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.

Purpose
To validate the Korean version of the Attitudes towards Men in Nursing Questionnaire (K-AMnQ) using a sample of Korean nurses.
Methods
To measure the perceptions of male nurses, this study translated and adapted the AMnQ developed in India to the Korean context and collected data from 319 nurses. Item analysis, exploratory factor analysis, and confirmatory factor analysis were conducted on the collected data to verify convergent validity and discriminant validity, and the Korean version of the male nurse recognition scale was finalized with three factors and nine questions.
Results
The analysis showed that the scale had both validity and reliability.
Conclusion
This tool can be used to improve attitudes and interventions among male nurses.

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 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.

Purpose
This study aimed to confirm the mediating effects of transition shock on the relationships among grit, social support, and retention intention of new graduate nurses.
Methods
A total of 174 new graduate nurses were recruited from a university hospital and a general hospital. The data were collected between November and December 2022 and analyzed using descriptive statistics, independent t-test, one-way analysis of variance, Scheffé test, Pearson’s correlation coefficient, Baron and Kenny’s three-step regression analysis, and the PROCESS Macro Model 4.
Results
Nurses’ retention intention was positively correlated with grit (r=.56, p<.001) and social support (r=.48, p<.001) and negatively correlated with transition shock (r=-.56, p<.001). The mediating analysis revealed that transition shock mediated the relationship between grit and retention intention as well as between social support and retention intention.
Conclusion
Based on the findings, an intervention program should be developed to reduce transition shock in new graduate nurses to increase their intention of retention.

Purpose
This study aimed to predict and test a hypothetical model for the Intent of Return to Nursing Practice(IRNP) among inactive Korean nurses and to identify the interrelationships and influences of factors affecting IRNP.
Methods
The conceptual model was developed by integrating Ajzen’s Theory of Planned Behavior and Herzberg’s Two-Factor Theory. Data were collected from 224 Korean nurses who experienced a career disruption of more than one year through online or offline surveys. Data were analyzed using SPSS 20.0 and AMOS 22.0.
Results
The average nursing care length was seven years. The primary reason for leaving practice was rotating shifts, while the main barrier to reemployment was exhaustion. Among the variables, Career Commitment (β=.59, p<.001), Nursing Work Environment (β=.37, p<.001), and Attitude (β=.32, p<.001) had significant total effects on IRNP. Career Nursing Commitment, Subjective Norm, and Attitude showed direct effects, while the Nursing Work Environment had the second-largest total effect on IRNP, acting indirect by mediating Career Commitment.
Conclusion
The findings highlight the need for collaborative efforts among nurses, family, colleagues, hospitals, professional associations, and nursing policymakers to prevent the permanent loss of skilled nursing professionals.

Purpose
This study aimed to examine the moderating effect of calling on the relationship between post-traumatic stress and turnover intention among nurses caring for COVID-19 patients.
Methods
Data were collected from 151 nurses caring for COVID-19 patients at three university hospitals located in D City. Participants completed selfreported online surveys on post-traumatic stress (IES-R-K), calling (CVQ-R), and turnover intention. Descriptive statistics, t-tests, one-way ANOVA, Scheffé test, Pearson's correlation coefficients, and hierarchical multiple regression were performed using SPSS 25.0.
Results
The mean scores of post-traumatic stress, calling, and turnover intention were 0.83±0.70, 1.51±0.71, and 2.89±1.10, respectively. Post-traumatic stress had positive correlations with calling (r=.20, p=.011) and turnover intention (r=.29, p=.001), whereas calling had a negative correlation with calling and turnover intention (r=-.17, p=.029). Calling had a moderating effect in the relationship between post-traumatic stress and turnover intention (β=-.16, p=.032).
Conclusion
Calling has a moderating effect on the relationship between post-traumatic stress and turnover intention. Therefore, developing and implementing a program is necessary to strengthen nurses' perceptions of calling to prevent nurses with post-traumatic stress from leaving their jobs.

