Purpose
This study examined how nurse staffing and parental caregiving burden influence patient experiences in pediatric wards. Methods: The sample included 326 parents of pediatric patients at a tertiary children’s hospital. Nurse staffing was measured using parent-perceived staffing adequacy (4-point scale) and registered nurse hours per patient day (RN HPPD). Parent experiences were evaluated using the Child Hospital Consumer Assessment of Healthcare Providers and Systems (Child HCAHPS), with items rated on 3-, 4-, or 11-point scales and subsequently converted to scores on a 0–100 scale. Parents also reported their caregiving burden experienced during their child’s hospitalization. Results: Among the Child HCAHPS domains, nurse–parent communication received the highest score, while lower scores were reported in child-specific domains, including teen involvement, quietness, and child comfort. Most parents (80.4%) stayed at the hospital either all or nearly all the time, and 63.5% perceived caregiving as burdensome. Commonly reported burdens included economic and work-related challenges, physical and psychological stressors, and responsibilities related to caring for other children. Higher levels of parent-perceived staffing adequacy and greater RN HPPD were significantly associated with better patient experiences. Conclusion: Improving nurse staffing may alleviate parental caregiving burden and improve patient and parent experiences in pediatric wards.

Purpose
This study aimed to examine the relationships among self-leadership, role conflict, practice environment, and patient safety competency, and to identify factors influencing patient safety competency in clinical practice nurses. Methods: A total of 152 clinical practice nurses from four university hospitals participated in this cross-sectional study. Data were collected using a structured questionnaire and analyzed to identify key predictors of patient safety competency. Results: Patient safety competency was positively associated with self-leadership, the practice environment, and the presence of regular educational programs tailored for clinical practice nurses. Self-leadership and the practice environment were identified as significant predictors, explaining 30% of the variance in patient safety competency. Conclusion: The findings underscore the importance of fostering self-leadership and enhancing the practice environment to improve patient safety competency among clinical practice nurses. Tailored education and training programs aimed at strengthening self-leadership skills should be developed. Additionally, organizational efforts to optimize the clinical practice environment are essential to support safe and effective nursing practice.

Purpose
This study investigates the mediating effect of job embeddedness in the relationship between nursing professionalism and turnover intention among clinical nurses. Methods: A nationwide online survey was conducted using a structured questionnaire. Participants included 204 clinical nurses from tertiary hospitals in South Korea. Data on general characteristics, nursing professionalism, job embeddedness, and turnover intention were collected through self-reported questionnaires from March 19 to March 22, 2024. The analysis involved descriptive statistics, independent t-tests, one-way analysis of variance, Scheffé test, Pearson's correlation coefficients, multiple linear regression analysis, and bootstrapping, using SPSS/WIN version 29.0 and the SPSS PROCESS macro 4.2 version programs. Results: The mean score of nursing professionalism was 3.48±0.45 out of 5, job embeddedness was 3.13±0.52 out of 5, and turnover intention was 2.80±1.00 out of 5. Nursing professionalism did not directly impact turnover intention (B=-0.07, p=.649). Job embeddedness acted as a mediating factor in the relationship between nursing professionalism and turnover intention (B=-0.46, p<.05). Conclusion: These findings suggest that increasing job embeddedness can reduce nurses' turnover intention. Therefore, to decrease nurses' turnover intention, it is essential to enhance nursing professionalism while simultaneously promoting job embeddedness.

Purpose
This study aimed to identify the influence of positive psychological capital, role conflict, and authentic leadership on burnout among nurses working in comprehensive nursing care service wards of general hospitals. Methods: A descriptive cross-sectional survey was conducted with 208 nurses from four general hospitals. Data were collected using structured questionnaires between September 26, 2024, and October 18, 2024, and were analyzed using descriptive statistics, independent t-tests, one-way analysis of variance, Pearson’s correlation coefficient, and hierarchical multiple regression analysis. Results: Burnout showed a correlation with role conflict (r=.45, p<.001), positive psychological capital (r=-.62, p<.001) and authentic leadership (r=-.24, p<.001). In the regression analysis, the factors significantly associated with burnout included conflict with patients/guardians (β=.24, p<.001) and conflict regarding nursing practices (β=.22, p<.001), which are subdomains of role conflict. Among the components of positive psychological capital, optimism (β=-.37, p<.001) was identified as a significant protective factor against burnout. However, authentic leadership was not found to be a statistically significant predictor. Conclusion: To effectively manage nurse burnout, it is essential to develop strategic programs that focus on enhancing optimism. Furthermore, establishing clear delegation guidelines between nurses and nursing assistants is recommended.

