PURPOSE: The purpose of this study was to investigate the relationship between nurse managers' facilitative communication as perceived by nurses and nurses' self-esteem. METHODS: The subjects were 256 staff nurses at B hospital of C University in Kyeonggi-do. The data were collected between December 1, 2009 and January 12, 2010. The collected data were analyzed using the SAS program through t-test, ANOVA, Scheffe test, Pearson's correlation coefficients. RESULTS: Nurses' self-esteem was higher when nurse managers perceived them as facilitative communicators in empathic understanding and genuineness subgroup of facilitative communication (p<.05). There was a positive correlation between nurse managers' facilitative communication and nurses' self-esteem(r=.15, p=.015). Also there was a positive correlation among the nurse managers' facilitative communication subgroups, empathic understanding; genuineness; concreteness(r=0.18, p=.004; r=0.18, p=.003; r=0.19, p=.002) and nurses' self-esteem. CONCLUSION: Nurse managers are in need of facilitative communication. Therefore, job education and training for improving nurse managers' communication skills particularly related to empathic understanding, genuineness and concreteness are required.
Humans ; Nurse Administrators ; Phenothiazines

This research endeavored to explore, describe and document the saga of experienced nurse administrators to come up with reflective learning in nursing leadership and management. A qualitative phenomenological approach was utilized, specifically descriptive and interpretative methods of Husserl and Heidegger. Purposive sampling and referral were employed to select eight participants from the three fields of nursing administration(academe, hospital, and community) within Luzon, Philippines. An in-depth interview about the participants' experiences in nursing and nursing administration, together with a review of historical narratives and personal accounts were engaged to generate data. The interviews were transcribed verbatim and were analyzed following hermeneutic interpretive phenomenology. An integrated analysis of literature showed parallel descriptions of participants' responses and the context of historical accounts and events in nursing in the Philippines. Four main themes have emerged in the saga of Seasoned Nurse Administrators (SNAs): 1) Nurse administrators' responses according to the need and context of nursing in their times; 2) Nursing foundations and training are geared towards the values of nursing as a service profession, 3) The pathways towards becoming a nurse administrator are marked with competence in the roles undertaken and living the passion for service; 4) SNAs facing challenges are towards the improvement of life conditions, excellence in their profession, and setting advocacies to elevate the nursing profession in the country in the 21st century. A conceptual model was formulated in understanding the paths towards a seasoned nurse administrator.
Nurse Administrators ; Learning

PURPOSE: This study tries to identify experience of verbal abuse, emotional response, and ways to deal with verbal abuse against nurses in hospitals. METHODS: This study was a descriptive research and conducted from April to July 2011. One hundred and seventeen nurses with over one-year experience in general wards were selected and evaluated. The data were analyzed using descriptive analysis, independent t-tests, and one-way ANOVA. RESULTS: The nurses' experience rate of verbal abuse during the entire period of work in hospitals was 98.3%. The majority of the nurses were verbally abused by patients (70.9%), followed by patients' relatives (65.8%), physicians (61.5%), and coworkers (58.1%). Overall negative emotional response score of nurses after verbal abuse was 38.82+/-8.28. Ways to deal with verbal abuse were as follows: suppression was 74.4%, complaining of an injustice to close people, 67.5%, and ignoring, 43.6%. CONCLUSION: Nurses have significantly been exposed to verbal abuse while working in hospitals. Therefore, hospital managers and nurse managers are required to inform other staff and visitors in hospitals the real condition of verbal abuse against nurses and provide a safe work environment by developing the report and disposal system of verbal abuse.
Humans ; Nurse Administrators ; Patients' Rooms

The purpose of this research was to uncover the expertise of ICU nursing in Korea, and to describe nurses' practice based on the degree of skill acquisition. A total of 18 ICU nurses participated in the study. The data was collected through individual in-depth interviews and it was managed using the NUDIST 4.0 software program. The data was analyzed using interpretive phenomenology suggested by Benner. Four properties of expertise of ICU nursing were identified. These are 1) concern and love toward patients; 2) knowledge; 3) skill, and 4) abilities in interpersonal relationships. And the characterisitcs of four levels of skill acquisition, that is advanced beginner, competent, proficient, and expert, were described with exemplars. The results of this study might help nurse researchers clarify and elaborate on the concept of expertise in ICU nursing, and enable them to understand how the process of skill acquisition occurs in the ICU setting. They might also help nurse managers establish educational goals for ICU nursing for student or novice nurses.
Humans ; Korea ; Love ; Nurse Administrators ; Nursing*

PURPOSE: The purpose of this study was to analyze factors affecting work engagement and burnout among clinical nurses according to resilience. METHODS: The study design was a descriptive survey and questionnaires were collected from 182 clinical nurses who worked in hospitals in "J" province. Data were analyzed using frequency, percentage, mean, standard deviation, independent t-test, one-way ANOVA, Scheffe test, Pearson correlation, and hierarchical multiple regressions. RESULTS: The mean score of resilience, work engagement, burnout were 3.47+/-0.38, 4.29+/-0.98, 2.25+/-0.82 respectively. Resilience had 26.3% of the influence on work engagement and 50.5% of the influence on burnout. Sub-variables of causal analysis and empathy of resilience were statistically useful as factors influencing burnout. CONCLUSION: Resilience has been identified as a factor affecting work engagement and burnout. Therefore, nursing departments and nurse managers should strive to develop programs for the promotion of resilience.
Empathy ; Humans ; Nurse Administrators ; Surveys and Questionnaires

