Purpose This study aimed to understand the relationships between depression, post-traumatic stress, job demands, and social and organizational support among nurses working at general hospitals during the COVID-19 pandemic and to identify the factors influencing depression. Methods Data were collected from 240 nurses using a self-reported questionnaire between April 28 and May 7, 2023. Data were analyzed using descriptive statistics, an independent t-test, one-way ANOVA, Scheffé’s test, Pearson's correlation coefficient, and multiple regression. Results The mean scores for depression and post-traumatic stress were 15.49 and 17.90, respectively. Approximately 43% nurses experienced depression. Depression was positively related to job demands and post-traumatic stress and negatively related to social and organizational support. Multiple regression showed that post-traumatic stress (β=.33, p<.001), social support (β=-.30, p<.001), and job demands (β=.21, p<.001) explained 26.4% of the variance for nurses’ depression. Conclusion These findings indicate that efforts are needed to mitigate depression and post traumatic stress among nurses, even after the COVID-19 pandemic. Programs that can enhance social support and reduce post-traumatic stress and job demands are needed to prevent and decrease depression. In particular, hospitals and the government must prepare for national disasters, such as new infectious diseases, to reduce job demands.
Purpose To identify the mediating effect of the communication competence on the relationship between emotional intelligence and nursing managerial competence among experienced nurses. Methods A total of 186 nurses with more than 10 years of experience working in six general hospitals participated. Data were collected using a selfreported questionnaire and analyzed using SPSS Statistics ver. 23.0 and SPSS Process Macro for descriptive statistics, independent t-test, one-way analysis of variance (ANOVA), Scheffé test, Pearson’s correlation coefficient, multiple regression analysis, and bootstrapping method. Results Nursing managerial competence was significantly associated with emotional intelligence (r=.32, p<.001) and communication competence (r=.42, p<.001). Additionally, communication competence had a complete mediating effect on the relationship between emotional intelligence and nursing managerial competence (indirect effect=0.45, boot SE=0.11, 95% boot CI=[0.25, 0.67]). Conclusion Strategies for enhancing the experienced nurses’ nursing managerial competence should be considered to improve communication competence as well as emotional intelligence and develop nursing managerial competency-related education programs by career stages. In particular, the nursing management competency-related education should focus on improving human resource management and planning competences.
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Factors influencing delirium nursing competency among nurses in integrated nursing care wards in South Korea: a cross-sectional study Jeeyoung Yeon, Gisoo Shin Journal of Korean Biological Nursing Science.2025; 27(2): 256. CrossRef
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Factors Influencing Depression Among Nurses in General Hospitals During the COVID-19 Pandemic: Focus on Job Demands, Post-traumatic Stress, and Social and Organizational Support Si Hyun Baek, Jeong-Hee Kim Journal of Korean Academy of Nursing Administration.2024; 30(3): 306. CrossRef
Purpose The purpose of this study was to examine the effects of hospital-based violence-prevention and coping program on nurses' violence experience and responses, self-efficacy, and organizational commitment.
Methods A non-equivalent control group with pre-post-test design was used. Participants were assigned to the experimental (n=27) or a control group (n=26) in 2 general hospitals of one city. For the experimental group, the hospital-based violence-prevention and coping programs were provided once a week for 50-60 minutes across 6 weeks (6 sessions), whereas the control group was the waiting group.
Results There were significant differences in self efficacy and organizational commitment at the measured time periods. These results suggest that the effects of the program were persistent until the 4 weeks follow-up. In addition, level of emotional violence responses significantly decreased in the experimental group after 4 weeks in the period following the intervention program.
Conclusion The hospital-based violence prevention and coping program developed can be an effective strategy for preventing and reducing emotional violence responses and improving self efficacy and organizational commitment. Therefore, it is recommended that the program be actively used with clinical nurses to prevent violence and to increase effective coping.
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Educational programs and interventions for health care staff to prevent and manage aggressive behaviors in acute hospitals: a systematic review Kathryn Kynoch, Xian-Liang Liu, C.J. Cabilan, Mary-Anne Ramis JBI Evidence Synthesis.2024; 22(4): 560. CrossRef
Clinical nurses’ experiences of workplace verbal violence: a phenomenological study Min Soo Woo, Hyoung Suk Kim, Jeung-Im Kim Korean Journal of Women Health Nursing.2022; 28(2): 154. CrossRef
The influence of experienced violence and the clinical learning environment on vocational identity in nursing students Mira Lee, Hee Ok Park, Insook Lee The Journal of Korean Academic Society of Nursing Education.2021; 27(3): 321. CrossRef
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