PURPOSE: This study was conducted to generate a grounded substantive theory of the adaptation process of nurses who return to work after taking parental leave. METHODS: Individual in-depth interviews with 13 participants were conducted between June and September 2014. Participants were interviewed 1~3 times; interviews were continued until the data became saturated. Data were analyzed using Strauss and Corbin's grounded theory method. RESULTS: The core category of experience of the process of adaptation as a nurse who returned to work after parental leave was 'trying to regain one's previous position'. Participants used five interactional strategies: 'preparing in advance', 'initiating relationships with colleagues', 'keeping a positive attitude', 'understanding parenting helpers', 'Taking burden off one's mind'. CONCLUSION: The results of this study provide a theoretical basis for the adaptation process of nurses returning to work after taking parental leave. The importance of improving nurses' attitudes to their co-workers who take parental leave is highlighted along with the necessity of providing a family-friendly work environment. These results can be used to develop supportive policies and programs for nurses who return to their work after parental leave.
Humans ; Parental Leave* ; Parenting ; Parents* ; Return to Work*

PURPOSE: A growing number of residents bear children during residency training. This study was conducted to examine the pregnancy and maternity leave experiences of women who delivered infants during their residency training. METHODS: From March 2007 through June 2007, we surveyed 94 women who had given birth during their residency training during the past 5 years from the survey date. Participants were recruited using snowball sampling. RESULTS: Most of the respondents (70.2%) delivered in the 3rd and 4th year of residency. The average length of leave was 68.9 days, and more than half (54.3%) of the women expressed that a maternity leave policy was not formally established in the department. In general, participants believed that having a child during residency was difficult (mean=4.18 in 5-point Likert scale), and this perception was inversely related with systematic departmental support. CONCLUSION: Pregnancy is a special challenge for residents, with regard to not only physical overexertion but also psychosocial impacts on pregnant residents and their colleagues. However, most current residency programs do not have written policies on pregnancy. A formal policy and more flexible curriculum can help both the training program and the pregnant resident.
Child ; Curriculum ; Surveys and Questionnaires ; Female ; Humans ; Infant ; Internship and Residency ; Parental Leave ; Parturition ; Pregnancy ; Ursidae

PURPOSE: We conducted a descriptive study to: 1) understand how husbands are aware of the importance of Sanhujoiri(i.e, Korean traditional postpartum care) and 2) identify their needs to learn how to take care of postpartum women and new-borns and to strengthen family bonding. METHODS: The subjects consisted of 123 husbands who had children under the age of 5 years. Data were analyzed with t-test, one-way ANOVA, Scheffe's test, and Pearson's correlation. RESULTS: The mean age of subjects was 37.1+/-4.63 years. The mean scores of awareness, needs for education on postpartum mother and newborn care, and family strength were 4.57+/-1.18, 4.61+/-1.18, 4.92+/-1.07, and 4.01+/-0.95, respectively, indicating higher scores. There were statistically significant differences in awareness (F=5.08, p<.05), newborn care (F=3.70, p<.05), and family strength (F=4.64, p<.05) by husband's role in Sanhujori There was a positive correlation among study variables. CONCLUSION: This study shows that even though husbands want to participate in Sanhujori, they do not have enough information on Sanhujori and mother/newborn care and adequate paternity leave. Realistic paternity leave system and effective Couple Centered Childbearing (from pregnancy to postpartum) Education Program CCCEP development are required to help husbands' participation in mother/newborn care with confidence and competence in home based Sanhujori.
Child ; Education* ; Humans ; Infant, Newborn ; Mental Competency ; Mothers ; Parental Leave ; Postpartum Period ; Pregnancy ; Spouses

PURPOSE: The aim of this study was to identify whether awareness and perceived ease in using parental leave influence job satisfaction of nurses in a public hospital. METHODS: The participants were 425 nurses working in a public hospital. A questionnaire was used to collect data from October 12 to October 25, 2016. The influence of the factors on job satisfaction of nurses was analyzed by multiple hierarchical regression. RESULTS: Nurses taking leave accounted for 46.8% (75 nurses) of 160 married nurses. They worried about adaptation after return to work (30.7%) and complained about disadvantages related to using parental leave (45.3%). The percentage of nurses on leave replaced by new full time nurses was 70.7%. Nurses' awareness (β=.16) of perceived ease of using parental leave (β=.32) influenced the nurses' job satisfaction (R2=.21). CONCLUSION: To improve job satisfaction for nurses, it is necessary to increase awareness and perceived ease of using parental leave. Public hospitals should replace nurses on leave with temporary nurses and help returning nurses adapt to their jobs as they return to work. Nursing managers should create a healthy climate in which it is easy for nurses to take parental leave.
Climate ; Hospitals, Public ; Humans ; Job Satisfaction ; Nursing ; Parental Leave ; Parents ; Return to Work

