Purpose
This study aimed to investigate factors affecting the job embeddedness of clinical nurses. Methods: Participants were 204 nurses working in four general hospitals. Data were collected from September 3 to October 8, 2020 and analyzed using the SPSS/WIN 25.0 program. Results: The mean scores for positive psychological capital, organizational justice, and job embeddedness were 3.31±0.38, 3.16±0.46, and 3.17±0.38, respectively. The job embeddedness of the participants had a positive correlation with optimism (r=.57, p<.001), hope (r=.56, p<.001), self-efficacy (r=.44, p<.001), and resilience (r=.38, p<.001) in the sub-factors of positive psychological capital. It also had a positive correlation with procedural (r=.58, p<.001), distributive (r=.52, p<.001), and interactional (r=.35, p<.001) justice in the sub-factors of organizational justice. The factors affecting nurses’ job embeddness were procedural justice, optimism, position, distributive justice, and hope. In addition, the explanatory power of the model was 60% (F=39.11, p<.001). Conclusion: The results suggest that to improve the job embeddedness, positive psychology-based coaching and counseling programs suitable for individual clinical nurses, organizational management through transparent procedures and objective and systematic distribution are needed. In addition, a position system suitable for the characteristics of a nursing organization is required.

Citations

• Factors Influencing Clinical Nurses’ Perception of Structural and Content Career Plateau
  Ji Hye Kim, Ji Yun Lee
  Journal of Korean Academy of Nursing.2024; 54(4): 534.     CrossRef
• Factors Influencing Job Embeddedness in Emergency Room Nurses: Focus on Positive Psychological Capital, Gratitude, and Anger Expression
  Sa Rang Joo, Mi-Jung Kang
  Journal of Korean Academy of psychiatric and Mental Health Nursing.2024; 33(4): 383.     CrossRef
• The impact of perceived organizational justice on young nurses’ job performance: a chain mediating role of organizational climate and job embeddedness
  Jiamei Song, Xindi Shi, Xiaojia Zheng, Guangli Lu, Chaoran Chen
  BMC Nursing.2024;[Epub]     CrossRef

PURPOSE
This study was conducted to investigate perception, satisfaction and needs for continuing education for nurses in Korea.
METHODS
Participants were selected 1,106 using disproportional stratified sampling for the 110,601 members of the 10 affiliated organizations of the Korean Nurses Association and 873 nurses participated in the online survey. Data were collected from February 2 to 27, 2015, and analyzed using the SPSS/WIN 24.0 program. Descriptive statistics, independent t-test, One-way ANOVA, and Scheffé test were conducted.
RESULTS
The perception of continuing education averaged 0.69 on a scale of 1, satisfaction with continuing education was 3.66 out of 5, and need for continuing education was 4.33 out of 6. Perception, satisfaction and needs for continuing education showed significant differences depending on age, marriage, education, work department, type of work and clinical career, while perception and satisfaction differed more among type of institution and the affiliated groups.
CONCLUSION
For the development of continuing education for nurses, it is necessary to establish an integrated information system for nurse continuing education and to develop various education programs for career development.

Citations

• A Study on the Need for Continuing Professional Ethics Education for Optometrists
  Se-Eun Ju, Ji-Hee Jang, Hyun-Sung Leem, Mi-A Jung
  The Korean Journal of Vision Science.2024; 26(3): 177.     CrossRef

PURPOSE
This study was done to establish a clinical ladder system for nurses in a small and medium-sized hospital in Korea.
METHODS
The study was carried from July, 2016 to May, 2018. Data collection was done in a general hospital with 250 beds located in Gyeonggi Province. The clinical ladder system was developed and operated according to the value system of small and medium-sized hospital. Focus group interviews and a satisfaction survey were conducted for evaluation. Collected quantitative data were analyzed using the SPSS/WIN 22.0 program and qualitative data underwent content analysis.
RESULTS
The clinical ladder system is a 5-step ladder that includes 3 domains, 5 nursing competencies and 25 nursing behavioral indicators related to core values of the hospital. The operating system were promotion review system, education system and support/reward system. After conducting a pilot clinical ladder system, satisfaction of nurses was 2.86, out of a possible 4. Nurses who participated in the clinical ladder system experienced improvement in motivation, job performance, self-esteem, professionalism, recognition and were able to develop a goal in their minds.
CONCLUSION
The results indicate that the clinical ladder system can be used as a strategy for professional development for nurses in small and medium-sized hospitals.

