PURPOSE: This study was done to construct and verify a model of turnover intention in clinical nurses, considering the effects of compassion fatigue, coping, social support, and job satisfaction. METHODS: For this study a cross-sectional correlational design was used. Participants were 283 clinical nurses in four general hospitals. Data were collected using a questionnaire and were analyzed with descriptive statistics, Pearson correlation coefficient and path analysis. RESULTS: The modified model of turnover intention had a good fit in this study. Turnover intention was influenced by job satisfaction, and job satisfaction was affected by workload, problem-focused coping, peer support, family-friend support and compassion fatigue. Compassion fatigue was associated with occupational trauma events, problem-focused coping and emotional-focused coping. Job satisfaction was the most important factors controlling nurse's turnover intention. CONCLUSION: Findings show that job satisfaction, compassion fatigue, and traumatic events are important factors influencing turnover intention. Nurse managers try to manage job satisfaction, compassion fatigue, support, and coping for nurses, it could be expected making proper nursing circumstance.
Compassion Fatigue* ; Empathy* ; Hospitals, General ; Humans ; Intention* ; Job Satisfaction* ; Nurse Administrators ; Nursing ; Personnel Turnover

PURPOSE: This study was conducted to identify the mediating effect of affective commitment on the relationship between ethical leadership and job satisfaction. METHODS: Participants were 216 nurses drawn from three general hospitals in C city. Data were analyzed using descriptive analysis, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. RESULTS: The findings from multiple regression were as follows. First, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on affective commitment. Second, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on job satisfaction. Finally, when ethical leadership factors and affective commitment were entered into the regression model at the same time, ethical leadership factors showed no significant effects on job satisfaction, however, affective commitment showed a significant effect and so affective commitment had a mediating effect between ethical leadership and job satisfaction. CONCLUSION: Results of this study indicate that affective commitment with an effect on the relationship between ethical leadership and job satisfaction plays a full mediating role. Thus, developing ethical leadership training programs for head nurses would likely increase the affective commitment and job satisfaction of staff nurses.
Education ; Head* ; Hospitals, General ; Job Satisfaction* ; Leadership* ; Negotiating* ; Nursing, Supervisory

PURPOSE: This study was conducted to develop a nursing leadership program outcome evaluation system, required for accreditation of nursing education. METHODS: A methodological design was used. To ensure the theoretical validity of the evaluation system, learning objectives for nursing education programs and job descriptions for nurses in Korea were verified by analyzing the relationships in the five attributes of the nursing leadership concept. The nursing leadership program outcome evaluation system was developed based on the Kim & Park's developmental model (2008). RESULTS: The nursing leadership program outcome evaluation system was established, including implementation level, education curriculum, level of performance, evaluation method, rubrics, and Close-the-Loop. CONCLUSION: The developed evaluation system can be actively used in nursing education, and contribute to enhancing the leadership competencies of nursing students and graduate nurses.
Accreditation ; Curriculum ; Education ; Education, Nursing ; Humans ; Job Description ; Korea ; Leadership* ; Learning ; Methods ; Nursing* ; Students, Nursing

PURPOSE: The purpose of the study was to identify the mediating effects of job satisfaction between internal marketing and organizational commitment of nurses in small and medium-sized hospitals. METHOD: Data were collected from 208 nurses in 8 small and medium-sized hospitals and analyzed using descriptive statistics, Pearson correlations, and structural equation model (SEM) with the PASW 18.0 and AMOS 18.0 programs. RESULTS: There were positive relationships among all three variables, internal marketing, job satisfaction and organizational commitment. There was a mediating effect of job satisfaction between internal marketing and organizational commitment. CONCLUSION: The results of the study indicate that strategies which could enhance the job satisfaction of nurses should be developed by mangers in small and medium sized hospitals. Further study is needed on other factors which may influence nurses' job satisfaction and organizational commitment especially, in small and medium sized hospitals.
Job Satisfaction ; Marketing ; Negotiating

PURPOSE: Professional quality of life is the quality one feels in relation to their work as a helper. The purpose of this study was to describe professional quality of life among emergency nurses. METHODS: A total of 15 emergency rooms were selected in three cities. Among 263 nurses working at these emergency rooms, 178 nurses consented to participate in this cross-sectional survey. Professional Quality of Life (ProQOL) Scale version 5 was used to measure compassion satisfaction, burnout and secondary traumatic stress. Cluster analysis was used to classify nurses according to professional quality of life. RESULTS: The mean scores (SD) for compassion satisfaction, burnout, and secondary traumatic stress were 32.12 (5.45), 28.27 (4.28), and 28.20 (5.07), respectively. The result of cluster analysis according to standardized score of compassion satisfaction, burnout, and secondary traumatic stress yielded three clusters. Over 50% of participants showed low professional quality of life. Nurses who were included in a cluster representing low professional quality of life were younger, had shorter periods of nursing experience, and perceivedlower social support than other cluster. CONCLUSION: Education or support programs for emergency nurses are needed to enhance their professional quality of life.
Cross-Sectional Studies ; Emergencies ; Emergency Nursing ; Empathy ; Quality of Life

