32, p<.001). Conclusion Positive psychological capital serves as a partial mediator in the relationship between occupational stress and organizational commitment among physician assistant nurses. The results of this study can be used reduce occupational stress and improve organizational commitment by improving the positive psychological capital of physician-assistant nurses.
Purpose
The purpose of this study was to identify the effects of organizational justice, organizational culture and emotional intelligence on intention to stay in reemployed nurses. Methods: Data were collected from 154 reemployed nurses working in the two university hospitals located in G Province. Data were analyzed using t-test, ANOVA, Pearson’s Correlation Coefficient and Multiple Regression Analysis with SPSS/WIN 25.0. Results: Factors influencing intention to stay in the participants were period willing to stay (β=.36, p<.001), emotional intelligence (β=.35, p<.001), career break (β=.16, p=.015), organizational justice (β=.14, p=.046). The total explanatory power was 31%. Conclusion: In this study, organizational justice, emotional intelligence, career interruption, period willing to stay were found to be influential factors affecting intention to stay in reemployed nurses. A systematic intervention program for emotional intelligence is needed to increase the intention of retention in reemployed nurses. Further, human resource managers and specialists should consider organizational justice when designing the talent retention strategies. Citations Citations to this article as recorded by
Purpose
The purpose of this study was to test the mediating effects of resilience in the relationship between role conflict and burnout in physician assistant nurses. Methods Participants were 144 physician assistant nurses recruited from 2 university hospitals. A questionnaire scale was used to collect the data. Data were analyzed using descriptive statistics, independent t-test, one-way ANOVA, Pearson correlation analysis. and liner regression analysis. Results There were significant positive relationships for burnout and role conflict (r=.45, p<.001), and a negative correlation with resilience (r=-.47, p<.001). There was a negative correlation (r=-.30, p<.001) between role conflict and resilience. In addition, resilience partial mediates role conflict and burnout. As a result of testing the significance of mediating effect using bootstrapping, the mediating effect was significant by resilience ((y=.11, p=.008). Conclusion In this study, role conflict and burnout of physician assistant nurses were the factors that had an impact on each other and resilience had a partial mediating effect in the relationship between role conflict and burnout. The results of this study can be used as basic data for establishing management plans on role conflict and burnout by improving the resilience of physician assistant nurses. Citations Citations to this article as recorded by
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