PURPOSE: The purpose of this study was to analyze students experiences during clinical practice in nursing management. METHODS: Assessing through computerized databases, self-reflection reports of 57 students were analyzed. Text network analysis was applied to examine the research. The keywords from each student's reports were extracted by using the programs, KrKwic and NetMiner. RESULTS: The results of the keyword network analysis of what students learned in the nursing process included 27 words. The keyword network analysis of what students learned from the problem solving process included 23 words and the keyword network analysis of improvements in Clinical Practice of Nursing included 31 words. CONCLUSION: Studies related to clinical practice have been increasing, and themes of the studies have also become broader. Further research is required to investigate factors affecting clinical practice specifically in nursing management. Further comparative studies are necessary to define differences in clinical practice systems related to improving nursing students competency.
Humans ; Nursing Process ; Nursing* ; Problem Solving ; Students, Nursing

PURPOSE: The purpose of this study was to identify the impact of workplace bullying experience and resilience on organizational commitment in general hospital nurses. METHODS: Participants were 250 nurses of a general hospital in Seoul, Gyeonggi-do and Gangwoen-do. Data were collected using the structured questionnaires and analyzed using descriptive statistics, t-test, ANOVA, pearson's correlation coefficient, and multiple regression analysis. RESULTS: As a result of multiple regression analysis, workplace bullying, resilience, clinical career, and work unit turned out to be variables that explained general hospital nurses' organizational commitment (Adj. R²=0.17, p<.001). CONCLUSION: These findings suggest that bullying and resilience were defined as the influential variables on organizational commitment of nurses. Therefore strategies and programs about workplace bullying and resilience are needed to be developed.
Bullying* ; Gyeonggi-do ; Hospitals, General* ; Seoul

PURPOSE: This study was done to analyze the relationship between organizational communication satisfaction and organizational commitment among hospital nurses. METHOD: A survey was conducted with 647 nurses who were working in 24 hospitals in Korea. Data were collected during August 2010. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation analysis, and multiple regression. RESULTS: The mean level of organizational communication satisfaction was 3.15 (min 1.88 -max 4.88) and the mean level of organizational commitment was 3.21 (min 1.33 - max 4.83). There was a statistically significant correlation between organizational communication satisfaction and organizational commitment (r=. 655). According to analysis of the impact of the subconstructions of organizational communication satisfaction on organizational commitment, the following factors had significant influence on organizational communication satisfaction: vertical communication, communication media, and organizational climate. CONCLUSION: These findings showed that communication satisfaction was the most important factor for nurses' organizational commitment. Therefore, there is a need to develop communication strategies and skills for hospital nurses to increase the level of communication satisfaction.
Korea

PURPOSE: As Korea has been rapidly transformed to be a multicultural society, it becomes essential for nurses to develop cultural competency. The purpose of this descriptive study was to assess the cultural competency level of general hospital nurses and to examine its contributing factors adopting ecological model. METHOD: A convenience sample of 327 nurses from six general hospitals in Seoul metropolitan area was recruited between November 14 to 28, 2011. Cultural competency was measured using the Korean version of the Caffrey Cultural Competence in Healthcare Scale (CCCHS) and Cultural Competence Assessment(CCA). Hierarchical multiple regression analysis was performed to assess the influence of intrapersonal, cultural-experience, and organizational factors on cultural competency. RESULTS: Mean cultural competency in this study was 2.57(+/-0.43). Cultural competency was associated with job position (p=.044) at the intrapersonal level. At the cultural experience level, foreign language classes experience (p=.005), fluency in a foreign language (p=.000), experience of working with foreign health care professionals (p=.000) were associated cultural competency. At the organizational level, training program (p=.000), job description (p=.002), health education materials (p=.016), insufficient job control (p=.000), and interpersonal conflicts (p=.011) showed significant difference. Foreign language class experience, foreign language fluency, experience of working with foreign health care professionals, and job control were the most consistent predictors of cultural competence and explained 20.4% of the total variance in the proposed ecological model. CONCLUSIONS: The findings suggest that to enhance cultural competency in general hospital nurses, cultural experience and organizational factors need to be more fully considered than intrapersonal factors.
Cultural Competency ; Delivery of Health Care ; Health Education ; Hospitals, General ; Job Description ; Korea

