PURPOSE: This study was conducted to identify ethical climate factors in hospitals and analyze their influence on job satisfaction and organizational commitment. METHODS: A convenience sample of 196 nurses from one national university hospital in J city participated in this descriptive study survey. Instruments included the Ethical Climate Questionnaire, Job Satisfaction Scale, and Organizational Commitment Scale. Cronbach's alpha and factor analysis were done to test reliability and construct validity of the scales. Data were collected from March 15 to March 25, 2013 and analyzed using descriptive statistics, one-way ANOVA, t-test, Pearson correlation, and multiple regression with SPSS/WIN 18.0. RESULTS: Seven ethical climate factors were identified; laws and professional codes, social responsibility, company rules and procedures, self-interest, personal morality, efficiency, and friendship. Factors influencing job satisfaction were friendship (beta=.25), social responsibility (beta=.20), laws and professional codes (beta=.20), and educational level (beta=.27), explaining 37.6% of variance in job satisfaction. Factors influencing organizational commitment included social responsibility (beta=.29), friendship (beta=.27), laws and professional codes (beta=.23), and age (beta=.19), with explanatory power of 44.6%. CONCLUSION: Results can be used as preliminary data for developing new strategies to establish positive ethical climates in hospital environments and thus enhance nurses' job satisfaction and organizational commitment.
Climate ; Friends ; Humans ; Job Satisfaction ; Jurisprudence ; Morals ; Surveys and Questionnaires ; Social Responsibility ; Weights and Measures

PURPOSE: The purpose of this study was to identify the relationship among followership, organizational commitment, job satisfaction, turnover intention, and customer orientation in hospital nurses. METHODS: The participants in this study were 210 staff nurses in one university hospital. Data were analyzed using frequency, ANOVA, Pearson correlation analysis, and stepwise multiple regression. RESULTS: Followership had positive correlations with organizational commitment (r=.46, p<.001), job satisfaction (r=.41, p<.001), customer orientation (r=.47, p<.001). Followership had negative correlation with turnover intention (r=-.23, p<.001). The factor of followership influencing organizational commitment was active engagement, and this factor accounted for 23.3% of explanatory power. The factor of followership influencing job satisfaction was active engagement (F=45.00, p<.001), and this factor accounted for 17.8% of explanatory power. The factor of followership influencing turnover intention was active engagement (F=19.69, p<.001), and this factor accounted for 17.0% of explanatory power. The factors of followership influencing customer orientation were active engagement (F=51.38, p=.004) and independent, critical thinking (F=24.55, p=.011), and these factors accounted for 22.1% of explanatory power. CONCLUSION: Findings indicate a need to develop followership to promote organizational commitment, job satisfaction, and customer orientation and to decrease turnover intention in nurses.
Intention ; Job Satisfaction ; Orientation ; Thinking

PURPOSE: The purpose of this study was to identify the effect of head nurse's emotional leadership on nurse's job satisfaction & organizational commitment. METHODS: The subjects of this study were 385 nurses from four general hospitals and one university hospital. SPSS WIN 14.0 was used for data analysis. RESULTS: Stepwise multiple regression analyses were used to examine the influences of research variables. The variable which predict nurse's job satisfaction were head nurse's emotional leadership (F=76.027, p<.01, adjusted R square=.166). The variables which predict organizational commitment were emotional leadership (F=27.839, p<.01, adjusted R square=.066), marital status (F=20.928, p<.01 adjusted R square=.03), respectively. CONCLUSIONS: As a result of this study, head nurse's emotional leadership was defined as a important influential on both job satisfaction and organizational commitment of nurses. Therefore, it is needed to develop education programs for activating head nurse's emotional leadership.
Head ; Hospitals, General ; Job Satisfaction ; Leadership ; Marital Status ; Statistics as Topic

PURPOSE: This study was conducted to identify the effects of organizational health and patient safety culture on nursing activities for patient safety as perceived by hospital nurses. METHODS: A self-report survey was administered to staff nurses of one advanced general hospital and two general hospitals in South Korea. Of the questionnaires, 188 were analyzed. RESULTS: Organizational health had a significantly positive correlation with patient safety culture (r=.52, p<.001) and patient safety nursing activities (r=.31, p<.001). CONCLUSION: The findings in this study indicate that among the factors influencing patient safety nursing activities, organizational factors were more important than individual factors, and organizational health had a big effect on patient safety nursing activities.
Hospitals, General ; Humans ; Korea ; Nursing* ; Patient Safety*

PURPOSE: The purpose of this study was to identify the nursing images appearing in elementary school textbooks. METHOD: This study targeted 130 textbooks of 13 subjects under the 7th national curriculum for elementary schools as of December 2005. Nursing-related texts, photographs, and illustrations in the textbooks were analyzed by using a content analysis method. As for the textbook analysis, two coders thoroughly read the textbooks to record nursing-related content per coding paper, respectively. RESULT: The total number of nursing-related content appearing in 130 textbooks of 13 subjects was 70. More nursing-related content was exhibited in the photograph and illustration domain(N=57, 81.4%) than in the text domain(N=13, 18.6%). Nursing-related content(N=70) appeared in the order of nursing activities with 56(80.0%), nursing as a job with 10(14.3%), and others with 4(5.7%). As for the nursing image of nursing-related content, positive images weremost with 30(42.9%), followed by negative images with 21(30.0%), and neutral images with 19(27.1%). CONCLUSION: Nursing-related content was dealt with too little, and dependent nursing activities such as medication, and assisting roles for doctor's examinations and treatments mainly appeared. Also, the main activity place was a hospital. To introduce proper and adequate nursing activities to the students, various types of nursing-related data and material should be distributed to front line schools, teachers, main authors, and publishing companies.
Child ; *Curriculum ; Humans ; *Nursing ; Prejudice ; *Schools ; *Textbooks as Topic

