Purpose: This study aimed to identify the effects of professional self-concept and nursing organizational culture on the intention of retention of older nurses over 40 years old by examining the relationships between such variables. Methods: Middle-aged nurses who were currently involved in direct patient care and had at least one year of clinical experience were recruited from general hospitals. The questionnaires were administered to 137 middle-aged nurses in September 2022. Results: The mean age of participants were 44.7±3.5 years, and more than 90% were married female nurses. The professional self-concept (β=.34, p<.001), work-life balance (β=.24, p=.007), satisfaction of work environment (β=.19, p=.024) significantly predicted the nurses’ intention of retention at work. Conclusions Based on these findings, nursing interventions enhancing professional self-concept are needed to increase middle-aged nurses’ intention of retention. The introduction of flexible work hour systems that improve nurses' satisfaction of working environments is also essential to increase the intention of retention in middle-aged nurses.

Purpose: This study aimed to identify the effects of professional self-concept and nursing organizational culture on the intention of retention of older nurses over 40 years old by examining the relationships between such variables. Methods: Middle-aged nurses who were currently involved in direct patient care and had at least one year of clinical experience were recruited from general hospitals. The questionnaires were administered to 137 middle-aged nurses in September 2022. Results: The mean age of participants were 44.7±3.5 years, and more than 90% were married female nurses. The professional self-concept (β=.34, p<.001), work-life balance (β=.24, p=.007), satisfaction of work environment (β=.19, p=.024) significantly predicted the nurses’ intention of retention at work. Conclusions Based on these findings, nursing interventions enhancing professional self-concept are needed to increase middle-aged nurses’ intention of retention. The introduction of flexible work hour systems that improve nurses' satisfaction of working environments is also essential to increase the intention of retention in middle-aged nurses.

This study aimed to identify influencing factors on health-related quality of life by examining relationships among sleep quality, physical activity, and health-related quality of life in older adults living in the community using a Fitbit and self-rated questionnaire. Methods: The participants were adults aged 65 years and above who were recruited from one senior university and three senior citizen centers. A total of 106 participants were included in the analysis. The data were analyzed with t-test, ANOVA, Pearson’s correlations, and multiple regression analysis. Results: According to multiple regression analysis regarding objectively measured sleep quality and physical activity using a Fitbit, the factors affecting the health-related quality of life were age (β=-.30, p=.006), subjective health status as ‘moderate’ (β=.33, p=.001), and subjective health status as ‘good’ (β=.41, p=.001). In terms of using a self-rated questionnaire, the factors affecting health-related quality of life were age (β=-.27, p=.010), subjective health status as ‘moderate’ (β=.32, p=.001), subjective health status as ‘good’ (β=.37, p=.001), and physical activity (β=.18, p=.030). Conclusion: Although the findings may not be generalizable to community-dwelling older adults due to our convenience samples, this study suggests that customized physical activity programs are required to improve health-related quality of life in community-dwelling older adults of different age groups.

Purpose: This study aimed to identify the effects of professional self-concept and nursing organizational culture on the intention of retention of older nurses over 40 years old by examining the relationships between such variables. Methods: Middle-aged nurses who were currently involved in direct patient care and had at least one year of clinical experience were recruited from general hospitals. The questionnaires were administered to 137 middle-aged nurses in September 2022. Results: The mean age of participants were 44.7±3.5 years, and more than 90% were married female nurses. The professional self-concept (β=.34, p<.001), work-life balance (β=.24, p=.007), satisfaction of work environment (β=.19, p=.024) significantly predicted the nurses’ intention of retention at work. Conclusions Based on these findings, nursing interventions enhancing professional self-concept are needed to increase middle-aged nurses’ intention of retention. The introduction of flexible work hour systems that improve nurses' satisfaction of working environments is also essential to increase the intention of retention in middle-aged nurses.

Purpose: This study aimed to identify the effects of professional self-concept and nursing organizational culture on the intention of retention of older nurses over 40 years old by examining the relationships between such variables. Methods: Middle-aged nurses who were currently involved in direct patient care and had at least one year of clinical experience were recruited from general hospitals. The questionnaires were administered to 137 middle-aged nurses in September 2022. Results: The mean age of participants were 44.7±3.5 years, and more than 90% were married female nurses. The professional self-concept (β=.34, p<.001), work-life balance (β=.24, p=.007), satisfaction of work environment (β=.19, p=.024) significantly predicted the nurses’ intention of retention at work. Conclusions Based on these findings, nursing interventions enhancing professional self-concept are needed to increase middle-aged nurses’ intention of retention. The introduction of flexible work hour systems that improve nurses' satisfaction of working environments is also essential to increase the intention of retention in middle-aged nurses.