PURPOSE: This study aimed to analyze the experience of female trainees who were trained in hospitals after graduating from medical school, focusing on methods of representing their gender in training courses. METHODS: We interviewed 8 trainees who had been trained in a hospital in Seoul and 4 faculties from June 2010 to October 2010. We analyzed their similarities and differences and developed a vocational identity formation process to represent gender. RESULTS: Gender was represented contradictorily in their training course, affecting their choice of specialties and interactions with patients. But, female trainees did not want to their being distinguished from their male counterparts with regard to being a good doctor to be influenced by meritocracy. It was difficult for them to bear children and balance work and family life due to aspects of the training system, including long work hours and the lack of replacement workers. Consequently, they asked their parents to help with child care, because hospitals are not interested in the maternity system. Female trainees did not consider being a doctor to be a male profession. Likely, they believed that their femininity influenced their professionalism positively. CONCLUSION: The methods of representing gender are influenced by the training system, based a male-dominated apprenticeship. Thus, we will research the mechanisms that influence gender-discriminated choices in specialties, hospitals, and medical schools and prepare a maternity care system for female trainees. Strategies that maximize recruitment and retention of women in medicine should include a consideration of alternative work schedules and optimization of maternity leave and child care opportunities.
Appointments and Schedules ; Child ; Child Care ; Female ; Femininity ; Humans ; Male ; Parental Leave ; Parents ; Physicians, Women ; Prejudice ; Retention (Psychology) ; Schools, Medical ; Ursidae

PURPOSE: This study was performed for the effective management of nursing organization as surveyed choice motives and job satisfaction about nurses who changed to public hospitals. METHODS: This study is a descriptive study. This study surveyed 214 nurses who changed jobs to public hospital in six Gyeonggi-do hospitals from October 23 to November 20, 2015. The collected data were analyzed for descriptive statistics, t-test, one-way ANOVA, sheffe test, multiple linear regression analysis using the SPSS/WIN 21.0 program. RESULTS: Most of the nurses chose public hospitals due to benefits correspond to public officials. They had worked in general hospitals located on provinces and changed jobs due to a heavy workload and low benefits. Of the participants 84.1% were satisfied with changing jobs to public hospitals and the advantages of public hospitals of their choice were job stability and good employee benefits(guaranteed maternity and paternity leave, etc). On the other hand there were complaints about low salaries compared to the workload after changing jobs to public hospitals. CONCLUSION: Hospitals need to enhance job stability and provide nurses with good employee benefits to reduce turnover rate.
Career Choice ; Gyeonggi-do ; Hand ; Hospitals, General ; Hospitals, Public* ; Job Satisfaction* ; Linear Models ; Nursing ; Parental Leave ; Salaries and Fringe Benefits

PURPOSE: This study aimed to identify utilization of the work-family support policy (WFSP) and factors affecting retention intention among Korean female military officers. METHODS: This cross-sectional survey recruited 103 married female officers from the Korean Army, Navy, and Air force with preschool-aged children through convenience and snowball sampling. Via online surveys from June to November, 2018, the participants self-reported retention intention, work-family conflict, job satisfaction, and utilization of the WFSP. The data were analyzed using descriptive statistics, independent t-tests, one-way analysis of variance, Pearson's correlation coefficient, and multiple linear regression. RESULTS: Retention intention (22.29±5.98) was reported at the mid-level, lower than scores reported in the literature for female workers. Work-family conflict (32.51±5.29) and job satisfaction (63.10±7.45) were above the midpoint levels. Use of maternity leave (100.0%) and parental leave (92.2%) was high, especially compared to the rates of child-care day off (20.4%) and parenting time (20.4%). ‘Noticeable increases in childcare services within the army’ (22.8%) was reported as the supportive measure needed the most by female military officers. Job satisfaction (β=.43, p≤.001), the use of parenting time (β=−0.29, p=.002), living type (β=−.18, p=.043), and service type (β=−.16, p=.035) significantly influenced retention intention. CONCLUSIONS: The findings highlight the priority areas of importance within the WFSP and suggest that a family-friendly culture can improve female officers' retention intention. Accordingly, policy changes at the Ministry of National Defense improving the system to enhance a family-friendly culture in the military is expected to strengthen the retention intention of female officers and contribute to excellence in the military workforce.
Child ; Child, Preschool ; Cross-Sectional Studies ; Female ; Humans ; Intention ; Job Satisfaction ; Linear Models ; Military Personnel ; Parental Leave ; Parenting ; Parents