Purpose
This study aimed to examine the predictors of nurses’ incident reporting by dividing the level of patient safety incident (near miss, no harm, harmful incident) reporting into upper and lower level groups. Methods: Data were collected from 208 nurses working in a hospital from March 29 to April 6, 2022. Logistic regression analysis was used to determine the predictors of nurses’ reporting level. Results: Predictors of the upper level group of near miss reporting were belief in improvement (odds ratio [OR], 2.40; 95% confidence interval [CI], 1.27-4.53), reporting intention (OR, 2.00; 95% CI, 1.15-3.47), patient safety knowledge (OR, 2.16; 95% CI, 1.16-4.01). Predictors of the upper level group no harm incidents reporting were reporting training (OR, 1.38; 95% CI, 1.01-1.90), belief in improvement (OR, 2.00; 95% CI, 1.01-3.95), patient safety knowledge (OR, 2.41; 95% CI, 1.17-4.98). In the case of harmful incident reporting, the predictor was patient safety attitude (OR, 9.32; 95% CI, 2.77-31.38). Conclusion: The reporting level varies depending on the type of patient safety incidents. Managing nurses' individual characteristics, such as their beliefs in improvement, patient safety knowledge, and attitude is a key strategy for enhancing incident reporting level. Nursing managers should be aware that not all harmful incidents are being reported.

Purpose
To evaluate the effectiveness of a Silver Hour End-Of-Life (SHEOL) program in enhancing end-of-life care performance among new nurses. Methods: A nonequivalent control group pre-post test design was adopted. A total of 34 new nurses working at a tertiary general hospital participated in the study. The experimental group (n=17) participated in the SHEOL program, which was delivered through hybrid simulation (180 minutes), while the control group (n=17) received a theoretical lecture on end-of-life care (90 minutes). The intervention and data collection were conducted from August 8 to September 30, 2024. Results: Compared to the control group, the experimental group showed a significant reduction in fear of death (χ2=11.69, p=.003) and significant improvements in attitudes toward end-of-life care (χ2=6.99, p=.030), self-efficacy of end-of-life care (χ2=6.51, p=.039), and performance of end-of-life care (χ2=20.07, p<.001) both immediately and 4 weeks after the intervention. Conclusion: These findings suggest that the SHEOL program can be effectively used to alleviate fear of death, improve attitudes and self-efficacy regarding end-of-life care, and enhance end-of-life care performance among new nurses.

Purpose
This study explored the literature on non-value-added (NVA) activities and non-nursing tasks (NNT). We analyzed domestic and international research trends and examined the types and characteristics of nursing tasks to improve efficiency. Methods: A comprehensive literature search was conducted using RISS, DBpia, PubMed, CINAHL, Medline, and Embase. Relevant studies published up to 2024 were identified using keywords such as “non-value-added activity,” “non-value-added nursing activity,” “non-nursing tasks,” and “nursing.” Results: Analysis of 25 studies revealed that 11 studies focused on NVA activity and 14 on NNT. Direct nursing tasks were classified into eight categories; indirect tasks were classified into seven categories. NVA activities were grouped into five main categories: “personal,” “waste,” “documentation,” “necessary activities,” and “unit-related,” with overlapping subcategories such as “interruption” and “duplicating.” Similarly, NNT were categorized into eight types, including “admission,” “equipment,” and “administrative activities.” Although conceptually distinct, NVA activities and NNT often overlap. Reducing tasks unrelated to essential nursing care significantly improves job satisfaction, patient outcomes, and work efficiency. These findings provide valuable insights for optimizing nursing workflows and enhancing the quality of care. Conclusion: Identifying and reducing NVA activities and NNT enhance nursing efficiency and provide foundational data for improving clinical practice and patient safety.