Purpose
The study aims to confirm the mediating effect of nursing professional pride in the relationship between nursing practice environment, nursing performance, and retention intention.
Methods
A descriptive cross-sectional survey was conducted from December 13 to 31, 2021, involving 127 nurses. The following statistical analysis was conducted: t-test, ANOVA, Scheffé test, Pearson's correlation coefficient analysis, and Hayes Process Macro Model 4 (to test the mediating effect).
Results
Nursing practice environment showed a significant positive correlation with nursing performance, retention intention, and nursing professional pride. Nursing practice performance showed a positive correlation with retention intention and nursing professional pride, and retention intention showed a significant positive correlation with nursing professional pride. The mediating effect of nursing professional pride was found in the effect of nurses' nursing practice environment on their retention intention. In addition, the mediating effect of nursing professional pride was found in the effect of nurses' nursing practice performance on their retention intention.
Conclusion
Through this study, it was confirmed that nursing professional pride is a major A factor affecting retention intention in the hospital. Therefore, in order to increase nurses' retention intention to remain in Hospital, the basis of basic data was presented for strategy development.

Purpose
This study aimed to explore the relationship between grit and work engagement among millennial and Generation Z (MZ generation) nurses, as well as the moderating effect of work friendships on this relationship.
Methods
The study included 191 MZ generation nurses with over six months of experience, surveyed via a self-administered questionnaire at four general hospitals in Daejeon and Seoul from December 2020 to February 2021. Descriptive statistics, t-tests, one-way analysis of variance, Pearson’s correlation analysis, and hierarchical multiple regression were used to analyze the collected data. The PROCESS macro program with bootstrapping was employed to evaluate the significance of mediating effects.
Results
Work friendships partially mediated the association between grit and work engagement, with an explanatory power of 29.9%. The significance of the indirect mediating effect using bootstrapping analysis indicated an effect size of 0.33, a lower limit confidence interval of 0.17, and an upper limit confidence interval of 0.52, which was significant as it did not include Zero.
Conclusion
Developing a program to improve grit is necessary to increase the work engagement of MZ generation nurses, and establishing and implementing a program to improve work friendships, along with education for individual nurses, is crucial.

Citations

• Effects of Empowerment and Job Satisfaction on Nursing Performance of Clinical Nurses
  Ji-Yeon Choi, Eun-Kyung Kim, Se Young Kim
  Journal of Korean Academy of Nursing Administration.2014; 20(4): 426.     CrossRef
• The Effect of Empowerment on Nursing Performance, Job Satisfaction, Organizational Commitment, and Turnover Intention in Hospital Nurses
  Eun Hee Oh, Bok Yae Chung
  Journal of Korean Academy of Nursing Administration.2011; 17(4): 391.     CrossRef
• Relationship between Critical Thinking Disposition, Clinical Decision Making and Job Satisfaction of Cancer Center Nurses
  Sam Chul Jung, Dukyoo Jung
  Journal of Korean Academy of Nursing Administration.2011; 17(4): 443.     CrossRef

Purpose
This study aimed to identify the effects of clinical nurses' ethical climate and ethical nursing competence on moral distress.
Methods
The participants were clinical nurses who provided direct nursing care; nurses with more than one year of work experience in general hospitals were targeted. The data were collected between January 3 and 19, 2024, and analyzed using t-test, analysis of variance, Games-Howell test, Pearson correlation coefficient, and multiple regression.
Results
Moral distress was significantly and negatively correlated with ethical climate and ethical nursing competence. Factors affecting the moral distress of clinical nurses included having a position of charge nurse or higher, total clinical experience of more than 20 years, turnover intention from current job due to ethical issues, hospital sub factors of the ethical climate, and ethical behavior sub factors of ethical nursing competence, showing 27.0% explanatory power.
Conclusion
Establishing a positive ethical climate and improving ethical nursing competence providing opportunities for nurses to raise and solve ethical issues will contribute to resolving nurses' ethical conflicts and reducing moral distress.

Purpose
This study examined the impact of professional Quality of life (QoL) on turnover intention among general hospital nurses using linear and nonlinear analytical techniques.
Methods
Data were collected from 159 general hospital nurses and analyzed using SPSS, t-test, ANOVA, Pearson's correlation coefficients, multiple linear regression, and nonlinear machine learning models (Bootstrap Forest and Boosted Tree).
Results
Significant correlations were observed between turnover intention and both compassion satisfaction (r=-.26, p<.001) and burnout (r=.27, p=.001). Compassion satisfaction, burnout, and compassion fatigue were identified as the key variables influencing turnover intention. The explanatory power of multiple linear regression analysis was 6.9%, whereas the nonlinear machine learning models demonstrated an explanatory power of 50.5% for Bootstrap Forest and 45.1% for Boosted Tree.
Conclusion
Continuous investment in human resource management, within nursing organizations, is essential to promote the long-term retention of general hospital nurses. This investment should focus on enhancing compassion satisfaction and reducing burnout and compassion fatigue by fostering a sense of vocation and positive job satisfaction.

