Purpose The purpose of this study was to investigate the influence of emotional intelligence, and professional self-concept on compassion competence in psychiatric nurses.
Methods: Participants were 180 psychiatric nurses working on psychiatric wards in university hospitals and psychiatry specialized hospitals. Data analysis was performed using stepwise multiple regression with SPSS/Win 24.0.
Results: Compassion competence significantly differed by age (F=3.31, p=.021), marital status (F=4.12,p=.017), educational background (F=5.46, p=.005), clinical career (F=6.26, p=.002), type of duty (t=-3.01, p=.003), salary (F=3.48, p=.033), current position (F=4.66, p=.011), qualification (t=-2.23, p=.023), compassion education experience (t=3.32, p=.001) and workplace (t=-2.46, p=.015). The compassion competence of psychiatric nurses was positively correlated with professional self-concept (r=.57, p<.001) and emotional intelligence (r=.63, p<.001). The significant predictors of compassion competence were self-emotion appraisal (β=.30, p<.001), professional practice (β=.21, p=.007), use of emotion (β=.19, p=.020), clinical career (β=.18, p=.003), workplace (β=.15, p=.010), communication (β=.12, p=.034) and compassion education experience (β=.11, p=.044). The explanatory power of these factors was 48% of the variance.
Conclusion: In order to enhance the compassion competence of psychiatric nurses, it is important to improve emotional intelligence and strengthen professional self-concept. Political efforts of organizations supporting compassionate nursing practice are also necessary.
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PURPOSE The study was undertaken to investigate influence of nurses' work environment, organizational commitment, and nursing professionalism on turnover intention of nurses working in long term care hospitals. METHODS The study was cross-sectional study. Participants were 199 nurses working in one of 7 long term care hospitals. Data were collected from May 1 to June 30, 2016 and analysed using two stage hierarchial regression analysis with SPSS 22.0. RESULTS There was a statistically significant difference in turnover intention according to age (F=6.23, p < .001), present work career (t=−2.11, p=.036), frequency of night duty (t=−3.53, p=.001), and present position (t=−4.07, p < .001). The significant predictors of turnover intention were attachment (β=−0.29, p=.005), nursing professionalism (β=−.21, p=.030), identification (β=−.21, p=.014), continuance (β=−.19, p=.008), collegial nurse-physician relations (β=−.16, p=.039), and originality of nursing (β=.16, p=.014). These factors explained 50.4% of the variance. CONCLUSION The results suggest that several points need to be considered in order to reduce turnover intention in long term care hospital nurses. These points include building work environments to improve collegial nurse-physician relations, promoting recognition of nurses' organizational commitment, nursing professionalism and the political efforts of organizations supporting nursing originality.
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