Purpose
This study aimed to explore the mediating role of self-transcendence in the relationship between job stress and wellness among nurses based on self-transcendence theory. Methods: A descriptive cross-sectional design was adopted, and data were collected via an online survey using Google Forms from July 22 to August 20, 2024. This study analyzed data from 290 nurses working in 10 hospitals. Correlation and multiple regression analyses were conducted, alongside simple mediation analysis with bootstrapping, to evaluate the mediating role of self-transcendence. All statistical analyses were performed using Jamovi software. Results: Positive correlations were identified among job stress, self-transcendence, and wellness in nurses. Regression analyses revealed that self-transcendence was positively associated with wellness (β=.62, p<.001), while job stress had no significant association with wellness. Mediation analysis demonstrated that self-transcendence significantly mediated the relationship between job stress and wellness (β=.22, p<.001). Conclusion: The findings highlight the influence of self-transcendence on the relationship between job stress and wellness among nurses. This underscores the importance of designing interventions to enhance self-transcendence as a strategy to promote wellness among nurses.

Purpose
This study aimed to conduct a systematic review to explore leadership-related variables among nurses in the novice and advanced beginner stages, identify research trends, and analyze effect sizes to provide evidence for developing a nursing leadership program. Methods: A systematic review and meta-analysis were conducted according to PRISMA(Preferred Reporting Items for Systematic Reviews and Meta-Analyses) and NECA (National Evidence based Healthcare Collaborating Agency) guidelines. Literature was searched from February 26 to April 26, 2024 using databases including KISS, KMbase, RISS, KoreaMed, Science ON, CINAHL, CENTRAL, Embase, PubMed, Web of Science, and Korean nursing journals. Meta-analysis was performed using R version 3.6.2. Results: From 589 articles, five studies were selected. Self-leadership was most frequently studied topic (80.0%). Leadership antecedents with k≥2 included preceptor’s clinical teaching behavior (correlation effect size [ESr], 0.34). For leadership outcomes, effect size analyses for cases with k≥2 indicated resilience (ESr, 0.72), nursing performance (ESr, 0.69), and organizational socialization (ESr, 0.31), with resilience demonstrating the largest effect. Conclusion: Preceptor’s clinical teaching behavior, resilience, nursing performance, and organizational socialization were identified as critical factors in leadership of the nurses at novice and advanced beginner stage. Enhancing leadership requires preceptor support, which can improve resilience and help early-career nurses overcome challenges. Therefore, strategies for leadership development must include specific measures to ensure preceptor support.

Purpose
The purpose of this study is to provide academic basic data by quantitatively integrating variables related to information literacy competence of Korean nursing students. Methods: This study is a meta-analysis study to systematically review the research on information literacy competence of Korean nursing students and related variables to identify the effectiveness of each variable group. The selection criteria for the analysis subjects were determined using the PICOS framework in accordance with the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) systematic review reporting guidelines. Theses and journal articles published from September 1, 2024, to September 30, 2024, were searched. Results: The effect sizes of the sub-variables of each variable group showed that the personal thinking competence group showed the largest effect size in the order of problem-solving ability (Fisher’s Z=.90) and critical thinking ability (Fisher’s Z=.57); the professional competence group showed evidence-based practice (Fisher’s Z=.84), clinical performance (Fisher’s Z=.65), learning engagement (Fisher’s Z=.51), communication ability (Fisher’s Z=.49), and academic achievement (Fisher’s Z=.45); and the professional competence group showed privacy awareness (Fisher’s Z=.51), professionalism (Fisher’s Z=.42), and ethical awareness (Fisher’s Z=.41). Conclusion: Based on the results of this study, it is necessary to develop a program to strengthen the information literacy competence of nursing students. Furthermore, there is a need to develop curricula and teaching-learning strategies to enhance information utilization capabilities, along with sustained attention to practice-based educational models tailored to AI and digital environments.

