PURPOSE
This study was designed to assess the types of nursing organizational culture, and degree of self-leadership and burnout as perceived by perioperative nurses, and to identify correlations between these variables.
METHODS
Participants were 155 nurses from 3 tertiary hospitals in Seoul and data were analyzed using descriptive statistics, ANOVA, Scheffé, and Pearson correlation coefficient.
RESULTS
In the types of nursing organizational culture, the mean score for hierarchy-oriented culture was 3.57, and for self-leadership, 3.61 and for burnout, 2.87. In the relationship between the types of nursing organizational culture, self-leadership and burnout, relation-oriented culture (r=.24, p<.01), innovation-oriented culture (r=.23, p<.01) and task-oriented culture (r=.22, p<.01) had a slight positive correlation with self-leadership in that order. The innovation-oriented culture (r=-.29, p<.01) and relation-oriented culture (r=-.42, p<.01) among the types of nursing organizational culture showed a negative correlation with burnout while the hierarchy-oriented culture (r=.28, p<.01) showed a positive correlation with burnout. Self-leadership showed a negative correlation with burnout (r=-.42, p<.01).
CONCLUSION
The results show that nurses in operating rooms have a high awareness of hierarchy-oriented culture that affects burnout in a negative way while having a low awareness of relation-oriented culture that has a positive influence on burnout.

Citations

• Transforming nursing work environments: the impact of organizational culture on work-related stress among nurses: a systematic review
  Evans Kasmai Kiptulon, Mohammed Elmadani, Godfrey Mbaabu Limungi, Klara Simon, Lívia Tóth, Eva Horvath, Anna Szőllősi, Dahabo Adi Galgalo, Orsolya Maté, Adrienn Ujváriné Siket
  BMC Health Services Research.2024;[Epub]     CrossRef
• Importance-Performance Analysis of Patient-Safety Nursing in the Operating Room: A Cross-Sectional Study
  Jieun Shin, Nam-Yi Kim
  Risk Management and Healthcare Policy.2024; Volume 17: 715.     CrossRef
• Correlation Between the Infection Control Organizational Culture, Infection Control Fatigue, and Burnout
  Si-Yoon Oh, In-Soo Lee
  Fire Science and Engineering.2023; 37(5): 71.     CrossRef
• Nurse Managers' Perceived Self-leadership Levels
  Holly Ma
  JONA: The Journal of Nursing Administration.2023; 53(12): 634.     CrossRef
• Moderating Effect of Nursing Organizational Culture on the Relationship between Verbal Violence and Burnout in Operating Room Nurses
  Sojeong Lim, Sujin Shin
  Korean Journal of Adult Nursing.2022; 34(2): 196.     CrossRef
• A predictive model of the perceptions of patient-centered care among nurses in long-term care hospitals: A cross-sectional study
  Myonghwa Park, Hyun Jeong, Thi-Thanh-Tinh Giap
  Geriatric Nursing.2021; 42(3): 687.     CrossRef

PURPOSE
This study was designed to assess the degree of psychological well-being, perceived health status, and health promoting behavior of clinical nurses, and to identify correlations between variables.
METHODS
Participants were 194 nurses working at S hospital, Seoul and data were analyzed using descriptive statistics, ANOVA, Duncan's test, Pearson correlation coefficient, and multiple regressions.
RESULTS
Mean scores were 3.45 (5 point scale) for psychological well-being, 2.82(4 point scale) for perceived health status, and 2.30(4 point scale) for health promoting behavior. Psychological well-being correlated positively with perceived health status (r=.34, p<.001). Perceived health status showed a positive correlation with health promoting behavior (r=.30, p<.001). There was a positive correlation between psychological well-being and health promoting behavior (r=.52, p<.001). Personal growth(t=2.85, p=.005), purpose in life (t=2.30, p=.023) among subscales of psychological well-being, and perceived health status (t=2.13, p=.034) had a significant influence on health promoting behavior. These combinations explained 32.1% of health promoting behavior (F=12.58, p<.001).
CONCLUSION
The results of this study suggest strategies to improve health promoting behavior by enhancing psychological well-being of nurses. Furthermore, a study to identify the effects of developed and applied psychological well-being promotion program should be conducted.

