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Nurses' Safety Control according to Patient Safety Culture and Perceived Teamwork.

Journal of Korean Academy of Nursing Administration.2016;22(2):199-208. doi:10.11111/jkana.2016.22.2.199

PURPOSE: The purpose of this study was to investigate the influence of patient safety culture and perceived teamwork on the safety control of nurses. METHODS: This study was conducted as a descriptive cross-sectional survey with 141 nurses who worked in a tertiary hospital with over 1,000 beds in S city, Gyeonggi province. Data were collected using structured questionnaires from July 20, to July, 31, 2015. RESULTS: The average work period for nurses participating in the research was 8.84 years. The perceived teamwork and patient safety culture were positively correlated with safety control. The regression model with patient safety culture, perceived teamwork and clinical career against safety control was statistically significant (F=10.16, p<.001). This model also explained 37.1% of safety control (Adj. R2=.37). Especially, communication (β=.27, p=.023) of patient safety culture, clinical career (β=.26, p<.001), mutual support (β=.24, p=.042), and team leadership (β=.24, p=.018) in perceived teamwork were identified as factors influencing safety control. CONCLUSION: The findings of this study imply that a broad approach including teamwork and patient safety culture should be considered to improve the safety control for nurses.
Cross-Sectional Studies ; Gyeonggi-do ; Humans ; Leadership ; Patient Safety* ; Tertiary Care Centers

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Influence of Experiencing Verbal Abuse, Job Stress and Burnout on Nurses' Turnover Intention in Hemodialysis Units.

Sun Ae JOUNG ; Kyung Yeon PARK

Journal of Korean Academy of Nursing Administration.2016;22(2):189-198. doi:10.11111/jkana.2016.22.2.189

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

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Effect of Work Environment on Nursing Performance of Nurses in Hemodialysis Units: Focusing on the Effects of Job Satisfaction and Empowerment.

Jung Ae SEO ; Byoung Sook LEE

Journal of Korean Academy of Nursing Administration.2016;22(2):178-188. doi:10.11111/jkana.2016.22.2.178

PURPOSE: This study was performed to investigate the effect of work environment on nursing performance and the effect of job satisfaction and empowerment on nurses performance in hemodialysis units. METHODS: Participants in this study were 206 nurses from 22 hemodialysis units in local clinics, general and university hospitals in two metropolitan areas. The work environment, nursing performance, job satisfaction and empowerment of the participants were measured using four self-report questionnaires. Data were analyzed using SPSS/WIN 18.0. RESULTS: Nursing performance correlated significantly with work environment, job satisfaction, and empowerment in the participants. Predictability of work environment for nursing performance was 28%. Job satisfaction and empowerment showed complete mediating effects, but not moderating effects in the relationship of work environment and nursing performance in the participants. CONCLUSION: Findings indicate that work environment is an important variable affecting nursing performance in nurses in hemodialysis units and that job satisfaction and empowerment are mediating variables in the relationship of work environment and nursing performance in nurses in hemodialysis units. Improvements in the work environment are needed to induce the high job satisfaction and empowerment that can lead to improvement of nursing performance.
Hospitals, University ; Job Satisfaction* ; Negotiating ; Nursing* ; Power (Psychology)* ; Renal Dialysis*

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Nurses' Perception of Accreditation, Awareness and Performance of Infection Control in an Accredited Healthcare System.

Moon Hee HONG ; Ju Young PARK

Journal of Korean Academy of Nursing Administration.2016;22(2):167-177. doi:10.11111/jkana.2016.22.2.167

PURPOSE: This study was conducted to provide basic data necessary to develop a program to improve infection control by examining nurses' perception of accreditation and by identifying its relationship with awareness and performance of infection control. METHODS: This cross-sectional study was performed using questionnaires. Data were collected from 210 nurses who were working at one hospital between May 14 and May 19, 2015. Data were analyzed using SPAW. RESULTS: The mean score for nurses' perception of accreditation was 3.10 points out of 5 points. Score for awareness of infection control was 4.63±0.39 points and for performance of infection control, 4.39±0.39 points. There were significant positive correlation among perception of accreditation, awareness of infection control, and performance of infection control. In the regression analysis, performance of infection control was influenced by awareness of infection control which accounted for 42.6% of the variance. It also showed additional improvement of 1.4% of the variance by when perception of accreditation was added. CONCLUSION: The result of this study show that nurses' perception of accreditation is relatively positive and that performance of infection control is highly enhanced according to nurses' positive recognition of accreditation as well as attaching importance to accreditation.
Accreditation* ; Cross-Sectional Studies ; Delivery of Health Care* ; Infection Control*

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Influence of Job Embeddedness Factors on Turnover Intention of Nurses in Small and Medium Sized General Hospitals.

