Purpose
This study aimed to propose directions for innovation in nursing management education by reviewing reforms to the Nurse Licensure Examination, analyzing the relevance of Nursing Management to the job roles of newly graduated nurses, and examining perceptions of Nursing Management courses. Methods: A narrative review was conducted using research reports, policy reports, laws and regulations, and press releases from the government and the Korea Health Personnel Licensing Examination Institute. Peer-reviewed articles were also reviewed using keywords related to “newly graduated nurses,” “nursing job,” and “managerial or administrative competency.” Results: The Nurse Licensure Examination is expected to shift from knowledge-based assessment to job-based assessment by integrating the existing eight subjects into General Nursing and Health-Related Laws and Regulations. Nursing Management is included in the domain of “nursing management and professional development,” which comprises seven subdomains. The subject is relevant to newly graduated nurses’ job roles in multiple areas. However, managerial and administrative competencies are often perceived as competencies required only by managers, despite being essential for all nurses to strengthen professionalism. This perception affects both students’ understanding of nursing management and policies related to the Nurse Licensure Examination. Conclusion: Nursing management education should be prepared for future changes by reframing perceptions of the field and improving its alignment with the job roles of newly graduated nurses.

Purpose
This study aimed to identify structural factors associated with intergenerational conflict among nurses and to explore how these conflicts manifest in clinical settings. Methods: An explanatory sequential mixed-methods design was used. Quantitative data were collected from 270 nurses using structured questionnaires that measured organizational culture, work environment, communication skills, and intergenerational conflict. Key influencing factors were identified using multiple regression analysis. Qualitative data were collected through in-depth interviews with 10 nurses and analyzed using Colaizzi’s phenomenological method. Results: Hierarchy-oriented culture, task-oriented culture, work systems, and organizational-environment flexibility significantly influenced intergenerational conflict (F=6.25, p<.001). The adjusted explanatory power of the regression model was 24.9% (adjusted R²=.249). Among these variables, work systems emerged as the strongest predictor of intergenerational conflict. The qualitative findings indicated that anonymous suggestion systems, differences in work approaches, and differences in emotional interpretation intensified conflict. Conclusion: Intergenerational conflict among nurses appears to stem from procedural ambiguity, emotional misunderstandings, and value incongruence. Organizations should redesign suggestion systems to ensure procedural fairness, strengthen evidence-based practice education, implement communication training focused on emotional awareness, and develop institutional strategies that support generational integration.

Purpose
This study examined the mediating effect of job stress-related presenteeism and the moderated mediating effect of the nursing work environment on the relationship between job stress and nurses’ turnover intention. Methods: A predictive correlational research design was employed from September 8 to September 26, 2023, involving 176 nurses working in general and tertiary hospitals nationwide. Data were analyzed using IBM SPSS Statistics version 25.0, the PROCESS macro version 4.2, and the EasyFlow Statistics macro version 1.8. Results: The mean scores were 2.76±0.38 for job stress, 3.11±0.81 for job stress-related presenteeism, 2.47±0.50 for nursing work environment, and 3.57±0.75 for turnover intention. Job stress was positively associated with turnover intention through job stress-related presenteeism (B=1.32, p<.001), and the nursing work environment significantly moderated this partial mediating effect (B=0.31; 95% CI, 0.04~0.53). Conclusion: These findings may inform the development of strategies and policies aimed at reducing nurses’ turnover intention and improving human resource management in clinical settings. In addition, this study contributes to the growing body of research on job stress, job stress-related presenteeism, nursing work environment, and turnover intention among nurses.

Purpose
This study aimed to compare fatigue, adaptation to night shifts, and resilience among nurses who had experience with both fixed night duty and three-shift duty. Methods: This repeated-measures comparative study included 41 nurses at a university hospital in Incheon who had experienced both fixed night duty and three-shift duty. The measured variables were general characteristics, fatigue, adaptation to night shifts, and resilience. Data were analyzed using descriptive statistics, including frequencies, percentages, means, and standard deviations, as well as the paired t-test. Results: No statistically significant differences were found in fatigue or resilience between periods of fixed night duty and three-shift duty. However, adaptation to night shifts was significantly higher during fixed night duty. Conclusion: Because adaptation to night shifts was significantly higher during fixed night duty, fixed night duty may be considered an alternative work arrangement that broadens nurses’ scheduling options. Because fixed night duty is based on voluntary participation, its potential benefits should be clearly communicated to nurses.

Purpose
This study explored the influence of verbal violence experience, surgical teamwork, and resilience on burnout among operating room nurses. Methods: Data were collected from 135 operating room nurses who had worked for more than 6 months in the tertiary and general hospitals in two metropolitan cities. The IBM SPSS Statistics 27.0 program was used for descriptive statistics, independent t-tests, one-way analysis of variance, Pearson correlation coefficients, and stepwise multiple regression. Results: Burnout showed a significant positive correlation with verbal violence experience (r=.38, p<.001) and significant negative correlations with surgical teamwork (r=-.41, p<.001) and resilience (r=-.60, p<.001). Verbal violence experience was negatively correlated with surgical teamwork (r=-.38, p<.001), whereas surgical teamwork was positively correlated with resilience (r=.51, p<.001). Multiple regression analysis revealed that resilience (β=-.46, p<.001), verbal violence experience (β=.26, p<.001), subjective health status (β=-.18, p=.010), and satisfaction with operating room work (β=-.16, p=.022) significantly influenced burnout and explained 50% of the variance. Conclusion: These findings indicate that resilience, verbal violence experience, subjective health status, and work satisfaction are significant factors associated with burnout among operating room nurses. Therefore, targeted interventions focused on strengthening resilience, preventing verbal violence, and enhancing work satisfaction are needed to reduce burnout.

Purpose
This study aimed to identify the influence of ethical sensitivity, positive nursing organizational culture, and caring efficacy on person-centered care among clinical nurses in general hospitals. Methods: The participants were 181 clinical nurses working in general hospitals located in Jinju and Changwon cities, Gyeongnam Province, South Korea. Data were collected from December 17, 2024, to January 25, 2025. Data analysis was performed using SPSS Statistics 27.0 and included descriptive statistics, the independent t-test, one-way analysis of variance, Pearson correlation analysis, and multiple regression analysis. Results: The participants’ mean scores were 4.16±0.42 for ethical sensitivity, 3.76±0.64 for positive nursing organizational culture, 4.23±0.67 for caring efficacy, and 3.90±0.50 for person-centered care. Person-centered care showed a significant positive correlation with ethical sensitivity (r=.49, p<.001), positive nursing organizational culture (r=.54, p<.001), and caring efficacy (r=.58, p<.001). Caring efficacy had the most significant effect on person-centered care (β=.41, p<.001), followed by positive nursing organizational culture (β=.30, p<.001) and ethical sensitivity (β=.19, p=.005). These variables accounted for 47.8% of the variance in person-centered care. Conclusion: To improve person-centered care, educational programs aimed at improving ethical sensitivity and caring efficacy, along with the establishment of a nursing organizational culture based on trust and respect, should be implemented.

Purpose
This study aimed to identify the influences of fatigue, critical thinking, and nursing work environment on patient safety nursing behaviors among new graduate nurses. Methods: The participants were 180 new graduate nurses who had been working for less than 12 months in hospitals. Data were collected using a structured, self-administered survey from December 15 to 30, 2023. The SPSS version 29.0 program was used for data analysis, which included descriptive analysis, the t-test, one-way analysis of variance (ANOVA), Pearson correlation coefficients, and hierarchical regression analysis. Results: Hierarchical regression analysis showed that critical thinking (β=.32, p<.001) and department orientation (β=.31, p<.001) were significant factors influencing patient safety nursing behavior. Conclusion: These results suggest that providing sufficient departmental orientation for new graduate nurses is necessary to support accurate and safe patient safety nursing practices. In addition, it is important to foster critical thinking and to develop and implement educational programs that enhance patient safety nursing behaviors, and to establish comprehensive support systems.

