Purpose
This study investigated the effects of job embeddedness and resilience on the relationship between job rotation stress and nursing work performance among clinical nurses. Methods: We conducted a nationwide online survey with 205 nurses employed at advanced general or general hospitals. Data were collected from August 17 to October 5, 2021. We analyzed the data using various descriptive statistics, independent t-tests, one-way analysis of variance, Scheffé test, Welch test, Games-Howell test, Pearson's correlation coefficients, multiple regression, and the PROCESS macro with a 95% bias-corrected bootstrap confidence interval. These analyses were conducted using SPSS Windows Software version 23.0 and SPSS PROCESS macro version 3.5.2. Results: Nurses' job embeddedness mediated the relationship between job rotation stress and nursing work performance (B=-0.02, p<.05). Furthermore, their resilience moderated this mediated relationship, also known as moderated mediation, with job embeddedness as the mediating factor (B=-0.02, p<.05). Conclusion: These findings imply that, when devising a strategy to improve the nursing work performance of nurses undergoing job rotation, their resilience levels should be considered. Reducing job rotation stress while concurrently enhancing job embeddedness is essential for enhancing the nursing work performance of nurses with high levels of resilience.

Purpose
The purpose of this study was to establish a structural model explaining the factors affecting advanced beginner-stage nurses' intention to continue employment. This model was designed to provide basic data for improving the intention to continue employment among advanced beginner-stage nurses and to efficiently manage nurses as human resources.
Methods
In order to construct a hypothetical model, latent factors affecting nurses' intention to continue employment were identified through systematic review and meta-analysis. As a result of systematic review, hypothetical model was constructed with nursing professionalism, calling, work environment, positive psychological capital, and job satisfaction. Structural equation modeling was then conducted through SPSS 25.0, AMOS 22.0, and Mplus 6.12 statistics programs.
Results
First, none of the pathways affected by nursing professionalism were statistically significant. Second, the final structural model showed fit very well based on the fit indices RMSEA=.062, SRMR=.052, RMR=.048, CFI=0.95, and TLI=0.94.
Conclusion
This study’s results identified that job satisfaction, calling, work environment, and positive psychological capital affected advanced beginner-stage nurses' intention to continue employment. Among these, job satisfaction was the most powerful variable influencing the decision to continue employment for advanced beginner-stage nurses.

Citations

• The Influences of Teamwork and Grit on Job Adaptation and Intention to Remain among Advanced Beginner Nurses
  Seon Kyeong Jeong, Kyoung Ja Kim, Eun Ji Choi
  Journal of Korean Academy of Nursing Administration.2024; 30(4): 379.     CrossRef

Purpose
This study investigated whether the work environment affects nurses' turnover intention with career motivation and job satisfaction acting as mediating factors.
Methods
Data were collected from January 6-25, 2022, using a cross-sectional design. The participants were 205 nurses who had worked for more than six months at four small-to-medium-sized general hospitals in South Korea. Data analysis consisted of descriptive statistics, Pearson's correlation coefficients, independent t-tests, one-way ANOVAs, Scheffé test, and mediation analysis using Hayes’ PROCESS Macro Model 6.
Results
The nursing work environment had a significant positive association with career motivation and job satisfaction and negative effects on nurses' turnover intention. The single mediating effect of job satisfaction and the serial mediation effects of career motivation and job satisfaction on the relationship between the nursing work environment and turnover intention were significant. Thus, nurses' positive perceptions of the work environment strengthened career motivation, which in turn increased job satisfaction and reduced turnover intention.
Conclusion
Providing a healthy work environment to nurses can help reduce their turnover intention. Therefore, the government and hospitals should implement human resource strategies to improve nursing work environments and take steps to enhance career motivation and job satisfaction to strengthen nurse retention.

