Purpose
The purpose of this study was to examine the influential factors on retention intention among nurses in small-medium sized hospitals.
Methods
This study was conducted with 185 nurses of 6 small-medium sized general hospitals located in B metropolitan city. Data were collected from July 10 to July 19, 2022 using on-line self-report questionnaires. A descriptive analysis and hierarchical multiple regression were used for data analysis utilizing IBM SPSS Statistics for Windows version 25.0.
Results
The variables influencing the retention intention of the subjects were perceived value of work (β=.36, p<.001), nurse manager ability, leadership, and support of nurses (β=.22, p=.024), positive psychological capital (β=.15, p=.042), and subjective health status (β=.14, p=.035), and the total explanatory power (R² ) of these variables was 38.0% (F=12.24, p<.001).
Conclusion
Based on the results, in order to increase the retention intention for nurses in small and medium-sized hospitals, it is necessary to create an environment and culture as well as educational strategies for fostering a sense of work value and positive psychological capital. In addition, proactive organizational efforts are required to strengthen nurses’ subjective health and nurse managers’ supporting capabilities and leadership in small-medium sized hospitals.

Purpose
This study aimed to identify the effects of the nursing practice environment and reciprocity among hospital nurses on their intent to leave, and to investigate the mediating effect of reciprocity in this process.
Methods
This study was conducted with 218 full-time nurses working for more than 6 months at four general hospitals located in two cities in South Korea. Data were collected using questionnaires from July 26 to August 12, 2022, and analyzed using IBM SPSS/WIN 23.0 and SPSS Process Macro.
Results
The nursing practice environment (r=-.38, p<.001) and reciprocity (r=-.33, p<.001) were negatively related to the intention to leave. The nursing practice environment and reciprocity affected intent to leave, reciprocity had a partial mediating effect between the nursing practice environment and intent to leave.
Conclusion
Nursing managers should strengthen the nursing work environment and reciprocity levels to reduce nurses’ intention to leave. Additionally, nursing managers need to effectively manage the organizational culture so that nursing services can be provided in a friendly medical culture that values fair and equal cooperation.

Purpose
This study aimed to identify the effects of resilience and nursing managers’ empowering leadership on turnover intention among new nurses, as well as the mediating role of transition shock.
Methods
This was a descriptive, cross-sectional study. Data were collected from 167 new nurses working in tertiary hospitals in Korea between July 1st and July 13, 2022. The relationships among the variables were analyzed using Pearson’s correlation coefficients, and the factors affecting turnover intention were identified using PROCESS macro analysis.
Results
Resilience (direct effect=-0.02, p=.781) and nursing managers’ empowering leadership (direct effect=-0.00, p=.992) did not directly affect new nurses’ turnover intention. Transition shock had mediating role in the relationship between resilience and turnover intention (indirect effect=-0.12, 95% Boot confidence interval=-0.23~-0.04) and between nursing managers’ empowering leadership and turnover intention (indirect effect=-0.14, 95% Boot confidence interval=-0.23~-0.06).
Conclusion
Resilience and nursing managers’ empowering leadership indirectly influence turnover intention through transition shock among new nurses. To reduce turnover intention among new nurses, programs for preventing or mitigating their transition shock should be provided. In addition, improving the resilience of new nurses and nursing managers’ empowering leadership may contribute to reducing turnover intention among new nurses by mitigating their transition shock.

Purpose
This study aimed to examine the levels of professional autonomy, retention intention, and organizational commitment among public hospital nurses, while also investigating the mediating effect of organizational commitment on the relationship between professional autonomy and intention to remain.
Methods
Data for this study were collected through an online survey conducted from August 5 to August 11, 2022, targeting 230 nurses across three public hospitals within a single region. Data analysis was performed using SPSS/WIN 23.0.
Results
Organizational commitment fully mediated the relationship between professional autonomy and retention intentions among public hospital nurses. Positive correlations were observed between professional autonomy and retention intention (r=.24, p<.001), organizational commitment and intention to remain (r=.72, p<.001), as well as professional autonomy and retention intention (r=.34, p<.001).
Conclusion
; To enhance the retain intention among public hospital nurses, it is imperative to focus on program development and institutional administrative efforts aimed at ensuring professional autonomy and fostering organizational commitment.