Purpose
This study examined the mediating effect of empowerment on the relationship between nursing professionalism and job satisfaction, with the goal of informing strategies to enhance job satisfaction among insurance review nurses. Methods: A total of 165 insurance review nurses with more than 1 year of work experience in 12 general hospitals (≥500 beds) participated in this study. Data were analyzed using descriptive statistics, t-tests, analysis of variance, Pearson correlation analysis, and multiple regression analysis. The mediating effect was tested using the PROCESS Macro (model 4) in SPSS version 26.0 with 10,000bootstrap samples. Results: The mean scores for nursing professionalism, empowerment, and job satisfaction were 100.37 (standard deviation [SD], 17.03), 86.24 (SD, 17.70), and 45.44 (SD, 9.17), respectively. Significant positive correlations were observed between nursing professionalism and job satisfaction (r=.64, p<.001), empowerment and job satisfaction (r=.77, p<.001), and nursing professionalism and empowerment. Empowerment was found to partially mediate the relationship between nursing professionalism and job satisfaction (95% CI, .20–.44). Conclusion: Enhancing empowerment and strengthening nursing professionalism are essential for improving job satisfaction among insurance review nurses. Institutional interventions that promote professional identity and provide structural empowerment may increase job satisfaction and support retention within this specialized nursing workforce.

Purpose
This study aimed to confirm the mediating effect of compassionate competence in the relationship between perceptions of a good death and end-of-life care attitudes among ward nurses in younger generations. Methods: A total of 175 nurses in their 20s and early 30s who were working in general wards of a public hospital in Seoul were recruited. Data were collected using a self-report questionnaire from February 20 to March 20, 2023, and were analyzed using the IBM 29.0 program. Results: Participants’ end-of-life care attitudes were positively correlated with perceptions of a good death (r=.22, p=.004) and compassionate competence (r=.32, p<.001), and compassionate competence was positively correlated with perceptions of a good death (r=.32, p<.001). Nurses’ compassionate competence was identified as a significant predictor of end-of-life care attitudes. As a result of the mediation analysis, a complete mediating effect of compassionate competence was confirmed in the relationship between perceptions of a good death and end-of-life care attitudes. Conclusion: To improve positive end-of-life care attitudes among young generation ward nurses, educational initiatives that emphasize compassionate competence, as well as understanding of a good death, are needed in both nursing education and clinical practice.

Purpose
This study was conducted to evaluate the validity and reliability of the Korean version of the Healthy Work Environment Assessment Tool (K-HWEAT), originally developed by the American Association of Critical-Care Nurses. Methods: The study was conducted among nurses working at three university hospitals located in metropolitan areas between May 29 and October 10, 2019. A total of 543 nurses participated. Data were analyzed using AMOS version 26.0 to assess the construct validity of the K-HWEAT. Results: Confirmatory factor analysis initially failed to meet acceptable model fit indices. Model fit improved after reassigning item 1 from factor 1 to factor 2 and item 12 from factor 4 to factor 6, as well as allowing correlated error terms based on high modification indices. Following these adjustments, standardized root mean square residual remained unchanged (0.05 to 0.05) and root mean square error of approximation decreased from 0.09 to 0.07, whereas goodness of fit index increased from 0.88 to 0.91, adjusted goodness of fit index from 0.83 to 0.86, Normed Fit Index from 0.85 to 0.89, and comparative fit index from 0.88 to 0.92. The K-HWEAT demonstrated a moderate correlation with the Korean version of the Practice Environment Scale of the Nursing Work Index (r=.60, p<.001), supporting criterion validity. The overall Cronbach’s α was .92, with the six factors showing internal consistency coefficients ranging from 0.62 to 0.74. Conclusion: These findings support the reliability and validity of the K-HWEAT. However, further conceptual refinement of individual items may be necessary to enhance construct clarity.

Purpose
This study aimed to investigate the effects of communication clarity, workplace friendship, and performance of calling on nursing care left undone among oncology nurses. Methods: Data were collected from 159 oncology nurses with more than one year of experience working in cancer wards between September 11 and September 30, 2024. Statistical analyses included descriptive statistics, the independent t-test, one-way analysis of variance, the Scheffé post hoc test, Pearson’s correlation coefficients, and hierarchical multiple regression analysis, all conducted using IBM SPSS Statistics version 29.0. Results: Communication clarity, workplace friendship, and performance of calling were significantly correlated with nursing care left undone. Hierarchical multiple regression analysis identified communication clarity (β=-.37, p<.001) and being aged 30–39 years (β=-.24, p<.001) as the main factors influencing nursing care left undone, collectively explaining 37% of the total variance. Conclusion: Communication clarity was the most influential factor affecting nursing care left undone in cancer wards. To reduce the incidence of nursing care left undone and ensure high-quality nursing services in oncology units, strategies aimed at enhancing communication clarity are essential. Institutions should consider implementing simulation-based training or ongoing education tailored to their organizational context. Further research is warranted to examine the effects of communication clarity on nursing care left undone.

Purpose
This study aimed to investigate the effects of teaching efficacy, perceived organizational support, and occupational stress on burnout among preceptor nurses. Methods: Participants included 156 nurses who had at least one month of preceptor experience within the past year. Data were collected using a structured self-report questionnaire and analyzed with SPSS version 27.0. Descriptive statistics, independent sample t-tests, one-way analysis of variance with Scheffé post-hoc tests, Pearson’s correlation analysis, and multiple regression analysis were performed. Results: Occupational stress (β=.36, p<.001) and teaching efficacy (β=-.17, p=.017) were significant predictors of burnout among preceptor nurses, jointly explaining 36.0% of the variance. Conclusion: Occupational stress and teaching efficacy were identified as key determinants of burnout in preceptor nurses. Effective burnout prevention strategies should focus on reducing occupational stress through workload management and strengthening teaching efficacy via continuous training and organizational support.

Purpose
This study aimed to identify the influence of nursing professionalism, the nursing work environment, and compassion competence on person-centered care among nurses working in comprehensive nursing care units. Methods: An online survey using structured self-report questionnaires was administered to 190 nurses in comprehensive nursing care units at three tertiary general hospitals. The collected data were analyzed using descriptive statistics, the independent t-test, the Mann-Whitney U-test, one-way analysis of variance, Pearson’s correlation coefficient, and multiple linear regression using SPSS version 29.0 program. Results: The average score for person-centered care was 3.70±0.49, nursing professionalism was 3.56±0.51, the nursing work environment was 2.53±0.46, and compassion competence was 4.01±0.47. Person-centered care demonstrated significant positive correlations with nursing professionalism (r=.636, p<.001), the nursing work environment (r=.542, p<.001), and compassion competence (r=.743, p<.001). Factors influencing person-centered care included compassion competence (β=.56, p<.001), nursing professionalism (β=.21, p<.001), and the nursing work environment (β=.20, p<.001), with an explanatory power of 65.2% (F=118.84, p<.001). Conclusion: To improve person-centered care among nurses in comprehensive nursing care units, it is necessary to strengthen nurses’ compassion competence and professionalism, as well as enhance the nursing work environment. The findings of this study may be used as foundational evidence for developing programs to promote person-centered care in comprehensive nursing care units.

Purpose
This study examined the effects of dispatch work experience on job embeddedness, organizational commitment, and turnover intention among nurses. Methods: A cross-sectional survey was conducted among 130 nurses working at a tertiary hospital in Seoul. Data were analyzed using IBM SPSS version 28.0 with descriptive statistics, the independent t-test, one-way analysis of variance, Pearson correlation coefficients, and multiple linear regression. Results: Overall, 62.3% of participants reported improved competency following dispatch work experience, whereas 80.7% perceived pre-training as insufficient. Nurses with prior interaction with dispatch unit staff demonstrated significantly higher job embeddedness (F=10.37, p=.002) and organizational commitment (F=5.87, p=.017), along with significantly lower turnover intention (F=4.98, p=.027). Multiple regression analysis showed that job embeddedness was positively associated with prior interaction with dispatch unit staff (β=.170, p=.031) and perceiving dispatch operations as appropriate (β=.297, p<.001). Organizational commitment was significantly influenced by the perception of dispatch operations as appropriate (β=.209, p=.013). No dispatch-related factors were significantly associated with turnover intention. Conclusion: Positive perceptions of dispatch work and prior interaction with dispatch unit staff contribute to job embeddedness and organizational commitment. Improvements such as enhanced pre-interaction opportunities, practice-based training, and consideration of dispatch preferences are needed to optimize dispatch work experiences.