Yun Sook KIM ; Seang RYU

Journal of Korean Academy of Nursing Administration.2016;22(2):158-166. doi:10.11111/jkana.2016.22.2.158

PURPOSE: This study was done to investigate the influence of organization and community job embeddedness on turnover intention of nurses in small and medium sized general hospitals. METHODS: The participants, 333 nurses, were recruited from small and medium sized general hospitals in Korea. Data were collected by self-report questionnaires on job-embeddedness and turnover intention and were analyzed using descriptive statistics, Independent t-test, One-way ANOVA and Scheffé', Pearson correlation coefficient, and multiple linear regression analysis with the SPSS 18.0 program. RESULTS: The score for job embeddedness and it's 6 factors, and turnover intention were above 3 on a 5 point scale with the exception of organizational sacrifice. There was a significant difference in turnover intention according to age, marital status, salary, and position. There were significant negative correlations between the 6 factors of job embeddedness and turnover intention. Variables entered in multiple regression showed that organizational sacrifice, organizational fit and age were significant contributing factors to turnover intention. CONCLUSION: The findings suggest that there is a need for strategies to enhance job embeddedness, especially organization sacrifice and organization fit. These factors should be developed and used to decrease turnover intention of nurses in small and medium sized general hospitals.
Hospitals, General* ; Intention* ; Korea ; Linear Models ; Marital Status ; Salaries and Fringe Benefits

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The Relationship among Nurses' Perception of Super-leadership, Self-leadership and Organizational Commitment.

In Sook KIM ; Seon Ae WON ; Sun Joo KANG ; Sun Mi SHIN

Journal of Korean Academy of Nursing Administration.2016;22(2):148-157. doi:10.11111/jkana.2016.22.2.148

PURPOSE: This study was designed to assess the level of super-leadership and self-leadership, identify correlations among variables and identify the factors influencing organizational commitment of clinical nurses. METHODS: Participants were 217 nurses working in four hospitals located in Seoul and Gyeonggi Province. Data were analyzed using descriptive statistics, independent t-test, one way ANOVA, Scheffé test, Pearson Correlation, and Multiple Regression. RESULTS: The most influential factor for organizational commitment was super-leadership (β=.28, p<.001), followed by education (β=.16, p=.007), the number of unit nurses (β=-.18, p=.003), self-leadership (β=.17, p=.008), and the number of patients being under 10 (β=.12, p=.046). These factors accounted for 23% of the variance in organizational commitment (F=13.46, p<.001). CONCLUSION: The results of this study suggest a need for strategies to improve organizational commitment of nurses by enhancing nurse' self-leadership through nursing managers' super-leadership.
Education ; Gyeonggi-do ; Humans ; Nursing ; Seoul

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Effects of Advanced Beginner-Stage Nurses' Sense of Calling, Job Satisfaction and Organizational Commitment on Retention Intention.

Jin Ock PARK ; Kwuy Im JUNG

Journal of Korean Academy of Nursing Administration.2016;22(2):137-147. doi:10.11111/jkana.2016.22.2.137

PURPOSE: This study was designed to examine effects of sense of calling, job satisfaction and organizational commitment on retention intention in nurses who are at the advanced beginner-stage. METHODS: Participants were 199 nurses with 13 to 36 months' clinical career at hospital located in Busan, Korea. Data were analyzed using descriptive statistics, independent t-test, one-way ANOVA, Scheffé test, Pearson correlation, and Multiple regression. RESULTS: Retention intention correlated positively with sense of calling (r=.43, p<.001), job satisfaction (r=.31, p<.001) and organizational commitment (r=.31, p<.001). Factors affecting the participants' retention intention were found to be statistically significant (F=21.96, p<.001). Total factor score accounted for 24.1% of retention intention. Out of the related factors, the most influential factor was 'goals/meaning', belonging to the sub-areas of the sense of calling and explaining 18.2% of retention intention, followed by organizational commitment and average monthly income in that order. CONCLUSION: The results of this study suggest a need to develop a management program that helps promote retention intention for nurses at the advanced beginner-stage by both improving their monthly income and outside conditions and, more importantly, raising their sense of calling, especially in association with the goals/meaning of their life.
Busan ; Intention* ; Job Satisfaction* ; Korea

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Job Analysis of Health Guide Nurse for Role Identification: Focusing on Annual Health Guidance Membership Service.

