PURPOSE: The purpose of this study was to examine the effects of workplace spirituality and organizational citizenship behavior on nurses' performance of nursing. METHODS: This study was done over a 6 month period, with 395 nurses participants from 5 different general hospitals with 400 beds in 4 regions of Korea. Data were gathered using self-reported questionnaires from July 23 to August 21, 2015. Data were analyzed using descriptive statistics, independent t-test, one way ANOVA, Pearson correlation coefficients, and multiple regression analyses with IBM SPSS 21.0 program. RESULTS: Nursing performance showed positive correlations with workplace spirituality and organizational citizenship behavior. The significant predictors of the nursing performance by nurses were a master's degree or higher (β=.26), civic virtue (β=.19), courtesy (β=.12), 40 years of age or older (β=.09), a sense of empathy (β=.07), and a bachelor's degree in nursing (β=.06). These variables explained 39.2% of the variance in nursing performance by nurses. CONCLUSION: Based on the outcomes of this study, there is a need to develop intervention programs that can inspire nurse to show spontaneous organizational citizenship behavior, and enhance their workplace spirituality. Related variables including academic credentials should also be taken into account.
Empathy ; Employee Performance Appraisal ; Hospitals, General ; Korea ; Nursing* ; Spirituality* ; Virtues

PURPOSE: The aim in this study was to identify head nurses' nursing performance according to their managerial competencies and professional nurse autonomy. METHODS: From January 15 to January 31, 2013 a survey was distributed to 200 head nurses working in 5 tertiary hospitals in B city and J city. The response rate was 80% (160 responses). The survey content included the Managerial Competencies Scale (MCS), Schutzenhofer professional nurse autonomy Scale (SPNA), and Nursing Performance Scale (SPNA). RESULTS: The score for MCS was 4.53, for SPNA, 177.05, and for SPNA, 4.62. Nursing performance was related to managerial competencies (beta=0.741; p<.001; SE=0.059) and professional autonomy (beta=0.135; p=.010; SE=0.001). These factors accounted for 64.8~67.3% of the variability in nursing performance. CONCLUSION: Results indicate that head nurses' performance would be improved through increased nursing managerial competencies and expansion of professional autonomy suggesting a need to develop work systems designed to achieve high managerial competency and professional autonomy in head nurses.
Employee Performance Appraisal ; Head* ; Nursing* ; Nursing, Supervisory ; Professional Autonomy ; Tertiary Care Centers

PURPOSE: This study was conducted to identify factors that affect nursing performance; Those factors are personal characteristics, sub-categories of empowerment and job satisfaction of clinical nurses. METHODS: Data were collected from November 24, 2012 to March 11, 2013, and participants were 451 hospital nurses in 6 hospitals. Descriptive statistics, t-test, one-way ANOVA, Pearson correlation coefficient, and stepwise multiple regression were used for data analysis. RESULTS: Nurses who were older, married, highly educated, in the position of charge nurse, and with longer clinical careers showed relatively higher empowerment, higher job satisfaction, and higher nursing performance than others. Also, there were strong correlations between nursing performance and empowerment (r=.576)/job satisfaction (r=.617). Factors predicted nursing performance were relationship with coworkers (beta=.398), duty (beta=.181), promotion system (beta=.134), and turnover intention (beta=-.109). Factors predicting job satisfaction were competency of empowerment (beta=.249), and clinical career (beta=.151). These 6 factors explained 55.2% of the variance in nursing performance (F=93.37, <.001). CONCLUSION: Regarding human resource management, relationship with co-workers is a changeable factor. Therefore nursing organizations should apply these factors in human resource management to enhance nursing performance and achieve organizational goals.
Employee Performance Appraisal ; Humans ; Intention ; Job Satisfaction* ; Nursing* ; Nursing, Supervisory ; Organizational Objectives ; Power (Psychology)* ; Statistics as Topic