Purpose
This study aimed to evaluate the performance of a clinical ladder system in a tertiary hospital by examining how nurses' clinical competence and perceptions of the system affect organizational commitment.
Methods
The study involved 394 nurses working at a tertiary hospital. Data were collected from May 3 to July 10, 2023, using a self-reported questionnaire. Statistical analyses, including descriptive statistics, independent t-tests, one-way ANOVA, Kruskal-Wallis test, Scheffé post-hoc test, Pearson correlation, and hierarchical regression analysis, were performed using SPSS 27.0.
Results
Nurses who applied for promotion to the CN III level and current CN III nurses reported higher clinical competence, perceptions of the clinical ladder system, and organizational commitment than those who did not and those at lower levels (p<.001). A positive correlation existed among all independent variables. Controlling for general characteristics, the effects of clinical competence and perceptions of the clinical ladder system explained 49% of organizational commitment variance (Adjusted R 2 =.49, F=33.43, p<.001).
Conclusion
Greater clinical competence and positive perceptions of the clinical ladder system are likely to enhance organizational commitment, emphasizing its effectiveness in fostering better organizational outcomes.

Purpose
This study analyzed and evaluated qualitative studies of nurses' experiences with cardiopulmonary resuscitation (CPR) to understand their awareness and develop effective strategies.
Methods
This study used an integrated literature review method developed by Whittemore and Knafl (2005). The scope of the literature search was broad and encompassed qualitative research exploring the experiences of nurses involved in CPR in hospitals. This search was conducted on March 27, 2023. For domestic literature, databases such as KOREAMed, KMBASE, and RISS were used, while foreign literature was sourced from PubMed, EMBASE, CINAHL, and COCHRANE databases.
Results
After careful analysis, nine relevant literature pieces were selected, leading to the derivation of four key themes: “Perception of CPR,” “Positive Experiences during CPR,” “Barriers Impacting CPR Execution,” and “Strategies for Enhancing CPR Effectiveness.” Conclusion: To positively reinforce the CPR experiences of nurses, it is necessary to establish educational programs and debriefings that reflect situations for effective coping with sufficient consideration of the medical environment of individual hospitals. Future research should consider comparative analyses of nurses' CPR experiences based on cultural factors and their respective working departments to identify areas for improvement.

Purpose
This study aimed to analyze how professional nursing intuition is acquired and develop a corresponding theory.
Methods
This qualitative study used the grounded theory method proposed by Strauss and Corbin (1998).
Results
Through axial coding, conflict was identified as the causal condition directly leading to the establishment of ‘me’ as a professional nurse, the central phenomenon. Personal competence, educational needs, and work environment were revealed as the contextual conditions. Social recognition, autonomy, and professionalism were the mediating conditions. The actions and interactions were divided into indifference-realistic and compromise-selfdirected. Dissatisfaction-mechanical, ambivalence -technical, and self-actualization-qualitative and independent nursing were derived. Through selective coding, the core category was derived as ‘becoming a nurse is desirable for myself and others.’ Conclusion: To meet the contemporary need for nurses with professional intuition. It was confirmed that nurses must demonstrate self-will and make continuous efforts to establish ‘me’ as professional nurses. To motivate nurses to acquire professional intuition, measures for social and institutional improvement should be developed to enhance the nursing education curriculum, work environment, autonomy, and professionalism.

Purpose
This study aimed to explore customer perspectives of nursing services in tertiary hospitals.
Methods
The data comprised mobile Voice Of Customer (VOC) data related to “nursing” or “nurses” generated from June 25, 2019, to December 31, 2022, in a tertiary hospital. A total of 44,727 VOC data points were collected, of which 4,040 were selected for the final analysis. Text network analysis and topic modeling were conducted using NetMiner 4.5.1.
Results
Topic modeling identified five topics for positive aspects and four topics for areas requiring improvement. The positive aspects were: 1) sincere nursing care; 2) rapid response from professional medical staff; 3) teamwork for delivering customer-centric services; 4) provision and coordination of system-based healthcare services; and 5) customer-focused responsiveness. The areas requiring improvement were: 1) demand for skilled nursing care tailored to customer expectations; 2) demand for enhanced communication and reduced mechanical responses; 3) demand for appropriate handling of diverse situations; and 4) demand for overall improvements to the healthcare system, including reservation systems.
Conclusion
These results may be used to enhance customer and patient experiences in tertiary hospitals and are necessary for utilization from a hospital management perspective.

