PURPOSE To analyze the proportion of medical institutions meeting the legal standard for nurse staffing. METHODS Data collected from 29,282 institutions between 1996 and 2013 were analyzed. Nurse staffing was measured as daily patient census per registered nurse (RN). The standard for general hospitals, hospitals, and clinics is 2.5 or less, and that for long-term care hospitals is 6.0 or less of the daily patient census per RN. Clinics may substitute nursing assistants for RNs by 50% or 100% depending on their daily inpatient census; long-term care hospitals may substitute nursing assistants for RNs by two thirds of the required number of RNs. RESULTS The proportion of general hospitals, hospitals, clinics, and long-term care hospitals meeting the standards was 63%, 19%, 63%, and 94%, respectively, in 2013. While general hospitals had an increase in the proportion during the 1996-2013 period, small changes were found in hospitals and clinics. In 2013, nurses were estimated to care for 16 (interquartile range: 12~24) patients per shift in general hospitals. Three quarters of clinics had no RNs in 2013. CONCLUSION Many medical institutions did not meet the legally mandated minimum staffing level. The government must implement policy actions for all medical institutions to meet the legal standards.
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PURPOSE The present study was aimed to examine the degree of nurses' emotional labor and occupational stress and demonstrate the moderating and mediating effects of work-family conflict in the relationship among emotional labor, occupational stress, turnover intention of nurses. METHODS The participants for this study were 307 nurses currently working in two general hospitals in G city in Korea. Data were collected using structured questionnaires and analyzed for descriptive statistics, t-test, ANOVA, Mann-Whitney U Test, Kruskal Wallis Test, Pearson correlation coefficients and hierarchical multiple regression with SPSS/WIN 21.0 program. RESULTS It turned out that work-family conflict plays an important role in the relationship among emotional labor, occupational stress, turnover intention of nurses. CONCLUSION Therefore, to reduce nurses' turnover intention, it is necessary to have an intervention focusing on work-family conflict. Also, it is necessary for both the government and hospitals to establish a supportive system and a program to relieve nurses from their work-family conflict.
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PURPOSE The purpose of this study was to investigate the relationship among nursing work environment, job embeddedness, and turnover intention in order to provide basic data for efficient management of human resources in nursing organizations. METHODS A cross-sectional, descriptive study design was conducted with 177 nurses who had worked for more than 6 months in five general hospitals on Jeju Island. A self-report questionnaire was used for data collection. RESULTS About 88% of the participants reported that they were considering a turnover plan because of overload in their jobs and poor salaries. Nursing work environment was significantly related to job embeddedness and turnover intention. Job embeddedness was significantly related to turnover intention. Hierarchical multiple regression analysis showed that factors affecting turnover intention were the organizational embeddedness factors of organization fit and organization sacrifice. CONCLUSION The results indicate that nurses' turnover intention is associated with nursing work environment and job embeddedness. To reduce nurses' turnover intention and improve nurses' retention, nurse managers should improve the nursing work environment and consider job embeddedness, particularly in relation to the organization fit and sacrifice.
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