Purpose To examine the characteristics, core variables, and their correlations in articles published in the Journal of Korean Academy of Nursing Administration (JKANA) from 2012-2021 and suggest future directions for nursing management research. Methods A total of 506 articles were analyzed according to study design, participants and setting, statistical methods, keywords, and core concepts and variables. Results Quantitative research accounted for 73.5%, and most participants were staff nurses (66.8%) and nursing students (9.1%). Furthermore, 318 studies (62.8%) conducted surveys, and settings were mainly acute hospitals(81.5%) and nursing schools (9.7%). Statistical methods for data analysis included independent t-test (81.2%), one-way ANOVA (77.2%), Pearson correlation coefficients (77.2%), post-hoc testing (74.3%), and linear regression(65.9%). Among 2,058 keywords, the most frequent were “nurses” (49.2%), “job satisfaction” (10.7%), and “personnel turnover” (9.1%). The most frequently core concepts were job satisfaction (10.5%), turnover intention(9.5%), organizational commitment (8.5%), and job stress (7.5%). The most frequently variables with significant correlations were turnover intention, work environment, job satisfaction, job stress, burnout, and emotional labor. Conclusion Most JKANA studies examined nursing-related outcomes and performance. Future research should examine the effects of nursing practice and policy on patient outcomes.
Purpose This study aimed to identify the occupational performance and development needs, and specifically the priority needs, of general hospital nurses according to their career levels so as to help create an effective nursing management competency development program.
Methods: This is a cross-sectional study conducted with 203 nurses working at three advanced general hospitals in G metropolitan city and C province. The participants completed a questionnaire about behavioral indicators which measured their nursing management performance and development needs. Their career levels were divided into four. Data were analyzed using t-test, ANOVA, Borich need, and the Locus for Focus model.
Results: The mean levels of nursing management performance and competency development needs were 2.78±0.75 and 4.07±0.58, respectively. There was a significant difference in nursing management performance and development needs according to career level (F=6.18, p<.001, F=12.35, p<.001). Priority need analysis showed that level 1, level 2, level 3, level 4 nurses had higher demands for self-development and adaptation to new changes/organization/nursing work performance and information management role/creativity development, respectively.
Conclusion: The findings provide a basis for training systems that differentiate between contents and degrees of nursing management competency based on career level to develop nursing human resources.
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