PURPOSE: This study was done to identify the mediating effect of self-efficacy on the relationships between calling and nursing professionalism for nurses in general hospitals. METHODS: Participants were 119 nurses in general hospitals. A survey was used and data were collected in April 2018. Data were analyzed using the IBM SPSS/WIN 22.0 program. RESULTS: The significant predictors for the nursing professionalism of nurses were self-efficacy (β=.61) and clinical career in current hospital (β=−.21). These variables explained 42% of the variance in nursing professionalism of nurses. Also, self-efficacy had a total mediating effect on the relationship between calling and nursing professionalism. CONCLUSION: Findings indicate that calling and self-efficacy are important factors for nursing professionalism of nurses in general hospitals.
Hospitals, General ; Negotiating ; Nursing ; Professionalism

Purpose: This study aimed to identify the effects of empowering leadership and job crafting on work engagement among nurses. Methods: Data were collected from 161 hospital nurses. Data were analyzed using the independent t-test, Mann-Whitney U test, one-way ANOVA, Pearson correlation coefficient and Hayes's PROCESS macro method for the mediation effect. Results: Empowering leadership and job crafting showed a significantly positive correlation with work engagement. Furthermore, job crafting had a mediating effect on the relationship between empowering leadership and work engagement. Conclusion A strategy that enhances task job crafting and cognitive job crafting of members by strengthening manager's empowering leadership can lead to work engagement and have a positive effect on organizational performance.

Purpose: This study aimed to identify the effects of organizational culture, organizational silence, and organizational commitment on the intention of retention as perceived by nurses Methods: The research model was designed on the basis of the PROCESS Macro model 6 proposed by Hayes. The participants were 142 nurses from general hospitals. Measurements included the scales of organizational culture, organizational silence, organizational commitment, and intention of retentione. Data were analyzed using descriptive statistics, Pearson’s correlation coefficient analysis, and Hayes's PROCESS macro method for mediation. Results: Retention intention showed a significantly positive correlation with relationship-orientated culture (r=.32, p<.001), innovationorientated culture (r=.30, p<.001), and organizational commitment (r=.48, p<.001). However retention intention showed a significantly negative correlation with organizational silence (r=-.42, p<.001). Furthermore, organizational silence and commitment had a mediating effect on the relationship between organizational culture and intention of retention. Conclusion The impact of organizational culture on intention of retention in general hospitals was mediated by organizational silence and organizational commitment. Considering the mediating effects of organizational silence and organizational commitment on the relationship between nursing organizational culture and retention intention, a strategy should be developed to enhance organizational commitment and weaken organizational silence by strengthening related and innovative nursing culture.

Purpose: This study was conducted to identify the effects of nursing work environment, job crafting and organizational commitment on nurses’ job satisfaction perceived by nurses Methods: The research model was designed based on Hayes’s PROCESS macro model 6. Participants were 122 nurses from general hospitals. A survey was conducted and data were collected in March 2019. Data were analyzed using descriptive statistics, correlations and Hayes's PROCESS macro method for mediation. Results: Job satisfaction showed a significant positive correlation with the nursing work environment, job crafting and organizational commitment. Furthermore, job crafting and organizational commitment had a mediating effect on the relationship between the nursing work environment and job satisfaction. Conclusion The impact of the nursing work environment on job satisfaction among general hospital nurses was mediated by job crafting and organizational commitment. Considering the mediating effects of job crafting and organizational commitment on the relationship between nursing work environment and job satisfaction, a strategy should be developed for enhancing job crafting and organizational commitment to improve nurses’ working environments and, thus, their job satisfaction.

Purpose: This study was done to identify mediating effects of calling and role breadth self-efficacy in the relationship between supportive supervision and job crafting for nurses in general hospitals. Methods: A descriptive correlational design was used. Participants were 128 nurses in general hospitals. Measurements included the Supportive Supervision Scale, the Job Crafting Scale, the Korean version of the Calling and Vocation Questionnaire, and the Role Breadth Self-efficacy Scale. Data were analyzed using descriptive statistics, Pearson correlation coefficients analysis, and multiple regression analysis with Hayes's method for mediation. Results: Supportive supervision showed a significant positive correlation with calling (r=.51, p<.001) and role breadth self-efficacy (r=.40, p<.001). Job crafting was also significantly correlated with supportive supervision (r=.51, p<.001), calling (r=.42, p<.001), and role breadth self-efficacy (r=.38, p<.001). Furthermore, calling (β=.15, p=.013) and role breadth self-efficacy (β=.15, p=.011) showed a mediation effect on the relationship between supportive supervision and job crafting. Conclusion The impact of supportive supervision on job crafting in general hospital nurses was mediated by calling and role breadth self-efficacy. This result suggests that strategies for enhancing supportive supervision, calling and role breadth self-efficacy of nurses in general hospitals should be considered when developing programs for improving nurses’ job crafting.

