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 elucidate nursing performance to superior's ethical leadership as perceived by nurses and the mediating effect of faith in supervisor. METHODS: For this study a descriptive survey design was used. Participants were 258 nurses who worked in general hospital and completed the self-report questionnaire. Data were collected from May 17 to May 31, 2017 and were analyzed using independent t-test, ANOVA, Scheffé test, and Path analysis with SPSS 22.0 and AMOS 21.0. RESULTS: Superior's ethical leadership as perceived by the nurses and faith in the supervisor were significant variables predicting the level of nursing performance and accounted for 48.1% of the variance. Faith in the supervisor as a mediator was found to have a partial mediating effect. CONCLUSION: In order to improve the nurses' performance, it is important to establish a work environment so that hospital nurses can perform their work with faith in their supervisors, as well as having superiors who are ethical leaders.
Hospitals, General ; Leadership* ; Negotiating* ; Nursing* ; Nursing, Supervisory

PURPOSE: The purpose of this study was to develop a Team Effectiveness Scale for Nursing Units (TES-NU) and verify validity and reliability of the developed scale. METHODS: A preliminary 69 item version of the TES-NU was developed through in-depth interviews. The draft scale was developed using 65 items selected following content validity evaluation. Finally, thirty items with response options on a 5-point Likert scale were selected based on internal consistency reliability and construct validity. Subsequently, convergent validity of the TES-NU was verified. RESULTS: Six factors, namely, leadership of the head nurse, cohesion, job satisfaction, competency of nurses, productivity, and coordination were identified. These factors explained 64.6% of the total variance. The TES-NU's Cronbach's α for the total scale was .94. The correlation coefficient between the scores of the TES-NU and Ahn's Team Effectiveness scale was .59. CONCLUSION: Results show that the TES-NU developed in this study has good reliability and validity. Therefore, this TES-NU is recommended as a useful tool for managing team effectiveness for nursing units.
Efficiency ; Job Satisfaction ; Leadership ; Nursing ; Nursing, Supervisory ; Reproducibility of Results

PURPOSE: Improving productivity in nursing practice is an important issue. This study investigated factors affecting nursing productivity of Korean clinical nurses. METHODS: A structured survey tool was used in a cross-sectional design with a convenience sample of 239 nurses working in university hospitals. Stepwise multiple regressions were done to identify influential factors. RESULTS: The level of nursing productivity was at a moderate level (3.3 out of 5). Those nurses who were over 36, married, over master-graduated, regularly employed, on day duty, and with experiences as a charge or head nurse reported better achievements in nursing productivity than the other groups of nurses. All three independent variables, age, and employment status explained 55.4% of the variance in nursing productivity. CONCLUSION: The leaders and managers of nursing organizations should develop educational programs aimed at increasing nurses' competencies in relation to emotion controls and communication skills, which consequently should improve nursing productivity.
Efficiency ; Emotional Intelligence ; Employment ; Hospitals, University ; Nursing ; Nursing, Supervisory

PURPOSE: This study was conducted to examine the degree of career plateau in general hospital nurses, to examine the affects of career plateau on nurses' job satisfaction and nursing competency. METHODS: The sample consisted of 234 general hospital nurses. Data were analyzed using t-test, ANOVA, Pearson's Correlation and Hierarchical Multiple Regression. RESULTS: Nurses' career plateau was associated with their job satisfaction, nursing competency. A statistically significant difference in job satisfaction was career plateau, charge nurse or higher in position and resilience predicted 41% of variance in job satisfaction of general hospital nurses. A statistically significant difference in nursing competency was total clinical experience, career plateau, preceptorship experience, charge nurse or higher in position and resilience predicted 43% of variance in nursing competency of general hospital nurses. CONCLUSION: These results of this study as presented above show that general hospital nurses' career plateau is associated with their job satisfaction and nursing competency. Career plateau is the most important variable in nursing competency. Based on the findings, general hospital nurses' career plateau management is empirically verified as a useful and effective method to increase their job satisfaction and nursing competency.
Hospitals, General ; Job Satisfaction ; Methods ; Nursing ; Nursing, Supervisory ; Preceptorship

PURPOSE: This study is to investigate the effect of nurse's competency empowerment and boss' job competency recognition on work performance. METHODS: 216 nurses participated for data collection which was conducted from September 1, 2011 to September 10, 2011. The collected data were analyzed with SPSS/WIN 16.0 and with frequency test, ANOVA, Scheffe test and Multiple regression. RESULTS: Firstly, the work performance in accordance with subject's general characteristics was found to be significant in the 50s, graduate school or higher education, Roman Catholic, charge nurse and 21-years or older. Secondly, the correlation among nurse's competency empowerment, boss' competency recognition and work performance was found to be positively related (r=.501~.639, p<.001). Thirdly, competency empowerment was found to be the most effective factor for work performance, followed by boss' competency recognition and career year, and these factors accounted for 63.5%. CONCLUSION: As the results show that the work performance is highly affected by the nurse's competency empowerment, boss' competency recognition level and career level in clinical environment, effective education programs are required to provide an appropriate experience to both entry-level and experienced nurses, as well as to enhance boss' competency empowerment at the same time.
Catholicism ; Data Collection ; Humans ; Nursing, Supervisory ; Power (Psychology)

