Purpose The purpose of this study was to identify the mediating effect of the nursing work environment in the relationship between job embeddedness and turnover intention of nurses working in long term care hospital.
Methods: The study was conducted with 183 nurses working in long term care hospitals.
Results: There were significant negative relationships between job embeddedness and turnover intentions. There were significant positive relationships between job embeddedness and nursing work environment. Nursing work environment had a partial mediation effect in job embeddedness and turnover intentions.
Conclusion: In this study, the nursing work environment had a partial mediated effect in the relationship between job embeddedness and turnover. In order to reduce turnover intention of nurses working in long term care hospital, it is necessary to improve job embeddedness and the nursing work environment.
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Purpose This study was performed to identify levels of self-leadership, professional self-concept, emotional labor and professional quality of life, and investigate the relationship among these variables in hospital nurses.
Methods: This study was a cross-sectional survey. The data were collected from May 20 to June 30, 2019. Participants were 200 nurses working at 4 general hospitals in Korea. Data were analyzed using the SPSS/WIN 25.0 program.
Results: There was a positive relationship between compassion satisfaction and self-leadership, professional self-concept and emotional labor, and a negative relationship between burnout and the other variables in this study. There were positive and negative relationships between secondary traumatic stress and the other variables in this study.
Compassion satisfaction, which is one sub-factors of professional quality of life, was influenced by professional self-concept and emotional labor, and these variables explained 55% of compassion satisfaction. Burnout was only influenced by professional self-concept which explained 47% of burnout. Secondary traumatic stress was influenced by emotional labor and gender which accounted for 5% of secondary traumatic stress.
Conclusion: These results show that professional self-concept is very important in promoting quality of life for nurses. So nurse managers should try to strengthen nurses’ professional self-concepts.
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Purpose This study was done to identify the effect of adversity quotient and reality shock on the turnover intention among new nurses in general hospitals.
Methods: Participants were 158 new nurses in general hospitals. A survey was used and data were collected in April 2019. Data were analyzed using the IBM SPSS/WIN 22.0 program.
Results:The significant predictors for the turnover intention of new nurses were training status (β=.38), age (β=.19) and reality shock (β=.51). These variables explained 46.3% of the variance in turnover intention of nurses. Also, reality shock had a total mediating effect on the relationship between adversity quotient and turnover intention. Conclusion Findings indicate that adversity quotient and reality shock are important factors for turnover intention of new nurses in general hospitals.
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Purpose The purpose of this study was to examine the effects of organizational socialization, perceived organizational vision, and attitude toward organizational change on organizational commitment of nurses working in one hospital.
Methods: This study was conducted with 441 participants in a hospital in A city, South Korea from Nov. 1 to 30 2017.Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheffé test, Pearson Correlation and Multiple Regression with the SPSS/WIN 23.0 program.
Results: There were significant correlations among organizational socialization, perceived organizational vision, attitude toward organizational change and organizational commitment. The factors that significantly influenced organizational commitment were organizational socialization (β=.10 p=.015). perceived organizational vision (β=.20, p<.001), and attitude toward organizational change (β=.44, p<.001). These variables explained 50.0% of the variance in organizational commitment.
Conclusion: The findings indicates that organizational socialization, perceived organizational vision and attitude toward organizational change affect organizational commitment.
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Purpose In this study the validity and reliability of the Korean version of the bullying (bullying-K) measure for nurses in Korea was investigated.
Methods: Participants included 392 nurses from general hospitals with over 300 beds in Korea and was carried out for 2 months in the form of self reporting questionnaires. In this study the content validity, construct validity, concurrent validity and reliability were verified using SPSS 18.0 and AMOS 20.0.
Results: The Korean version of the bullying measurement which is comprised of six factors, with a total of 37 questions that include eleven regarding attacks towards showing oneself and communication, eight regarding effects on psychology and fatigue, eight regarding effects of the organization and management, five regarding attacks towards personal and professional relationships, two regarding effects on health and three regarding effects on social relationships. The Korean version of the bullying measurement was validated by confirmatory factor analysis (x2 /df=2.90, CFI=.90, GFI=.85, NFI=.86, RMR=.06, RMSEA=.06, TLI=.89). Furthermore, the reliability verification showed Cronbach's ⍺= .85, confirming that the Korean version of the tool in this study was very reliable.