Purpose
This study aimed to investigate the factors influencing job embeddedness among advanced beginner nurses, with particular emphasis on the roles of positive psychological capital and the nursing work environment. Methods: This cross-sectional study included 216 advanced beginner nurses from two university-affiliated hospitals. Data were obtained using standardized questionnaires and analyzed with descriptive statistics, the independent t-test, one-way analysis of variance, Pearson correlation coefficients, and multiple regression analysis. Results: The average score for job embeddedness was 3.34±0.54, for positive psychological capital was 4.00±0.67, and for the nursing work environment was 2.67±0.39. Multiple regression analysis showed that positive psychological capital and the nursing work environment significantly predicted job embeddedness, accounting for 59.3% of its variance. Conclusion: The findings suggest that enhancing positive psychological capital and improving the nursing work environment are essential for promoting job embeddedness among advanced beginner nurses. These results provide empirical support for the development of targeted interventions that facilitate their transition toward becoming competent nurses.

Purpose
This study aimed to determine the effects of self-leadership on job performance competency and organizational commitment among insurance review nurses. Methods: A nationwide online survey was conducted using structured questionnaires. Participants included 189 insurance review nurses working in advanced general hospitals and general hospitals in South Korea. Data were collected through self-administered questionnaires between August 19 and September 17, 2021. Data analysis was performed using descriptive statistics, independent t-tests, one-way analysis of variance, Pearson’s correlation coefficients, and hierarchical multiple regression with IBM SPSS version 23.0. Results: The mean score for self-leadership was 3.64±0.43 out of 5, for job performance competency was 3.10±0.68 out of 5, and for organizational commitment was 4.38±1.09 out of 7. Statistically significant positive correlations were observed among self-leadership, job performance competency, and organizational commitment in insurance review nurses. Hierarchical multiple regression analysis showed that self-leadership explained an additional 13.9 percentage points of variance in job performance competency and an additional 5.3 percentage points in organizational commitment. Self-leadership emerged as a statistically significant predictor of both job performance competency and organizational commitment. Conclusion: This study empirically demonstrates that self-leadership has significant effects on job performance competency and organizational commitment among insurance review nurses. These findings provide empirical evidence relevant to human resource management strategies for insurance review nurses.

Purpose
This study investigated the influence of organizational justice on junior nursing officers’ intent to stay in their positions and explored the mediating roles of job satisfaction and organizational commitment. Methods: A descriptive correlational design was employed, and data were analyzed using SPSS 29.0 software. Statistical analyses included descriptive statistics, the t-test, one-way analysis of variance, Pearson’s correlation coefficients, and multiple linear regression. The mediating effects of job satisfaction and organizational commitment were evaluated following Baron and Kenny’s three-step mediation procedure, and significance was confirmed through the bootstrapping method. Results: Organizational justice, job satisfaction, organizational commitment, and intent to stay were all significantly positively correlated. The mediating effects of job satisfaction and organizational commitment on the relationship between organizational justice and intent to stay were confirmed. Conclusion: Based on the findings of this study, job satisfaction and organizational commitment were found to fully mediate the relationship between organizational justice and intent to stay. Therefore, to enhance the intent to stay among junior nursing officers, it is considered necessary to develop supportive measures and establish systems within the military and nursing corps that strengthen organizational justice for junior nursing officers.

Purpose
This study examined the double mediating effects of positive psychological capital and work engagement on the relationship between nurse unit managers’ empowering leadership and nurses’ patient safety nursing activities. Methods: Data were collected from 217 ward nurses employed at a tertiary hospital. Statistical analyses were conducted using SPSS version 29.0. Differences between groups were tested using independent t-tests, one-way analysis of variance, and the Duncan method. When normality assumptions were violated, the Mann–Whitney U and Kruskal–Wallis tests with Bonferroni correction were applied. Pearson correlation coefficients were computed, and mediation analysis was performed using Hayes’ PROCESS macro model 6. Results: Empowering leadership among nurse unit managers had a significantly positive effect on ‘nurses’ patient safety nursing activities. Furthermore, positive psychological capital and work engagement demonstrated significant double mediating effects on the relationship between empowering leadership and patient safety nursing activities. Conclusion: Enhancing patient safety nursing activities requires the establishment of a safety culture and institutional framework, the development of leadership training programs, and provision of systematic education.

Purpose
This study aimed to examine the factors influencing the retention intention of female nurses raising young and school-age children during the COVID-19 pandemic. Methods: In total, 131 female nurses working in hospitals with 30 or more beds who remained employed throughout the pandemic participated in this cross-sectional descriptive study. Data were collected using a structured self-report questionnaire in July 2023 and analyzed using descriptive statistics, correlation analysis, and multiple regression analysis with IBM SPSS 29.0. Results: The mean score for retention intention was 3.98 out of 5. Parenting stress averaged 3.02, family support 4.08, family-friendly policies 1.83 (out of 4), family-friendly organizational culture 2.98, and social responsibility 3.56. Regression analysis identified a monthly salary over 4 million KRW (β=.28, p=.005), parenting stress (β=–.20, p=.049), and social responsibility (β=.19, p=.036) as significant factors influencing retention intention, with an explanatory power of 19.2% (F=4.43, p<.001). Conclusion: Retention intention among nurses with young children during the COVID-19 pandemic was associated with financial stability, reduced parenting stress, and a strong sense of social responsibility. To enhance nurse retention during future public health crises, policies should incorporate practical childcare support and strengthen professional social responsibility.

Purpose
This study aimed to identify clinical nurses’levels of medication safety competence, second victim experience, second victim support, and negative work outcomes, and to examine the interrelationships among these variables. Methods: A cross-sectional study was conducted with 142 nurses working in university or general hospitals in Gyeonggi-do, South Korea, using self-administered questionnaires collected between June 10 and July 5, 2024. Data were analyzed with IBM SPSS statistics 29.0 using descriptive statistics and Pearson correlation analysis. Results: The mean scores were as follows: medication safety competence (4.10±0.43), second victim experience (3.37±0.61), second victim support (3.12±0.30), and negative work outcomes (2.68±0.72). Medication safety competence was negatively correlated with negative work outcomes (r=-.17, p=.047) and positively correlated with psychological distress, a subdomain of second victim experience (r=.21, p=.013). Second victim experience was positively correlated with both second victim support (r=.53, p<.001) and negative work outcomes (r=.56, p<.001). Conclusion: This study demonstrated that nurses with greater medication safety competence experienced fewer negative work-related outcomes but higher levels of psychological distress. Strengthening medication safety competence may improve patient safety and occupational performance; however, the associated psychological burden must not be overlooked. Initiatives to enhance competence should therefore be accompanied by strategies designed to mitigate psychological distress.

Purpose
This study examined how nurse staffing and parental caregiving burden influence patient experiences in pediatric wards. Methods: The sample included 326 parents of pediatric patients at a tertiary children’s hospital. Nurse staffing was measured using parent-perceived staffing adequacy (4-point scale) and registered nurse hours per patient day (RN HPPD). Parent experiences were evaluated using the Child Hospital Consumer Assessment of Healthcare Providers and Systems (Child HCAHPS), with items rated on 3-, 4-, or 11-point scales and subsequently converted to scores on a 0–100 scale. Parents also reported their caregiving burden experienced during their child’s hospitalization. Results: Among the Child HCAHPS domains, nurse–parent communication received the highest score, while lower scores were reported in child-specific domains, including teen involvement, quietness, and child comfort. Most parents (80.4%) stayed at the hospital either all or nearly all the time, and 63.5% perceived caregiving as burdensome. Commonly reported burdens included economic and work-related challenges, physical and psychological stressors, and responsibilities related to caring for other children. Higher levels of parent-perceived staffing adequacy and greater RN HPPD were significantly associated with better patient experiences. Conclusion: Improving nurse staffing may alleviate parental caregiving burden and improve patient and parent experiences in pediatric wards.

Purpose
This study aimed to examine the relationships among self-leadership, role conflict, practice environment, and patient safety competency, and to identify factors influencing patient safety competency in clinical practice nurses. Methods: A total of 152 clinical practice nurses from four university hospitals participated in this cross-sectional study. Data were collected using a structured questionnaire and analyzed to identify key predictors of patient safety competency. Results: Patient safety competency was positively associated with self-leadership, the practice environment, and the presence of regular educational programs tailored for clinical practice nurses. Self-leadership and the practice environment were identified as significant predictors, explaining 30% of the variance in patient safety competency. Conclusion: The findings underscore the importance of fostering self-leadership and enhancing the practice environment to improve patient safety competency among clinical practice nurses. Tailored education and training programs aimed at strengthening self-leadership skills should be developed. Additionally, organizational efforts to optimize the clinical practice environment are essential to support safe and effective nursing practice.

