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: 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 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 the study was to identify factors affecting the innovative behavior of general hospital professional staff. METHODS: In the final analysis, the study focuses on the 442 structured questionnaires received from the professional staff (doctors, nurses, medical technicians, and administrative staff) of H Hospital, a public medical foundation. Data were collected from August 1 to 31, 2014. The SPSS/WIN 19.0 program was used for data analysis which included t-test, ANOVA, Scheffe test, Pearson correlation coefficients, and multiple regression analysis. RESULTS: Multiple regression showed that factors affecting innovative behavior of hospital professional staff were conditional reward, innovation-oriented culture, education, and job (Adj R2=.317). CONCLUSION: The results of this study suggest that it is necessary for the leader to demonstrate leadership with innovation and transaction in harmony to cultivate innovative behavior in hospital staff. Also, positive support and role in the hospital organization are fundamental to developing the strengths that each type of culture possess on the basis of the organizational culture of hospital, enabling hospital staff to exhibit their best voluntary innovative behavior.
Education ; Hospitals, General* ; Leadership* ; Organizational Culture* ; Reward ; Statistics as Topic

PURPOSE: This study conducted to identify the effect of learning organization construction and learning orientation on organizational effectiveness among hospital nurses. Method: Data was collected from convenient sample of 296 nurses who worked for the major hospitals in Seoul, Gyeonggi-do and Gangwoen-do. The self-reported questionnaire was used to assess the general characteristics, the level of the learning organization construction, learning orientation and organizational effectiveness. The data were analyzed using descriptive statistics, pearson's correlation coefficient and multiple regression. Result: The mean score of learning organization construction was 3.61(+/-.32), learning orientation got 3.26(+/-.39), and organizational effectiveness obtained 3.38(+/-.42). The learning organization construction affects of organizational effectiveness by 44.18% and learning orientation by 37.43%. CONCLUSION: This finding indicates that learning organization construction and learning orientation affects the nurses' organizational effectiveness in hospital.
Learning ; Orientation ; Surveys and Questionnaires

PURPOSE: The aim of this study was to identify the influence of professionalism, role conflict and work environment in clinical nurses with expanded role (CNE) on job embeddedness. METHODS: The participants in this study were 136 CNE working in general hospitals in Seoul, the wider metropolitan area and Gangwon Province. RESULTS: Job embeddedness, work environment and professional performance of the participants showed positive correlation with each other. Significant predictors of embeddeness were belief in public service and sense of calling in the professional subcategory and participation in hospital affairs and nurse-doctor relationship in the work environment subcategory. CONCLUSION: Finding from this study indicate the need to evaluate and improve the significant predictors of job embeddedness for CNE.
Gangwon-do ; Hospitals, General ; Professionalism* ; Seoul