PURPOSE: This study investigated the effect of transformational leadership and individual characteristics on nurses' job involvement. METHOD: The sample for this study consisted of 594 nurses from 8 large Korean hospitals. The factor analysis was drawn from the Cronbach's alpha analysis, the Pearson correlation analysis, the multiple regression analysis, and the hierarchical multiple regression analysis. Result: This study found that; (1) charisma dimension of transformational leadership has positive influence on job involvement; but intellectual stimulation and individualized consideration did not showed significant effects on job involvement (2) nurse individual characteristics (age, marital status, educational level, tenure, position) moderated the effect of transformational leadership on job involvement. Conclusion : Therefore, to improve job involvement nurses are required to apply the charisma dimension of transformational leadership in hospital organization.
Humans ; Leadership* ; Marital Status

PURPOSE: This study investigates nurses' organizational commitment, internal marketing, and occupational satisfaction depending on their age, martial status, clinical experience and income. METHODS: The subjects of this study were 350 nurses from six hospitals in Jeolla-do. The t-tests were used to analyze the differences in internal marketing, occupational satisfaction, and organizational commitment depending on their age, marital status, career, and income. The relationships among internal marketing, occupational satisfaction, and organizational commitment were analyzed by the path analysis. RESULTS: The results of this study showed that organizational commitment was correlated with age, clinical experiences, and income, but not significantly associated with martial status. Education and training policy, benefit system, and fairness of the internal marketing were influencing factors on occupational satisfaction. These factors were correlated with organizational commitment through occupational satisfaction. CONCLUSION: This study addressed the relationships among nurses' internal marketing, occupational satisfaction, and organizational commitment. Based on the results, it is suggested that hospital organizations introduce more diverse incentive policies to enhance nurses' occupational satisfaction and organizational commitment.
Marital Status ; Marketing ; Motivation

PURPOSE: The purpose of this study is to examine the clinical nurses' resilience, occupational stress, and occupational satisfaction and to identify the correlations among them. METHODS: Structured questionnaires were administered with total 75 questions for 433 nurses working at a university hospital in Jin-ju from July 19 to 30, 2010. Data from the completed questionnaires were analyzed with the SPSS/WIN program. RESULTS: The resilience had a significant difference according to the age, marital status, religion, education level, annual income, motive of choosing the nursing science, clinical career, position, and workplace. Resilience had a negative correlation with occupational stress (r=-.405), and had a positive correlation with occupational satisfaction (r=.380). Occupational stress had a negative correlation with occupational satisfaction (r=-.637). CONCLUSION: The higher their resilience was, the lower their occupational stress and the higher the occupational satisfaction. It is recommended that intervention program be developed that can enhance personal resilience in nurse.
Humans ; Marital Status ; Surveys and Questionnaires

PURPOSE: The study is to investigate the effect of communication and self-leadership on nursing performance. METHODS: The subjects of study were composed of 358 nurses at a G city university hospital, tested with structured questionnaire from September 15 to 30, 2010. The collected data were analyzed with ANOVA, Pearson's correlation coefficients and multiple regression analysis. RESULTS: The level of communication, self-leadership, and nursing performance was 3.37, 3.38 and 3.70 respectively in average. The variables showing significant difference in communication were as follows: age, marital status, religious status, education, monthly income, work department and work experience. Also, the variables in nursing performance were as follows: age, marital status, religious status, education, education, monthly income, position, working department and work experience. Communication, self-leadership and nursing performance of nurse showed significant positive correlation. Nursing performance was positively correlated with monthly income, when it exceeded 2.01 million won, career experience and self-leadership (p<.001). These variables explained 53.7% of the regression model. CONCLUSION: Since monthly income, work experience, communication and self-leadership have positive effect on nursing performance, an effective strategy is required to improve self-leadership and nurse's communication.
Leadership ; Marital Status ; Surveys and Questionnaires

The purse of this to identify whether ethical values of Korean nurses are deontological or utilitarian. Nurse's ethical value questionnaire was developed from review of the literature and inter view of nurses in the clinical settings. Ethical problems are categorized into four areas 1) human life 2) nurse-patient relationship 3) nurse-nursing task relationship 4) nurse-collegue relationship. The data were obtained from 250 nurses in the clinical settings from Jun. to July in 1998 using the ethical value questionnaire developed by Lee(1990). The analysis of data was done by Pearson's correlation coefficient, t-test and anova. The results of this study were as follows: 1. The ethical values of human life slightly took up the position of utilitarian. 2. The ethical value of nurse-patient relationship slightly took up deontological position. 3. The ethical value of nurse-nursing task relationship slightly took up the deontological position. 4. The ethical value of nurse-collegue relationship greatly took up the deontological position. 5. The ethical values of nurses related to demographic characteristics of age, marital status, position. Therefore it is suggested that new strategies and continuing education programs be established to help clinical nurses formulate higher ethical values.
Education, Continuing ; Humans ; Marital Status ; Surveys and Questionnaires