Citations

• Association Between Nurse Turnover and Nurses’ Perception of Patient Outcomes in Acute Care Hospitals in South Korea
  Sung-Heui Bae
  Journal of Nursing Care Quality.2025;[Epub]     CrossRef

Purpose
This study aims to propose revised inpatient nursing fee schedules that address three discrepancies between actual nurse staffing levels in general wards and the corresponding patient payment structures.
Methods
A total of 45 tertiary hospitals, 329 general hospitals, and 1,379 hospitals from publicly released data for 2021~2022 were analyzed. This analysis focused on three primary discrepancies between (1) the staffing grades under which patients were hospitalized and the corresponding grades for which they were charged; (2) the staffing grades determined by bed-to-nurse and patient-to-nurse criteria; and (3) the current differentiation rates of nursing fees and the expected differentiation rates based on the number of nurses required for each grade.
Results
The first discrepancy occurred in 8.9% of tertiary hospitals, 21.0% of general hospitals, and 26.0% of hospitals. The bed-to-nurse and patient-to-nurse grades differed by 2.23 and 2.29 grades on average in general hospitals and hospitals, respectively. The current differentiation rates were higher than the expected differentiation rates. New nursing fee schedules were suggested to resolve those discrepancies.
Conclusion
Nursing fees should be charged to reflect the staffing levels under which patients were cared for and proportionate to the number of nurses required to provide the corresponding staffing levels.

Purpose
To examine the characteristics, core variables, and their correlations in articles published in the Journal of Korean Academy of Nursing Administration (JKANA) from 2012-2021 and suggest future directions for nursing management research.
Methods
A total of 506 articles were analyzed according to study design, participants and setting, statistical methods, keywords, and core concepts and variables.
Results
Quantitative research accounted for 73.5%, and most participants were staff nurses (66.8%) and nursing students (9.1%). Furthermore, 318 studies (62.8%) conducted surveys, and settings were mainly acute hospitals(81.5%) and nursing schools (9.7%). Statistical methods for data analysis included independent t-test (81.2%), one-way ANOVA (77.2%), Pearson correlation coefficients (77.2%), post-hoc testing (74.3%), and linear regression(65.9%). Among 2,058 keywords, the most frequent were “nurses” (49.2%), “job satisfaction” (10.7%), and “personnel turnover” (9.1%). The most frequently core concepts were job satisfaction (10.5%), turnover intention(9.5%), organizational commitment (8.5%), and job stress (7.5%). The most frequently variables with significant correlations were turnover intention, work environment, job satisfaction, job stress, burnout, and emotional labor.
Conclusion
Most JKANA studies examined nursing-related outcomes and performance. Future research should examine the effects of nursing practice and policy on patient outcomes.

Purpose
Based on a literature review of artificial intelligence (AI) applications within nursing tasks, this study delves into the feasibility of employing AI to improve nursing practice in Korea.
Methods
We used "nursing" and "artificial intelligence" as keywords to search academic databases, resulting in 96 relevant studies from an initial pool of 940. After a detailed review, 35 studies were selected for analysis based on nursing process stages.
Results
AI improves nursing assessment by enhancing pain diagnosis, fall detection, and movement monitoring in older adults. It aids nursing diagnosis through clinical decision support, risk prediction, and emergency patient triage. Further, it expedites the creation of precise plans utilizing predictive models in nursing planning. AI also forecasts medication errors and reduces the nursing documentation burden for nursing implementation. Additionally, it manages (re)hospitalization risks by assessing patient risk and prognoses in nursing evaluation.
Conclusion
AI in Korean nursing can enhance assessment and diagnosis accuracy, promote a prevention-focused paradigm through risk prediction, and ease the burden of nursing practice amidst human resource shortages.

Citations

• Concept Analysis of Social Intelligence of Nurses Using Hybrid Model
  Kyung Ran Lee, Na Kyoung Lee, Hee Oh, Kyoung Ae Park
  Journal of Korean Academy of Nursing.2024; 54(3): 459.     CrossRef
• Why nursing cannot be replaced with artificial intelligence
  Hae-Kyung Jo
  Women's Health Nursing.2024; 30(4): 340.     CrossRef