Purpose
This study compares burnout, accountability, nursing competency, and quality of nursing services among nurses through the nursing care models and work experience. Methods: A cross-sectional study was conducted on 129 nurses working for more than six consecutive months in a tertiary hospital in South Korea. Data were collected in August 2023 using the Shirom-Melamed Burnout Questionnaire, Specht and Ramler Accountability Index, Nurse Competence Scale, and Good Nurse Care Scale. Differences between nursing care models were analyzed using an independent t-test. Results: Nurses in the team nursing method demonstrated lower levels of burnout and higher levels of accountability, nursing competency, and quality of nursing services than those in the functional nursing method. All differences were statistically significant, except for accountability. Novice and advanced beginner nurses showed statistically significant differences in burnout; competent and proficient nurses showed statistically significant differences in accountability, nursing competency, and quality of nursing services, excluding burnout; and expert nurses showed no statistically significant differences in nursing performance by nursing care model. Conclusion: The team nursing method showed better results in addressing nurses’ burnout, accountability, nursing competency, and quality of nursing services. The team nursing methods meet the needs of nurses seeking the total care of patients.

Purpose
This study investigated the effect of new nurses' metacognition on their retention intention and the dual mediating effect of job satisfaction and organizational commitment in the relationship between those two variables. Methods: Participants included 154 new nurses with 12 months or less of clinical experience working in general hospitals in Seoul. Using a structured questionnaire, data were collected from September 30 to October 29, 2024 and analyzed using IBM SPSS version 29.0 and the Process Macro 4.2 program. Results: Metacognition had a positive effect on job satisfaction (B=0.60, p<.001). Job satisfaction had significant positive effects on organizational commitment (B=0.84, p<.001) and retention intention (B=1.31, p<.001), while organizational commitment had a significant positive effect on retention intention (B=0.65, p=.016). The sequential mediating effect of job satisfaction and organizational commitment was confirmed within the relationship between metacognition and retention intention in new nurses (effect=0.33, 95% confidence interval: 0.03-0.71). Conclusion: The results of this study suggest the presence of a causal structure in which higher metacognition is associated with greater job satisfaction in new nurses; this leads them to commit to the organization, eventually increasing their retention intention.

Purpose
The study was to develop a Clinical Nurses' Job Crafting Scale (CN-JCS) and examines its validity and reliability. Methods: Data were collected from 423 clinical nurses working in general hospitals. The CN-JCS was developed according to DeVellis’s step sclae development guidelines. The CN-JCS was assessed for content validity, construct validity, item convergence/discrimination, convergent validity, and internal consistency. Results: In the exploratory factor analysis, five factors and 20 items were selected. Construct validity was examined using confirmatory factor analysis, and the model fit was good. The Conceptual reliability was greater than .70 and average variance extracted value was greater than .50, indicating discriminant validity. Convergent validity was confirmed through correlations between the CN-JCS, psychological empowerment and work engagement. The scale’s reliability was established with a Cronbach's alpha of .90. The CN-JCS employs a 5-point Likert scale across 20 questions, gauging aspects such as giving meaning to work, changing the structure of work, exploring and communicating, pursuing relationship change, and positive attitude toward change. Conclusion: The CN-JCS can be used to accurately assess the job craft of clinical nurses, and the measured level can be used as baseline data to improve awareness and education of nurses’ job craft.

Purpose
This study explored the lived experiences of physician assistants (PAs) in Korea during the 2024 medical workforce shortage, focusing on how they perceived and adapted to their rapidly changing roles. The study investigated both the challenges PAs faced and the professional growth they experienced throughout the adaptation process. Methods: A phenomenological qualitative design was applied using Colaizzi’s method. In-depth interviews were conducted with 15 PAs at a tertiary hospital in Seoul between September 25, 2024 and February 1, 2025. Data were analyzed thematically. Results: Four major theme clusters emerged: changes in work environment and quality of life, role conflict and ambiguity in professional identity, dual aspects of role expansion including autonomy and burnout, and coping strategies and structural policy demands. Participants reported physical and emotional strain, but also described greater involvement in care decisions, improved patient relationships, and a stronger sense of professional identity. Conclusion: Amid the medical staffing crisis, PAs adapted to their expanded responsibilities and became key healthcare providers. While facing substantial burdens, they simultaneously experienced personal and professional growth. Institutional and legal support is essential to stabilize their roles and improve long-term healthcare outcomes.