Purpose
This study aimed to develop a colleague solidarity scale for nurses and to verify its validity and reliability.
Methods
Initial items were extracted through an extensive literature review and in-depth interviews with twelve clinical nurses. These items were subjected to content validity testing by ten experts and face validity testing by five nurses. Subsequently, the final tool was developed using a validity and reliability test comprising 53 preliminary items. Survey data were collected from 548 hospital nurses.
Results
In the exploratory factor analysis, four factors and 33 items were selected, yielding a total cumulative variance ratio of 66.7%. Through the confirmatory factor analysis, the final tool consisting of 4 factors and 31 items was developed. The factors were as follows: “mutually beneficial community,” “nurse identity.” “rigid organizational experience,” and “supportive interaction.” These factors were verified through convergent and discriminant validity testing. The internal consistency reliability was acceptable (Cronbach’s ⍺= .94).
Conclusion
This tool can serve as the basis for developing programs and strategies to strengthen solidarity among nurses by identifying the current level of colleague solidarity among hospital nurses and enhancing their understanding of it.

Purpose
This study aims to find ways to reduce the reality shock of newly graduated nurses by exploring the relationship between nursing practice readiness, social support from clinical nurse educators, and reality shock.
Methods
From August 24 to September 13, 2023, data were collected from 134 newly graduated nurses with less than 12 months of clinical experience, who were trained by clinical nurse educators at one general hospital and two tertiary hospitals in I City and G Province. The data were analyzed using descriptive statistics, independent t-test, one-way analysis of variance, Pearson’s correlation coefficient, and hierarchical multiple regression with the SPSS/WIN 28.0 program.
Results
Reality shock was negatively correlated with nursing practice readiness (r=-.50, p<.001) and social support (r=-.19, p=.03), while nursing practice readiness was positively correlated with social support (r=.37, p<.001). Nursing practice readiness was identified as a significant predictor of reality shock in newly graduated nurses (β=-.46, p<.001), accounting for 31% of the variance in reality shock (F=18.82, p<.001).
Conclusion
To alleviate the reality shock of newly graduated nurses, it is important to improve their practice readiness and ensure systematic, continuous education for clinical nurse educators.

Purpose
This study aims to identify the moderating effect of nursing organizational culture on the relationship between resilience and clinical competence among new graduate nurses.
Methods
A survey was conducted from March 14 to July 14, 2023, targeting 210 new nurses with 3 to 12 months of experience, working in three general hospitals in Seoul and Gyeonggi-do. Data from 193 respondents were analyzed using descriptive statistics, correlation, and hierarchical regression.
Results
The resilience of new graduate nurses was moderate and their clinical competence was rated as good. They perceived a strong hierarchy-oriented culture, followed by a relationship-oriented culture, an innovation-oriented culture, and lastly, a task-oriented culture. Clinical competence was higher with greater resilience (β=.40, p<.001) and stronger perception of hierarchy-oriented culture (β=.16, p=.013). The interaction between resilience and innovation-oriented culture (β=.22, p=.012) was statistically significant, indicating that the effect of resilience on clinical competence was significantly higher when the innovation-oriented culture was strongly perceived.
Conclusion
To improve the clinical competence of new graduate nurses, it is essential to enhance their personal resilience and, at an organizational level, to strengthen the positive aspects of hierarchy-oriented and innovation-oriented cultures.

Citations

• Resilience and Social Support Protect Nurses from Anxiety and Depressive Symptoms: Evidence from a Cross-Sectional Study in the Post-COVID-19 Era
  Aglaia Katsiroumpa, Ioannis Moisoglou, Ioanna V. Papathanasiou, Maria Malliarou, Pavlos Sarafis, Parisis Gallos, Olympia Konstantakopoulou, Fotios Rizos, Petros Galanis
  Healthcare.2025; 13(6): 582.     CrossRef