Won Hee SIM ; Joo Yun LEE

Journal of Korean Academy of Nursing Administration.2016;22(2):129-136. doi:10.11111/jkana.2016.22.2.129

PURPOSE: The aim of this study was to identify nurses' role in the delivery of health guidance service within the annual health guidance membership service. METHODS: Dynamic job analysis process was applied with vertical job analysis and horizontal job analysis through a focus group workshop and expert survey. RESULTS: As a result of this study, job description was established with 4 duties, 11 tasks, 60 task elements. Major duties consisted of 'professional nurse practice', 'coordination and cooperation', 'education and consultation', and 'administrative work and improvement'. A job process map was also framed. CONCLUSION: The results can be used to establish nurses' role in providing health care service. Ongoing research on nurse's role as a health guider will be a fundamental base for health care service development and will contribute to expansion of common health management services.
Delivery of Health Care ; Education ; Focus Groups ; Health Services ; Job Description ; Nurse's Role

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Effects of Work Environment, Organizational Culture and Demands at Work on Emotional Labor in Nurses.

Ji Yun LEE ; Hye Ri NAM

Journal of Korean Academy of Nursing Administration.2016;22(2):119-128. doi:10.11111/jkana.2016.22.2.119

PURPOSE: The purpose of this study was to investigate the relationship among work environment of nursing, nursing organizational culture, demands at work and the emotional labor in clinical nurses. METHODS: A convenience sample of 241 registered nurses was obtained from two hospitals. Data were collected by a self-administered questionnaire during December, 2014. Data were analyzed using descriptive statistics, t-test, one-way ANOVA, Pearson correlations and multiple regression with SPSS/WIN 21.0. RESULTS: The mean score for emotional labor was 3.36±0.48, for work environment of nursing, 2.44±0.36, and for innovational-orientation, 2.95±0.56: Relation-orientation, 3.34±0.62, Task-orientation, 2.95±0.53, and hierarchy-orientation, 3.41±0.49, The score for quantitative demands was 3.02±0.56, and for work pace, 3.76±0.76. In multivariate analysis, factors related to emotional labor were work environment of nursing, innovational-orientation and work pace. CONCLUSION: Findings from this study indicate the need to evaluate and improve the work environment for nurses to decrease emotional labor.
Multivariate Analysis ; Nursing ; Organizational Culture*

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Nurses' Safety in the Hospital Environment: Evolutionary Concept Analysis.

Jin Hee PARK ; Eun Nam LEE

Journal of Korean Academy of Nursing Administration.2016;22(4):406-414. doi:10.11111/jkana.2016.22.4.406

PURPOSE: The purpose of this study was to analyze the concept of nurses' safety within the context of the hospital environment. METHODS: We used Rodgers' method of evolutionary concept analysis and reviewed the relevant literature and noted and categorized characteristics that appeared frequently. RESULTS: Nurses' safety was defined as safe status and safe activity among nurses. Three key defining attributes were identified as: (a) the minimization of actual or perceived risk, (b) personal duties and rights, and (c) ensuring within a safe working environment. Antecedents of nurses' safety were categorized into three dimensions: (a) individual, including vigilance and knowledge gained through education and training; (b) institutional, including safety provision in the organizations; and (c) national, including legislation. The outcomes of nurses' safety included the following: (a) continued competence in nurses' work; (b) enhancement of the quality of patient care; and (c) reductions in nurses' turnover rates. CONCLUSION: Nurses' safety ensures that qualified nurses are able to continue to perform their duties and provide good patient care. The findings of this study could contribute to future research examining nurses' safety. In addition, appropriate tools must be developed to measure the concept.
Education ; Humans ; Mental Competency ; Methods ; Patient Care

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