Citations

• Training Priority for Managerial Competence of Nurse Managers in Small and Medium-Sized Hospitals: Focusing on the Management Level
  MunHee Jun, Wonjung Noh
  SAGE Open Nursing.2023;[Epub]     CrossRef
• Nurses' perceptions of career ladder systems, job satisfaction and turnover intention: A cross‐sectional study
  Young Seon Ahn, Jeong Sil Choi
  Nursing Open.2023; 10(1): 195.     CrossRef

PURPOSE
This study was a correlational research to examine the relationship between career plateau, career planning, social support and turnover intention experienced by nurses in the clinical nursing field.
METHODS
Participants were 237 nurses working in general hospitals with 100~300 beds located in G Metropolitan City. Data were collected from September 26 to October 6, 2016, and analyzed using the SPSS/WIN 22.0 program. Descriptive statistics, independent t-test, univariate ANOVA, Scheffé test, correlation analysis, and hierarchical multiple regression analysis were conducted.
RESULTS
Participants' turnover intention was positively correlated with career plateau (r=.38, p < .001), structural career plateau (r=.31, p < .001) and content plateau (r=.35, p < .001), but negatively correlated with social support (r=−.38, p < .001), supervisor support (r=−.36, p < .001), peer support (r=−.32, p < .001), and career planning (r=−.15, p=.043). Factors associated with participants' turnover intention were supervisor support (β=−.22, p=.006), structural career plateau (β=.19, p=.012), and content career plateau (β=.14, p=.047).
CONCLUSION
Results suggest that structural career plateau, content career plateau, and supervisor support are related to nurses' turnover intention. To lower nurses' turnover intention, alternative ways must be developed to improve the structure of nursing organizations to address career plateau and establish an organizational culture that can be supported by supervisors.

Citations

• Factors influencing career plateau in nurses: a protocol for systematic review and meta-analysis
  Xincen Liu, Shuang Hu, Qian Zhang, Xiaochen Yan, Xiaoyu Du, Jiajia Liu, Ruixue Hui, Wendi Guo, Jia Chen, Wenjun Chen
  BMJ Open.2025; 15(6): e089401.     CrossRef
• Effect of Work-Family Conflict on Turnover Intention among Married Female Nurses: The Mediating Effect of Nursing Work Environment
  Min Gyeong Jeong, So Young Choi
  Journal of Korean Academy of Nursing Administration.2024; 30(5): 451.     CrossRef
• Factors Influencing Clinical Nurses’ Perception of Structural and Content Career Plateau
  Ji Hye Kim, Ji Yun Lee
  Journal of Korean Academy of Nursing.2024; 54(4): 534.     CrossRef
• The Effect of Psychological Anxiety Caused by COVID-19 on Job Self-Esteem and Job Satisfaction of Airline Flight Attendants
  Yelin Shin, Jinyoung Olivia Choi, Sunghyup Sean Hyun
  International Journal of Environmental Research and Public Health.2022; 19(7): 4043.     CrossRef
• Effects of Career Management and Organizational Justice on Job Rotation Attitude among Hospital Nurses
  Eunkyung Kim, Taewha Lee
  Journal of Korean Academy of Nursing Administration.2021; 27(5): 390.     CrossRef
• Career adaptability and job outcomes: a moderated mediation model of proactivity and job content plateau in educational sector
  Harleen Kaur, Rajpreet Kaur
  Higher Education, Skills and Work-Based Learning.2021; 11(4): 929.     CrossRef
• A qualitative study on the experiences and attributions for resigned nurses with career plateau
  Hongmei Zhu, Chunjuan Xu, Hua Jiang, Mingzi Li
  International Journal of Nursing Sciences.2021; 8(3): 325.     CrossRef
• Prevalence and associated factors of the career plateau of primary care providers in Heilongjiang, China: a cross-sectional study
  Di Liu, Xu Yang, Qinglin Li, Lei Shi, Qiaoran Tang
  BMC Family Practice.2021;[Epub]     CrossRef
• Why Do They Stay? Intention to Stay among Registered Nurses in Nursing Homes
  Ji Yeon Lee, Juh Hyun Shin
  International Journal of Environmental Research and Public Health.2020; 17(22): 8485.     CrossRef

PURPOSE
The purpose of this study was to identify clusters of nursing competency, and investigate the influence of reflective thinking, team learning climate, and learning organization building according to nursing competency clusters.
METHODS
Participants were 244 clinical nurses who worked in 4 general hospitals in Gwangju Metropolitan City. Data were collected by self-report questionnaires during June and July, 2011. Nursing competency, levels of reflection hierarchy, team learning climate, and learning organization building were measured. Data were analyzed using frequencies, means, t-test, one-way ANOVA, Pearson correlation coefficients, and K-means cluster analysis with SPSS/WIN 20.0 version.
RESULTS
Nursing competency correlated positively with intensive reflection, reflection, team learning climate, and learning organization building (p<.001). There were three clusters of nursing competency in a clinical ladder, which were derived from cluster analysis, grouped as high, middle, and low competency. Intensive reflection, reflection, team learning climate, and learning organization building showed significant differences according to grouping of nursing competency.
CONCLUSION
The results indicate that developing intensive reflection, reflection, team learning climate, and learning organization building would be useful strategies for enhancement of nursing competency.