Purpose
This study examined the effects of role conflict, work environment, and meaning of work on job embeddedness among physician assistants to provide foundational data for their retention and professional development. Methods: A descriptive survey was conducted with 180 physician assistants from six tertiary hospitals in Seoul and Chungcheong Province. Data were collected from July to November 2022. Role conflict, work environment, meaning of work, and job embeddedness were measured using validated scales. Data were analyzed using SAS Enterprise Guide 7.1 with descriptive statistics, the independent t-test, ANOVA, Pearson correlation coefficients, and multiple regression analysis. Results: Job embeddedness correlated positively with meaning of work (r=.28, p<.001) and work environment (r=.22, p=.002) and weakly with role conflict (r=.14, p=.045). Multiple regression identified meaning of work (B=0.32, p<.001), role conflict (B=0.13, p=.005), work environment (B=0.14, p=.018), and work type (B=-3.95, p=.004) as significant predictors (Adj. R²=19.8%). Meaning of work had the greatest impact. Conclusion: Enhancing job embeddedness among physician assistants requires improving the work environment, clarifying professional roles, and strengthening professional recognition and organizational support.

Purpose
This study examined factors influencing patient safety nursing activities in integrated nursing care units. Methods: A survey was conducted with 134 nurses from hospitals (100~300 beds) in Busan using self-administered questionnaires (August 17–September 15, 2024). Data were analyzed using descriptive statistics, Pearson correlation, and multiple regression analysis. Results: The mean score for patient safety nursing activities was 4.31±0.55. Positive correlations were found with grit, teamwork, communication, and patient safety culture awareness. The predictor variables explained 46.0% of the variance in patient safety nursing activities. Significant factors included communication (β=.31, p=.032) and leadership (β=.29, p=.035) within teamwork, incident reporting frequency (β=.24, p<.001) within patient safety culture awareness, and experience in patient safety education (β=.17, p=.018). Conclusion: The findings of this study highlight the importance of enhancing teamwork, particularly in leadership and communication, and creating a safety culture that promotes incident reporting and education to strengthen patient safety nursing practices. Improving patient safety training, developing systematic evaluation and feedback mechanisms, and establishing structured support systems through campaigns and workshops will boost staff involvement and elevate the quality of patient safety practices.

Purpose
This study aimed to explore the effects of presenteeism, burnout, and nursing performance on intention to retention among nurses of an intensive care unit in one tertiary hospital.
Method
The data were collected from from July 1 to July 31, 2023, from 172 nurses at intensive care units. Data were analyzed using the SPSS/WIN 26.0 program.
Results
A four-step hierarchical regression model, including control variables, presenteeism, burnout, and nursing performance, accounted for 44.9% of the factors influencing intention to retention. Burnout (β=-.54, p<.001), nursing performance (β=.21, p=.002), health problem (β=-.07, p=.040), and experience of turnover (β=-.16, p=.008) were identified as the significant predictor of intention to retention. Model III, which adds burnout, has a significant 23.5%p increase in explanatory power over Model II, indicating that burnout has the strongest impact on intention to retention.
Conclusion
For enhancing the intention to retention of the intensive care nurses, it is necessary to provide a systematic strategy and support to increase the performance of nurses and to try to reduce the burnout and health problems of nurses.

Purpose
This study explored how Generation Z characteristics—specifically work–life balance, growth needs, and individualism—along with work environment, emotional labor, and interpersonal skills, affect job embeddedness among newly graduated nurses. It also examined whether job embeddedness mediates the relationship between these factors and turnover intention. Methods: A correlational descriptive study was conducted by analyzing survey data collected from 131 clinical nurses born between 1995 and 2000, who had less than three years of nursing work experience in South Korea. Hierarchical multiple regression analysis was employed to identify the independent effects of Generation Z characteristics on job embeddedness, over and above the effects of work environment, emotional labor, and interpersonal skills. Path analysis using bootstrapping method was conducted to examine the mediating role of job embeddedness in turnover intention. Results: Needs for growth and work environment were significant predictors of job embeddedness among newly graduated nurses. Furthermore, the effects of needs for growth and work environment on turnover intention were significantly mediated by job embeddedness. Conclusion: Understanding the characteristics of Generation Z, particularly their needs for growth, along with the work environment, is essential for enhancing job embeddedness among newly graduated nurses. Strengthening job embeddedness can effectively reduce their turnover intention.