PURPOSE: The purpose of this study was to analyze emotional labor factors influencing job satisfaction, intent to leave, and nursing performance of clinical nurses. METHOD: The participants were 384 clinical nurses working in a hospital. Study design was cross sectional survey. Subcategories of emotional labor (frequency of emotional labor, attentiveness of emotional display, mismatch of emotions) of emotional labor were dependent variables. Job satisfaction, intent to leave, and nursing performance were independent variables. Data were analyzed by hierarchial multiple regression. RESULTS: The strength of emotional labor of nurses was similar for all participants in spite of differences in age, position, and clinical career. Total score for emotional labor was 3.21, frequency of emotional labor 3.34, attentiveness of emotional display 3.41, and mismatch of emotions 2.87. Mismatch of emotions influenced job satisfaction (F=12.53, p<.001) R2 27%, intent to leave (F=8.51, p<.001) R2 19%, and nursing performance (F=5.80, p<.001) R2 15%, CONCLUSION: These findings indicate that the factor (mismatch of emotion) is an important variable for clinical nurses in human resource management. Therefore, nurse managers should consider this factor for the improvement of organizational effectiveness.
Cross-Sectional Studies ; Humans ; Job Satisfaction ; Nurse Administrators

PURPOSE: This study was done to investigate changes in image of nursing in first year students of nursing after courses on history & philosophy of nursing. METHODS: Participants were 100 first year students at a nursing college located in K city. The students were asked to submit a written answer to an open-ended question. Data were collected in March, 2011, before the students started nursing courses, and again in June, 2011, after they had finished one semester of nursing courses. Data were analyzed using Van Kaam's phenomenological method. RESULTS: Before the nursing courses, students regarded nursing as caring for patients comfortably with warmth and kindness, helping patients with self-sacrificing spirit and service, and being tough and overwhelming to do. After finishing one semester of nursing courses, they regarded nursing as a profession that requires motherly care, love and devotion, and as meaningful and beautiful to do. CONCLUSIONS: After finishing one semester of nursing courses, the images of nursing held by the students changed from a traditional perspective emphasizing the emotional and negative aspects to one focusing more on the professional and positive aspects. It is essential to establish healthy and positive images of nursing among students through the nursing curriculum.
Curriculum ; Humans ; Love ; Philosophy ; Students, Nursing

PURPOSE: The purpose of this study was to investigate differences in professionalism, organizational citizenship behavior and psychological ownership between nurses and nurse officers. METHODS: A cross-sectional survey was conducted with 1017 hospital nurses and military nurse officers. The instruments used were the Korean Version of Hall's Professionalism Inventory' modified by Baek (2007), Organizational Citizenship Behavior Qquestionnaire(OCBQ) modified by Lee (2006), and the Psychological Ownership Inventory' developed by Van Dyne and Pierce (2004). RESULTS: The average score for military nurse officers professionalism was 3.15, for organizational citizenship behavior, was 3.43 and for psychological ownership, 3.64. These scores were higher than the scores for hospital nurses. There were significant positive correlations between the variables(r=.47~.581, p<.001). CONCLUSION: The results of this study indicate an affirmable outcome and that the significant variables affected levels of Professionalism, Organizational citizenship behavior, and Psychological ownership. So in order to improve the level of variables, there is a need to consider strategies related to organization, work environment and conceptualization as related to the variables.
Cross-Sectional Studies ; Humans ; Military Personnel ; Ownership

PURPOSE: In this study, we examined the differences and relationship between teaching style of preceptors, and personality, nursing performance, and organizational socialization of new nurses. METHODS: The participants were 118 new nurses. The data collected from March to May 2011 were analyzed using descriptive statistics, ANOVA, and Pearson correlation coefficients. RESULTS: Teaching style of preceptors was most frequently judgement-initiative, and personality of new nurses was most frequently extraversion. Nursing performance (3.05+/-.59) and organizational socialization (3.05+/-.59) of new nurses were at an average level. Nursing performance and organizational socialization of new nurses were not significantly different according to teaching style of preceptors. Significant correlations were found between personality and nursing performance, and between personality and organizational socialization. CONCLUSION: These findings indicate that changes in perceived teaching style of preceptors and personality of new nurses may be necessary to increase efficiency of preceptorship related to nursing performance and organizational socialization of new nurses. The above-mentioned results should be reflected in the development of effective preceptor training programs.
Extraversion (Psychology) ; Preceptorship ; Socialization

PURPOSE: This study aimed to evaluate the performance of Clinical Research Nurses (CRNs) and the importance of their roles at the Regional Clinical Trial Centers (RCTCs). Method: A questionnaire focused on the role of CRNs was crafted by a researcher and the content validity was verified by a panel of experts on clinical research. The subjects of this study were 91 CRNs and Clinical Research Coordinators (CRCs), who were Korean registered nurses working at nine RCTCs. 77 subjects yielded valid data were analyzed using descriptive analysis, the Mann-Whitney U test, Spearman's rank order correlation coefficient, and Kruskal-Wallis test. RESULTS: The performance of CRNs and the recognition in the importance of their roles were statistically significant different in age, education, CRN careers, positions, employment status and the phase of clinical trial. The role of direct caregiver was performed most often by CRNs. The role of coordinator of care and research (pre-study) was considered the most important role but performed the least frequent. CONCLUSIONS: The role of CRNs can easily be differentiated from CRCs who are not registered nurses. The domains of CRNs should be clearly identified and established. Moreover, research should be carried out on CRN training programs to cultivate competence in CRNs.
Calcium Hydroxide ; Caregivers ; Employment ; Humans ; Mental Competency ; Surveys and Questionnaires ; Zinc Oxide