Purpose This study aimed to identify the effects of shared leadership, communication skills, and team effectiveness, as perceived by nurses and nursing assistants in comprehensive nursing service units.
Methods A cross-sectional research design was adopted, and the sample included 306 nurses, nurse assistants, and caregivers working in nine hospitals with fewer than 500 beds in two South Korean cities. The data were analyzed using descriptive statistics, t-tests, ANOVA, Pearson’s correlation coefficient, and four-step hierarchical regression analysis.
Results The factors influencing team effectiveness in the hierarchal multiple regression analysis were shared leadership (β=.57, p<.001) and communication skills (β=.18, p<.001). These factors explained 49% of the total variance.
Conclusion To enhance team effectiveness in compressive nursing service units, educational programs focusing on shared leadership and communication skills among nurses, nursing assistants, and caregivers must be developed.
Purpose This study aimed to investigate the relationship between socio-cognitive mindfulness, job stress, social support, and turnover intention among general hospital nurses and identify the factors influencing nurses’ turnover intention.
Methods A descriptive survey was conducted among 218 nurses from five general hospitals located in G metropolitan city. The participants completed a questionnaire measuring the study variables, and the data were analyzed using t-tests, ANOVA, Pearson’s correlation coefficient, and hierarchical multiple regression analysis in SPSS/WIN 28.0.
Results Significant differences were found in turnover intention by gender (t=-2.12, p=.036), family type (t=-3.09, p=.002), work department (F=7.01, p<.001), and work type (t=2.55, p=.011). Socio-cognitive mindfulness was positively related to social support (r=.331, p<.001), and turnover intention was positively related to job stress (r=.347, p<.001). The factors influencing nurses’ turnover intention included job stress (β=.317, p<.001), work department (artificial kidney room: β=-.287, p=.004; emergency room: β=-.219, p=.015), social support (β=-.183, p=.005), and work type (shift work: β=.170, p=.036), respectively. These factors explained 23.4% of the variance.
Conclusion The findings indicate the need to develop programs to effectively cope with job stress and implement mentoring systems or psychological support programs to reduce turnover intention among nurses at the organizational level.
Purpose This study investigated the effects of newly graduated nurses’ perceived readiness for nursing practice, resilience, and preceptors’ teaching behaviors on turnover intention.
Methods A survey was conducted among 168 newly graduated nurses between August 7 and 31, 2023. The data were analyzed using descriptive statistics, t-tests, one-way ANOVA, Pearson's correlation, and hierarchical multiple regression analysis.
Results The factors that significantly affected turnover intention included preceptors' teaching behavior (β=-.29, p=.001) and resilience (β=-.21, p=.026). This model explained 32.0% of the variance.
Conclusion Newly graduated nurses’ resilience and their initial training environment are key factors influencing turnover intention. Therefore, nursing managers should develop strategies to enhance the resilience of newly graduated nurses and improve training systems. Additionally, efforts should be made to promote positive teaching behaviors among the educators responsible for training newly graduated nurses.
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Perceptions on Fixed Night Shift System and Turnover Intention of General Hospital Nurses Mi-Aie Lee, Hye-Jin Cho, Sung-Hee Ahn, Hyo-Ju Kim Journal of Korean Academy of Nursing Administration.2015; 21(5): 519. CrossRef
Purpose To examine the impact of reading the text of the Nightingale Pledge aloud at the beginning of the shift on nursing workplace spirituality, organizational commitment, and job satisfaction among hospital nurses.
Methods We used a non-randomized controlled trial design. Forty-four nurses from four wards with similar work environments at M General Hospital in B City were enrolled. The data were analyzed using a x2 test, t-test, and generalized estimating equations.
Results In both groups, we observed a significant group and time interaction effect for nursing workplace spirituality (Wald x2=4.50, p=.015) and organizational commitment (Wald x2=11.33, p=.001). Nursing workplace spirituality was significantly higher in the experimental group than in the control group at eight weeks after the intervention (t=-3.41, p=.001). Likewise, organizational commitment was significantly higher in the experimental group than in the control group at four and eight weeks after the intervention (Z=-1.97, p=.049; Z=-2.71, p=.007, respectively). Job satisfaction did not significantly before and after the intervention.
Conclusion Despite the short time commitment, reading aloud the text of the Nightingale Pledge at the beginning of shift had positive effects on hospital nurses’ nursing workplace spirituality and organizational commitment.
Purpose To validate the Korean version of the Attitudes towards Men in Nursing Questionnaire (K-AMnQ) using a sample of Korean nurses.
Methods To measure the perceptions of male nurses, this study translated and adapted the AMnQ developed in India to the Korean context and collected data from 319 nurses. Item analysis, exploratory factor analysis, and confirmatory factor analysis were conducted on the collected data to verify convergent validity and discriminant validity, and the Korean version of the male nurse recognition scale was finalized with three factors and nine questions.
Results The analysis showed that the scale had both validity and reliability.
Conclusion This tool can be used to improve attitudes and interventions among male nurses.
Purpose This concept analysis aimed to deepen the understanding of Quiet Quitting among nurses by identifying its antecedents, defining attributes, and consequences.
Methods This study employed Walker and Avant’s conceptual analysis framework.
Results Quiet Quitting among nurses is defined as “a state in which individuals pursue harmony between their work and personal lives by performing only the minimum required tasks, rejecting workplace initiatives, and expressing passive resistance to organizational and job dissatisfaction.” Key antecedents include “fatigue resulting from changes in the healthcare environment”, “lack of managerial competence”, “role stress”, “toxic organizational culture”, “financial problem” and “Generation Z’s evolving perspective on work”. The analysis highlight five primary concerns: a decline in nursing care quality, increased likelihood of job turnover, conflicts with colleagues and supervisors, reduced job satisfaction, and a diminished personal competency.
Conclusion This study provides a clear definition of Quiet Quitting among nurses and establishes a theoretical basis for addressing the issue. Additionally, it underscores the need for further research, including the development of measurement tools, to better understand and mitigate this phenomenon.
Purpose This study employs Giorgi's descriptive phenomenological approach to explore the experiences of retired military nurse officers transitioning to civilian hospitals and to identify the essential meanings and underlying structures of this transition.
Methods Eleven participants with over two years of military hospital experience, now employed in civilian hospitals, were recruited via snowball sampling. Data were collected through in-depth interviews conducted between December 2023 and March 2024.
Results Analysis using Giorgi’s four-stage method identified 257 meaning units, 37 central meanings, 12 themes, and six general structures: 1) Positive perceptions of the nursing profession, 2) Confusion due to lack of information, 3) Difficulty in adapting due to differences between military and civilian hospitals, 4) Self-blame for a lack of competence, 5) Struggles in finding a position suitable for one’s career, and 6) Satisfaction with freedom and a stable life.
Conclusion These findings emphasize the need for tailored transition programs, including job placement support, skill development, and cultural adaptation training. Socialization and communication programs can further aid integration and contribute to the professional growth. Additionally, a positive perception of nursing significantly influenced the decision to return to the workforce, highlighting the importance of fostering professional identity and confidence among transitioning military nurses.
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