Purpose
This study aimed to identify the impact of clinical nurses’ grit and nursing work environment on job enthusiasm and provide basic data for system improvement to maintain and secure nursing personnel. Methods: Data were collected online from July to August 2022 targeting 210 clinical nurses at three general hospitals located in Jeollabuk-do. Data analysis was performed using the IBM SPSS 26.0 program. Results: Job enthusiasm exhibited statistically significant differences according to age (F=5.20, p=.006) and presence of children (F=0.95, p<.001). Furthermore, job enthusiasm showed statistically significant positive correlations with grit (r=.64, p<.001) and the nursing work environment (r=.49, p<.001). The following factors were found to affect job enthusiasm: having children (β=.26, p<.001), grit (β=.46, p<.001), nursing work environment (β=.33, p<.001), and age over 40 (β=.16, p<.001). Conclusion: Based on the results of this study, it is recommended that an internal motivation strengthening program that promotes grit should be developed and applied to increase work enthusiasm among clinical nurses. Additionally, hospital organizations should prepare various policies to improve the nursing work environment.

Purpose
To identify the factors influencing the perception of “decent work” by nurses. Methods: Data were collected from 208 nurses who had worked in hospitals for over six months, from January 23 to February 11, 2024. The collected data were analyzed using descriptive statistics, t-tests, analysis of variance, Pearson's correlation, and hierarchical multiple regression analysis using IBM SPSS Statistics 29.0. Results: Statistically significant positive correlations were observed among “decent work,” “work volition,” “living a calling,” and “social comparison orientation.” The core factors that significantly affected the perception of “decent work” by nurses were ‘work volition” (β=.30, p<.001), shift type (β=-.28, p<.001), aged in their 40s (β=-.22, p=.003), “living a calling” (β=.18, p=.012), and “social comparison orientation” (β=.14, p=.021). These variables explained 32% of the variance in the perception of “decent work.” Conclusion: The study results confirmed that, in addition to “work volition” and “living a calling’,” “social comparison orientation” also plays a significant role in how nurses perceive “decent work.” To understand the “decent work” conditions in nursing, it is necessary to explore the relationship between these factors and the variables that reflect professionalism or social recognition.

Purpose
This study aimed to identify factors influencing communication competence among hospital nurses. Methods: The participants were 136 nurses working at five general or tertiary hospitals with over 100 beds in Busan, Ulsan, and Geoje Island. Data were collected using structured self-report online questionnaires from July 18 to August 31, 2023. The data were analyzed using descriptive statistics, the t-test, one-way analysis of variance, the Scheffé test, Pearson's correlation coefficients, and stepwise regression analysis using IBM SPSS version 25.0. Results: Self-awareness (β=.43, p<.001), a relationship-oriented organizational culture (β=.34, p<.001), working in a surgical ward (β=.19, p=.003), communication efficacy (β=.17, p=.011), hierarchy-oriented organizational culture (β=.16, p=.011), and working in a special unit (β=-.14, p=.023) were factors that significantly influenced nurses' communication competence. The model explained 52% of the variance in communication competence (F=28.43, p<.001) Conclusion: To improve communication competence in hospital nurses, healthcare institutions should provide learning opportunities to improve nurses’ self-awareness and communication efficacy. It is also essential to establish rules and order within a hierarchy-oriented organizational culture, while simultaneously promoting a relationship-oriented organizational culture based on trust and respect among colleagues.

Purpose
This study aimed to investigate the effects of job characteristics and professional self-concept on competency in forensic nursing among operating room nurses at university hospitals. Methods: Data were collected from 164 operating room nurses employed at university hospitals. The collected data were analyzed in SPSS 23.0, using the mean, standard deviation, independent t-test, one-way analysis of variance, Scheffé post-hoc test, Pearson correlation coefficients, and multiple regression analysis. Results: Professional self-concept showed a statistically significant positive correlation with forensic nursing competency (r=.60, p<.001). The following factors significantly influenced forensic nursing competency among operating room nurses: professional self-concept (β=.69, p<.001), total career lengths of <5 years (β=.21, p=.006) and 5-9 years (β=.20, p=.011), and job characteristics (β=.19, p=.007). A three-step regression model was statistically significant (F=29.74, p<.001) and the total explanatory power of the regression model was 41.4%. Conclusion: This study identified that professional self-concept, total career years, and job characteristics as the most significant factors influencing operating room nurses' forensic nursing competency. Therefore, it will be necessary to develop educational programs to improve professional self-concept and job characteristics.