Purpose
This study investigates the mediating effect of job embeddedness in the relationship between nursing professionalism and turnover intention among clinical nurses. Methods: A nationwide online survey was conducted using a structured questionnaire. Participants included 204 clinical nurses from tertiary hospitals in South Korea. Data on general characteristics, nursing professionalism, job embeddedness, and turnover intention were collected through self-reported questionnaires from March 19 to March 22, 2024. The analysis involved descriptive statistics, independent t-tests, one-way analysis of variance, Scheffé test, Pearson's correlation coefficients, multiple linear regression analysis, and bootstrapping, using SPSS/WIN version 29.0 and the SPSS PROCESS macro 4.2 version programs. Results: The mean score of nursing professionalism was 3.48±0.45 out of 5, job embeddedness was 3.13±0.52 out of 5, and turnover intention was 2.80±1.00 out of 5. Nursing professionalism did not directly impact turnover intention (B=-0.07, p=.649). Job embeddedness acted as a mediating factor in the relationship between nursing professionalism and turnover intention (B=-0.46, p<.05). Conclusion: These findings suggest that increasing job embeddedness can reduce nurses' turnover intention. Therefore, to decrease nurses' turnover intention, it is essential to enhance nursing professionalism while simultaneously promoting job embeddedness.

Purpose
This study aimed to identify the influence of positive psychological capital, role conflict, and authentic leadership on burnout among nurses working in comprehensive nursing care service wards of general hospitals. Methods: A descriptive cross-sectional survey was conducted with 208 nurses from four general hospitals. Data were collected using structured questionnaires between September 26, 2024, and October 18, 2024, and were analyzed using descriptive statistics, independent t-tests, one-way analysis of variance, Pearson’s correlation coefficient, and hierarchical multiple regression analysis. Results: Burnout showed a correlation with role conflict (r=.45, p<.001), positive psychological capital (r=-.62, p<.001) and authentic leadership (r=-.24, p<.001). In the regression analysis, the factors significantly associated with burnout included conflict with patients/guardians (β=.24, p<.001) and conflict regarding nursing practices (β=.22, p<.001), which are subdomains of role conflict. Among the components of positive psychological capital, optimism (β=-.37, p<.001) was identified as a significant protective factor against burnout. However, authentic leadership was not found to be a statistically significant predictor. Conclusion: To effectively manage nurse burnout, it is essential to develop strategic programs that focus on enhancing optimism. Furthermore, establishing clear delegation guidelines between nurses and nursing assistants is recommended.

Citations

• The Influence of Role Conflict and Organizational Justice on Nursing Service Quality: A Cross-Sectional Survey on Nurses’ Perceptions
  Jeon Seung Ahn, Jeong Eun Moon
  The Korean Journal of Health Service Management.2026; 20(1): 75.     CrossRef

Purpose
This study aimed to examine the predictors of nurses’ incident reporting by dividing the level of patient safety incident (near miss, no harm, harmful incident) reporting into upper and lower level groups. Methods: Data were collected from 208 nurses working in a hospital from March 29 to April 6, 2022. Logistic regression analysis was used to determine the predictors of nurses’ reporting level. Results: Predictors of the upper level group of near miss reporting were belief in improvement (odds ratio [OR], 2.40; 95% confidence interval [CI], 1.27-4.53), reporting intention (OR, 2.00; 95% CI, 1.15-3.47), patient safety knowledge (OR, 2.16; 95% CI, 1.16-4.01). Predictors of the upper level group no harm incidents reporting were reporting training (OR, 1.38; 95% CI, 1.01-1.90), belief in improvement (OR, 2.00; 95% CI, 1.01-3.95), patient safety knowledge (OR, 2.41; 95% CI, 1.17-4.98). In the case of harmful incident reporting, the predictor was patient safety attitude (OR, 9.32; 95% CI, 2.77-31.38). Conclusion: The reporting level varies depending on the type of patient safety incidents. Managing nurses' individual characteristics, such as their beliefs in improvement, patient safety knowledge, and attitude is a key strategy for enhancing incident reporting level. Nursing managers should be aware that not all harmful incidents are being reported.

Purpose
To evaluate the effectiveness of a Silver Hour End-Of-Life (SHEOL) program in enhancing end-of-life care performance among new nurses. Methods: A nonequivalent control group pre-post test design was adopted. A total of 34 new nurses working at a tertiary general hospital participated in the study. The experimental group (n=17) participated in the SHEOL program, which was delivered through hybrid simulation (180 minutes), while the control group (n=17) received a theoretical lecture on end-of-life care (90 minutes). The intervention and data collection were conducted from August 8 to September 30, 2024. Results: Compared to the control group, the experimental group showed a significant reduction in fear of death (χ2=11.69, p=.003) and significant improvements in attitudes toward end-of-life care (χ2=6.99, p=.030), self-efficacy of end-of-life care (χ2=6.51, p=.039), and performance of end-of-life care (χ2=20.07, p<.001) both immediately and 4 weeks after the intervention. Conclusion: These findings suggest that the SHEOL program can be effectively used to alleviate fear of death, improve attitudes and self-efficacy regarding end-of-life care, and enhance end-of-life care performance among new nurses.

Purpose
This study explored the literature on non-value-added (NVA) activities and non-nursing tasks (NNT). We analyzed domestic and international research trends and examined the types and characteristics of nursing tasks to improve efficiency. Methods: A comprehensive literature search was conducted using RISS, DBpia, PubMed, CINAHL, Medline, and Embase. Relevant studies published up to 2024 were identified using keywords such as “non-value-added activity,” “non-value-added nursing activity,” “non-nursing tasks,” and “nursing.” Results: Analysis of 25 studies revealed that 11 studies focused on NVA activity and 14 on NNT. Direct nursing tasks were classified into eight categories; indirect tasks were classified into seven categories. NVA activities were grouped into five main categories: “personal,” “waste,” “documentation,” “necessary activities,” and “unit-related,” with overlapping subcategories such as “interruption” and “duplicating.” Similarly, NNT were categorized into eight types, including “admission,” “equipment,” and “administrative activities.” Although conceptually distinct, NVA activities and NNT often overlap. Reducing tasks unrelated to essential nursing care significantly improves job satisfaction, patient outcomes, and work efficiency. These findings provide valuable insights for optimizing nursing workflows and enhancing the quality of care. Conclusion: Identifying and reducing NVA activities and NNT enhance nursing efficiency and provide foundational data for improving clinical practice and patient safety.

Citations

• Educational Innovation in Nursing Management after Reforms in the National Nurse Licensure Examination: A Narrative Review
  Yoomi Jung
  Journal of Korean Academy of Nursing Administration.2026; 32(3): 137.     CrossRef

Purpose
This study aimed to explore the mediating role of self-transcendence in the relationship between job stress and wellness among nurses based on self-transcendence theory. Methods: A descriptive cross-sectional design was adopted, and data were collected via an online survey using Google Forms from July 22 to August 20, 2024. This study analyzed data from 290 nurses working in 10 hospitals. Correlation and multiple regression analyses were conducted, alongside simple mediation analysis with bootstrapping, to evaluate the mediating role of self-transcendence. All statistical analyses were performed using Jamovi software. Results: Positive correlations were identified among job stress, self-transcendence, and wellness in nurses. Regression analyses revealed that self-transcendence was positively associated with wellness (β=.62, p<.001), while job stress had no significant association with wellness. Mediation analysis demonstrated that self-transcendence significantly mediated the relationship between job stress and wellness (β=.22, p<.001). Conclusion: The findings highlight the influence of self-transcendence on the relationship between job stress and wellness among nurses. This underscores the importance of designing interventions to enhance self-transcendence as a strategy to promote wellness among nurses.

Citations

• Self-transcendence and professional identity among undergraduate nursing students: a moderated mediation model of learning engagement and career self-efficacy
  Ziyun Yuan, Yong Fang
  BMC Psychology.2026;[Epub]     CrossRef

Purpose
This study aimed to conduct a systematic review to explore leadership-related variables among nurses in the novice and advanced beginner stages, identify research trends, and analyze effect sizes to provide evidence for developing a nursing leadership program. Methods: A systematic review and meta-analysis were conducted according to PRISMA(Preferred Reporting Items for Systematic Reviews and Meta-Analyses) and NECA (National Evidence based Healthcare Collaborating Agency) guidelines. Literature was searched from February 26 to April 26, 2024 using databases including KISS, KMbase, RISS, KoreaMed, Science ON, CINAHL, CENTRAL, Embase, PubMed, Web of Science, and Korean nursing journals. Meta-analysis was performed using R version 3.6.2. Results: From 589 articles, five studies were selected. Self-leadership was most frequently studied topic (80.0%). Leadership antecedents with k≥2 included preceptor’s clinical teaching behavior (correlation effect size [ESr], 0.34). For leadership outcomes, effect size analyses for cases with k≥2 indicated resilience (ESr, 0.72), nursing performance (ESr, 0.69), and organizational socialization (ESr, 0.31), with resilience demonstrating the largest effect. Conclusion: Preceptor’s clinical teaching behavior, resilience, nursing performance, and organizational socialization were identified as critical factors in leadership of the nurses at novice and advanced beginner stage. Enhancing leadership requires preceptor support, which can improve resilience and help early-career nurses overcome challenges. Therefore, strategies for leadership development must include specific measures to ensure preceptor support.