Conclusion: This study showed that the Korean version of the bullying measurement is a valid and reliable instrument to assess nurses in Korea.
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Purpose This study aimed to develop an educational informatics system for nursing faculty to improve their competencies in teaching patient safety and to evaluate the effectiveness of the system.
Methods: We developed a system called, ‘Resource to Enhance Safety Competency and Utilize for Education’ (RESCUE) based on the World Health Organization Multi-professional Patient Safety Curriculum Guide, and it was implemented with full-time nursing faculty in 4-year nursing schools. A one-group pretest-posttest design was used for evaluation. A total of 46 nursing faculty members used the system during a 3-month period. The effects of the RESCUE were measured using a survey including patient safety teaching competency, system usability and user satisfaction. Data were analyzed using descriptive statistics and the Wilcoxon signed-rank test.
Results: After using the RESCUE, participants showed a significant increase in self-confidence in teaching patient safety during lectures (Z=-3.61, p<.001) and practica (Z=-3.14, p=.002).
Conclusion: The developed informatics system was shown to be effective in improving the self-confidence of nursing faculty in teaching patient safety. To effectively integrate patient safety topics into the curriculum, it can be helpful to utilize the educational materials provided in this study with various clinical cases.
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Purpose The purpose of this study was to identify the effects of organizational justice, organizational culture and emotional intelligence on intention to stay in reemployed nurses.
Methods: Data were collected from 154 reemployed nurses working in the two university hospitals located in G Province. Data were analyzed using t-test, ANOVA, Pearson’s Correlation Coefficient and Multiple Regression Analysis with SPSS/WIN 25.0.
Results: Factors influencing intention to stay in the participants were period willing to stay (β=.36, p<.001), emotional intelligence (β=.35, p<.001), career break (β=.16, p=.015), organizational justice (β=.14, p=.046). The total explanatory power was 31%.
Conclusion: In this study, organizational justice, emotional intelligence, career interruption, period willing to stay were found to be influential factors affecting intention to stay in reemployed nurses. A systematic intervention program for emotional intelligence is needed to increase the intention of retention in reemployed nurses. Further, human resource managers and specialists should consider organizational justice when designing the talent retention strategies.
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Purpose This study was done to identify the mediating effect of biomedical ethics awareness in the relationship between moral sensitivity and perceived ethical confidence among nursing students.
Methods Participants were 211 nursing students from 7 universities in G city. A self-report questionnaire was used to measure moral sensitivity, biomedical ethics awareness, and perceived ethical confidence. The data were analyzed with descriptive statistics, Pearson correlation coefficient analysis, and multiple regression analysis using Baron and Kenny's method.
Results Moral sensitivity was significantly positively correlated with biomedical ethics awareness (r=.52, p<.001) and perceived ethical confidence (r=.60, p<.001). Biomedical ethics awareness was also significantly correlated with perceived ethical confidence (r=.50, p<.001). Also, biomedical ethics awareness (β=.25, p<.001) showed a partial mediating effect on the relationship between moral sensitivity and perceived ethical confidence.
Conclusion The impact of moral sensitivity on perceived ethical confidence in nursing students was mediated by biomedical ethics awareness. Therefore, it is suggest that strategies for improving biomedical ethics awareness in nursing students should be considered when developing an educational program for enhancing their perceived ethical confidence.
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Purpose To analyze the effects of average length of stay (ALOS) on RN staffing.
Methods: Public data of patient surveys collected 8 times between 1996 and 2016 were analyzed. The sample included 2,408,669 discharged patients from 2,266 general hospitals. The ALOS for each hospital was computed by dividing the sum of inpatient days by the number of discharges. RN staffing was defined as the number of RNs per 100 inpatients. ALOS was transformed into base-2 logarithmic values for regression analysis.
Results: ALOS decreased from 13.3 to 9.6 days.
Large hospitals in the capital region had the greatest reduction, from 15.7 to 7.4 days. RN staffing increased from 32.7 to 54.8 RNs per 100 patients. ALOS had an inverse relationship with RN staffing. Controlling for other factors, a 50% reduction in ALOS was associated with increases in RN staffing by 12.18 and 13.72 RNs per 100 inpatients in large hospitals in the capital region and elsewhere, respectively.
