PURPOSE The purpose of this study was to identify the current issues concerning a mutual recognition agreement (MRA) for nursing professionals, and to suggest policy alternatives in South Korea. METHODS The study was conducted through a literature review. RESULTS The nursing MRA was signed by the European Union, the Association of Southeast Asian Nations, Australia-New Zealand, India-Singapore, and the Caribbean Community. The United States and Japan have not concluded a nursing MRA with other countries, but they have lowered the entry barriers for foreign nurses from certain countries. In order to prepare for a nursing MRA with developed countries such as the United States, Canada and Australia, it is necessary to establish international standards for nursing and to build a verification system for the qualifications of foreign nurses. In addition, there is a need to establish an independent professional licensing authority that assumes responsibility for all the tasks regarding a nursing license. CONCLUSION The findings of this study can be used as basic data for the preparation of a nursing MRA, and can contribute to the establishment of policies for foreign nurses.
PURPOSE This study aims to examine the working time quality and work-life imbalance and verify the effect of working time quality on nurses' work-life imbalance. METHODS Data from the Korean Working Condition Survey were analyzed, and a total of 296 nurses were included. Working time quality was measured using the following: number of work hours per week, amount of weekend work, whether work was done during free time to meet work demands, and whether there were any changes in work hours. Five items were used to determine levels of work-life imbalance. RESULTS The number of weekend work days was positively related to work-life imbalance (p=.036). Nurses who spent their free time working to meet work demands (p<.001), as well as nurses whose work time changed through an increase in hours (p=.001), showed higher levels of work-life imbalance. In addition, nurses who had worked for less than 1 year had a poor work-life balance compared with those who worked 10 years or more. CONCLUSION To improve nurses' work-life balance, it is essential to improve quality of work time by providing fair schedules, avoiding unpredictable changes in work schedule, and supporting new nurses.
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PURPOSE The purposes of this study were to develop a scale to measure the grit for nurses and to examine the validity and reliability of the scale. METHODS Through a literature review and focus group interviews, 28 preliminary items were selected. After a content validity examination by experts, 35 items were chosen. The questionnaire survey for this study was conducted with 330 nurses from five hospitals in A city in Korea. Among them, 305 met the inclusion criteria for analyses. RESULTS From the exploratory factor analysis to determine validity, three factors were drawn. The variance explanation by the three factors was 56.62%, which means that the scale explained grit in clinical nurses. The three factors were labeled as ‘sustained persistence’ (5 items), ‘consistency of interest as a nursing professional’ (5 items), and ‘Patient oriented intrinsic motivation’ (4 items). The grit for criterion-related validity showed that the correlation coefficient was .53 (p<.001), validating the developed scale. For internal consistency, Cronbach's α coefficient was .91. CONCLUSION Through the development process for the instrument as described above, the clinical nurses' grit was shown to have validity and reliability. Improving the grit of clinical nurses may contribute to prevention of turnover.
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PURPOSE This study was done to examine the influence of secondary trauma stress, and vocation on turnover intention of nurses in regional trauma centers. METHODS For this study a descriptive cross-sectional study using questionnaires was used. Data were collected from 170 nurses working in regional trauma centers in 10 hospitals. Data collection period was March and April, 2019. RESULTS The mean score for secondary trauma stress was 27.66 out of 50, vocation, 36.04 out of 54, and turnover intention, 31.08 out of 45. Secondary trauma stress was positively related to turnover intention (r=.27, p<.001), whereas vocation was negatively related to turnover intention among trauma nurses (r=−.26, p=.001). In multiple regression analysis, vocation was associated with turnover intention among trauma nurses (β=−.22, p=.001), however secondary trauma stress was not related. Among the adjusted confounding variables, job stress (β=.56, p<.001), and in case of selection of trauma center voluntarily (β=−.13, p=.035) was also associated with turnover intention. CONCLUSION The study results suggest that higher vocation was associated lower turnover intention among trauma nurses. To reduce the turnover intention among trauma nurses, it is necessary to encourage trauma nurses' vocation with administrative support.
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