Purpose
The purpose of this study is to provide academic basic data by quantitatively integrating variables related to information literacy competence of Korean nursing students. Methods: This study is a meta-analysis study to systematically review the research on information literacy competence of Korean nursing students and related variables to identify the effectiveness of each variable group. The selection criteria for the analysis subjects were determined using the PICOS framework in accordance with the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) systematic review reporting guidelines. Theses and journal articles published from September 1, 2024, to September 30, 2024, were searched. Results: The effect sizes of the sub-variables of each variable group showed that the personal thinking competence group showed the largest effect size in the order of problem-solving ability (Fisher’s Z=.90) and critical thinking ability (Fisher’s Z=.57); the professional competence group showed evidence-based practice (Fisher’s Z=.84), clinical performance (Fisher’s Z=.65), learning engagement (Fisher’s Z=.51), communication ability (Fisher’s Z=.49), and academic achievement (Fisher’s Z=.45); and the professional competence group showed privacy awareness (Fisher’s Z=.51), professionalism (Fisher’s Z=.42), and ethical awareness (Fisher’s Z=.41). Conclusion: Based on the results of this study, it is necessary to develop a program to strengthen the information literacy competence of nursing students. Furthermore, there is a need to develop curricula and teaching-learning strategies to enhance information utilization capabilities, along with sustained attention to practice-based educational models tailored to AI and digital environments.

Purpose
This study investigated the effect of new nurses' metacognition on their retention intention and the dual mediating effect of job satisfaction and organizational commitment in the relationship between those two variables. Methods: Participants included 154 new nurses with 12 months or less of clinical experience working in general hospitals in Seoul. Using a structured questionnaire, data were collected from September 30 to October 29, 2024 and analyzed using IBM SPSS version 29.0 and the Process Macro 4.2 program. Results: Metacognition had a positive effect on job satisfaction (B=0.60, p<.001). Job satisfaction had significant positive effects on organizational commitment (B=0.84, p<.001) and retention intention (B=1.31, p<.001), while organizational commitment had a significant positive effect on retention intention (B=0.65, p=.016). The sequential mediating effect of job satisfaction and organizational commitment was confirmed within the relationship between metacognition and retention intention in new nurses (effect=0.33, 95% confidence interval: 0.03-0.71). Conclusion: The results of this study suggest the presence of a causal structure in which higher metacognition is associated with greater job satisfaction in new nurses; this leads them to commit to the organization, eventually increasing their retention intention.

Purpose
The study was to develop a Clinical Nurses' Job Crafting Scale (CN-JCS) and examines its validity and reliability. Methods: Data were collected from 423 clinical nurses working in general hospitals. The CN-JCS was developed according to DeVellis’s step sclae development guidelines. The CN-JCS was assessed for content validity, construct validity, item convergence/discrimination, convergent validity, and internal consistency. Results: In the exploratory factor analysis, five factors and 20 items were selected. Construct validity was examined using confirmatory factor analysis, and the model fit was good. The Conceptual reliability was greater than .70 and average variance extracted value was greater than .50, indicating discriminant validity. Convergent validity was confirmed through correlations between the CN-JCS, psychological empowerment and work engagement. The scale’s reliability was established with a Cronbach's alpha of .90. The CN-JCS employs a 5-point Likert scale across 20 questions, gauging aspects such as giving meaning to work, changing the structure of work, exploring and communicating, pursuing relationship change, and positive attitude toward change. Conclusion: The CN-JCS can be used to accurately assess the job craft of clinical nurses, and the measured level can be used as baseline data to improve awareness and education of nurses’ job craft.

Citations

• The mediating role of psychological empowerment in the relationship between job crafting and employee performance perception
  Evin Miser
  Frontiers in Psychology.2026;[Epub]     CrossRef

Purpose
This study explored the lived experiences of physician assistants (PAs) in Korea during the 2024 medical workforce shortage, focusing on how they perceived and adapted to their rapidly changing roles. The study investigated both the challenges PAs faced and the professional growth they experienced throughout the adaptation process. Methods: A phenomenological qualitative design was applied using Colaizzi’s method. In-depth interviews were conducted with 15 PAs at a tertiary hospital in Seoul between September 25, 2024 and February 1, 2025. Data were analyzed thematically. Results: Four major theme clusters emerged: changes in work environment and quality of life, role conflict and ambiguity in professional identity, dual aspects of role expansion including autonomy and burnout, and coping strategies and structural policy demands. Participants reported physical and emotional strain, but also described greater involvement in care decisions, improved patient relationships, and a stronger sense of professional identity. Conclusion: Amid the medical staffing crisis, PAs adapted to their expanded responsibilities and became key healthcare providers. While facing substantial burdens, they simultaneously experienced personal and professional growth. Institutional and legal support is essential to stabilize their roles and improve long-term healthcare outcomes.

Citations

• Experiences of work performance among physician assistant nurses during the period of healthcare disruption in South Korea: a qualitative content analysis
  Juyoung Ha, Minji Kim
  Journal of Korean Academy of Nursing.2026; 56(1): 98.     CrossRef
• Job Burnout Associated with Work Environment among Physician Assistant Nurses: A Secondary Analysis of the 2025 Survey on Working Conditions of Health and Medical Workers
  Kyongok Park, Hanyi Lee, Hyeon Sik Chu
  Journal of The Korean Society of Living Environmental System.2026; 33(2): 188.     CrossRef
• Experiences of nurses working as physician assistants under the expanded scope-of-practice policy following the 2024 resignation of medical residents in South Korea: a phenomenological study
  Tae Yeong Yang, Myung Jin Jang, NaHyun Lee
  Journal of Korean Academy of Nursing.2026; 56(2): 220.     CrossRef
• Effects of the Nursing Work Environment, Patient-Centered Communication, Occupational Coping Self-Efficacy, and Professional Identity on Missed Nursing Care among General Hospital Nurses
  Yuju Kim, Ju-Yeon Uhm
  Journal of Fundamental Nursing Science.2026; 33(2): 277.     CrossRef
• Changes in Patient Characteristics and Early Clinical Outcomes Among Emergency Department–Admitted Inpatients During the 2024 Medical Workforce Crisis in South Korea
  Yeon Joo Lee, Sung Woo Moon
  Journal of Clinical Medicine.2026; 15(12): 4804.     CrossRef
• Operating Room Nurses’ Role Transitions to Surgical Assistant Nurses: Experience and Learning during a Resident Strike
  Eun Kyung Jung, Yeon Hee Kim, Jeounghee Kim
  Journal of Korean Association for Qualitative Research.2026; 11(1): 1.     CrossRef
• The Effects of Emotional Intelligence and the Practice Environment on the Job-Esteem of Physician Assistant Nurses in University Hospitals
  Yoonjung Cho, Yeoungsuk Song
  Journal of Korean Academy of Fundamentals of Nursing.2025; 32(4): 488.     CrossRef
• Nurses' Patient Care Experiences in a Changing Healthcare Environment Following One Year of Healthcare Policy Conflict - A Focus Group Interview
  Eun Hee Kang, Yunhyung Kim, Jeong Hye Kim
  Journal of Korean Association for Qualitative Research.2025; 10(3): 280.     CrossRef

Purpose
This study examined the effects of role conflict, work environment, and meaning of work on job embeddedness among physician assistants to provide foundational data for their retention and professional development. Methods: A descriptive survey was conducted with 180 physician assistants from six tertiary hospitals in Seoul and Chungcheong Province. Data were collected from July to November 2022. Role conflict, work environment, meaning of work, and job embeddedness were measured using validated scales. Data were analyzed using SAS Enterprise Guide 7.1 with descriptive statistics, the independent t-test, ANOVA, Pearson correlation coefficients, and multiple regression analysis. Results: Job embeddedness correlated positively with meaning of work (r=.28, p<.001) and work environment (r=.22, p=.002) and weakly with role conflict (r=.14, p=.045). Multiple regression identified meaning of work (B=0.32, p<.001), role conflict (B=0.13, p=.005), work environment (B=0.14, p=.018), and work type (B=-3.95, p=.004) as significant predictors (Adj. R²=19.8%). Meaning of work had the greatest impact. Conclusion: Enhancing job embeddedness among physician assistants requires improving the work environment, clarifying professional roles, and strengthening professional recognition and organizational support.

