Purpose The purpose of this study was to explore the effect of meaning of work, job embeddedness, and workplace bullying on turnover intention in university hospital nurses.
Methods: Data were collected from 126 nurses in a university hospital with more than 500 beds in C-city. Data analysis was performed using multiple linear regression with the SPSS 25.0 program.
Results: Significant factors influencing the turnover intention of hospital nurses were meaning of work, job embeddedness and workplace bullying.
Conclusion: Negative significant factors influencing the turnover intention of university hospital nurses were meaning of work and job embeddedness. Workplace bullying was the only positive significant factor influencing turnover intention of university hospital nurses. In order to reduce turnover intention, it is necessary to find an alternative that strengthens the meaning of work and job embeddedness and prevents the workplace bullying.
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Purpose The purpose of this study was to explore the meaning of nurses’ experiences of working at Drive-Thru COVID-19 Screening Clinic.
Methods: Participants in this study were 8 nurses who worked for more than two weeks at the Drive-Thru COVID-19 Screening Clinic Screening Clinic in P-city, Gyeongbuk, which was declared a Corona19 disaster area. Data collection was conducted through individual in-depth interviews from June to August 2020. For data analysis, Max van Manen's analytical phenomenology research method was applied.
Results: The essential theme of the Drive-Thru COVID-19 screening clinic nurse's experiences was ‘A sense of calling as a nurse’, ‘Physical and psychological stress’, ‘Daily life tailored to the work of the screening clinic’, ‘Time to live together in the fight against the virus’, ‘New perception and rewarding for nursing’.
Conclusion: The results of this study provide basic data for preparing a support system and understanding the work of nurses who are put on the front line in the event of a disaster by vividly describing the experiences of nurses working at the Drive-Thru screening clinic.
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Purpose The purpose of this study was to investigate the association between self-control, social responsibility, transformational leadership, and career preparation behavior, and to identify factors influencing career preparation behavior. Methods The participants were 215 nursing students in one university located in J-city. Data collection was conducted between June 1st and June 19th, 2020, and was analyzed using independent t-test, one way ANOVA, Scheffé test, Pearson correlation coefficients, and stepwise multiple regression analysis with SPSS/WIN 20.0. Results The career preparation behavior showed a significant positive correlation with social responsibility (r=.44, p<.001), and transformational leadership (r=.44, p<.001). The significant predictors of career preparation behavior were academic year (β=.36, p<.001), social responsibility (β=.28, p=.002), transformational leadership (β=.25, p=.004), and reason for application (β=.14, p=.015). These factors explained 36.0% of the career preparation behavior in the regression model (F=19.87, p<.001). Conclusion The findings indicate that grade, social responsibility, transformational leadership, and reason for application impact career behavior preparation. It is necessary to provide systematic career preparation behavior programs considering academic year, social responsibility, transformational leadership, and reason for application of nursing students.
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Purpose The purpose of this study was to investigate the influence of emotional intelligence, and professional self-concept on compassion competence in psychiatric nurses.
Methods: Participants were 180 psychiatric nurses working on psychiatric wards in university hospitals and psychiatry specialized hospitals. Data analysis was performed using stepwise multiple regression with SPSS/Win 24.0.
Results: Compassion competence significantly differed by age (F=3.31, p=.021), marital status (F=4.12,p=.017), educational background (F=5.46, p=.005), clinical career (F=6.26, p=.002), type of duty (t=-3.01, p=.003), salary (F=3.48, p=.033), current position (F=4.66, p=.011), qualification (t=-2.23, p=.023), compassion education experience (t=3.32, p=.001) and workplace (t=-2.46, p=.015). The compassion competence of psychiatric nurses was positively correlated with professional self-concept (r=.57, p<.001) and emotional intelligence (r=.63, p<.001). The significant predictors of compassion competence were self-emotion appraisal (β=.30, p<.001), professional practice (β=.21, p=.007), use of emotion (β=.19, p=.020), clinical career (β=.18, p=.003), workplace (β=.15, p=.010), communication (β=.12, p=.034) and compassion education experience (β=.11, p=.044). The explanatory power of these factors was 48% of the variance.
Conclusion: In order to enhance the compassion competence of psychiatric nurses, it is important to improve emotional intelligence and strengthen professional self-concept. Political efforts of organizations supporting compassionate nursing practice are also necessary.
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Purpose This study was done to identify the effect of the nurses practice environment and organizational justice on organizational silence in nurses.
Methods: A descriptive correlational design was used. Participants were 162 nurses in general hospitals. Measurements included the Practice Environment Scale of the Nursing Work Index, the Organizational Justice Scale, and Organizational Silence Scale. Data were analyzed using SPSS/WIN program.
Results: Nurses' organizational silence, nurses practice environment and organizational justice were correlated, and the influence of social networking, marital status, education level and interactive justice on acquiescence silence were 21% and statistically significant. The effect of work units, work experience and procedural justice on defensive silence were 20%, and the effect of education level and procedural justice on prosocial silence were 12% and statistically significant.
Conclusion: Interaction justice affected the Acquiescent silence, and procedural justices affected the defensive silence and prosocial silence. Therefore, nursing managers should improve their organizational culture so that the procedural justices that focus on the process of distributing compensation results and the interaction justice that focuses on fair treatment among members can be recognized by nurses. Then nurses can be encouraged to actively engage and express their opinions about the organization.
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Purpose This study was done to determine whether the Korean version of the cyberbullying scale developed for adolescents is applicable to newly graduated nurses. Methods: This scale was composed of 14 items with the one-factor structure to measure the degree of cyberbullying and 1 item with multiple responses the media used for cyberbullying. Online survey data were collected from 279 newly graduated nurses who worked in hospital. Internal consistency reliability and construct validity using confirmatory factor analysis were conducted using SPSS/WIN 26.0 and AMOS 26.0. Results: The one-factor structure was validated through confirmatory factor analysis (x 2 =360.22, df=77, Normed Fit Index (NFI)=.91, Tucker Lewis index (TLI)=.92, Comparative Fit Index (CFI)=.93, and Root Mean-Squared Error of Approximation (RMSEA)=.12). The correlation coefficient between cyberbullying and workplace bullying was .50 (p<.01), confirming the criterion-related validity. The Korean version of the cyberbullying scale showed reliable internal consistency with a Cronbach’s ⍺ for the total scale of .97. Conclusion: Findings from this study demonstrate that the Korean version of the cyberbullying scale has satisfactory construct validity and reliability to measure cyberbullying experience among newly graduated nurses. The use of this scale will be valuable for future practice and research related to cyberbullying.
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Purpose The purpose of this study was to identify the effects of self-efficacy, resilience, and nursing work environment on intent to stay among newly graduated nurses. Methods: The participants were 204 newly graduated nurses working in one of three general hospitals in U city, South Korea. Data were collected from August 1 to 31 2018. A self-report questionnaire was used. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and multiple regression analysis. Results: Factors significantly affecting intent to stay included nurse manager ability, leadership, support of nurses (β=.18, p=.016), nursing foundations for quality of care (β=.18, p=.032), and unwanted department assignment (β=-.194,p.001), and these variables explained 38.4% of intent to stay (F=12.49, p<.001). Conclusion: To increase the retention of newly graduated nurses, hospital and nurse leaders should improve the work environment for nurses, particularly in relation to nurse manager ability, leadership, and support of nurses, and nursing foundations for quality of care. Additionally, nurse leaders can facilitate intent to stay by placing nurses in the department of their choice.
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