| Young Hee Sung | 4 Articles |
PURPOSE
This study was designed to assess the types of nursing organizational culture, and degree of self-leadership and burnout as perceived by perioperative nurses, and to identify correlations between these variables. METHODS Participants were 155 nurses from 3 tertiary hospitals in Seoul and data were analyzed using descriptive statistics, ANOVA, Scheffé, and Pearson correlation coefficient. RESULTS In the types of nursing organizational culture, the mean score for hierarchy-oriented culture was 3.57, and for self-leadership, 3.61 and for burnout, 2.87. In the relationship between the types of nursing organizational culture, self-leadership and burnout, relation-oriented culture (r=.24, p<.01), innovation-oriented culture (r=.23, p<.01) and task-oriented culture (r=.22, p<.01) had a slight positive correlation with self-leadership in that order. The innovation-oriented culture (r=-.29, p<.01) and relation-oriented culture (r=-.42, p<.01) among the types of nursing organizational culture showed a negative correlation with burnout while the hierarchy-oriented culture (r=.28, p<.01) showed a positive correlation with burnout. Self-leadership showed a negative correlation with burnout (r=-.42, p<.01). CONCLUSION The results show that nurses in operating rooms have a high awareness of hierarchy-oriented culture that affects burnout in a negative way while having a low awareness of relation-oriented culture that has a positive influence on burnout. Citations Citations to this article as recorded by
PURPOSE
This study was designed to assess the degree of psychological well-being, perceived health status, and health promoting behavior of clinical nurses, and to identify correlations between variables. METHODS Participants were 194 nurses working at S hospital, Seoul and data were analyzed using descriptive statistics, ANOVA, Duncan's test, Pearson correlation coefficient, and multiple regressions. RESULTS Mean scores were 3.45 (5 point scale) for psychological well-being, 2.82(4 point scale) for perceived health status, and 2.30(4 point scale) for health promoting behavior. Psychological well-being correlated positively with perceived health status (r=.34, p<.001). Perceived health status showed a positive correlation with health promoting behavior (r=.30, p<.001). There was a positive correlation between psychological well-being and health promoting behavior (r=.52, p<.001). Personal growth(t=2.85, p=.005), purpose in life (t=2.30, p=.023) among subscales of psychological well-being, and perceived health status (t=2.13, p=.034) had a significant influence on health promoting behavior. These combinations explained 32.1% of health promoting behavior (F=12.58, p<.001). CONCLUSION The results of this study suggest strategies to improve health promoting behavior by enhancing psychological well-being of nurses. Furthermore, a study to identify the effects of developed and applied psychological well-being promotion program should be conducted. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to explore the use of outcome indicators and perception of outcome evaluation of oncology advanced practice nurses (APNs). METHOD A total of 111 oncology APNs from hospitals which have over 400 beds were surveyed. The participants' use of outcome indicators and perception of outcome evaluation were collected using a questionnaire including 84 outcome indicators for APNs developed by Sung et al. and 13 items on APNs' contribution to the hospitals developed by Kleinpell (2005). Data were analyzed using descriptive statistics, t-test, and chi2 test. RESULT Twelve items out of 84 outcome indicators were used over 50% of the time and 57 items could be used in the future by the participants. Seven of the 10 top-ranking outcome indicators in use were education related and were also expected to be used frequently in the future. The score for participants' perception of outcome evaluation was average-high, 3.82 out of 5. CONCLUSIONS The results of the study show that the main outcome indicator for oncology APNs is education related, and thus the use of education related outcome indicators is recommended to make oncology APNs' activities be more visible. Citations Citations to this article as recorded by
PURPOSE
The purpose of this study was to identify the influence of clinical nurse specialists' emotional intelligence on their organizational commitment and turnover intention. METHODS A descriptive study with second data analysis was conducted with permission. The original data was from the policy research on the status of clinical nurses with extended role hosted by the Hospital Nurses Association in 2007. RESULTS The mean score of emotional intelligence, organizational commitment, turnover intention were 58.66 (+/-6.63), 46.71 (+/-3.54), 12.87 (+/-3.98) respectively. Emotional intelligence had 40% positive influence on organizational commitment (F=50.58, p<.01, adj.R2=.16) and 24% negative influence on turnover intention (F=16.68, p<.01, adj.R2=.06). CONCLUSION The results recommend to develop a program that enhances clinical nurse specialists' emotional intelligence. The program could be utilized as an institutional retention strategy to increase clinical nurse specialists' organizational commitment and decrease their turnover intention. Citations Citations to this article as recorded by
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