Citations

• Effect of ethnicity, country of origin and workplace on health behaviors and health perception among nurses: Cross‐sectional study
  Ilya Kagan, Arnona Ziv, Carmit Rubin, Havi Murad, Liora Valinsky, Oren Asman, Nili Tabak, Rachel Wilf Miron
  Journal of Nursing Scholarship.2022; 54(5): 535.     CrossRef
• Mediating Effects of Happiness between Gratitude Disposition and Psychological Well-being among Clinical Nurses
  Ji-Ah Song, Hyejin Yang
  Journal of Korean Academy of Fundamentals of Nursing.2022; 29(2): 227.     CrossRef
• The influence of social support and health promotion behaviors on nursing work performance among nurses
  Eunbi Choi, Kyung Hee Yoo
  The Journal of Korean Academic Society of Nursing Education.2021; 27(3): 333.     CrossRef
• A Study on Dental Hygiene and Career Maturity of Students Based on Alderfer’s ERG Theory
  Yang-Keum Han, An-Na Yeo
  Journal of Dental Hygiene Science.2021; 21(2): 86.     CrossRef
• Influence of caregiver burden on well‐being of family member caregivers of older adults
  Recep OR, Asiye Kartal
  Psychogeriatrics.2019; 19(5): 482.     CrossRef
• To Role Model or Not? Nurses’ Challenges in Promoting a Healthy Lifestyle
  Rebecca Keele
  Workplace Health & Safety.2019; 67(12): 584.     CrossRef
• Influence of Knowledge and Attitude of Cancer on Cancer Prevention Health Promoting Behavior in General Hospital Nurses
  SooHyeon Kim, Eun Young Park
  Asian Oncology Nursing.2018; 18(3): 163.     CrossRef
• Validation Study of the Korean Self Rated Abilities for Health Practices: Health Self-Efficacy Measure (K-SRAHP)
  Jungeun Lee, Hyun-gi Hong, Jisun Park
  Stress.2018; 26(3): 140.     CrossRef
• Associations Among Nursing Work Environment and Health‐Promoting Behaviors of Nurses and Nursing Performance Quality: A Multilevel Modeling Approach
  Hyeonmi Cho, Kihye Han
  Journal of Nursing Scholarship.2018; 50(4): 403.     CrossRef
• The Effect of Work-Family Conflict, Fatigue and Perceived Health on the Health Promoting Behavior of Married Working Women a Rural Population
  HyeaKyung Lee, EunHee Shin
  Korean Journal of Stress Research.2016; 24(3): 167.     CrossRef
• The Effects of Nursing Work Environment and Job Stress on Health Problems of Hospital Nurses
  Young Eun Bang, Bohyun Park
  Korean Journal of Occupational Health Nursing.2016; 25(3): 227.     CrossRef
• The Mediating Effect of Emotional Intelligence on the Relationship between Emotional Labor and Psychological Well-being of Clinical Nurses
  Su-Mi Kang, Sun Hyoung Bae
  Journal of muscle and joint health.2015; 22(3): 185.     CrossRef
• Relationships among Gratitude, Depression, and Psychological Well-being in Clinical Nurses
  Won-Hee Jun, Eun-Seon Lee, Kee-Lyong Lee
  Journal of Korean Academy of Psychiatric and Mental Health Nursing.2015; 24(2): 136.     CrossRef
• Factors Affecting Nurse's Health Promoting Behavior: Focusing on Self-efficacy and Emotional Labor
  Eunyoung Hong
  Korean Journal of Occupational Health Nursing.2014; 23(3): 154.     CrossRef

PURPOSE
The purpose of this study was to explore the use of outcome indicators and perception of outcome evaluation of oncology advanced practice nurses (APNs).
METHOD
A total of 111 oncology APNs from hospitals which have over 400 beds were surveyed. The participants' use of outcome indicators and perception of outcome evaluation were collected using a questionnaire including 84 outcome indicators for APNs developed by Sung et al. and 13 items on APNs' contribution to the hospitals developed by Kleinpell (2005). Data were analyzed using descriptive statistics, t-test, and chi2 test.
RESULT
Twelve items out of 84 outcome indicators were used over 50% of the time and 57 items could be used in the future by the participants. Seven of the 10 top-ranking outcome indicators in use were education related and were also expected to be used frequently in the future. The score for participants' perception of outcome evaluation was average-high, 3.82 out of 5.
CONCLUSIONS
The results of the study show that the main outcome indicator for oncology APNs is education related, and thus the use of education related outcome indicators is recommended to make oncology APNs' activities be more visible.