Citations

• Reflection-related Research in Korean Nursing: A Literature Review
  Mikyoung Lee, Keum-Seong Jang
  Journal of Korean Academy of Nursing Administration.2019; 25(2): 83.     CrossRef
• Validity and Reliability of the Self-Reflection and Insight Scale for Korean Nursing Students
  Mi Ok Song, Heeyoung Kim
  Journal of Korean Academy of Fundamentals of Nursing.2018; 25(1): 11.     CrossRef
• Strengthening of Advanced Beginner's Nursing Competence through Concept Mapping: Focus Groups
  Ae Ri Jang, Keum Seong Jang
  Korean Journal of Occupational Health Nursing.2015; 24(1): 1.     CrossRef

PURPOSE
The purpose of this study was to examine the effectiveness of Action Research (AR) approach in nursing.
METHODS
Participants were 64 perioperative nurses recruited from C hospital in Gwangju, Korea. The nurses were engaged in the project through 2 cycles of planning, acting, observing, and reflecting. A mixed-methods design was used to examine changes in participants and their knowledge management practice. Quantitative data were analyzed using SPSS 20.0 program and qualitative reflection data underwent content analysis.
RESULTS
During the project, participants developed standardized pre-operative checklists and opened an Internet Cafe to better manage their perioperative nursing information. At the end of the project, there was a significant increase in nurses' knowledge management (p=.015) and the rate of surgical material prescription errors decreased from 8.0% to 2.9%. Core AR project team members' teamwork skills and organizational commitment increased significantly (p=.040, p=.301, respectively). The main themes that emerged from the qualitative data were learning how to solve problems in practice, facilitating team activities through motivation, barriers of large participation, and rewarded efforts and inflated expectations.
CONCLUSION
The AR project contributed to empowering participants to solve local problems. AR is a useful methodology to promote changes in practices and research participants.

Citations

• Exploring Nursing Research Culture in Clinical Practice: Qualitative Ethnographic Study
  Hyeyoung Hwang, Jennie C De Gagne, Leeho Yoo, Miji Lee, Hye Kyung Jo, Ju-eun Kim
  Asian/Pacific Island Nursing Journal.2024; 8: e50703.     CrossRef
• Nursing Students’ Experience of Action Learning in Clinical Practice of Nursing Management
  Yong Sook EO, Hae Ok KIM
  JOURNAL OF FISHRIES AND MARINE SCIENCES EDUCATION.2021; 33(5): 1114.     CrossRef
• Establishing a Clinical Ladder System for Nurses in a Small and Medium-sized Hospital
  Heeyoung Kim, Younghee Han, Okkyung Kim
  Journal of Korean Academy of Nursing Administration.2018; 24(5): 466.     CrossRef
• Action Research in Hospital Settings: A Literature Review of International Nursing Journals
  Jeong Eun Moon, Mi-Ok Song, Hee Young Kim, Hyun Young Park, Eun A Kim, Yun Min Kim, Keum Seong Jang
  Journal of Korean Academy of Nursing Administration.2016; 22(1): 46.     CrossRef

PURPOSE
This study was a methodological research conducted to develop a clinical ladder system for operating nurses.
METHODS
Participants were 20 OR nurses, working in C Hospital, who had a mean tenure of 6 years and 10 months. Data collection consisted of 4 focus group interviews during May and June 2009. The content analysis method of Kim and Lee (1986) was used to analyze the data. Two clinical expert groups consisting of 16 nurses verified the content validity of the preliminary system from September 16 to 26, 2009 using Kim's tool (1999).
RESULTS
The final clinical ladder system consisted of goals, core values, and 4 domains of practice related to core values, which were defined as professional value, perioperative nursing practice, education/research, and collaboration/leadership. Eleven nursing competencies and 44 behavior indicators were included in accordance with the 4-step ladder. The 4 operation systems for the clinical ladder system were the promotion system, continuous learning system, reward system, and support system.
CONCLUSION
The results indicate that nursing managers need to pay more attention to developing a clinical ladder system for nurses.

Citations

• Experience of Nurses Promoted to Clinical Nurse III through the Career Ladder System
  Bo Kyung Kim, Yeon Hee Kim, Jeong Hye Kim
  Journal of Korean Association for Qualitative Research.2024; 9(3): 227.     CrossRef
• Factors Affecting Radiation Protective Behaviors in Perioperative Nurses Applying the Theory of Planned Behavior: Path Analysis
  Se Young Jang, Hee Sun Kim, Seok Hee Jeong, Young Man Kim
  Journal of Korean Academy of Nursing.2023; 53(2): 222.     CrossRef
• Establishing a Clinical Ladder System for Nurses in a Small and Medium-sized Hospital
  Heeyoung Kim, Younghee Han, Okkyung Kim
  Journal of Korean Academy of Nursing Administration.2018; 24(5): 466.     CrossRef
• Development and validation of a nursing professionalism evaluation model in a career ladder system
  Yeon Hee Kim, Young Sun Jung, Ja Min, Eun Young Song, Jung Hui Ok, Changwon Lim, Kyunghee Kim, Ji-Su Kim, Etsuro Ito
  PLOS ONE.2017; 12(10): e0186310.     CrossRef
• Effect of Career Development and Career Plateau on Career Satisfaction of Nurses
  Yo Na Kim
  Journal of Korean Public Health Nursing.2016; 30(1): 83.     CrossRef
• Organizational Socialization and Intention to Leave in Operating Room Nurses Working at Secondary General University Hospitals
  Su Jung Yoon, Hye-Ja Park
  Journal of Korean Academy of Nursing Administration.2015; 21(1): 88.     CrossRef