| Sung Hee Ahn | 3 Articles |
PURPOSE
This study was undertaken to understand the determinants of job satisfaction for hospital nurses in Korea. Organization culture is deemed as a strong factor which contributes to overall job satisfaction. METHODS A systematic review was conducted using five electronic databases to identify Korean studies for the years 1998 to 2017. The Comprehensive Meta-Analysis Software Ver 2.0 was then utilized in data analysis. RESULTS A meta-analysis of data from 36 studies indicated that the overall effect size of correlation between organizational culture and job satisfaction was moderate (ESr=.36), and publication year was negatively associated with these factors in the meta-regression model. In addition, the magnitude of the types of organizational culture and job satisfaction varied according to size of the hospitals: innovation-oriented culture for secondary hospitals (ESr=.49) and relation-oriented culture for tertiary hospitals (ESr=.46). Lastly, of four different organizational cultures, innovation-oriented culture showed the strongest correlation with job satisfaction (ESr=.50), followed by relation-oriented culture (ESr=.49), and task-oriented culture (ESr=.30). CONCLUSION Results indicate that nursing organization culture plays a significant role in Korean nurses' job satisfaction. The implication of the study is that creating an innovation-oriented and relation-oriented culture in hospitals may effectively promote nurses' job satisfaction more than hierarchy-oriented culture. Citations Citations to this article as recorded by
PURPOSE
This study was performed to measure the level of nursing tasks and practice environment of nursing work (PENW) perceived by nurses working on comprehensive wards or general wards, and to investigate the relationship between these two variables. METHODS This study was a cross-sectional survey. Participants were 97 nurses working on comprehensive or general wards of one general hospital in Gyeonggido, Korea. Data were collected from October 17 to 21, 2016 using the structured questionnaires and analyzed with SPSS/PC ver 18.0 programs. RESULTS The scores for nursing tasks (performance, importance, and knowledge) perceived by nurses working on comprehensive wards were higher than nurses on general wards. The score for PENW perceived by nurses working on comprehensive wards was significantly higher than that of nurses on general wards. For comprehensive ward nurses, there was a relationship between nursing tasks and PENW, but no relationship was found for general ward nurses. CONCLUSION This findings show that nurses working on comprehensive wards evaluate nursing tasks and PENW higher than nurses working on general wards indicating that nursing managers should work to raise the perception of general ward nursing tasks and PENW. Citations Citations to this article as recorded by
PURPOSE
This study was performed to identify perceptions on fixed night shift system and turnover intention of general hospital nurses and to explore a desirable application plan for a fixed night shift system. METHODS This study was a cross-sectional survey. Participants were 300 nurses working at one general hospital in GyeongGi-Do, Korea. Data were collected from November 3 to 7, 2014, with a structured questionnaires and analyzed using SPSS/PC ver 20.0 programs. RESULTS Of the participants 73.5% had thought about turnover because of night shifts and the preconditions for desirable fixed night shift system were a payment plan differentiated according to work conditions and an adequate number of nursing staff. Economic and administrative supports like 'raising extra-pay for night shift' and 'increasing the number of paid holidays' were very important for a desirable fixed night shift system. CONCLUSION The results indicate that the most important factor for a desirable fixed night shift system to decrease nurses' turnover intention is economic and administrative support according to the needs of the nurses. So nursing managers need to find a desirable fixed night shift system considering nurses' demographic characteristics and organizational characteristics. Citations Citations to this article as recorded by
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