PURPOSE: The purpose of this study was to analyze the paths of influence that a hospital's ethical climate exerts on nurses' organizational commitment and organizational citizenship behavior, with supervisor trust as the mediating factor, and verify compatibility of the models in hospital nurses. METHODS: The sample consisted of 374 nurses recruited from four hospitals in 3 cities in Korea. The measurements included the Ethical Climate Questionnaire, Supervisor Trust Questionnaire, Organizational Commitment Questionnaire and Organizational Citizenship Behavior Questionnaire. Ethical Climate Questionnaire consisted of 6 factors; benevolence, personal morality, company rules and procedures, laws and professional codes, self-interest and efficiency. Data were analysed using SPSS version 18.0 and AMOS version 18.0. RESULTS: Supervisor trust was explained by benevolence and self-interest (29.8%). Organizational commitment was explained by benevolence, supervisor trust, personal morality, and rules and procedures (40.4%). Organizational citizenship behavior was explained by supervisor trust, laws and codes, and benevolence (21.8%). CONCLUSION: Findings indicate that managers need to develop a positive hospital ethical climate in order to improve nurses' trust in supervisors, organizational commitment and organizational citizenship behavior.
Beneficence ; Climate* ; Efficiency, Organizational ; Ethics ; Humans ; Jurisprudence ; Korea ; Morals ; Negotiating

PURPOSE: The purpose of this study was to analyze the effects of empathy, resilience and self-care on compassion fatigue in oncology nurses. METHODS: The study design was a descriptive survey and questionnaires were collected from December 1 to 15, 2013. Participants were 171 oncology nurses caring for cancer patients. Data was analyzed using independent t-test, Scheffe test, one-way ANOVA, Pearson correlation coefficient and hierarchical multiple regression with the SPSS/WIN 18.0 program. RESULTS: Seventy two percent of the participants reported a moderate to high level of compassion fatigue. Empathy was positively correlated with compassion fatigue, whereas, resilience and self-care had negative correlations with compassion fatigue. Finally, empathy, resilience, self-care and age accounted for 30% of the variance in compassion fatigue. CONCLUSION: Results indicate that empathy, resilience and self-care are factors influencing compassion fatigue. Therefore, it is necessary to develop and make available programs embracing personal factors in the prevention and reduction of compassion fatigue.
Empathy* ; Fatigue* ; Humans ; Surveys and Questionnaires ; Self Care*

PURPOSE: This study was designed to examine existing research on service marketing in nursing and identify the results by analyzing research trends in medical and nursing service marketing over the last 15 years. METHODS: Electronic databases were searched, including RISS, Korea Citation Index. The papers were classified by criteria, focusing on research topics, research design and statistical analysis method. RESULTS: From 2002 to 2016, 221 research articles on medical or nursing service marketing were published in local academic journals. Most of the articles were about service quality and satisfaction. Generally questionnaire surveys were used. There were 34 papers related to nursing service marketing. Most of them were about satisfaction and had used a questionnaire survey. CONCLUSION: Further research needs to be done with nursing service marketing topics including a variety of themes such as personal services and customer behaviors.
Classification ; Humans ; Korea ; Marketing ; Methods ; Nursing Research ; Nursing Services ; Nursing ; Research Design

PURPOSE: The purpose of this study was to review articles on Nursing Management Minimum Data Sets (NMMDS) and to suggest strategies to improve practical use of NMMDS in nursing management. METHODS: A systematic search for articles published until 2013 was undertaken using the following biomedical databases: CINAHL, PubMed, and Google scholar. Seventeen articles were fully reviewed. RESULTS: The results showed that studies were related to updating NMMDS reflecting current EHR use, mapping NMMDS to standardized national databases, and validating, translating and evaluating NMMDS for international uses. NMMDS has three dimensions and was developed reflecting the needs of nurse managers. CONCLUSION: The study findings provide a summary of recent trends in NMMDS. These results can serve as basic information to promote practical use of NMMDS in the healthcare organization to provide nursing management data for nurse managers.
Dataset* ; Delivery of Health Care ; Humans ; Nurse Administrators ; Nursing Informatics ; Nursing* ; Translating

Purpose: This study is a hypothetical model of the effect of the leader-member exchange relationship on psychological ownership, job engagement, and turnover intention. Methods: Data collection was conducted for general nurses who have worked for at least 6 months in a university hospital. The collected data were analyzed using the SPSS/WIN 25.0, and AMOS 18.0 program was used to conduct confirmatory factor analysis as well as goodness of fit verification and hypothesis testing for the hypothetical model. Results: The leader-member exchange had a significant, static effect on psychological ownership. The leader-member exchange relationship did not have a significant effect on job engagement and psychological ownership had a significant, static effect on job engagement.The leader-member exchange relationship did not have a significant effect on turnover intention and psychological ownership and job engagement had significant, negative effects on turnover intention. Conclusion Intervention and the development of programs to increase the psychological ownership and job engagement of members are proposed to improve the leader-member exchange relationship through leadership education and training and reduce the turnover intention of nurses.