Purpose: This study investigate the effects of positive nursing organizational culture, job crafting, and job engagement on nursing performance among hospital nurses. Methods: A descriptive cross-sectional survey was conducted with 193 nurses working at a general hospital in G Province using convenience sampling. Data were collected from February 1 to 28, 2025, and analyzed using descriptive statistics, correlation, and stepwise multiple regression. Results: The mean nursing performance score was 3.24±0.37 on a 4-point scale. Significant nursing performance predictors included holding a charge nurse position (β=.26, p=.002), relational crafting (β=.23, p=.002), working in an intensive care unit (β=.21, p=.005), pursuit of common values (β=.18, p=.002), and absorption (β=.17, p=.005). These five factors explained 36% of the variance in nursing performance. Conclusion Nursing performance was higher among nurses who held leadership roles, engaged in relational job crafting, worked in critical care settings, perceived a strong sense of shared organizational values, and experienced greater job absorption. Clearly, cultivating a supportive work environment that fosters shared values and relationship-oriented job design is important to improve nursing performance.

Purpose: This study examines burnout, compassion competence, and their mediating effects on the relationship between the nursing work environment and person-centered care among nurses working in geriatric hospitals. Methods: This cross-sectional study included 201 participants. Data were collected from February 3 to April 25, 2025, using a structured questionnaire and analyzed using SPSS 25.0 and SPSS PROCESS Macro (4.0). Results: The mean score for person-centered care was 3.18±0.78 (range 1~5). Person-centered care was significantly associated with the nursing work environment (r=.43, p<.001), burnout (r=-.54, p<.001), and compassion competence (r=.50, p<.001). Using PROCESS macro model 4, the resercher determined that the nursing work environment did not directly affect person-centered care (B=0.13, p=.089) but directly affected both nurses’ burnout (B=-0.83, p<.001) and compassion competence (B=0.63, p<.001). The full mediating effects of burnout (B=0.20, p<.001 95% bootstrap. CI=0.10~0.32) and compassion competence (B=0.14, p<.001, 95% bootstrap. CI=0.05~0.25) on the relationship between nursing work environment and person-centered care were confirmed. Conclusion Therefore, burnout and compassion competence among geriatric hospital nurses should be considered when developing nursing interventions aimed at improving the work environment and promoting person-centered care.

Purpose: This study aimed to examine the effects of nursing management competency and organizational support perception on the job stress of nurse managers in small and medium-sized hospitals. Methods: A total of 385 nurse managers from hospitals in Seoul, Korea, were surveyed in 2023. Data analysis was performed using SPSS 25.0, and included descriptive statistics, t-tests, one-way ANOVA, Pearson’s correlation coefficients, and hierarchical multiple regression analysis. Results: Significant predictors of job stress included hospital dissatisfaction (β=.23, p=.001), desire to change jobs (β=-.14, p<.001), nursing management competency (β=.08, p=.047), and organizational support perception (β=-.64, p<.001), The regression model was shown to be statistically significant (F=57.22, p<.001), explaining 56.9% of the variance in job stress. Conclusion Nursing management competency and organizational support perception were significant factors affecting job stress. Enhancing these factors through targeted training and organizational strategies may help reduce stress among nurse managers in small and medium-sized hospital settings.

Purpose: This study examined the associations between sleep duration and cardiovascular disease risk among Korean blue-collar workers. Methods: The participants included 891 Korean blue-collar workers. Data were extracted from 8 th Korea National Health and Nutrition Examination Survey (2020), and analyzed using complex sample hierarchical regression analysis. Results: The independent factors that contributed to cardiovascular disease risk were being male (B=1.57, p=.002), binge drinking (B=-0.81, p=.041), and education level (B=-1.82, p<.001). Insufficient sleep time was also related to cardiovascular disease risk (B=2.34, p<.001). Conclusion Insufficient sleep time influenced cardiovascular disease risk when covariates were controlled. Cardiovascular disease risk-reduction programs should consider focusing on sleep insufficiency group as a vulnerable population among Korean blue-collar workers.

Purpose: This study aimed to measure migrant workers' self-rated health and identify its influencing factors. Methods Between August and September 2021, 400 migrant workers in Korea completed a web-based survey.Self-rated health was measured using one question and categorized as ‘good’or ‘poor.’Multivariate logistic regression was performed to investigate associated factors, including demographic and work-related variables, social support, subjective health literacy, and depression. Results: Overall, 36.7% of participants had poor self-rated health. The odds ratios for poor self-rated health were high among participants who reported 5~7 days/week night shift work (adjusted=OR 5.34, 95% CI: 2.30~12.35) or 1~4 days/week night shift work (adjusted OR=4.13, 95% CI: 2.01~8.00) compared to those who do not work night shifts. Other significant factors included depression (adjusted OR=1.05, 95% CI: 1.02~1.10) and social support (adjusted OR=0.38, 95% CI: 0.25~0.58).Health literacy was not significantly associated with self-rated health. Conclusion: During the COVID-19 pandemic, migrant workers reported poorer subjective health status. Therefore, strategies aimed at improving working conditions and bolstering mental health through social support are required to enhance their health.