Purpose
This study employs Giorgi's descriptive phenomenological approach to explore the experiences of retired military nurse officers transitioning to civilian hospitals and to identify the essential meanings and underlying structures of this transition.
Methods
Eleven participants with over two years of military hospital experience, now employed in civilian hospitals, were recruited via snowball sampling. Data were collected through in-depth interviews conducted between December 2023 and March 2024.
Results
Analysis using Giorgi’s four-stage method identified 257 meaning units, 37 central meanings, 12 themes, and six general structures: 1) Positive perceptions of the nursing profession, 2) Confusion due to lack of information, 3) Difficulty in adapting due to differences between military and civilian hospitals, 4) Self-blame for a lack of competence, 5) Struggles in finding a position suitable for one’s career, and 6) Satisfaction with freedom and a stable life.
Conclusion
These findings emphasize the need for tailored transition programs, including job placement support, skill development, and cultural adaptation training. Socialization and communication programs can further aid integration and contribute to the professional growth. Additionally, a positive perception of nursing significantly influenced the decision to return to the workforce, highlighting the importance of fostering professional identity and confidence among transitioning military nurses.

Purpose
This concept analysis aimed to deepen the understanding of Quiet Quitting among nurses by identifying its antecedents, defining attributes, and consequences.
Methods
This study employed Walker and Avant’s conceptual analysis framework.
Results
Quiet Quitting among nurses is defined as “a state in which individuals pursue harmony between their work and personal lives by performing only the minimum required tasks, rejecting workplace initiatives, and expressing passive resistance to organizational and job dissatisfaction.” Key antecedents include “fatigue resulting from changes in the healthcare environment”, “lack of managerial competence”, “role stress”, “toxic organizational culture”, “financial problem” and “Generation Z’s evolving perspective on work”. The analysis highlight five primary concerns: a decline in nursing care quality, increased likelihood of job turnover, conflicts with colleagues and supervisors, reduced job satisfaction, and a diminished personal competency.
Conclusion
This study provides a clear definition of Quiet Quitting among nurses and establishes a theoretical basis for addressing the issue. Additionally, it underscores the need for further research, including the development of measurement tools, to better understand and mitigate this phenomenon.

Purpose
To validate the Korean version of the Attitudes towards Men in Nursing Questionnaire (K-AMnQ) using a sample of Korean nurses.
Methods
To measure the perceptions of male nurses, this study translated and adapted the AMnQ developed in India to the Korean context and collected data from 319 nurses. Item analysis, exploratory factor analysis, and confirmatory factor analysis were conducted on the collected data to verify convergent validity and discriminant validity, and the Korean version of the male nurse recognition scale was finalized with three factors and nine questions.
Results
The analysis showed that the scale had both validity and reliability.
Conclusion
This tool can be used to improve attitudes and interventions among male nurses.

Purpose
To examine the impact of reading the text of the Nightingale Pledge aloud at the beginning of the shift on nursing workplace spirituality, organizational commitment, and job satisfaction among hospital nurses.
Methods
We used a non-randomized controlled trial design. Forty-four nurses from four wards with similar work environments at M General Hospital in B City were enrolled. The data were analyzed using a x² test, t-test, and generalized estimating equations.
Results
In both groups, we observed a significant group and time interaction effect for nursing workplace spirituality (Wald x²=4.50, p=.015) and organizational commitment (Wald x²=11.33, p=.001). Nursing workplace spirituality was significantly higher in the experimental group than in the control group at eight weeks after the intervention (t=-3.41, p=.001). Likewise, organizational commitment was significantly higher in the experimental group than in the control group at four and eight weeks after the intervention (Z=-1.97, p=.049; Z=-2.71, p=.007, respectively). Job satisfaction did not significantly before and after the intervention.
Conclusion
Despite the short time commitment, reading aloud the text of the Nightingale Pledge at the beginning of shift had positive effects on hospital nurses’ nursing workplace spirituality and organizational commitment.