Purpose
This correlation study was designed to understand clinical nurses' political interest, nursing professionalism, and intention to participate in politics, as well as the impact of political interest and nursing professionalism on intention to political participation.
Method
A total of 187 clinical nurses from a general hospital in Seoul were considered for this study. The collected data were analyzed using SPSS/WIN 24.0, which included descriptive statistics, t-tests, analysis of variance (ANOVA), multiple regression analysis, and Scheffé’s test.
Results
Political interest (β=.46, p<.001), nursing professionalism (β=.17, p=.007), manager or higher (β=.19, p=.018), and age under 24 years of age (β=.14, p=.038) were all statistically significant predictors of political participation. The explanatory power of these factors was 35.6% (R 2 =.39, Adj. R 2 =.36).
Conclusion
This study revealed the relationship between nursing professionalism and intention to participate in politics, which has not been previously investigated in clinical nurses. This study is significant as it suggests the necessity and direction of future nursing professionalism education programs.

Purpose
This descriptive correlation study sought to evaluate the mediating effect of nursing work environment on the relationship between work-family conflict and turnover intention among married female nurses.
Methods
This study enrolled 149 married female nurses employed at a university hospital in G. province J City. For data analysis, the SPSS/WIN 25.0 program and SPSS PROCESS Macro version 4.2 was used.
Results
The mean score of work-family conflict among married female nurses was 2.99±72 out of 5 points, nursing work environment was 2.50±39 out of 4 points, and turnover intention was 3.96±69 out of 5 points. Turnover intention was positively correlated with work-family conflict (r=.34, p<.001), and negatively correlated with nursing work environment (r=-.34, p<.001). The nursing work environment had a parial mediating effect (β=.32, p<.001) on the relationship between work-family conflict and turnover intention.
Conclusion
Work-family conflict and turnover intention among married female nurses influenced each other, with the nursing work environment having a partial mediating effect. This study can serve as basis for addressing work-family conflict, improving the nursing work environment and reducing turnover among married female nurses.

Citations

• The mediating effects of nurses’ professional values on the relationship between work environment and organizational commitment among long-term care hospital nurses
  Won Hee Jun
  BMC Nursing.2025;[Epub]     CrossRef

Purpose
This study identified the influence of self-leadership, managers’ authentic leadership, and nurses’ organizational culture relationships on hospital nurses‘organizational silence.
Methods
An explanatory sequential mixed-method study was conducted. For the quantitative portion, 138 nurses from seven hospitals participated. For the qualitative portion, ten nurses with high organizational silence scores were interviewed. Quantitative data were analyzed with SPSS/WIN 26.0. Qualitative data were analyzed by content analysis using NVivo 12.0.
Results
Quantitative results indicated that self-expectations and a relation-oriented culture explained 14.0% of the variance in acquiescent silence. The combined effect of rehearsal, constructive thought, and relational transparency associated with managers’ authentic leadership on prosocial silence was 15.0%. Qualitative results revealed eight primary themes related to organizational silence: 1) being unable to voice my opinion because I feel insignificant, 2) things that middle managers cannot say, 3) earnest managers, 4) receptive managers, 5) indifferent managers, 6) feeling of camaraderie, 7) selective silence based on performance, and 8) mandatory following of directives.
Conclusion
Programs to improve managers’ leadership skills and reduce hospital nurses’ organizational silence should be implemented consistently. Hospitals should strive to foster a positive and equitable organizational culture.

Purpose
This study aimed to explore the influence of teamwork and grit on job adaptation and intention to remain among advanced beginner nurses.
Methods
A cross-sectional descriptive research design employing a survey method was used. The study involved 203 advanced beginner nurses with 13~36 months of experience working at a tertiary hospital. Collected data were analyzed using descriptive statistics, independent t-tests, one-way ANOVA, Pearson's correlation coefficients, and hierarchical regression analysis.
Results
Job adaptation positively correlated with teamwork (r=.58, p<.001) and grit (r=.65, p<.001). Intention to remain was also positively correlated with teamwork (r=.32, p<.001) and grit (r=.59, p<.001). A hierarchical multiple regression model including control variables, teamwork, and grit accounted for 64% of the factors influencing job adaptation. Another hierarchical multiple regression model, incorporating control variables, teamwork, and grit, explained 44% of the factors influencing the intention to remain. Among the related factors, grit emerged as the most influential in regarding job adaption and intention to remain.
Conclusion
These findings underscore the importance of establishing a support system to bolster grit, enhancing adaptation to the job and fostering intention to remain among advanced beginner nurses.

