Background: The adequate provision of medical care relies on the availability of a suitable number of healthcare professionals. To ensure stability in healthcare delivery, it is crucial for a country to accurately estimate and address the supply of doctors. This study aims to contribute to the formulation of effective policies for securing and distributing doctor manpower, with a focus on medically underserved areas at both the national and local government levels. Methods: Employing the system dynamics methodology, this research utilizes stock and flow diagrams, including level and rate diagrams, to quantitatively analyze the cumulative structure of the doctor supply and demand system. Results: The analysis reveals a substantial shortage of clinical doctors in Gyeongsangnam-do, amounting to 15,477 as of 2021. Projections indicate a need for an additional 7,570 doctors by the year 2050 to maintain the current healthcare service level. Examination of medical treatment rights and distribution across cities and counties indicates an insufficiency in doctor supply relative to demand in the majority of regions. Alternative scenarios, such as increasing medical school enrollments and adjusting retirement ages, were explored, yet none provided a sufficient resolution to the shortage. Conclusion The findings underscore an impending exacerbation of the doctor shortage in Gyeongsangnam-do if the existing system is perpetuated. Addressing this issue necessitates not only augmenting the number of medical school students and adapting retirement age policies but also implementing diverse strategies employed successfully in other countries. This study serves as a foundational step in informing evidence-based policies aimed at securing an ample and appropriately distributed doctor workforce for sustainable healthcare delivery.

Purpose: This descriptive correlation study sought to evaluate the mediating effect of nursing work environment on the relationship between work-family conflict and turnover intention among married female nurses. Methods: This study enrolled 149 married female nurses employed at a university hospital in G. province J City. For data analysis, the SPSS/WIN 25.0 program and SPSS PROCESS Macro version 4.2 was used. Results: The mean score of work-family conflict among married female nurses was 2.99±72 out of 5 points, nursing work environment was 2.50±39 out of 4 points, and turnover intention was 3.96±69 out of 5 points. Turnover intention was positively correlated with work-family conflict (r=.34, p<.001), and negatively correlated with nursing work environment (r=-.34, p<.001). The nursing work environment had a parial mediating effect (β=.32, p<.001) on the relationship between work-family conflict and turnover intention. Conclusion Work-family conflict and turnover intention among married female nurses influenced each other, with the nursing work environment having a partial mediating effect. This study can serve as basis for addressing work-family conflict, improving the nursing work environment and reducing turnover among married female nurses.

Purpose: This study aimed to examine the levels of clinical decision-making ability, role conflict, and nursing work performance ability and to identify factors influencing nursing work performance ability among emergency room nurses. Methods: This study emploved a descriptive correlational research design. A total of 137 emergency room nurses, were participated. Data were collected at three tertiary hospitals located in city B, from June 1 to August 25, 2024. The collected data were analyzed using descriptive statistics, independent t-test, one-way ANOVA, Scheffé test, Pearson’s correlation, and multiple regression analysis using IBM SPSS 29.0 program. Results: The average score of clinical decision-making ability was 3.31, while role conflict and nursing work performance ability both had an average score of 3.77. Factors influencing nursing work performance ability included clinical decision-making ability, role conflict, and annual salary, which explained 20.0% of the variance in nursing work performance ability. Conclusion Clinical decision-making ability and role conflict significantly impact nursing work performance among emergency room nurses. Strategies to enhance clinical decision-making skills and mitigate role conflict should be developed at the organizational level. Additionally, further research is needed to on appropriate compensation systems and institutional measures to enhance nursing work performance.

Purpose: This descriptive correlation study sought to evaluate the mediating effect of nursing work environment on the relationship between work-family conflict and turnover intention among married female nurses. Methods: This study enrolled 149 married female nurses employed at a university hospital in G. province J City. For data analysis, the SPSS/WIN 25.0 program and SPSS PROCESS Macro version 4.2 was used. Results: The mean score of work-family conflict among married female nurses was 2.99±72 out of 5 points, nursing work environment was 2.50±39 out of 4 points, and turnover intention was 3.96±69 out of 5 points. Turnover intention was positively correlated with work-family conflict (r=.34, p<.001), and negatively correlated with nursing work environment (r=-.34, p<.001). The nursing work environment had a parial mediating effect (β=.32, p<.001) on the relationship between work-family conflict and turnover intention. Conclusion Work-family conflict and turnover intention among married female nurses influenced each other, with the nursing work environment having a partial mediating effect. This study can serve as basis for addressing work-family conflict, improving the nursing work environment and reducing turnover among married female nurses.

Purpose: This study aimed to examine the levels of clinical decision-making ability, role conflict, and nursing work performance ability and to identify factors influencing nursing work performance ability among emergency room nurses. Methods: This study emploved a descriptive correlational research design. A total of 137 emergency room nurses, were participated. Data were collected at three tertiary hospitals located in city B, from June 1 to August 25, 2024. The collected data were analyzed using descriptive statistics, independent t-test, one-way ANOVA, Scheffé test, Pearson’s correlation, and multiple regression analysis using IBM SPSS 29.0 program. Results: The average score of clinical decision-making ability was 3.31, while role conflict and nursing work performance ability both had an average score of 3.77. Factors influencing nursing work performance ability included clinical decision-making ability, role conflict, and annual salary, which explained 20.0% of the variance in nursing work performance ability. Conclusion Clinical decision-making ability and role conflict significantly impact nursing work performance among emergency room nurses. Strategies to enhance clinical decision-making skills and mitigate role conflict should be developed at the organizational level. Additionally, further research is needed to on appropriate compensation systems and institutional measures to enhance nursing work performance.