Purpose
This study investigated the effects of newly graduated nurses’ perceived readiness for nursing practice, resilience, and preceptors’ teaching behaviors on turnover intention.
Methods
A survey was conducted among 168 newly graduated nurses between August 7 and 31, 2023. The data were analyzed using descriptive statistics, t-tests, one-way ANOVA, Pearson's correlation, and hierarchical multiple regression analysis.
Results
The factors that significantly affected turnover intention included preceptors' teaching behavior (β=-.29, p=.001) and resilience (β=-.21, p=.026). This model explained 32.0% of the variance.
Conclusion
Newly graduated nurses’ resilience and their initial training environment are key factors influencing turnover intention. Therefore, nursing managers should develop strategies to enhance the resilience of newly graduated nurses and improve training systems. Additionally, efforts should be made to promote positive teaching behaviors among the educators responsible for training newly graduated nurses.

Citations

• Perceptions on Fixed Night Shift System and Turnover Intention of General Hospital Nurses
  Mi-Aie Lee, Hye-Jin Cho, Sung-Hee Ahn, Hyo-Ju Kim
  Journal of Korean Academy of Nursing Administration.2015; 21(5): 519.     CrossRef

Purpose
This study aimed to investigate the relationship between socio-cognitive mindfulness, job stress, social support, and turnover intention among general hospital nurses and identify the factors influencing nurses’ turnover intention.
Methods
A descriptive survey was conducted among 218 nurses from five general hospitals located in G metropolitan city. The participants completed a questionnaire measuring the study variables, and the data were analyzed using t-tests, ANOVA, Pearson’s correlation coefficient, and hierarchical multiple regression analysis in SPSS/WIN 28.0.
Results
Significant differences were found in turnover intention by gender (t=-2.12, p=.036), family type (t=-3.09, p=.002), work department (F=7.01, p<.001), and work type (t=2.55, p=.011). Socio-cognitive mindfulness was positively related to social support (r=.331, p<.001), and turnover intention was positively related to job stress (r=.347, p<.001). The factors influencing nurses’ turnover intention included job stress (β=.317, p<.001), work department (artificial kidney room: β=-.287, p=.004; emergency room: β=-.219, p=.015), social support (β=-.183, p=.005), and work type (shift work: β=.170, p=.036), respectively. These factors explained 23.4% of the variance.
Conclusion
The findings indicate the need to develop programs to effectively cope with job stress and implement mentoring systems or psychological support programs to reduce turnover intention among nurses at the organizational level.

Purpose
This study aimed to identify the effects of shared leadership, communication skills, and team effectiveness, as perceived by nurses and nursing assistants in comprehensive nursing service units.
Methods
A cross-sectional research design was adopted, and the sample included 306 nurses, nurse assistants, and caregivers working in nine hospitals with fewer than 500 beds in two South Korean cities. The data were analyzed using descriptive statistics, t-tests, ANOVA, Pearson’s correlation coefficient, and four-step hierarchical regression analysis.
Results
The factors influencing team effectiveness in the hierarchal multiple regression analysis were shared leadership (β=.57, p<.001) and communication skills (β=.18, p<.001). These factors explained 49% of the total variance.
Conclusion
To enhance team effectiveness in compressive nursing service units, educational programs focusing on shared leadership and communication skills among nurses, nursing assistants, and caregivers must be developed.

Citations

• Effects of Shared Leadership, Role Conflict, and Organizational Commitment on Patient-Safety Competency Among Clinical Nurses
  Hye-Jeong Hwang
  Journal of Digital Contents Society.2025; 26(7): 1821.     CrossRef

Purpose
This study aimed to confirm the mediating effects of transition shock on the relationships among grit, social support, and retention intention of new graduate nurses.
Methods
A total of 174 new graduate nurses were recruited from a university hospital and a general hospital. The data were collected between November and December 2022 and analyzed using descriptive statistics, independent t-test, one-way analysis of variance, Scheffé test, Pearson’s correlation coefficient, Baron and Kenny’s three-step regression analysis, and the PROCESS Macro Model 4.
Results
Nurses’ retention intention was positively correlated with grit (r=.56, p<.001) and social support (r=.48, p<.001) and negatively correlated with transition shock (r=-.56, p<.001). The mediating analysis revealed that transition shock mediated the relationship between grit and retention intention as well as between social support and retention intention.
Conclusion
Based on the findings, an intervention program should be developed to reduce transition shock in new graduate nurses to increase their intention of retention.