Purpose This study aimed to examine the influence of nursing organizational culture, nursing workplace spirituality, and nurses’ perceived health status on quality of nursing work life according to nursing clinical ladder at a tertiary hospital. Methods Participants were nurses working at a tertiary hospital in D city, and a total of 352 participants were recruited according to four stages of clinical experience: novice stage (below 1 year), advanced beginner stage (2~3 years), competent stage (4~6 years), and proficiency stage (above 7 years). Data were collected from February 7-February 16, and analyzed using descriptive statistics, one-way ANOVA, Scheffe test, and Multiple regression. Results There was statistically significant correlation between innovation-oriented nursing organizational culture, nursing workplace spirituality, nurses’ perceived health status and quality of nursing work life. In all clinical ladder stages, nursing work spirituality and nurses’ perceived health status were factors influencing the quality of nursing work life; innovation-oriented nursing organizational culture was an influencing factor in the novice, advanced beginner, and competent stage, but not the proficient stage. Conclusion To improve the quality of nursing work life, it is necessary to develop and apply practical programs that reflect nurses’ characteristics at each clinical ladder stage.
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Purpose This study aimed to identify the types of role perception of preceptors for new nurses.
Methods: For this study the Q methodology was applied in which 36 Q samples were selected out of 210 Q population extracted from literatures and in-depth clinical interviews with preceptors, new nurses and nursing managers. P samples consisted of 30 nurses having experience as preceptors for new nurses. The Q samples were classified into a normal distribution frame measured with a nine-point scale. Data were analyzed using PQ Method program.
Results: Four types of role perception were identified: (1) cleaning up regarding work, (2) guardians of clinical adaption, (3) on-the job educator, and (4) role model as a nurse. The ‘cleaning up regarding work’ type was most frequently used by the participants.
Conclusion: The results showed that the preceptors felt strong responsibility in helping their preceptees to adapt successfully to a new job. The preception was reflected in four types of role perception. The negative role preception results in a great burden to preceptors. Therefore, it is necessary to establish a support system for preceptors to reduce negative role perception through the connection of preceptees appropriate to the role perception type of preceptors.
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PURPOSE This study was done to identify relationships among post-traumatic stress (PTS), job stress and turnover intention in emergency department (ED) nurses. METHODS Participants were 250 ED nurses who had worked for one month or longer in the ED one of three university hospitals or seven general hospitals in Daegu City or Gyeong Buk Province in Korea. Structured questionnaires were used to measure PTS, job stress, and turnover intention of participants. Data were analyzed using descriptive statistics, one-way ANOVA, path analysis, and stepwise multiple regression with the SPSS program. RESULTS There were significant relationships between PTS, job stress and turnover intention. PTS influenced turnover intention directly and was indirectly mediated by job stress. The experience of traumatic events influenced PTS, job stress, and turnover intention. Indirect experience of traumatic events in the ED was an important predictor, explaining 20.1% of PTS in high-risk post-traumatic participants. CONCLUSION PTS can be an important factor for job stress and turnover intention. The direct and indirect experience of traumatic events can influence PTS, job stress, and turnover intention in ED nurses. Based on these results, strategies for managing PTS and relating job stress are recommended to reduce turnover intention in ED nurses.
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PURPOSE This study was done to identify the experience of health care services by foreign residents in Korea. METHOD Participants were 12 foreigners from China, North America, and Japan. Qualitative data were collected using three focus group interviews and analyzed with qualitative content analysis. RESULTS The participants' experience of health services was categorized as 21 sub-categories, 11 categories and three main categories. The main categories were 'Quality of health care', 'Health care personnel', and 'Health care system and infrastructure'. The main category of 'Quality of health care' included three categories, 'Health care personnel' included another four categories, and 'Health care system and infrastructure' included the remaining four categories. The participants reported positive experiences such as favorable feelings and satisfaction particularly, with the high quality of health care but also negative experiences such as apprehension, distrust, difficulties, and inconvenience in the health care service in Korea. CONCLUSIONS The results of this study can be helpful in the development of strategies to improve health care services for foreigners by providing fundamental information about the foreign residents' experience of health care services in Korea from their perspectives.
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PURPOSE This study was done to explore the relationship in hospital nurses' of communication competence, communication types, and organizational commitment and to provide basic data for developing programs to improve internal communication and to promote nurses' commitment to their organizations. METHODS The participants included 316 nurses who worked in two general hospitals. The tools used for this study were the Global Interpersonal Communication Competence Scale (GICC) and Communication Satisfaction Questionnaire by Downs & Hazen (1981), revised by Seo (2002) and Mowday's tool (1979) for organizational commitment. Data were analyzed using SPSS/PC+12.0. RESULTS The mean score for communication competence was 3.46, and for organizational commitment, 3.19. For communication types, the mean score for formal communication was 3.18 and informal communication, 2.59. Communication competence had a positive relationship with formal communication (r=.32) and with informal communication (r=.16). Organizational commitment had a positive relationship with formal communication (r=.53), communication competence (r=.30), and informal communication (r=.27). CONCLUSION The results indicate the necessity of developing programs to promote nurses' communication competence and also developing a system that will enrich active communication. Systematic and continuous training in communication is also highly recommended.
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