Purpose: This study was done to identify the effects of communication competence and nursing professionalism on job performance among home healthcare nurses. Methods: The participants were 116 home healthcare nurses working at the hospitals. Data were collected from February 11 to March 22, 2019 and were analyzed with Multiple Regression Analysis. Results: The most influential factors on job performance were hospital type (β=-.21, p=.006), communication competence (β=.30, p=.001) and nursing professionalism (β=.32, p<.001) which together explained up to 40% of job performance. Conclusion To improve nursing performance of home healthcare nurses, it is necessary to develop programs and strategies to enhance communication competence and nursing professionalism.

PURPOSE: This study was done to identify the mediating effect of person-environment fit on the relationships between calling and job satisfaction for nurses in small and medium size general hospitals. METHODS: A cross-sectional survey was used and data were collected in April 2018. Participants were 117 nurses in two small and medium size general hospitals. Data were analyzed using descriptive statistics, Pearson correlation coefficients and hierarchical multiple regression with SPSS/WIN 22.0. RESULTS: There were statistically significant positive correlations among calling, person-environment fit, and job satisfaction. Hierarchical multiple regression analysis revealed that calling and person-environment fit explained 35% of job satisfaction. Also, person-environment fit had a total mediating effect on the relationship between calling and job satisfaction. CONCLUSION: Findings indicate that calling and person-environment fit are important factors for job satisfaction of nurses in small and medium size hospitals.
Cross-Sectional Studies ; Hospitals, General ; Job Satisfaction ; Negotiating

This study was conducted to analyze and clarify the concept of job crafting in nursing. Methods: Using the concept analysis framework of Walker & Avant (2014). 190 articles about job crafting were selected for this study. Results: Job crafting is defined as a series of activities where individuals self-directedly reorganize their jobs according to their capabilities. The attributes of job crafting include job understanding, a positive attitude towards trying, self-directed response, and physical change or giving meaning. The antecedents of job crafting include personality (openness to experience, positive psychological capital, motivation), job-related factors(skill variety, task significance, task identity), and organizational factors (empowering leadership). The consequences of job crafting are organizational commitment, work engagement, job satisfaction, and well-being. Conclusion: The results of this study are meaningful as they explore the concept and attributes of job crafting in the area of nursing. Furthermore, based on the results of this study, the development of standardized tools for measuring nurse-perceived job crafting and educational programs for enhancing job crafting is recommended.

The mechanism and action concerning epigenetic modifications, especially that of histone modifications, are not fully understood. However, it is clear that histone modifications play an essential role in several biological processes that are involved in cell proliferation and differentiation. In this article, we focused on how histone acetylation may result in differentiation into mesenchymal stem cells as well as histone acetylation function. Moreover, histone acetylation followed by the action of histone deacetylase inhibitors, which can result in the differentiation of stem cells into other types of cells such as adipocytes, chondrocytes, osteocytes, neurons, and other lineages, were also reviewed.

Purpose: This study was done to identify the mediating effect of compassion competence on the relationship between communication competence and caring behavior in clinical nurses. Methods: A structured self-report questionnaire was used to measure caring behavior, communication competence, and compassion competence. During September 2019, data were collected from 170 nurses working at general hospitals. Data were analyzed using hierarchical multiple linear regression with SPSS for Windows version 23.0 and Hayes's SPSS process macro (version 3.5). Results: Communication skills (β=.52) and compassion ability (β=.77) were identified as important predictors of nurses’ caring behavior. These variables explained approximately 54% of the variance in nurses’ caring behavior. Compassion competence also had a total mediating effect on the relationship between communication competence and caring behavior. Conclusion In order to enhance the caring behavior of clinical nurses, enhancing compassion competence by strengthening communication development should be considered as a strategy.