Citations

• Experiences of work performance among physician assistant nurses during the period of healthcare disruption in South Korea: a qualitative content analysis
  Juyoung Ha, Minji Kim
  Journal of Korean Academy of Nursing.2026; 56(1): 98.     CrossRef
• Job Burnout Associated with Work Environment among Physician Assistant Nurses: A Secondary Analysis of the 2025 Survey on Working Conditions of Health and Medical Workers
  Kyongok Park, Hanyi Lee, Hyeon Sik Chu
  Journal of The Korean Society of Living Environmental System.2026; 33(2): 188.     CrossRef
• Operating Room Nurses’ Role Transitions to Surgical Assistant Nurses: Experience and Learning during a Resident Strike
  Eun Kyung Jung, Yeon Hee Kim, Jeounghee Kim
  Journal of Korean Association for Qualitative Research.2026; 11(1): 1.     CrossRef

Purpose
This study examined factors influencing patient safety nursing activities in integrated nursing care units. Methods: A survey was conducted with 134 nurses from hospitals (100~300 beds) in Busan using self-administered questionnaires (August 17–September 15, 2024). Data were analyzed using descriptive statistics, Pearson correlation, and multiple regression analysis. Results: The mean score for patient safety nursing activities was 4.31±0.55. Positive correlations were found with grit, teamwork, communication, and patient safety culture awareness. The predictor variables explained 46.0% of the variance in patient safety nursing activities. Significant factors included communication (β=.31, p=.032) and leadership (β=.29, p=.035) within teamwork, incident reporting frequency (β=.24, p<.001) within patient safety culture awareness, and experience in patient safety education (β=.17, p=.018). Conclusion: The findings of this study highlight the importance of enhancing teamwork, particularly in leadership and communication, and creating a safety culture that promotes incident reporting and education to strengthen patient safety nursing practices. Improving patient safety training, developing systematic evaluation and feedback mechanisms, and establishing structured support systems through campaigns and workshops will boost staff involvement and elevate the quality of patient safety practices.

Purpose
This study aimed to explore the effects of presenteeism, burnout, and nursing performance on intention to retention among nurses of an intensive care unit in one tertiary hospital.
Method
The data were collected from from July 1 to July 31, 2023, from 172 nurses at intensive care units. Data were analyzed using the SPSS/WIN 26.0 program.
Results
A four-step hierarchical regression model, including control variables, presenteeism, burnout, and nursing performance, accounted for 44.9% of the factors influencing intention to retention. Burnout (β=-.54, p<.001), nursing performance (β=.21, p=.002), health problem (β=-.07, p=.040), and experience of turnover (β=-.16, p=.008) were identified as the significant predictor of intention to retention. Model III, which adds burnout, has a significant 23.5%p increase in explanatory power over Model II, indicating that burnout has the strongest impact on intention to retention.
Conclusion
For enhancing the intention to retention of the intensive care nurses, it is necessary to provide a systematic strategy and support to increase the performance of nurses and to try to reduce the burnout and health problems of nurses.

Citations

• Job Burnout Associated with Work Environment among Physician Assistant Nurses: A Secondary Analysis of the 2025 Survey on Working Conditions of Health and Medical Workers
  Kyongok Park, Hanyi Lee, Hyeon Sik Chu
  Journal of The Korean Society of Living Environmental System.2026; 33(2): 188.     CrossRef

Purpose
This study explored how Generation Z characteristics—specifically work–life balance, growth needs, and individualism—along with work environment, emotional labor, and interpersonal skills, affect job embeddedness among newly graduated nurses. It also examined whether job embeddedness mediates the relationship between these factors and turnover intention. Methods: A correlational descriptive study was conducted by analyzing survey data collected from 131 clinical nurses born between 1995 and 2000, who had less than three years of nursing work experience in South Korea. Hierarchical multiple regression analysis was employed to identify the independent effects of Generation Z characteristics on job embeddedness, over and above the effects of work environment, emotional labor, and interpersonal skills. Path analysis using bootstrapping method was conducted to examine the mediating role of job embeddedness in turnover intention. Results: Needs for growth and work environment were significant predictors of job embeddedness among newly graduated nurses. Furthermore, the effects of needs for growth and work environment on turnover intention were significantly mediated by job embeddedness. Conclusion: Understanding the characteristics of Generation Z, particularly their needs for growth, along with the work environment, is essential for enhancing job embeddedness among newly graduated nurses. Strengthening job embeddedness can effectively reduce their turnover intention.

Purpose
This study aimed to identify the impact of clinical nurses’ grit and nursing work environment on job enthusiasm and provide basic data for system improvement to maintain and secure nursing personnel. Methods: Data were collected online from July to August 2022 targeting 210 clinical nurses at three general hospitals located in Jeollabuk-do. Data analysis was performed using the IBM SPSS 26.0 program. Results: Job enthusiasm exhibited statistically significant differences according to age (F=5.20, p=.006) and presence of children (F=0.95, p<.001). Furthermore, job enthusiasm showed statistically significant positive correlations with grit (r=.64, p<.001) and the nursing work environment (r=.49, p<.001). The following factors were found to affect job enthusiasm: having children (β=.26, p<.001), grit (β=.46, p<.001), nursing work environment (β=.33, p<.001), and age over 40 (β=.16, p<.001). Conclusion: Based on the results of this study, it is recommended that an internal motivation strengthening program that promotes grit should be developed and applied to increase work enthusiasm among clinical nurses. Additionally, hospital organizations should prepare various policies to improve the nursing work environment.

Citations

• Effects of the Nursing Work Environment, Patient-Centered Communication, Occupational Coping Self-Efficacy, and Professional Identity on Missed Nursing Care among General Hospital Nurses
  Yuju Kim, Ju-Yeon Uhm
  Journal of Fundamental Nursing Science.2026; 33(2): 277.     CrossRef

Purpose
To identify the factors influencing the perception of “decent work” by nurses. Methods: Data were collected from 208 nurses who had worked in hospitals for over six months, from January 23 to February 11, 2024. The collected data were analyzed using descriptive statistics, t-tests, analysis of variance, Pearson's correlation, and hierarchical multiple regression analysis using IBM SPSS Statistics 29.0. Results: Statistically significant positive correlations were observed among “decent work,” “work volition,” “living a calling,” and “social comparison orientation.” The core factors that significantly affected the perception of “decent work” by nurses were ‘work volition” (β=.30, p<.001), shift type (β=-.28, p<.001), aged in their 40s (β=-.22, p=.003), “living a calling” (β=.18, p=.012), and “social comparison orientation” (β=.14, p=.021). These variables explained 32% of the variance in the perception of “decent work.” Conclusion: The study results confirmed that, in addition to “work volition” and “living a calling’,” “social comparison orientation” also plays a significant role in how nurses perceive “decent work.” To understand the “decent work” conditions in nursing, it is necessary to explore the relationship between these factors and the variables that reflect professionalism or social recognition.

Citations

• Effects of the nursing practice environment, slow nursing, and living a calling on geriatric nursing stress among general hospital nurses in South Korea: a cross-sectional descriptive study
  Chung Hee Woo
  Journal of Korean Biological Nursing Science.2026; 28(1): 157.     CrossRef

Purpose
This study aimed to identify factors influencing communication competence among hospital nurses. Methods: The participants were 136 nurses working at five general or tertiary hospitals with over 100 beds in Busan, Ulsan, and Geoje Island. Data were collected using structured self-report online questionnaires from July 18 to August 31, 2023. The data were analyzed using descriptive statistics, the t-test, one-way analysis of variance, the Scheffé test, Pearson's correlation coefficients, and stepwise regression analysis using IBM SPSS version 25.0. Results: Self-awareness (β=.43, p<.001), a relationship-oriented organizational culture (β=.34, p<.001), working in a surgical ward (β=.19, p=.003), communication efficacy (β=.17, p=.011), hierarchy-oriented organizational culture (β=.16, p=.011), and working in a special unit (β=-.14, p=.023) were factors that significantly influenced nurses' communication competence. The model explained 52% of the variance in communication competence (F=28.43, p<.001) Conclusion: To improve communication competence in hospital nurses, healthcare institutions should provide learning opportunities to improve nurses’ self-awareness and communication efficacy. It is also essential to establish rules and order within a hierarchy-oriented organizational culture, while simultaneously promoting a relationship-oriented organizational culture based on trust and respect among colleagues.