Purpose
This study investigated the mediating effects of patient safety management activities on the relationship between nurse-nurse collaboration, nurse-physician collaboration, and nursing performance of clinical nurses.
Methods
Online survey was performed from February 18 to February 28, 2023 using structured questionnaires. The participants were 212 clinical nurses working in tertiary general hospitals in South Korea. The participants completed self-reporting questionnaires, that measured nurse-nurse collaboration, nurse-physician collaboration, nursing performance, and patient safety management activities. Data were analyzed using SPSS 29.0 program, for multiple regression and a simple mediation model, applying the PROCESS macro with a 95% bias-corrected bootstrap confidence interval.
Results
Nurses' patient safety management activities had a mediating effect on the relationship between nurse-nurse collaboration and nursing performance (B=0.24, Boot 95% CI=0.16∼0.34). In addition, patient safety management activities showed a mediating effect on the relationship between nurse-physician collaboration and nursing performance (B=0.10, Boot 95% CI=0.07∼0.15).
Conclusion
The levels of nurse-nurse collaboration, nurse-physician collaboration, and patient safety management activities must be considered when developing strategies to improve nurses’ performance in nursing practice settings.

Citations

• Nurses’s Experience with Department Transfer Following Sudden Ward Closure after a Collective Resignation of Residents
  Yeon Hee Kim, Jeong Min Jo, Hye Mi Kim, Gyu Ri An, Na Yeon Lee, Hee Suk Ha
  Journal of Korean Association for Qualitative Research.2025; 10(1): 14.     CrossRef

Purpose
This study examines the current status of a second-degree Bachelor of Science in Nursing (BSN) program in South Korea, identifies its advantages and limitations, and provides future directions for improving the program.
Methods
A mixed-methods, sequential explanatory design was employed. A cross-sectional survey (n=28 faculty members, 122 enrolled students, 20 graduates) was conducted, followed by focus group interviews (n=six faculty members, 13 enrolled students, six graduates).
Results
Among the 28 nursing colleges, 19 had a second-degree BSN program enrollment capacity of less than 10% of their total student capacity, whereas six colleges had a capacity ranging from 20% to 30%. The advantages of the program included producing nurses with diverse backgrounds, demonstrating a strong aspiration for the nursing profession, diligent attitude, and mature interpersonal skills among the second-degree BSN students. The limitations included inadequate support and resources for program operations, difficulties in ensuring the quality of classes and clinical practice, and limited opportunities for interaction with other students.
Conclusion
This study highlights the importance of establishing clear policies and guidelines for such programs and developing standardized curricula to ensure high-quality nursing education while accommodating an increasing number of students.

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
Patient handovers are critical for patient safety. Studies have shown that nurses are often interrupted during handovers, and standardized guidelines are lacking. This study aimed to develop and evaluate the effectiveness of a new handover method for emergency nurses.
Methods
This quasi-experimental study implemented a new handover method from August 1, 2022, at the emergency department of a university hospital. Pre- (34 responses) and post-(16 responses, six months later) surveys and post-interviews (six participants) were conducted. In the pre-survey, data were collected regarding handover-related characteristics, cause of handover error, handover perception and handover error experience. Data regarding handover perception and handover error experience were obtained again at the post-survey. Wilcoxon’s signed rank test was used to compare handover perception and handover error experience. The interview results were analyzed using inductive content analysis.
Results
There were no significant differences in information quality or interaction and support, but the new handover method was more efficient, and handover errors decreased. Four themes were identified from interview responses.
Conclusion
By providing a quiet place and allowing emergency nurses to independently review patient records during handovers, we expect to maintain nursing continuity, increase efficiency, and ultimately ensure patient safety and nurses’ job satisfaction.

Purpose
Nursing care activities for patient safety are important to prevent accidents. This study aimed to examine the association between nurses’ perception of patient safety culture, willingness to report near misses, critical thinking disposition, and nursing care activities for patient safety.
Methods
In this cross-sectional study, data were obtained from online surveys conducted with 201 ward nurses. An independent t-test, one-way ANOVA, Pearson’s correlation coefficient test, and multiple linear regression analysis were performed using IBM SPSS/WIN 21.0.
Results
Perceptions of patient safety culture, willingness to report near misses, critical thinking disposition, and nursing activities for patient safety were all correlated with each other. According to the regression model, significant factors influencing nursing care activities for patient safety were medical ward (β=-.28, p=.010), critical thinking disposition (β=.27, p<.001), willingness to report near misses (β=.19, p=.004), perceptions of patient safety culture (β=.19, p=.007), and work experience (β=-.18, p=.016).
Conclusion
Improving nurses’ perceptions of patient safety culture, promoting the reporting of near misses, and strengthening nurses' critical thinking dispositions can foster patient-safety nursing care activities. Additionally, a tailored patient safety education program that considers nursing work experience may be appropriate for patient-safety nursing care activities.