Purpose
This study aimed to identify factors influencing nursing professionalism among outpatient nurses.
Methods
Data were collected through a self-evaluation survey of 157 nurses from general and tertiary hospitals in Seoul and Gyeonggi-do, Korea. Data were analyzed using independent t-tests, one-way ANOVA, Importance-Performance Analysis, Pearson correlation coefficients, and multiple regression analysis.
Results
The mean scores were as follows: importance, 3.29 out of 5; performance, 2.50 out of 4; role conflict, 3.23 out of 5; and nursing professionalism, 3.23 out of 5. There were statistically significant positive correlations between the importance (r=.32, p<.001) and performance (r=.38, p<.001) of nursing activities and professionalism. There were statistically significant negative correlations between role conflict and nursing professionalism (r=-.20, p=.014). Stepwise multiple regression analysis showed that the importance of nursing activities, performance of nursing activities, role conflict, working department, and sex explained 33.0% of outpatient nurses’ professionalism (F=8.66, p<.001).
Conclusion
The findings indicate educational system about important and highly accomplished tasks would be useful to improve nursing professionalism of outpatient nurses. Furthermore, reducing role conflicts by clearly distinguishing tasks is necessary to increase nursing professionalism.

Citations

• Impact of Nursing Professionalism, Ethical Sensitivity, and the Clinical Learning Environment on Nursing Students' Intention to Report Near Misses and Adverse Events
  Sookhee Yoon, Ha-Young Park
  Journal of Korean Academy of Fundamentals of Nursing.2025; 32(2): 209.     CrossRef

Purpose
This study aimed to determine the impact of work environment, missed nursing care, and non-nursing tasks on the job stress of hospital nurses.
Methods
A descriptive, cross-sectional survey of 164 nurses working in three hospitals was conducted. Data were collected using structured questionnaires and analyzed using descriptive statistics, t-test, one-way analysis of variance, Pearson’s correlation coefficient, and multiple regression analysis using SPSS/WIN 26.0.
Results
Hospital Nurses' job stress was negatively correlated with the work environment (r=-.37, p<.001). Job stress had a statistically significant positive correlation with non-nursing tasks (r=.34, p<.001); however, it had no significant correlation with missed nursing care (r=.05, p=.552). Regression model analysis revealed that the variables associated with job stress were non-nursing tasks (β=.29, p<.001) and the foundation for quality nursing care (β=-.25, p=.034), which are subdomains of the work environment. In contrast, missed nursing care was not determined to be a significant factor.
Conclusion
To effectively manage nurses' job stress, nurse managers should provide higher quality care by reducing the number of non-nursing tasks and creating a positive work environment, especially by providing adequate nursing workforce and material support.

Citations

• Comparison of Factors Affecting Delirium Nursing Stress between Nurses in Comprehensive Nursing Care Service Wards and General Wards
  Sumin Gwon, Gaeun Kim
  Journal of Korean Academy of Nursing Administration.2024; 30(5): 517.     CrossRef

Purpose
The study was conducted to identify the influencing factors the quality of work life in emergency nurses during prolonged COVID-19.
Methods
Data was collected on 197 emergency nurses, from November 8 to December 8, 2022. Data were analyzed based on descriptive statistics, t-test, ANOVA, Scheffé test, Pearson's correlation, hierarchical multiple regression analysis.
Results
There was significant positive correlation between disaster nursing core competencies, coping flexibility, and quality of work life. The primary factors that significantly affected the quality of work life of emergency nurses were disaster nursing core competencies (β=.66, p<.001) and emergency department experience (β=.19, p=.030). The explanatory power of variable was 60%.
Conclusion
As a result of the study, it was confirmed that disaster nursing core competencies were the factor that had the greatest impact on the quality of work life of emergency nurses. Thus, it is expected that regular simulation training and education to improve the disaster nursing core competencies of emergency nurses.