Citations

• Safe Handling of Cytotoxic Drugs and Use of Personal Protective Equipment among Nurses at a Regional Cancer Center
  Seon Mi Kim, Seon Ok Hong, Hye Sook Chung, Jeong Yun Park
  Asian Oncology Nursing.2018; 18(4): 206.     CrossRef
• Job Performance by Advanced Practice Nurses in Korea
  Mijung Kim, Yeong Kyeong Kim, Sujin Shin
  Korean Journal of Adult Nursing.2014; 26(6): 630.     CrossRef
• Satisfaction with Korean Oncology Advanced Practice Nurses' Role: A Study of Patients, Physicians, and Nurses
  Soo Hyun Kim, Yun Hee Ham, Jeong Hye Kim, Hye Kyung Kim, Ok Hee Hwang, Min Young Kim, Insook Lee, Jiyeon Lee, Sun-Hee Kim, Ji Hyun Sung, Young Sook Tae
  Asian Oncology Nursing.2014; 14(1): 41.     CrossRef
• Clinical Reasoning Ability of Oncology Nurses
  Eun Young Park
  Asian Oncology Nursing.2014; 14(4): 265.     CrossRef
• The Job Experience of Oncology Nurse Specialists
  Young Sook Tae, Suhye Kwon, Young Sook Lee
  Asian Oncology Nursing.2014; 14(4): 236.     CrossRef

PURPOSE
The purpose of this study was to identify the influence of clinical nurse specialists' emotional intelligence on their organizational commitment and turnover intention.
METHODS
A descriptive study with second data analysis was conducted with permission. The original data was from the policy research on the status of clinical nurses with extended role hosted by the Hospital Nurses Association in 2007.
RESULTS
The mean score of emotional intelligence, organizational commitment, turnover intention were 58.66 (+/-6.63), 46.71 (+/-3.54), 12.87 (+/-3.98) respectively. Emotional intelligence had 40% positive influence on organizational commitment (F=50.58, p<.01, adj.R2=.16) and 24% negative influence on turnover intention (F=16.68, p<.01, adj.R2=.06).
CONCLUSION
The results recommend to develop a program that enhances clinical nurse specialists' emotional intelligence. The program could be utilized as an institutional retention strategy to increase clinical nurse specialists' organizational commitment and decrease their turnover intention.

Citations

• ÖRGÜTSEL VATANDAŞLIK DAVRANIŞIN YORDACILARI OLARAK DUYGUSAL ZEKA VE KİŞİLİK ÖZELLİKLERİ: HEMŞİRELER ÜZERİNDE KESİTSEL BİR ÇALIŞMA
  Havva KAÇAN, İsmail KARAKULLE, Eray AYDIN
  Uluslararası İktisadi ve İdari İncelemeler Dergisi.2023; (39): 170.     CrossRef
• Emotional Intelligence and Career Outcomes: Evidence from Lebanese Banks
  Sherine Al Ahmad, Ahmed Seleim, Nick Bontis, Nehale Mostapha
  Knowledge and Process Management.2017; 24(3): 161.     CrossRef
• A Comparison of Empowerment, Job Satisfaction, Organizational Commitment between Advanced Practice Nurses and Registered Nurses of Hospitals
  Im-Jin Jung, Yun-Mi Kim
  The Journal of the Korea Contents Association.2016; 16(3): 354.     CrossRef
• Structural Relationships among Job Embeddedness, Emotional Intelligence, Social Support and Turnover Intention of Nurses
  So-Jung Lee, Hye-Jong Woo
  Journal of Korean Academy of Nursing Administration.2015; 21(1): 32.     CrossRef
• Development and Testing of a Nurse Turnover Intention Scale (NTIS)
  Eun Ja Yeun, Heejeong Kim
  Journal of Korean Academy of Nursing.2013; 43(2): 256.     CrossRef
• Factors Influencing Turnover Intention in Emergency Department Nurses
  Soo Yeon Cho, Mi Hae Sung
  Journal of Korean Academy of Fundamentals of Nursing.2012; 19(4): 503.     CrossRef