Conclusion: Hospitals may have to increase staffing to respond to the increased workload resulting from the shortened ALOS. It remains uncertain whether such increases in staffing were sufficient for the increased workload. Changes in ALOS should be taken into account when determining appropriate staffing.
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Purpose The purpose of this study was to investigate the relationships between verbal abuse, professional quality of life, and job stress among emergency nurses and to identify the mediating effect of job stress on professional quality of life.
Methods: The participants were 121 emergency nurses working in general hospitals. The data were collected from December 1st, 2017 to February 1st, 2018. Collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation, and three-step mediated regression analysis.
Results: As a result of correlation analysis, verbal abuse job stress had significant negative correlations with the professional quality of life, whereas verbal abuse experience had a positive correlation with job stress. Job stress showed significant effects on verbal abuse experience and the professional quality of life, with the explanatory powers being 43% and 29%, respectively, indicating partial mediator effects in the relationship between the three variables.
Conclusion: Verbal abuse experience and job stress in emergency nurses could reduce the professional quality of life, and their relationship by manifested partial mediating effects. Therefore it is necessary to decrease verbal abuse experience and job stress to further improve the professional quality of life in emergency nurses.
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Purpose The purpose of this study is to identify the effects of the organizational factors and nursing competency of novice and advanced beginner nurses on patient safety management activities, and to confirm the mediating effect of informal learning.
Methods Responses to questionnaires from 169 novice and advanced beginner nurses in South Korea were analyzed. For model fit and hypothesis, maximum likelihood method and covariance structure modeling were used, and bootstrapping was used for significance level. Organizational factors and nursing competencies were independent variables. Informal learning and patient safety management activities were mediator and dependent variables, respectively.
Results Informal learning exhibited a partial mediating effect on the relationship between nursing competency and patient safety management activities and completely mediated the relationship between organizational factors and patient safety management activities.
Conclusion In order to improve the patient safety management activities of novice and advanced nurses, there is a need for interventions that can improve organizational changes and individual nursing competency. Based on this, it will be possible to increase patient safety management activities by developing educational programs including informal learning and improving patient safety culture.
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Purpose The purpose of this study was to examine the effects of hospital-based violence-prevention and coping program on nurses' violence experience and responses, self-efficacy, and organizational commitment.
Methods A non-equivalent control group with pre-post-test design was used. Participants were assigned to the experimental (n=27) or a control group (n=26) in 2 general hospitals of one city. For the experimental group, the hospital-based violence-prevention and coping programs were provided once a week for 50-60 minutes across 6 weeks (6 sessions), whereas the control group was the waiting group.
Results There were significant differences in self efficacy and organizational commitment at the measured time periods. These results suggest that the effects of the program were persistent until the 4 weeks follow-up. In addition, level of emotional violence responses significantly decreased in the experimental group after 4 weeks in the period following the intervention program.
Conclusion The hospital-based violence prevention and coping program developed can be an effective strategy for preventing and reducing emotional violence responses and improving self efficacy and organizational commitment. Therefore, it is recommended that the program be actively used with clinical nurses to prevent violence and to increase effective coping.
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Purpose This study is conducted in order to identify a positive psychological capital and rewards as variables in relation to the retention intention of hospital nurses.
Methods: The participants were consisted of 350 nurses with 6 months or more of total work experience in 1 senior general hospital and 2 general hospitals in Incheon and individual data were collected from July 22 to August 10. 2019. Collected data was analyzed by t-test, ANOVA, Pearson's Correlation Coefficient, and Multiple Regression Analysis using IBM SPSS statistics 24.0.
Results: It was confirmed that the factors affecting the retention intention were never had any resignation impulse' in the past year (β=.11,p=.023), positive psychological capital (β=.43, p<.001), privileged rewards (β=.25, p<.001), monetary rewards (β= -.20, p=.001), and job rewards (β=-.15, p=.039) and the explanatory power of the model was 27.8%.
Conclusion: Based on the result of this study, it is suggested to develop educational and training programs whose aim is to enhance the positive psychological capital. Moreover, it will be to promote retention intention of nurses and to extend the tenure through the proper reward system that meets the duty and ability, by which nurses realize that they are rewarded.
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