Citations

• Factors Influencing the Mental Well-being of Shift Nurses
  Yu Jin Lee, Chung Hee Woo
  Journal of Korean Academy of psychiatric and Mental Health Nursing.2025; 34(1): 54.     CrossRef

Purpose
This study aimed to identify changes in the regional distribution of nurses from 2011 to 2020 and to measure the degree of geographic inequality in the distribution of nurses.
Methods
National statistics from 2011 to 2020 were used to analyze the distribution of practicing nurses and nursing graduates by region. The degree of geographic inequality in these distributions was measured using the Gini coefficient.
Results
Between 2011 and 2020, the number of nursing graduates increased significantly in the non-capital regions and medically underserved areas. However, non-capital regions observed a smaller increase in the number of practicing nurses than in the number of nursing graduates produced, while capital regions experienced a larger increase in the number of practicing nurses than in the number of nursing graduates produced. Furthermore, the degree of geographic inequality in the distribution of practicing nurses worsened between 2011 and 2020.
Conclusion
Effective policies to prevent the outflow of rural nurses are necessary to mitigate geographical inequality in the distribution of nurses.

Purpose
Nursing care activities for patient safety are important to prevent accidents. This study aimed to examine the association between nurses’ perception of patient safety culture, willingness to report near misses, critical thinking disposition, and nursing care activities for patient safety.
Methods
In this cross-sectional study, data were obtained from online surveys conducted with 201 ward nurses. An independent t-test, one-way ANOVA, Pearson’s correlation coefficient test, and multiple linear regression analysis were performed using IBM SPSS/WIN 21.0.
Results
Perceptions of patient safety culture, willingness to report near misses, critical thinking disposition, and nursing activities for patient safety were all correlated with each other. According to the regression model, significant factors influencing nursing care activities for patient safety were medical ward (β=-.28, p=.010), critical thinking disposition (β=.27, p<.001), willingness to report near misses (β=.19, p=.004), perceptions of patient safety culture (β=.19, p=.007), and work experience (β=-.18, p=.016).
Conclusion
Improving nurses’ perceptions of patient safety culture, promoting the reporting of near misses, and strengthening nurses' critical thinking dispositions can foster patient-safety nursing care activities. Additionally, a tailored patient safety education program that considers nursing work experience may be appropriate for patient-safety nursing care activities.

Purpose
Patient handovers are critical for patient safety. Studies have shown that nurses are often interrupted during handovers, and standardized guidelines are lacking. This study aimed to develop and evaluate the effectiveness of a new handover method for emergency nurses.
Methods
This quasi-experimental study implemented a new handover method from August 1, 2022, at the emergency department of a university hospital. Pre- (34 responses) and post-(16 responses, six months later) surveys and post-interviews (six participants) were conducted. In the pre-survey, data were collected regarding handover-related characteristics, cause of handover error, handover perception and handover error experience. Data regarding handover perception and handover error experience were obtained again at the post-survey. Wilcoxon’s signed rank test was used to compare handover perception and handover error experience. The interview results were analyzed using inductive content analysis.
Results
There were no significant differences in information quality or interaction and support, but the new handover method was more efficient, and handover errors decreased. Four themes were identified from interview responses.
Conclusion
By providing a quiet place and allowing emergency nurses to independently review patient records during handovers, we expect to maintain nursing continuity, increase efficiency, and ultimately ensure patient safety and nurses’ job satisfaction.

Purpose
This study aimed to understand the relationships between depression, post-traumatic stress, job demands, and social and organizational support among nurses working at general hospitals during the COVID-19 pandemic and to identify the factors influencing depression.
Methods
Data were collected from 240 nurses using a self-reported questionnaire between April 28 and May 7, 2023. Data were analyzed using descriptive statistics, an independent t-test, one-way ANOVA, Scheffé’s test, Pearson's correlation coefficient, and multiple regression.
Results
The mean scores for depression and post-traumatic stress were 15.49 and 17.90, respectively. Approximately 43% nurses experienced depression. Depression was positively related to job demands and post-traumatic stress and negatively related to social and organizational support. Multiple regression showed that post-traumatic stress (β=.33, p<.001), social support (β=-.30, p<.001), and job demands (β=.21, p<.001) explained 26.4% of the variance for nurses’ depression.
Conclusion
These findings indicate that efforts are needed to mitigate depression and post traumatic stress among nurses, even after the COVID-19 pandemic. Programs that can enhance social support and reduce post-traumatic stress and job demands are needed to prevent and decrease depression. In particular, hospitals and the government must prepare for national disasters, such as new infectious diseases, to reduce job demands.