Background: The adequate provision of medical care relies on the availability of a suitable number of healthcare professionals. To ensure stability in healthcare delivery, it is crucial for a country to accurately estimate and address the supply of doctors. This study aims to contribute to the formulation of effective policies for securing and distributing doctor manpower, with a focus on medically underserved areas at both the national and local government levels. Methods: Employing the system dynamics methodology, this research utilizes stock and flow diagrams, including level and rate diagrams, to quantitatively analyze the cumulative structure of the doctor supply and demand system. Results: The analysis reveals a substantial shortage of clinical doctors in Gyeongsangnam-do, amounting to 15,477 as of 2021. Projections indicate a need for an additional 7,570 doctors by the year 2050 to maintain the current healthcare service level. Examination of medical treatment rights and distribution across cities and counties indicates an insufficiency in doctor supply relative to demand in the majority of regions. Alternative scenarios, such as increasing medical school enrollments and adjusting retirement ages, were explored, yet none provided a sufficient resolution to the shortage. Conclusion The findings underscore an impending exacerbation of the doctor shortage in Gyeongsangnam-do if the existing system is perpetuated. Addressing this issue necessitates not only augmenting the number of medical school students and adapting retirement age policies but also implementing diverse strategies employed successfully in other countries. This study serves as a foundational step in informing evidence-based policies aimed at securing an ample and appropriately distributed doctor workforce for sustainable healthcare delivery.

Purpose: This descriptive correlation study sought to evaluate the mediating effect of nursing work environment on the relationship between work-family conflict and turnover intention among married female nurses. Methods: This study enrolled 149 married female nurses employed at a university hospital in G. province J City. For data analysis, the SPSS/WIN 25.0 program and SPSS PROCESS Macro version 4.2 was used. Results: The mean score of work-family conflict among married female nurses was 2.99±72 out of 5 points, nursing work environment was 2.50±39 out of 4 points, and turnover intention was 3.96±69 out of 5 points. Turnover intention was positively correlated with work-family conflict (r=.34, p<.001), and negatively correlated with nursing work environment (r=-.34, p<.001). The nursing work environment had a parial mediating effect (β=.32, p<.001) on the relationship between work-family conflict and turnover intention. Conclusion Work-family conflict and turnover intention among married female nurses influenced each other, with the nursing work environment having a partial mediating effect. This study can serve as basis for addressing work-family conflict, improving the nursing work environment and reducing turnover among married female nurses.

Purpose: This study aimed to examine the levels of clinical decision-making ability, role conflict, and nursing work performance ability and to identify factors influencing nursing work performance ability among emergency room nurses. Methods: This study emploved a descriptive correlational research design. A total of 137 emergency room nurses, were participated. Data were collected at three tertiary hospitals located in city B, from June 1 to August 25, 2024. The collected data were analyzed using descriptive statistics, independent t-test, one-way ANOVA, Scheffé test, Pearson’s correlation, and multiple regression analysis using IBM SPSS 29.0 program. Results: The average score of clinical decision-making ability was 3.31, while role conflict and nursing work performance ability both had an average score of 3.77. Factors influencing nursing work performance ability included clinical decision-making ability, role conflict, and annual salary, which explained 20.0% of the variance in nursing work performance ability. Conclusion Clinical decision-making ability and role conflict significantly impact nursing work performance among emergency room nurses. Strategies to enhance clinical decision-making skills and mitigate role conflict should be developed at the organizational level. Additionally, further research is needed to on appropriate compensation systems and institutional measures to enhance nursing work performance.

Background: The adequate provision of medical care relies on the availability of a suitable number of healthcare professionals. To ensure stability in healthcare delivery, it is crucial for a country to accurately estimate and address the supply of doctors. This study aims to contribute to the formulation of effective policies for securing and distributing doctor manpower, with a focus on medically underserved areas at both the national and local government levels. Methods: Employing the system dynamics methodology, this research utilizes stock and flow diagrams, including level and rate diagrams, to quantitatively analyze the cumulative structure of the doctor supply and demand system. Results: The analysis reveals a substantial shortage of clinical doctors in Gyeongsangnam-do, amounting to 15,477 as of 2021. Projections indicate a need for an additional 7,570 doctors by the year 2050 to maintain the current healthcare service level. Examination of medical treatment rights and distribution across cities and counties indicates an insufficiency in doctor supply relative to demand in the majority of regions. Alternative scenarios, such as increasing medical school enrollments and adjusting retirement ages, were explored, yet none provided a sufficient resolution to the shortage. Conclusion The findings underscore an impending exacerbation of the doctor shortage in Gyeongsangnam-do if the existing system is perpetuated. Addressing this issue necessitates not only augmenting the number of medical school students and adapting retirement age policies but also implementing diverse strategies employed successfully in other countries. This study serves as a foundational step in informing evidence-based policies aimed at securing an ample and appropriately distributed doctor workforce for sustainable healthcare delivery.

Purpose: This descriptive correlation study sought to evaluate the mediating effect of nursing work environment on the relationship between work-family conflict and turnover intention among married female nurses. Methods: This study enrolled 149 married female nurses employed at a university hospital in G. province J City. For data analysis, the SPSS/WIN 25.0 program and SPSS PROCESS Macro version 4.2 was used. Results: The mean score of work-family conflict among married female nurses was 2.99±72 out of 5 points, nursing work environment was 2.50±39 out of 4 points, and turnover intention was 3.96±69 out of 5 points. Turnover intention was positively correlated with work-family conflict (r=.34, p<.001), and negatively correlated with nursing work environment (r=-.34, p<.001). The nursing work environment had a parial mediating effect (β=.32, p<.001) on the relationship between work-family conflict and turnover intention. Conclusion Work-family conflict and turnover intention among married female nurses influenced each other, with the nursing work environment having a partial mediating effect. This study can serve as basis for addressing work-family conflict, improving the nursing work environment and reducing turnover among married female nurses.