Citations

• Factors Influencing Psychiatric Nursing Competency among Emergency Nurses: The Mediating Effect of Psychological Safety in a Cross-Sectional Study
  Yu Jin Lee, Chung Hee Woo
  Journal of Korean Academy of psychiatric and Mental Health Nursing.2026; 35(1): 53.     CrossRef

Purpose
This study aimed to investigate the effects of job characteristics and professional self-concept on competency in forensic nursing among operating room nurses at university hospitals. Methods: Data were collected from 164 operating room nurses employed at university hospitals. The collected data were analyzed in SPSS 23.0, using the mean, standard deviation, independent t-test, one-way analysis of variance, Scheffé post-hoc test, Pearson correlation coefficients, and multiple regression analysis. Results: Professional self-concept showed a statistically significant positive correlation with forensic nursing competency (r=.60, p<.001). The following factors significantly influenced forensic nursing competency among operating room nurses: professional self-concept (β=.69, p<.001), total career lengths of <5 years (β=.21, p=.006) and 5-9 years (β=.20, p=.011), and job characteristics (β=.19, p=.007). A three-step regression model was statistically significant (F=29.74, p<.001) and the total explanatory power of the regression model was 41.4%. Conclusion: This study identified that professional self-concept, total career years, and job characteristics as the most significant factors influencing operating room nurses' forensic nursing competency. Therefore, it will be necessary to develop educational programs to improve professional self-concept and job characteristics.

Citations

• Knowledge and Attitude Scale Toward Forensic Cases: A Scale Development Study
  Şeyda Öztuna, Nermin Gürhan, Bahadır Geniş, Aila Gareayaghi
  Turkish Journal of Forensic Medicine.2026; 40(1): 51.     CrossRef

Purpose
This study employs Giorgi's descriptive phenomenological approach to explore the experiences of retired military nurse officers transitioning to civilian hospitals and to identify the essential meanings and underlying structures of this transition.
Methods
Eleven participants with over two years of military hospital experience, now employed in civilian hospitals, were recruited via snowball sampling. Data were collected through in-depth interviews conducted between December 2023 and March 2024.
Results
Analysis using Giorgi’s four-stage method identified 257 meaning units, 37 central meanings, 12 themes, and six general structures: 1) Positive perceptions of the nursing profession, 2) Confusion due to lack of information, 3) Difficulty in adapting due to differences between military and civilian hospitals, 4) Self-blame for a lack of competence, 5) Struggles in finding a position suitable for one’s career, and 6) Satisfaction with freedom and a stable life.
Conclusion
These findings emphasize the need for tailored transition programs, including job placement support, skill development, and cultural adaptation training. Socialization and communication programs can further aid integration and contribute to the professional growth. Additionally, a positive perception of nursing significantly influenced the decision to return to the workforce, highlighting the importance of fostering professional identity and confidence among transitioning military nurses.

Purpose
This concept analysis aimed to deepen the understanding of Quiet Quitting among nurses by identifying its antecedents, defining attributes, and consequences.
Methods
This study employed Walker and Avant’s conceptual analysis framework.
Results
Quiet Quitting among nurses is defined as “a state in which individuals pursue harmony between their work and personal lives by performing only the minimum required tasks, rejecting workplace initiatives, and expressing passive resistance to organizational and job dissatisfaction.” Key antecedents include “fatigue resulting from changes in the healthcare environment”, “lack of managerial competence”, “role stress”, “toxic organizational culture”, “financial problem” and “Generation Z’s evolving perspective on work”. The analysis highlight five primary concerns: a decline in nursing care quality, increased likelihood of job turnover, conflicts with colleagues and supervisors, reduced job satisfaction, and a diminished personal competency.
Conclusion
This study provides a clear definition of Quiet Quitting among nurses and establishes a theoretical basis for addressing the issue. Additionally, it underscores the need for further research, including the development of measurement tools, to better understand and mitigate this phenomenon.

Citations

• Quiet Quitting and Professional Burnout: Contemporary Challenges for Nursing Leadership
  João Miguel Almeida Ventura-Silva, Olga Maria Pimenta Lopes Ribeiro, Elaine Cristina Novatzki Forte, Letícia de Lima Trindade, Susana Filipa Mendes Castro, Marlene Patrícia Ribeiro, Diana Moreira Sanches, Sónia Cristina Costa Barros, Irina Alexandra Lopes
  Nursing Reports.2026; 16(4): 140.     CrossRef

Purpose
To examine the impact of reading the text of the Nightingale Pledge aloud at the beginning of the shift on nursing workplace spirituality, organizational commitment, and job satisfaction among hospital nurses.
Methods
We used a non-randomized controlled trial design. Forty-four nurses from four wards with similar work environments at M General Hospital in B City were enrolled. The data were analyzed using a x² test, t-test, and generalized estimating equations.
Results
In both groups, we observed a significant group and time interaction effect for nursing workplace spirituality (Wald x²=4.50, p=.015) and organizational commitment (Wald x²=11.33, p=.001). Nursing workplace spirituality was significantly higher in the experimental group than in the control group at eight weeks after the intervention (t=-3.41, p=.001). Likewise, organizational commitment was significantly higher in the experimental group than in the control group at four and eight weeks after the intervention (Z=-1.97, p=.049; Z=-2.71, p=.007, respectively). Job satisfaction did not significantly before and after the intervention.
Conclusion
Despite the short time commitment, reading aloud the text of the Nightingale Pledge at the beginning of shift had positive effects on hospital nurses’ nursing workplace spirituality and organizational commitment.

Purpose
This study investigated the effects of newly graduated nurses’ perceived readiness for nursing practice, resilience, and preceptors’ teaching behaviors on turnover intention.
Methods
A survey was conducted among 168 newly graduated nurses between August 7 and 31, 2023. The data were analyzed using descriptive statistics, t-tests, one-way ANOVA, Pearson's correlation, and hierarchical multiple regression analysis.
Results
The factors that significantly affected turnover intention included preceptors' teaching behavior (β=-.29, p=.001) and resilience (β=-.21, p=.026). This model explained 32.0% of the variance.
Conclusion
Newly graduated nurses’ resilience and their initial training environment are key factors influencing turnover intention. Therefore, nursing managers should develop strategies to enhance the resilience of newly graduated nurses and improve training systems. Additionally, efforts should be made to promote positive teaching behaviors among the educators responsible for training newly graduated nurses.

Citations

• Experiences of work performance among physician assistant nurses during the period of healthcare disruption in South Korea: a qualitative content analysis
  Juyoung Ha, Minji Kim
  Journal of Korean Academy of Nursing.2026; 56(1): 98.     CrossRef
• Educational Innovation in Nursing Management after Reforms in the National Nurse Licensure Examination: A Narrative Review
  Yoomi Jung
  Journal of Korean Academy of Nursing Administration.2026; 32(3): 137.     CrossRef
• Factors Associated With Nursing Profession Self‐Efficacy Among Newly Graduated Nurses: A Cross‐Sectional Study
  Yujeong Kim, Eunhee Nam, Myojeong Kim, Dokyung Kim, Heejin Sim
  Nursing Open.2026;[Epub]     CrossRef
• Perceptions on Fixed Night Shift System and Turnover Intention of General Hospital Nurses
  Mi-Aie Lee, Hye-Jin Cho, Sung-Hee Ahn, Hyo-Ju Kim
  Journal of Korean Academy of Nursing Administration.2015; 21(5): 519.     CrossRef

Purpose
This study aimed to investigate the relationship between socio-cognitive mindfulness, job stress, social support, and turnover intention among general hospital nurses and identify the factors influencing nurses’ turnover intention.
Methods
A descriptive survey was conducted among 218 nurses from five general hospitals located in G metropolitan city. The participants completed a questionnaire measuring the study variables, and the data were analyzed using t-tests, ANOVA, Pearson’s correlation coefficient, and hierarchical multiple regression analysis in SPSS/WIN 28.0.
Results
Significant differences were found in turnover intention by gender (t=-2.12, p=.036), family type (t=-3.09, p=.002), work department (F=7.01, p<.001), and work type (t=2.55, p=.011). Socio-cognitive mindfulness was positively related to social support (r=.331, p<.001), and turnover intention was positively related to job stress (r=.347, p<.001). The factors influencing nurses’ turnover intention included job stress (β=.317, p<.001), work department (artificial kidney room: β=-.287, p=.004; emergency room: β=-.219, p=.015), social support (β=-.183, p=.005), and work type (shift work: β=.170, p=.036), respectively. These factors explained 23.4% of the variance.
Conclusion
The findings indicate the need to develop programs to effectively cope with job stress and implement mentoring systems or psychological support programs to reduce turnover intention among nurses at the organizational level.