Purpose
This study aimed to identify changes in the regional distribution of nurses from 2011 to 2020 and to measure the degree of geographic inequality in the distribution of nurses.
Methods
National statistics from 2011 to 2020 were used to analyze the distribution of practicing nurses and nursing graduates by region. The degree of geographic inequality in these distributions was measured using the Gini coefficient.
Results
Between 2011 and 2020, the number of nursing graduates increased significantly in the non-capital regions and medically underserved areas. However, non-capital regions observed a smaller increase in the number of practicing nurses than in the number of nursing graduates produced, while capital regions experienced a larger increase in the number of practicing nurses than in the number of nursing graduates produced. Furthermore, the degree of geographic inequality in the distribution of practicing nurses worsened between 2011 and 2020.
Conclusion
Effective policies to prevent the outflow of rural nurses are necessary to mitigate geographical inequality in the distribution of nurses.

Purpose
This study aimed to determine the impact of work environment, missed nursing care, and non-nursing tasks on the job stress of hospital nurses.
Methods
A descriptive, cross-sectional survey of 164 nurses working in three hospitals was conducted. Data were collected using structured questionnaires and analyzed using descriptive statistics, t-test, one-way analysis of variance, Pearson’s correlation coefficient, and multiple regression analysis using SPSS/WIN 26.0.
Results
Hospital Nurses' job stress was negatively correlated with the work environment (r=-.37, p<.001). Job stress had a statistically significant positive correlation with non-nursing tasks (r=.34, p<.001); however, it had no significant correlation with missed nursing care (r=.05, p=.552). Regression model analysis revealed that the variables associated with job stress were non-nursing tasks (β=.29, p<.001) and the foundation for quality nursing care (β=-.25, p=.034), which are subdomains of the work environment. In contrast, missed nursing care was not determined to be a significant factor.
Conclusion
To effectively manage nurses' job stress, nurse managers should provide higher quality care by reducing the number of non-nursing tasks and creating a positive work environment, especially by providing adequate nursing workforce and material support.

Citations

• Comparison of Factors Affecting Delirium Nursing Stress between Nurses in Comprehensive Nursing Care Service Wards and General Wards
  Sumin Gwon, Gaeun Kim
  Journal of Korean Academy of Nursing Administration.2024; 30(5): 517.     CrossRef

Purpose
This study aimed to identify factors influencing nursing professionalism among outpatient nurses.
Methods
Data were collected through a self-evaluation survey of 157 nurses from general and tertiary hospitals in Seoul and Gyeonggi-do, Korea. Data were analyzed using independent t-tests, one-way ANOVA, Importance-Performance Analysis, Pearson correlation coefficients, and multiple regression analysis.
Results
The mean scores were as follows: importance, 3.29 out of 5; performance, 2.50 out of 4; role conflict, 3.23 out of 5; and nursing professionalism, 3.23 out of 5. There were statistically significant positive correlations between the importance (r=.32, p<.001) and performance (r=.38, p<.001) of nursing activities and professionalism. There were statistically significant negative correlations between role conflict and nursing professionalism (r=-.20, p=.014). Stepwise multiple regression analysis showed that the importance of nursing activities, performance of nursing activities, role conflict, working department, and sex explained 33.0% of outpatient nurses’ professionalism (F=8.66, p<.001).
Conclusion
The findings indicate educational system about important and highly accomplished tasks would be useful to improve nursing professionalism of outpatient nurses. Furthermore, reducing role conflicts by clearly distinguishing tasks is necessary to increase nursing professionalism.

Citations

• Impact of Nursing Professionalism, Ethical Sensitivity, and the Clinical Learning Environment on Nursing Students' Intention to Report Near Misses and Adverse Events
  Sookhee Yoon, Ha-Young Park
  Journal of Korean Academy of Fundamentals of Nursing.2025; 32(2): 209.     CrossRef