PURPOSE: This study was done to investigate the relationship of ethical leadership to perceived organizational support and organizational commitment, and explored the mediating role of perceived organizational support in ethical leadership and organizational commitment of nurse. METHOD: Data were collected from 256 nurses in one city. Data from the completed questionnaires was analyzed with the SPSSWIN and AMOS programs. RESULT: Ethical leadership related positively to perceived organizational support and organizational commitment. There was also a positive relationship between perceived organizational support and organizational commitment. It was found that perceived organizational support showed a partial mediating role between relationship of ethical leadership and organizational commitment. CONCLUSION: The results suggest that positive effects in developing organizational commitment in nurses occur when nurse administrators are concerned about ethical leadership and perceived organizational support.
Humans ; Leadership ; Negotiating ; Nurse Administrators ; Surveys and Questionnaires

This study has been attempted using the Q methodology to clarify leader type of nurse managers that head nurses and general nurses recognize, and to clarify its relative relation. Sixty-three statements were extracted through interviews with general and professional people interested in the subject of nurse leaders to extract the Q population. Atotal of 314 Q population was formed added with 251 questions extracted from related documents. Final 32 Q samples were selected by reorganization of 314 Q population after reexamining statements through inquiry of 1 professor of the nurse department, 2 students in course of nurse science masters degree and 2 students in course of doctoral degree. The P sample selection standard of this study were 25 nurses and 30 head nurses. Examination subjects themselves filled out 32 statements classified in a measure of 9 points from agreeable items to disagreeable items, Principal component factors were analyzed using the QUANL pc program after grading the contents of the P sample. Nurses recognizing subjective structure for leader behaviors of nurse manager were analyzed to be 3 factors: vision presentation type, self-capability consideration type, relationship consideration type, and head nurses recognizing subjective structure were analyzed to be 2 types ; task pursuit leader type, and concord pursuit type. Nursing manager's leader behavior, expected by staff nurse are more complex and higher level which may combined with task pursuit leader type in concord pursuit leader of head nurse. Also according to Hersey and Blanchard theory(1977), the effectiveness of leadership becomes to be larger as the accordance rate between the behaviors of nurse leaders and followers reaction increase. Two suggestions have been made based on the conclusion. 1. Studies on creating strategies in relation to development, management, selection of nurse leaders should be made based on this study. 2. There is a need for relative study of production and degree of similarity of leadership types based on this study.
Humans ; Leadership* ; Nurse Administrators* ; Nursing ; Nursing, Supervisory

PURPOSE: The purpose of this study was to describe nurses' experience of health communication with doctors in the clinical fields. METHODS: Eight experienced clinical nurses working in various units of general hospitals participated. Data were collected through in-depth individual interviews and analyzed using the Colaizzi' method. RESULTS: Five themes of nurses' experience of communication were identified: exploring the speaker seriously, becoming aware of emotions and controlling them, developing relationships after lining up for battle, having superficial and withered relationships with doctors, having few resources to promote communications with doctors. CONCLUSION: The results of the study indicate that humanistic and warm interpersonal relationships and genuine sharing of information are necessary to ensure effective communication. Thus, practice guidelines should be re-evaluated and developed to meet the proposed standards; safety-net programs and education for health communication should also be established. Nurse managers should create a high-touch work environment.
Education ; Health Communication* ; Hospitals, General ; Humans ; Nurse Administrators

PURPOSE: The aim of this study was to investigate the relationships between the hemodialysis unit nurses' experience of verbal abuse, job stress, burnout, and turnover intention, and to identify the explained variances for turnover intention. METHODS: The research design was a descriptive survey using a probability sampling. The data were measured using self-report questionnaires from 231 hemodialysis unit nurses in seven cities in Korea and were analyzed with SPSS 20.0. RESULTS: The mean scores were 2.45±0.62 (out of 5) for experience of verbal abuse, 2.40±0.26 (out of 4) for job stress, 2.31±0.48 (out of 4) for burnout, and 3.16±0.05 (out of 5) for turnover intention. There were significant correlations among the experience of verbal abuse, job stress, burnout, and turnover intention within the hemodialysis unit nurses. Factors influencing turnover intention were 'burnout' (β=.42, p<.001) and 'job stress' (β=.17, p=.015)which explained 42% of the variance (F=15.98, p<.001). CONCLUSION: Results suggest that in order to reduce nurses' turnover intention, nurse managers should explore strategies to reduce nurses' burnout and job stress in nurses in hemodialysis units.
Humans ; Intention* ; Korea ; Nurse Administrators ; Renal Dialysis* ; Research Design

PURPOSE: The purpose of this study was to identify the role experience of preceptor nurses in general hospitals. METHODS: Data were collected from 10 experienced preceptor nurses through in-depth interviews about their experiences. The main question was "How do you describe your experience as a preceptor in the process of role adaptation?" Qualitative data from field and transcribed notes were analyzed using Strauss & Corbin's grounded theory methodology. RESULTS: The core category of experience in the process of role adaptation as a preceptor nurse was identified as 'being responsible to teach from beginning to end'. The participants identified five interactional strategies; 'abruptly having to take the role as a preceptor unwilling', 'difficulties in field training with variable situations', 'preceptor and new nurse with love and hate relationships', 'bring up preceptee as a child', 'redefining the concept of preceptor'. CONCLUSION: The results of this study provide useful information for understanding the role of preceptor nurses in general hospital who have to teach new nurses with patience and responsibility. It will be needed to establishment of preceptor's role and educational standards, and policy for their rewards by nurse manager. Additionally, making cooperative educational climate in nursing ward is important for teaching new nurse.
Climate ; Hate ; Hospitals, General ; Humans ; Love ; Nurse Administrators ; Preceptorship ; Reward