PURPOSE: The purpose of this study was to describe hospital nurses' knowledge and beliefs about hand hygiene and to identify the relationships between knowledge and beliefs. METHODS: Data were collected from 232 nurses working in four university hospitals and were analyzed using SPSS/WIN 20.0 program. RESULTS: The mean score of knowledge of hand hygiene was 8.1. The mean scores of behavioral, normative, and control belief about hand hygiene were 2.3, 2.5, and -0.7, respectively. Knowledge was correlated with educational level (p=.013) and experience of hand hygiene campaign (p=.018). The behavioral belief was correlated with age (p<.001) and career (p=.002). The normative belief was correlated with work department (p=.007). The control belief was correlated with educational level (p=.043) and experience of being monitored on hand hygiene (p=.010). The subjects who believed that head nurses, charge nurses, and colleagues practiced better hand hygiene had higher behavioral and normative belief scores than those who did not. There were no significant relationships between knowledge and beliefs. CONCLUSION: There is a need to improve knowledge of hand hygiene in hospital nurses. This study provides information for developing strategies to strengthen beliefs about hand hygiene.
Hand ; Hand Hygiene ; Hospitals, University ; Infection Control ; Nursing, Supervisory

PURPOSE: This study was conducted to identify the mediating effect of affective commitment on the relationship between ethical leadership and job satisfaction. METHODS: Participants were 216 nurses drawn from three general hospitals in C city. Data were analyzed using descriptive analysis, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. RESULTS: The findings from multiple regression were as follows. First, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on affective commitment. Second, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on job satisfaction. Finally, when ethical leadership factors and affective commitment were entered into the regression model at the same time, ethical leadership factors showed no significant effects on job satisfaction, however, affective commitment showed a significant effect and so affective commitment had a mediating effect between ethical leadership and job satisfaction. CONCLUSION: Results of this study indicate that affective commitment with an effect on the relationship between ethical leadership and job satisfaction plays a full mediating role. Thus, developing ethical leadership training programs for head nurses would likely increase the affective commitment and job satisfaction of staff nurses.
Education ; Head* ; Hospitals, General ; Job Satisfaction* ; Leadership* ; Negotiating* ; Nursing, Supervisory

PURPOSE: This study examined post-traumatic stress (PTS) and the factors affecting it among general hospital nurses after the MERS(Middle East Respiratory Syndrome) epidemic. METHODS: Data were collected from 170 nurses who worked at general hospitals since the first reported MERS outbreak. The IES-R-K assessed PTS. Data were analyzed using SPSS. RESULTS: The mean PTS level was 7.80 points (range: 0~88); 7.1% of the participants were at a high risk. Nurses who had been in contact with patients suspected or diagnosed with MERS had high post-traumatic levels; those who had been quarantined during the MERS outbreak had relatively higher PTS levels. Shift-work nurses had higher PTS levels than those with fixed working hours. Above charge' nurses stress levels were higher than staff nurses' stress levels. The results showed that factors including contact with an MERS-suspected or diagnosed patient, position at work, and working status of MERS-affected nurses explained 16% of the PTS. Among the main variables, nurses' above charge position was the greatest factor affecting PTS. DISCUSSION: It is necessary to develop intervention studies and programs considering these variables. Furthermore, development and implementation of differentiated programs should be done considering the position of above charge nurses.
Coronavirus Infections ; Hospitals, General ; Humans ; Middle East ; Nursing, Supervisory

With the dynamically changing environment of society, managing change is the vital element of organizations's survival and growth. Health care organizations have expended enormous resources to restructure patient care delivery. Despite the growing literature describing these organizational innovations, there is a paucity of credible data that reflects systematic measurement and evaluation of such changes. This study examined the nurses' psychological response toward the work process redesign, newly introduced by the nursing department in a acute care hospital. The aim of the study was to figure out how nurses's general perception of change and perceived attributes of change affected their acceptance of change during the organizational transition. This was descriptive-correlational. The sample for the study included 50 head nurses and 135 staff nurses. Data was analyzed using SPSS PC+, version 10.0. The major findings of the study were as follows: First, the mean score of the perception of change was 71.2 (SD=13.8) with the range of 0-100, which means nurses generally perceived change positively. There were significant differences in perception of change by gender and education level. Head nurses perceived change more positively than staff nurses. The higher education level showed the more positive view of change. Second, among the perceived attributes of change, trialability had the highest mean score, which means nurses perceived the change more positively if it is testable on a limited basis. Relative advantage was perceived the most negatively. Finally, factors influencing the acceptability of the work-process redesign were perceived comparability, complexity, relative advantage, and observability, which accounted for 43.7% of the variance in the acceptability of change.This study evaluated the preliminary effects of the nursing process for reengineering, focusing on nurses' acceptability towards change. The usefulness of this research study was to determine the factors influencing acceptance of organizational members during transitional periods of change and to suggest effective strategies for increasing adoption as well as for decreasing resistance to change.
Delivery of Health Care ; Education ; Nursing ; Nursing Process ; Nursing, Supervisory ; Organizational Innovation* ; Patient Care