Mi Ha Chung, Yongah Kim, Na Yeong Kim, Min Ju Kim, Hyeon Jin Kim, Ju Hee Park, Ji In Park, Su Yeon Bae, Heajin Bae, Eunjeong Lee, Min Young Jeon, Suyoung Choi
J Korean Acad Nurs Adm 2025;31(4):405-420. Published online September 30, 2025
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.
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.
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