BACKGROUND: The purpose of this study was to investigate nurses' clinical competence and its relationship with perception of and compliance with standard precautions. METHODS: From January 12 to January 20, 2011, a total of 134 nurses working at a university hospital in Gyeonggi province completed a structured questionnaire on clinical competence and perception of and compliance with standard precautions. The data were analyzed with independent t-test, one-way analysis of variance, and Pearson's correlation analysis. RESULTS: The mean score for clinical competence was 3.53, and showed significant differences according to age, gender, education level, marital status, monthly income, and years of experience. The mean scores for perception of and compliance with standard precautions were 4.67 and 4.00 respectively. Perception of standard precautions showed a significant difference according to years of experience. There were significant positive correlations among clinical competence and perception (r=0.234, P=0.007), clinical competence and compliance (r=0.363, P<0.001), and perception and compliance (r=0.406, P<0.001). CONCLUSIONS: To improve nurses' compliance with standard precautions educational and administrative policies to improve clinical competence should be considered.
Clinical Competence ; Compliance ; Infection Control ; Marital Status

PURPOSE: This study was designed to investigate the relationships of the types of nurse staffing, the competency of nursing performance and job satisfaction by analyzing the types of nurse staffing in operating room. METHOD: The subjects were 472 nurses who work in operating room. The instruments used in this study were three tools: competency of nursing performance, job satisfaction and type of nurse staffing. RESULT: Type 4 was most in the type of nurse staffing of the subjects. According to the type of nurse staffing, the competency of nursing performance was significantly different. There was significant difference in the competency of nursing performance according to age, marital status, bachelor, employ, position, and career, and job satisfaction according to age, position, and career. In opinion about the ideal type of nurse staffing, type 2 was most regardless of career. CONCLUSION: Type 4 which has lower competency of nursing performance was adopted in many hospitals now but, type 2 which has highest competency of nursing performance was selected by many nurses as the best one. So, it should be considered the type of nurse staffing of in operating room and change it.
Job Satisfaction* ; Marital Status ; Nursing* ; Operating Rooms*

OBJECTIVES: To investigate the effects of recognition on the restructuring of the psychosocial well-being of the workers. METHODS: 302 employees were recruited by a stratified random sampling method, from a company located in Seoul, which undergoing an administrative evaluation, in 2001. Subjects were asked to fill out questionnaire sheet on their recognition of the restructuring, and were questions on their psychosocial well-being. A one-way ANOVA and a multiple regression analysis were used to analyze the data. RESULTS: For the psychological well-being, the levels of social performance and self-confidence were significantly different relation to age, educational attainment, marital status, insecurity recogni-tion, and competency recognition. According to the result of the multiple regression analysis, the insecurity recognition was found to significantly affect the social performance and self-confidence, depression, sleep disturbance and anx-iety, general well-being and vitality, whereas the competency recognition affected the social perfor-mance and self-confidence, sleep disturbance and anxiety, and overall psychosocial well-being. CONCLUSION: The insecurity and competency recognitions against the restructuring were found to be the major factors affecting the workers psychosocial well-being. It is suggested that a decreased worker's insecurity recognition of the restructuring, and the competency recognition for the workers psychosocial health needs require promoting.
Anxiety ; Depression ; Marital Status ; Questionnaires ; Seoul

PURPOSE: The purpose of this study was to investigate perceived family support and quality of life in patients with cancer. METHOD: Data were collected from 83 cancer patients in the 3 cities of Korea. Family support was measured using the Tae's Family Support Scale and quality of life was measured using Functional Assessment of Cancer Therapy-General (FACT-G). RESULTS: The mean scores of family support and quality of life were 30.48 and 53.04 respectively. Family support was significantly different according to marital status, education level, income, living together, helper, type of treatment, and weight change. Quality of life was significantly different according to the purpose of treatment, weight change, performance status, exercise, and sleep. There was a positive correlation between family support and quality of life (r=0.499, p<0.000). CONCLUSION: The study results underscore the importance of family support in improving the quality of life of patients with cancer.
Humans ; Korea ; Marital Status ; Quality of Life

PURPOSE: The purpose of this study was to identify the effects of bullying, negative affectivity and burnout in the nurses. METHODS: The sample consisted of 389 nurses. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheffe, Pearson Correlation Analysis and Hierarchical Multiple Regression. RESULTS: The control variables of age, marital status, education level, current position, health status and work unit explained 30.2%(F=28.9, p<.001) of variance in burnout. The control variables, bullying and negative affectivity collectively explained 49.7% of variance in burnout. CONCLUSION: The results indicate that the demographic factors influencing burnout are age, education level, health status, work unit, while bullying and negative affectivity in the work places are factors that influence burnout. These findings can be utilized to develop strategies to reduce bullying and negative affectivity.
Bullying* ; Demography ; Education ; Marital Status ; Workplace