Purpose This study aimed to identify the mediating effects of positive psychological capital on the relationship between occupational stress and organizational commitment in physician assistant nurses. Methods The participants were 152 physician assistant nurses recruited from two university hospitals. Data was collected through a survey. The SPSS/WIN program (version 25.0) was used for the data analysis. Data was analyzed using descriptive stastics, t-test, ANOVA, Pearson’s correlation analysis, and hierarchical regression. Results There was a significant negative correlation organizational commitment and occupational stress (r=-.57, p<.001), and a positive correlation with positive psychological capital (r=.47, p<.001). There was a negative correlation (r=-.32, p<.001) between occupational stress and positive psychological capital. In addition, positive psychological capital had a partial mediating effect on the relationship between occupational stress and organizational commitment (β=.32, p<.001). Conclusion Positive psychological capital serves as a partial mediator in the relationship between occupational stress and organizational commitment among physician assistant nurses. The results of this study can be used reduce occupational stress and improve organizational commitment by improving the positive psychological capital of physician-assistant nurses.
Purpose The purpose of this study was to examine the influential factors on retention intention among nurses in small-medium sized hospitals. Methods This study was conducted with 185 nurses of 6 small-medium sized general hospitals located in B metropolitan city. Data were collected from July 10 to July 19, 2022 using on-line self-report questionnaires. A descriptive analysis and hierarchical multiple regression were used for data analysis utilizing IBM SPSS Statistics for Windows version 25.0. Results The variables influencing the retention intention of the subjects were perceived value of work (β=.36, p<.001), nurse manager ability, leadership, and support of nurses (β=.22, p=.024), positive psychological capital (β=.15, p=.042), and subjective health status (β=.14, p=.035), and the total explanatory power (R2 ) of these variables was 38.0% (F=12.24, p<.001). Conclusion Based on the results, in order to increase the retention intention for nurses in small and medium-sized hospitals, it is necessary to create an environment and culture as well as educational strategies for fostering a sense of work value and positive psychological capital. In addition, proactive organizational efforts are required to strengthen nurses’ subjective health and nurse managers’ supporting capabilities and leadership in small-medium sized hospitals.
Purpose This study aimed to develop a strength coaching program and verify its effects on positive psychological capital, coaching leadership, and organizational commitment for front-line nurse managers.
Methods: The participants were first-line nursing managers working in two general hospitals, and a total of 25 participants comprised the experimental (n=12) and control (n=13) groups. The strength coaching program was implemented for 6 weeks from November 13 to December 18, 2017, and the intervention group received the strength coaching program for 2 h, once a week. Data were collected pre, post, and after (4 weeks later), and analyzed by repeated measures analysis of variance using the SAS 9.4 program.
Results: The strength coaching program was developed as a process of understanding, reflecting, and utilizing the concepts and characteristics of positive psychology and strengths, and applied to nursing managers, but it did not affect their positive psychological capital, coaching leadership, and organizational commitment.
Conclusion: The results of this study were not significant, but the study is meaningful in that the strength coaching program was developed and applied to front-line nursing managers, and various methodological aspects to be considered in future studies were presented.
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The Influence of Positive Psychological Capital, Perceived Value of Work, and Nurse Practice Environment on Retention Intention in Small-Medium Sized Hospital Nurses Su Hye Kwon, Miseon Bang, Young Kyoung Kim Journal of Korean Academy of Nursing Administration.2024; 30(3): 189. CrossRef
Purpose The purpose of this study was to identify the factors influencing of job stress and positive psychological capital on turnover intention among novice nurses.
Methods: A descriptive correlational study design was used. Participants were 161 novice nurses with less than 12 months of work at one of two university hospitals in D city. Collected data were analyzed using descriptive statistics, t-test, ANOVA, Scheffé test, Pearson’s correlation, and multiple regression analysis with the SPSS statistics 23.0 program.
Results: Factors Influencing turnover intention were satisfaction with salary (β=.18, t=2.47, p=.015), length of work (β=.20, t=2.91, p=.004), satisfaction with relationships with (β=.17, t=2.52, p=.013), job stress (β=.18, t=2.52, p=.012) and positive psychological capital (β=-.27, t=-3.90, p<.001). These variables accounted for 25.0% of novice nurses’ turnover intention.
Conclusion: To prevent novice nurse turnover and a stable workforce management, it is necessary, in considering work periods, to develop an appropriate compensation system, apply programs to improve interpersonal relations, develop and provide programs to reduce job stress and improve positive psychological capital.
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PURPOSE This study was done to identify the relationship between transformational leadership by head nurses and positive psychological capital, psychological well-being, stress and somatization of staff nurses. METHOD Participants in this study were 300 staff nurses in general hospitals located in G and B cities. Data were collected using self-administered questionnaires and analyzed using SPSS Win 18.0 program. RESULT The major findings were as follows; 1) There were positive influences of transformational leadership on positive psychological capital, psychological well-being, and a negative effect on stress. 2) Positive psychological capital had a positive influence on psychological well-being, and negative effects on stress and somatization. 3) In the analysis of the mediating role of the positive psychological capital, transformational leadership was shown to indirectly affect psychological well-being and stress through positive psychological capital. CONCLUSIONS These findings suggest that transformational leadership has important influences on employees' psychological well-being and stress via employees' positive psychological capital. To enhance psychological well-being and reduce stress for nurses, it is important to develop not only the leadership of head nurses but also the positive psychological capital of staff nurses.
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