Purpose: This study aimed to identify the influencing factors for work engagement of COVID-19 response workers in public health centers based on the JD-R model. Methods: The participants were 119 civil servants and professionals of 20 public health centers with at least 6 months of work experience and have experience of COVID-19 response tasks in cities, districts and counties. The collected data were analyzed by descriptive statistics, t-test, ANOVA, Pearson’s correlation coefficient and multiple regression using IBM SPSS 27.0. Results: The factors influencing work engagement were age, career development opportunity, and person-job fit. The explanatory power of these variables was 61%. Conclusion In order to enhance the work engagement of public health center workers in responding to future infectious disease outbreaks, it is necessary to develop various strategies such as assigning job roles that aligned with individual characteristics, providing career growth opportunities even during infectious disease outbreaks, and designing tasks by taking into account age.

Purpose: This study aimed to explore the meaning of job experiences of fixed night shift nurses participating in a pilot project by a tertiary hospital, and to provide basic information for improving their night shift working environment. Methods: A descriptive qualitative study was conducted using individual interviews in September 2022. Three female nurses who worked fixed night shifts were recruited from a tertiary hospital. Data were analyzed using content analysis. Results By analyzing the meaning of job experience as a fixed night shift nurse, four categories and nine subcategories were identified. The four categories of job experience of fixed night shift nurses were: expecting an improvement physical health due to predictable working hours, enjoying leisure time due to long off-duty hours, regretting for loosened relationships, and considering a successful settlement of fixed night shift nursing. Conclusion: As night shift work is essential for nurses to provide continuous nursing to patients, it is necessary to develop various strategies to improve the physical health of night shift nurses through fatigue management and good sleep quality, mental health through work-life harmony, and social health through intimate relationships between patients and coworkers.

Purpose: The purpose of this study was to describe the job performance, importance, and difficulty in Surgical Clinical Practice Nurses (SCPNs), and to identify the priority of job tasks using Importance-Performance Analysis (IPA). Methods: One hundred SCPNs were recruited from two university hospitals and two general hospitals during November 2021 to April 2022. A total of 97 data were analyzed excluding 3 data due to missing responses. The data were analyzed by two groups, with Ward-Based SCPNs (W-SCPNs) and Operation Room-Based SCPNs (OR-SCPNs) according to different characteristics of job tasks. Results: There were differences of job performance between W-SCPNs and OR-SCPNs. As a result of the IPA, tasks of ‘working practices in the ward’ for W-SCPNs and those of ‘surgery and treatments’ for OR-SCPNs were included in the first quadrant (keep up the good work). ‘Resarch’ and ‘leardership’ were included in the third quadrant (low priority). Conclusion Since there are differences in job tasks between W-SCPNs and OR-SCPNs, health care institutions should consider the differences in defining the scope of job performance. Furthermore, it is necessary to develop customized continuing education program based on our findings of IPA.

Bus drivers are at high risk of chronic diseases due to risk factors associated with poor diet, physical inactivity, high levels of sedentary behaviors, and unfavorable working environments. This study developed a mHealth program for bus drivers, and examined the effectiveness of a mHealth program for promoting physical activity among bus drivers using wearable devices and health coaching. Methods: Forty-seven workers from two bus companies were allocated to the experimental group and the control group. Participants were asked to wear a wearable device (Fitbit Charge HR) during waking hours for a day. Participants in the experimental group were provided with a Fitbit, weekly face-to-face health coaching, a mHealth workbook, and text and photo messaging for 12 weeks. The control group only received a Fitbit. Results: By week 12, there were significant differences between the experimental and control groups in exercise self-efficacy (p<.015) and daily walking steps (p<.001). Conclusion: The findings have demonstrated that the mHealth program using wearable devices and health coaching is effective for bus drivers for promoting physical activity. Based on our findings, it is recommended to encourage the mHealth program using wearable devices and health coaching for bus drivers' wellness.

Purpose: This study aimed to identify the factors that affect intention of retention of hospital nurses by examining correlations between positive psychological capital, job crafting, job satisfaction and intention of retention based on the expanded Job Demand-Resources Model. Methods: A total of 198 nurses with more than 6 months of clinical experience were recruited from a university hospital. Data on positive psychological capital, job crafting, job satisfaction and intention of retention were collected from September to October 2021 using self-report questionnaires. Results: Hierarchical regression analysis demonstrated that the factors affecting hospital nurses’ intention to retain were marital status (β=.15, p=.035) in Model 1, positive psychological capital (β=.18, p=.037), and job crafting (β=.29, p=.001) in Model 2, and job satisfaction (β=.55, p<.001) explained by 35% in Model 3. Conclusion Based on our findings, employer and nursing leaders should provide job satisfaction programs including offering career growth opportunities and building supportive nursing culture for retention among nurses.