PURPOSE: In this study differences in levels of performance and importance of nursing jobs were explored in relation to levels of work experience. METHOD: The sample was chosen by convenient sampling (N=363) and a cross-sectional study design was used. Frequencies and percentages were used for descriptive statistics. ANOVA was utilized to examine differences in performance and importance of nursing jobs among three groups of nurses, divided based on levels of work experience (less than 1 year, 1 to 4 years, and 5 or more years). RESULTS: Regarding performance of nursing jobs, novice nurses provided more support for patients, but provided less assessment of patients (i.e., investigation of levels of nutrition and exercise, and observation of verbal, and non-verbal behavior, and levels of cognition). Regarding the importance of nursing jobs, nursing linked to exercise and activities, and post-operative and excretion care were considered to be less important among novice nurses than among experienced nurses. CONCLUSION: Different training programs should be developed and provided to nurses according to levels of work experience. By doing so, it will be feasible to minimize differences in quality of nursing care triggered by different levels of work experience.
Cross-Sectional Studies ; Employee Performance Appraisal ; Hospitals, General ; Humans ; Nursing Care ; Nursing Staff

PURPOSE: The aim of this study was to develop a performance measurement scale for nurses in the hospital setting and to test the reliability and validity of the scale. METHODS: This study was conducted in three phases including an application of conceptual framework, development of scale items, and test of validity and reliability of the scale. In order to test validity and reliability, data was collected from 1,966 nurses who work in twenty eight hospitals nation-wide. The data was analyzed by the SAS 8.0 program using descriptive statistics, factor analysis, and reliability coefficients. RESULTS: The Performance measurement scale consisted of 4 factors which included competency, attitude, willingness to improve, and application of nursing process, and a total of 17 items. The Four factors explained 63.45% of the total variance, and Cronbach's alpha of the scale was .92. CONCLUSION: The performance measurement scale developed by this study is a reliable and valid instrument that is utilized effectively to evaluate the performance of hospital nurses. Furthermore, it could be used as a steping stone to assess educational needs of nurses, develop professionalism among nurses, and improve quality of nursing care in the hospital setting.
Adult ; *Employee Performance Appraisal ; Female ; Humans ; Models, Nursing ; *Nursing Evaluation Research ; Nursing Staff, Hospital/*standards ; Reproducibility of Results ; Task Performance and Analysis

PURPOSE: This methodological research was designed to develop performance evaluation key indicators (PEKIs) for management by objectives (MBO) and to estimate their weights for hospital nurses. METHODS: The PEKIs were developed by selecting preliminary indicators from a literature review, examining content validity and identifying their level of importance. Data were collected from November 14, 2007 to February 18, 2008. Data set for importance of indicators was obtained from 464 nurses and weights of PEKIs domain was from 453 nurses, who worked for at least 2 yr in one of three hospitals. Data were analyzed using chi-square-test, factor analysis, and the Analytical Hierarchy Process. RESULTS: Based upon Content Validity Index of .8 or above, 61 indicators were selected from the 100 preliminary indicators. Finally, 40 PEKIs were developed from the 61 indicators, and categorized into 10 domains. The highest weight of the 10 domains was customer satisfaction, which was followed by patient education, direct nursing care, profit increase, safety management, improvement of nursing quality, completeness of nursing records, enhancing competence of nurses, indirect nursing care, and cost reduction, in that order. CONCLUSION: PEKIs and their weights can be utilized for impartial evaluation and MBO for hospital nurses. Further research to verify PEKIs would lead to successful implementation of MBO.
Adult ; *Employee Performance Appraisal ; Humans ; Models, Nursing ; Nursing Evaluation Research ; Nursing Staff, Hospital/*standards ; Task Performance and Analysis