PURPOSE: As Korean society has rapidly become multicultural in the last few decades, it is essential for nurses to become culturally competent to provide effective care for ethnically and culturally diverse populations. Considering the advantages of standardized instrument, there is a need to evaluate current cultural competence instruments to assess adaptability to Korean nurses. METHODS: Using Macdowell's instrument evaluation guideline, a review and evaluation was done of the Inventory for Assessing the Process of Cultural Competence among Healthcare Professionals (IAPCC) and Cultural Competence Assessment (CCA), which were both developed based on cultural competence theoretical models and have been commonly used in nursing research. Two other Korean instruments were also evaluated. RESULTS: The instruments reviewed have limitations in reliability and validity, as well as cultural background and development process, for measurement of cultural competence in Korean nurses. CONCLUSION: The results of this study indicate that it is necessary to discuss and agree on a definition of what cultural competence is and to develop instruments to measure cultural competence in Korean nurses.
Cultural Competency ; Delivery of Health Care ; Models, Theoretical ; Nursing Research ; Reproducibility of Results

The trichofolliculoma is a rare tumor of the hair follicle occuring most often on the head and neck. We have experienced a case of 24-year-old female who had a small, dome-shaped, tan brown firm nodule on the nose. Under the clinical impression of a granuloma, an excisional biopsy of the nodule was done. Microscopically the lesion was composed of a large central cystic hair follicle with many srhall but well differenciated secondary hair follicles branching from the wall. Well developed secondary hair follicles were often grouped and were surrounded by a prominent stroma.
Female ; Humans ; Biopsy

PURPOSE: The aim of this study was to identify the effects of organizational culture and organizational support on the innovative behavior of general hospital nurses. METHODS: The participants in this study were 356 nurses, working in hospitals in Seoul, Gyeonggi and Gangwon Provinces, and Daejeon City. Data were collected from June to August, 2012. A structured questionnaire was used for data collection and data was analyzed using the SPSS/WIN program. RESULTS: The organizational culture positively correlated with innovative behavior. The most significant predictors of innovative behavior were age, organizational support and hierarchy-oriented culture. CONCLUSION: These findings suggest that nurses' organizational culture and organizational support were linked to innovative behavior. Management-level workers in these hospitals should have the skills and strategies to develop nurses' innovative behavior and increases nurses' recognition of organizational support to achieve high performance through innovation.
Data Collection ; Gangwon-do ; Gyeonggi-do ; Hospitals, General* ; Organizational Culture* ; Surveys and Questionnaires ; Seoul

PURPOSE: The purpose of this study was to investigate the factors influencing nurse turnover intention in small and medium sized hospitals in the metropolitan area. METHODS: A cross-sectional survey design was used. A questionnaire was distributed to the nurses in small and medium sized hospitals. The data of 209 nurses was analyzed using t-test, ANOVA, Pearson correlation coefficient and multiple regression. RESULTS: Organizational commitment and age were identified as factors influencing turnover intention. These factors explained 56.8% of variance of turnover intention. CONCLUSION: Results suggest that establishment of organizational commitment needs to be discussed and continuously developed. Further study is also necessary to identify the key mechanism in nurse turnover intention.
Cross-Sectional Studies ; Intention* ; Surveys and Questionnaires

PURPOSE: The purpose of this study was to identify factors affecting the social distance between minority groups and nursing cadets. METHODS: A cross-sectional survey design was used. A questionnaire was distributed to the entire Armed Forces Nursing Academy cadets. Data from 273 nursing cadets were analyzed using t-test, ANOVA, Pearson correlation coefficients and Stepwise multiple regression. RESULTS: Social distance had positive correlations with collective identity (r=.28) and multiculturalism (r=.37). A negative correlation was found between social distance and perceived threat (r=-.38). Perceived threat, multiculturalism, collective identity, and frequency of contact with minorities were identified as factors affecting the social distance. The model explained 24% of the variables. CONCLUSION: To effectively respond to the minority groups' nursing needs in the army, educational programs which help to reduce the perceived threat, to strengthen multiculturalism, and to establish a healthy collective identity of nursing cadets need to be developed.
Arm ; Cross-Sectional Studies ; Cultural Diversity ; Minority Groups* ; Nursing* ; Surveys and Questionnaires ; Social Distance*

PURPOSE: The aim of this study was to identify the effects of change commitment and learning orientation on the innovativeness of clinical nurse. METHODS: The participants in this study were 268 nurses, working in hospitals in Seoul, Gyeonggi and Gangwon Provinces, and Daejeon City. Data were collected from June to August, 2012. A structured questionnaire was used for data collect and data was analyzed using the SPSS/WIN program. RESULTS: The most significant predictors of innovativeness were education, normative commitment, continuance commitment and learning commitment. Continuance commitment negatively correlated with innovativeness. CONCLUSION: These findings suggest that nurses' commitment to change and learning commitment were strongly linked to innovativeness. Management-level workers in these hospitals should have the skills and strategies to promote commitment to change include developing positive expectations about change positive outcomes.
Learning ; Orientation ; Surveys and Questionnaires