Purpose: Burnout and job satisfaction are key factors influencing the turnover intention of general hospital nurses.This study aimed to identify the mediating effect of burnout and moderating effect of job satisfaction on the relationship between job stress and turnover intention among general hospital nurses. Methods: Participants were 201 nurses working at general hospitals in Changwon city, Republic of Korea. Data on turnover intention, job stress, burnout, and job satisfaction were collected between November 20 and to December 5, 2024. SPSS/WIN 23.0 and Process Macro 3.5 were employed to analyze the mediating and moderating effects. Results: Mean scores were as follows: Turnover intention (3.31±0.65), job stress (3.52±0.67), burnout (2.80±0.58), and job satisfaction (3.10±0.57). Job stress had a positive impact on turnover intention among hospital nurses (B=.42, p<.001), and the relationship between job stress and turnover intention was mediated by burnout (B=.14, 95% CI [0.07, 0.22]). Additionally, the positive influence of job stress on turnover intention was negatively moderated by job satisfaction. Conclusion The significance of this study lies in its verification of the mechanism by which job stress influences turnover intentions among hospital nurses. Additionally, this study suggests that it is necessary to pay attention to job stress, burnout, and job satisfaction among hospital nurses to reduce turnover intentions.

The purpose of this study is to confirm the relationship between nurses’ self-leadership and organizational commitment to clarify the mediating effect of rewards, which can mutually influence self-leadership and organizational commitment. Methods: Data for the study were collected from March 1 and 30, 2024, with nurses working at in I City, South Korea. The collected data were then analyzed using PROCESS macro analysis. Results:Nurses’self-leadership was significantly associated with rewards (r=.40, p<.001) and organizational commitment (r=.38, p<.001). Additionally, rewards had a mediating effect on the relationship between self-leadership and organizational commitment (indirect effect=0.27, boot SE=0.07, 95% boot CI=[0.155, 0.41]). Conclusion: Rewards are significantly correlated with nurses’ self-leadershipand organizational commitment. Therefore, a series of measures to increase reward awareness and self-leadership is needed to increase organizational commitment.

Purpose: The purpose of this study was to identify age-specific factors that affect the management of hypertension in patients aged 19 years and older and provide a basis for developing effective management strategies. Methods: Data from the Eighth National Health and Nutrition Examination Survey (2019~2021) on 5,092 individuals with hypertension were analyzed. Factors that influenced hypertension awareness, treatment, and control were identified through a multivariate logistic regression analysis. The prevalence, awareness, treatment, and control rates of hypertension were analyzed by age group using a x2 test. Results: The prevalence, awareness, and treatment rates of hypertension increased significantly with age. Among those aged 40~49 years, comorbidity, stress levels, and regular health check-ups were important factors in controlling hypertension; among those aged 50~59 years, education and income were critical factors, while for those aged 60 years and older, spousal presence and physical activity level were crucial. Younger age groups had lower levels of hypertension control. Conclusion Factors influencing hypertension control vary with age group. A personalized hypertension management strategy that considers the characteristics of each age group is required. In all age groups, an integrated management of comorbidities is important. Younger age groups should focus on improving awareness and treatment rates.In middle-aged adults, stress management and increased health screenings are key, whereas in older adults, an increased physical activity and social support are important.

Purpose: This study examined the determinants of subjective health status among older adult construction workers according to Dahlgren and Whitehead’s (1991) health determinant model. Methods: We analyzed the responses of 617 workers aged 55 years and older using data from the sixth Korean Working Conditions Survey (KWCS).Data analyses included descriptive statistics, x2 tests, Pearson’s rank correlation, Cramer’s V, and ordered probit models. We applied the KWCS weighting guidelines using IBM SPSS Statistics (version 23.0) and STATA 17.0. Results: Only 58.1% of participants rated their health as “good.” Significant factors associated with reduced health likelihood included lower education levels (12.9% decrease), existing health problems (30.1% decrease), sleep disorders (16.0% decrease), temporary employment status (11.1% decrease), and dissatisfaction with one’s work environment (16.8% decrease). Health-related absenteeism and presenteeism decreased the probability of reporting “good” health by 18.5% and 9.4%, respectively. Conclusion Targeted interventions and occupational health policies should prioritize health management, sleep quality improvement, job satisfaction enhancement, and employment stability in order to improve the subjective health of older construction workers.

Purpose: This study aimed to examine resilience, the nursing work environment, and patient-centered communication among hospital nurses, and to identify factors influencing person-centered nursing practice. Methods: A cross-sectional survey was conducted with 204 nurses working at a university hospital in Gyeonggi Province, South Korea. Data were collected using a structured questionnaire and analyzed with SPSS version 27.0.Descriptive statistics, independent t-tests, one-way ANOVA, Pearson’s correlation coefficients, and multiple regression analysis were employed to assess the relationships among variables and identify predictors of person-centered nursing practice. Results: Patient-centered communication (β=.54, p<.001), resilience (β=.28, p<.001), and the nursing work environment (β=.11, p=.046). significantly influenced person-centered nursing practice. Together, these factors accounted for 62% of the variance in person-centered nursing practice (F=56.44, p<.001). Conclusion The findings highlight the importance of enhancing patient-centered communication skills, strengthening resilience, and improving the nursing work environment to promote person-centered nursing practice in hospitals. Organizational strategies and educational interventions should be systematically developed and implemented to support nurses in practicing high-quality person-centered nursing.