PURPOSE: The purpose of this study was to examine health problems and to estimate economic impact based on health problems of workers. METHODS: The subjects of this study consisted of 301 workers who received a group occupational health service. Data was collected from February 1 to March 30, 2006. The questionnaire contained questions based on general characteristics and the Stanford Presenteeism Scale. Data was analyzed with descriptive statistics, t-test using SPSS program. RESULTS: The primary health conditions as reported by workers were ranked in order as stomach or bowel disorders, back or neck disorders, or liver function disorders. The reason of absenteeism per worker was ranked in order as asthma, or a breathing disorder. The reason of presenteeism was ranked in order as asthma, insomnia or a sleep disorder. The cost of the total economic impact on the workplace in this study was 8,851,838 won. The cost of absenteeism per worker was 8,390 won. The cost of presenteeism per worker was 941,732 won. CONCLUSION: Presenteeism had a strong correlation to health conditions of the workers. Therefore, improving the work conditions of the workers is very important. If employers improve the health condition of workers, they will benefit from improved productivity in their business.
*Absenteeism ; Adult ; Cost of Illness ; Employee Performance Appraisal ; Female ; Health Status ; Humans ; Industry/economics ; Male ; *Occupational Health/statistics & numerical data ; Questionnaires ; Task Performance and Analysis ; Workplace/*economics

PURPOSE: The purpose of this study is to explore problems of clinical nurse performance appraisal system. METHODS: This study employed a descriptive qualitative approach. The participants were purposively selected from clinical nurses working across all of the hospital units in a large metropolitan teaching hospital in Tehran, Iran in 2012. Data were collected using five focus group interviews, which were audio taped. The number of participants in each group ranged from 7 to 10. The semi-structured interviews were guided by a set of nondirective questions, and continued until the data reached saturation. Data were analyzed using framework analysis. RESULTS: Four major themes regarding the problems of clinical nurse performance appraisal system emerged from the analysis of textual data. These themes were contextual problems, problems related to performance appraisal structure, problems related to performance appraisal process and those related to performance appraisal results. CONCLUSION: The findings of this study reveal that the nurse performance appraisal system confronts with various problems. Some of these problems are related to organizational context while the others concerned structure, process and results of the performance appraisal system. In order to achieve high quality of patient care as the final goal of performance appraisal, changing and revision of this system is necessary.
Adult ; *Clinical Competence ; Employee Performance Appraisal/*standards ; Female ; Focus Groups ; Humans ; Iran ; Male ; Middle Aged ; Nurse Clinicians/*standards ; *Nursing Methodology Research ; Nursing Staff, Hospital/*standards ; Qualitative Research

OBJECTIVE: To explore the consistency of assessed results according to Standard of Evaluated Injured Severity, finding out some factors that influenced appraisal conclusion. METHODS: 102 cases examined by Beijing Institute of Forensic Medicine and Science in 1998 were re-evaluated respectively by nine appraisers. RESULTS: The results showed that distinction of appraisal conclusion between appraisers in the same institute was small, but in different institute was big. The work experience and professional train were important to reduce errors. CONCLUSION Standard of Evaluated Injured Severity strong take on character of profession. Veracity of assessed injured severity is related with unitive authoritative explanation, training and experience of appraiser.
Analysis of Variance ; Education, Professional ; Employee Performance Appraisal/standards* ; Forensic Medicine/standards* ; Health Knowledge, Attitudes, Practice ; Health Personnel/standards* ; Humans ; Reproducibility of Results ; Trauma Severity Indices

PURPOSE: The purpose of this study was to develop visions of nursing service, nursing strategies and key performance indicators (KPIs) for an intensive care unit (ICU) based on a Balanced Scorecard (BSC). METHODS: This study was undertaken by using methodological research. The development process consisted of four phases; the first phase was to develop the vision of nursing in ICUs. The second phase was to develop strategies according to 4 perspectives of a BSC. The third phase was to develop KPIs according to the 4 perspectives of BSC and the final phase was to combine the nursing visions, strategies and KPIs of ICUs. RESULTS: Two main visions of nursing service for ICUs were established. These were 'realization of harmonized professional nursing with human respect' and 'recovery of health through specialized nursing' respectively. In order to reach the aim of developing nursing visions, thirteen practical strategies and nineteen KPIs were developed by four perspectives of the BSC. CONCLUSION: The results will be used as objective fundamental data to attain business outcomes for the achievement of nursing visions and strategies of ICUs.
Adult ; *Employee Performance Appraisal ; Female ; Humans ; *Intensive Care Units ; Interviews as Topic ; Middle Aged ; Models, Nursing ; Nurse Administrators/*organization & administration ; Nursing Process/*standards ; Program Development ; Quality Indicators, Health Care ; Questionnaires