Citations

• Effects of Job Satisfaction, Job Stress, and Social Support on the Turnover Intention of Employed Pharmacists Working in Community Pharmacies
  Kwang Mo Yang, Yun Jeong Lee
  Korean Journal of Clinical Pharmacy.2026; 36(1): 43.     CrossRef

Purpose
This study aimed to identify the effects of shared leadership, communication skills, and team effectiveness, as perceived by nurses and nursing assistants in comprehensive nursing service units.
Methods
A cross-sectional research design was adopted, and the sample included 306 nurses, nurse assistants, and caregivers working in nine hospitals with fewer than 500 beds in two South Korean cities. The data were analyzed using descriptive statistics, t-tests, ANOVA, Pearson’s correlation coefficient, and four-step hierarchical regression analysis.
Results
The factors influencing team effectiveness in the hierarchal multiple regression analysis were shared leadership (β=.57, p<.001) and communication skills (β=.18, p<.001). These factors explained 49% of the total variance.
Conclusion
To enhance team effectiveness in compressive nursing service units, educational programs focusing on shared leadership and communication skills among nurses, nursing assistants, and caregivers must be developed.

Citations

• Effects of Shared Leadership, Role Conflict, and Organizational Commitment on Patient-Safety Competency Among Clinical
  Hye-Jeong Hwang
  Journal of Digital Contents Society.2025; 26(7): 1821.     CrossRef

PURPOSE
This study was done to identify the mediating effect of resilience on the relationship between nurse's character and happiness for nurses in general hospitals.
METHODS
Participants were 139 nurses working 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 happiness of nurses were nurse's character (β=.56) and resilience (β=.80). These variables explained 67% of the variance in happiness of nurses. Also, resilience had a total mediating effect on the relationship between nurse's character and happiness.
CONCLUSION
Findings indicate that nurse's character and resilience are important factors for the happiness of nurses in general hospitals.

Citations

• Shift Work and Happiness in Nursing: Identifying Influencing Factors Through Seligman Authentic Happiness Theory
  Jihye Kim, Minyoung Kim, Jieun Kwak, Seungmin Yu, Sojung Park, Yaelim Lee
  Advances in Nursing Science.2026;[Epub]     CrossRef
• The Effects of Compassion Competence, Clinical Nursing Character, and Nursing Professionalism on Nursing Service Quality of Long-term Care Hospital Nurses
  Young Moon Cho, Hyun O We
  The Korean Journal of Rehabilitation Nursing.2024; 27(1): 11.     CrossRef
• The relationship between secondary traumatic stress and burnout in critical care nurses: The mediating effect of resilience
  Yun Jeong Jeong, Sujin Shin
  Intensive and Critical Care Nursing.2023; 74: 103327.     CrossRef
• Perspectives of the Value in Life among Nursing Professionals: A Q-methodology Study
  Misoon Jeon, Eun Sil Jang, Eun Ja Yeun
  Sage Open.2022;[Epub]     CrossRef
• Relationship between information sources, and resilience, with anxiety during the COVID-19 pandemic: an online investigation
  Ali Montazeri, Azadeh Tavoli, Farzaneh Maftoon, Mansoureh Farhangnia, Fatemeh Naghizadehmoghari, Melika Nourani, Negar Tashakkori, Hoorie Hoorie Hassanpour
  Health Monitor Journal of the Iranian Institute for Health Sciences Research.2022; 21(5): 513.     CrossRef
• Mediating Effects of Happiness between Gratitude Disposition and Psychological Well-being among Clinical Nurses
  Ji-Ah Song, Hyejin Yang
  Journal of Korean Academy of Fundamentals of Nursing.2022; 29(2): 227.     CrossRef
• Moderating Effect of Nurse’s Character on the Relationship between Attitudes toward Nursing Care of the Dying and Performance of Terminal Care in South Korea
  Kawoun Seo
  Healthcare.2021; 9(9): 1195.     CrossRef

PURPOSE
The purpose of this study was to explore and analyze the latest trends in domestic research related to integrated nursing care service and to present a practical direction for future research.
METHODS
This study was focused on domestic nursing research related to integrated nursing care service as published in journals until March 20, 2019. After reviewing the quality of the papers, 34 papers were finally selected for analysis. In order to analyze the overall trends, the analysis was reviewed by year, source, research design, and subjects, and content analysis was used to identify trends by topic.
RESULTS
From the content analysis, the top categories were divided into nurses' view and patients' view, with both nurses' view and patients' view for the subcategories of ‘input’, ‘process’ and ‘output’ respectively. From both the nurse and patient view, the sub-category ‘input’ included ‘service environment’, ‘process’ and ‘service throughput’ and for the ‘output’ subcategory, three subjects, ‘performance’, ‘service-related perception change’ and ‘social psychological change’ were derived from the nurses' view, and two subjects ‘performance’ and ‘service-related perception change’ were derived from the patients' view.
CONCLUSION
In order for future studies to provide practical basic data for stable settlement and improvement of integrated nursing care service, it is necessary to develop and study various aspects without bias, and in a balanced and integrated manner.

Citations

• Understanding the Association Between Comprehensive Nursing Care Service Policy and Patient Outcomes
  Sung-Heui Bae
  Journal of Nursing Care Quality.2026; 41(1): E8.     CrossRef
• Predictors of Adverse Drug Reaction Monitoring Practices Among Hospital Nurses
  Anyeong Kim, Duckhee Chae
  JONA: The Journal of Nursing Administration.2025; 55(5): 267.     CrossRef
• Effects of Shared Leadership and Communication Competence on Nursing Team Effectiveness in Comprehensive Nursing Service Units: Focusing on the Team Nursing System
  Hye Jin Kim, Eunjoo Lee
  Journal of Korean Academy of Nursing Administration.2025; 31(2): 143.     CrossRef
• Relationship between nurses’ critical thinking disposition and patient safety incident reporting: The mediating role of patient safety culture in a comprehensive nursing service ward
  Nam-Yi Kim, Sung-Jung Kwak, Ayman Mohamed El-Ashry
  PLOS ONE.2024; 19(12): e0315679.     CrossRef
• Exploring the Subjective Frame of Patient Satisfaction among Patients Admitted to the Comprehensive Nursing Care Service: Q Methodology Application
  Ye-Na Lee, Jeehyoung Kim, Geon Go, Purum Kang
  Journal of Korean Academy of Nursing Administration.2021; 27(5): 323.     CrossRef
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  Hyunbong Park, Soyoung Yu, Seon Heui Lee
  CIN: Computers, Informatics, Nursing.2021; 39(9): 492.     CrossRef
• Nurses' Experience with Inpatients in Comprehensive Nursing Care Service: A Phenomenological Approach
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PURPOSE
The present research was done to examine the fundamental significance and structure of conflict experience of nurses in hospital nursing organizations.
METHODS
This qualitative research was conducted by analyzing data collected through in-depth interviews based on Colaizzi's (1978) method of analysis, one of the phenomenological methods of analysis.
RESULTS
Statements from the 12 study participants demonstrate two key topics “accumulation of conflicts” and “manifestation of new conflicts” as well as seven sub-topics including “being forced to comply”, “Lack of respect and consideration”, “unsatisfactory conflict management by the leaders”, “continuous and overwhelming vicious cycle”, “prevalence of self-defensive egotism”, “difficult to accept differences”, and “incapable of responding to the structural changes of nursing workforce”.
CONCLUSION
Resolving the dysfunctional conflicts in hospital nursing organizations requires not only improvement in the organizational culture of individuals and nursing organizations, but also legal and institutional measures in addition to new attempts to integrate education and research findings from relevant fields of studies.

Citations

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