Purpose
This study aimed to identify the mediating effects of self-leadership and resilience on the relationship between preceptors’ clinical teaching behavior and field adaptation of new graduate nurses.
Methods
Data were collected from 184 new graduate nurses working at two advanced general hospitals. The research model was designed based on PROCESS macro (model 6) proposed by Hayes and analyzed using SPSS 26.0 program.
Results
The results showed a positive correlation between preceptors’ clinical teaching behavior and self-leadership, resilience, and field adaptation. Preceptors’ clinical teaching behavior (β=.18, p<.001) and resilience (β=.14, p=.030) had a direct effect on the field adaptation of new graduate nurses. Self-leadership and resilience had a serial double mediating effect. Preceptors’ clinical teaching behavior had a significant effect on the field adaptation of new graduate nurses through self-leadership and resilience.
Conclusion
To improve the field adaptation of new graduate nurses, the government should expand the current education support project to provide sufficient manpower. Moreover, medical institutions and nursing organizations should develop and apply programs to strengthen preceptor’s clinical teaching behavior.

Citations

• The Effect of Newly Graduated Nurses' Perceived Nursing Practice Readiness, Resilience, and Preceptors' Teaching Behavior on Turnover Intention
  Jinhee Kim, Eunhee Lee
  Journal of Korean Academy of Nursing Administration.2025; 31(2): 167.     CrossRef
• The Effect of Communication in Emergency Department Isolation Rooms Using Smart Glasses: A Mixed‐Methods Study
  Soyoung Park, Hyeongsuk Lee
  Journal of Clinical Nursing.2025;[Epub]     CrossRef

Purpose
The purpose of this study was to develop and validate the Job Competency Scale (JCS) for insurance review nurses working in hospitals.
Methods
The initial items were generated through a literature review and interviews with 10 experts. The content validity of the items was evaluated through content validity and face validity tests. Data from 301 insurance review nurses working in hospitals were analyzed using item analysis, exploratory and confirmatory factor analysis, and convergent validity; reliability was tested using Cronbach’s ⍺.
Results
The final JCS consisted of 25 items and five factors (knowledge integration, professional ethics, communication and interpersonal relationship, information literacy and problem solving, self-development) that explained 72.4% of the variance. Confirmatory factor analysis indicated that the theoretical model comprising 25 items satisfied all goodness-of-fit parameters. Convergent validity was confirmed by the Task Performance Scale for insurance review nurses (r=.53, p<.001). The total Cronbach’s ⍺ score for scale was .94.
Conclusion
The JCS was found to be a reliable and valid instrument that can be used to measure the job competency of insurance review nurses working in hospitals.

Purpose
This study aimed to identify the effects of job stress, social support, and infection control fatigue on professional quality of life among nurses in designated coronavirus disease 2019 (COVID-19) hospitals.
Methods
As a descriptive study, data were collected from 157 nurses working at four designated COVID-19 hospitals employing self-report questionnaires. The data were collected from September 1 to September 30, 2021, and analyzed using descriptive statistics, t-test, one-way ANOVA, Pearson’s correlation coefficients and stepwise multiple regression analysis.
Results
Job stress, marital status and social support affected compassion satisfaction with the professional quality of life, showing 30% of explanatory power. Job stress and social support affected burnout with the professional quality of life, showing 34% of explanatory power. Infection control fatigue affected secondary traumatic stress in the professional quality of life and the explanatory power was 11%.
Conclusion
Efforts are needed to improve nurses' professional quality of life by preparing and applying interventions to reduce job stress and improve social support for nurses working in hospitals dedicated to COVID-19. Further, nursing efforts and institutional support will be needed to reduce infection control fatigue.

Citations

• Effects of stress on burnout among infection control nurses during the COVID-19 pandemic: the mediating effects of social support and self-efficacy
  Su-jin Lee, Ju-Young Park, Seo-Hyeon Kim
  BMC Nursing.2024;[Epub]     CrossRef
• Mediating Effect of Resilience on the Relationship Between Job Stress and the Professional Quality of Life of Hospice and Palliative Care Nurses: A Multicenter Cross-sectional Study
  Eunhee Jo, Soon-Jung Hwang, Hyang-Suk Kwon
  Korean Journal of Adult Nursing.2024; 36(3): 241.     CrossRef