PURPOSE: The purpose of this study was to investigate factors affecting the resilience of emotional intelligence, job stress coping, and organizational socialization of nurses working in long-term care hospitals.METHODS: The participants were 153 nurses working in 8 long-term care hospitals in B city. Data were collected from February. 1 to Feb. 15, 2019 SPSS/WIN 23.0 was used for analysis with t-test, ANOVA, Scheffé test, Pearson correlation coefficients, and stepwise regression.RESULTS: Factors influencing resilience in the participants were emotional intelligence (β=.38, p < .001), coping behavior-focusing on the positive (β=.29, p < .001), nurse motivation (β=.16, p=.006), organizational socialization (β=.17, p=.009), coping behavior-tension reduction (β=.14, p=.023). These factors contributed 54% of the total variance in resilience.CONCLUSION: It is necessary to study emotional intelligence and hospital nurses' coping with job stress while carrying out highly emotional activities on the job and to develop a program that can enhance the resilience of the nurses to improve psychological wellbeing and verify the effects.
Emotional Intelligence ; Long-Term Care ; Motivation ; Socialization

PURPOSE: The purpose of the study was to explore factors influencing turnover intention of new graduate nurses according to length of services. METHODS: From May to July, 2017, a survey was conducted among 220 nurses working in four hospitals. Inclusion criteria were new graduate nurses who had careers of less than 16 months. Data were collected on organizational socialization, support in work place, job stress, and turnover intention. RESULTS: Satisfaction with current work department, job satisfaction, organizational commitment, and job stress were significant factors influencing turnover intention of new nurses with less than six months experience. However, in case of nurses with seven to 15 months experience, only organizational commitment influenced turnover intention. CONCLUSIONS: These findings indicate that the factors influencing turnover intention are different according to the length of time the new graduate nurses have worked. To reduce the turnover intention of new nurses, it is necessary to differentiate human resource management approaches according to length of employment. The study results could be useful evidence for developing strategies to reduce turnover in new nurses.
Employment ; Humans ; Intention ; Job Satisfaction ; Personnel Turnover ; Socialization ; Workplace

BACKGROUND: Despite increasing the number of newly licensed nurses across Korea, shortages caused by geographical imbalances remains a significant concern. Therefore, understanding nursing students' attitudes to working and living, factors influencing where they first choose to work after graduation is useful in formulating appropriate interventions to retain nurses in regional areas. METHODS: A total of 329 senior nursing students from areas outside Metropolitan Seoul completed self-report questionnaires. Data were analyzed using t-test, chi-square test and multiple logistic regression analysis. RESULTS: Of the respondents, 57.8% reported that they planned to work in the region in which their school was located. The three factors ranked as having the greatest influence on their decision to work in non-metropolitan regions were: the cost of living, housing costs, and the proximity to family. Enjoyable aspects of rural life contributed positively to students' intentions to work in non-metropolitan regions, whereas isolation and socialization problems negatively affected their intentions to work in such areas. CONCLUSIONS: Greater consideration should be given to improving working conditions and housing environments in non-metropolitan regions.
Employment ; Hospitals, Rural ; Housing ; Humans ; Intention ; Korea ; Logistic Models ; Nursing ; Seoul ; Socialization ; Students, Nursing ; Surveys and Questionnaires

OBJECTIVE: Prior functional magnetic resonance imaging (fMRI) work has revealed that children/adolescents with disruptive behavior disorders (DBDs) show dysfunctional reward/non-reward processing of non-social reinforcements in the context of instrumental learning tasks. Neural responsiveness to social reinforcements during instrumental learning, despite the importance of this for socialization, has not yet been previously investigated. METHODS: Twenty-nine healthy children/adolescents and 19 children/adolescents with DBDs performed the fMRI social/non-social reinforcement learning task. Participants responded to random fractal image stimuli and received social and non-social rewards/non-rewards according to their accuracy. RESULTS: Children/adolescents with DBDs showed significantly reduced responses within the caudate and posterior cingulate cortex (PCC) to non-social (financial) rewards and social non-rewards (the distress of others). Connectivity analyses revealed that children/adolescents with DBDs have decreased positive functional connectivity between the ventral striatum (VST) and the ventromedial prefrontal cortex (vmPFC) seeds and the lateral frontal cortex in response to reward relative to non-reward, irrespective of its sociality. In addition, they showed decreased positive connectivity between the vmPFC seed and the amygdala in response to non-reward relative to reward. CONCLUSION: These data indicate compromised reinforcement processing of both non-social rewards and social non-rewards in children/adolescents with DBDs within core regions for instrumental learning and reinforcement-based decision-making (caudate and PCC). In addition, children/adolescents with DBDs show dysfunctional interactions between the VST, vmPFC, and lateral frontal cortex in response to rewarded instrumental actions potentially reflecting disruptions in attention to rewarded stimuli.
Amygdala ; Attention Deficit and Disruptive Behavior Disorders ; Conditioning, Operant ; Fractals ; Frontal Lobe ; Gyrus Cinguli ; Learning ; Magnetic Resonance Imaging* ; Prefrontal Cortex ; Problem Behavior* ; Reinforcement, Social* ; Reward ; Socialization ; Ventral Striatum

PURPOSE: The purpose of this study was to examine the effects of emotional labor and organizational justice on organizational socialization of emergency room nurses. METHODS: This study was done over a 4 month period, with 185 emergency room nurses from general and tertiary hospitals in 2 regions of Korea. The nurses completed self-report questionnaires from August 20 to September 30, 2015. The data from the self-report questionnaires were analyzed using descriptive statistics, independent t-test, one way ANOVA, Pearson correlation coefficients, and Hierachial multiple regression analysis with the IBM SPSS 21.0 program. RESULTS: The significant predictors of organizational socialization for the emergency room nurses were procedural justice (β=.38), emotional labor (β=.−23) and distributive justice (β=.19). These variables explained 54% of the variance in organizational socialization of emergency room nurses. CONCLUSION: The results indicate that it is necessary to formulate a plan for enhancing procedural justice and distributive justice, and for decreasing emotional labor.
Emergencies* ; Emergency Service, Hospital* ; Korea ; Social Justice* ; Socialization* ; Tertiary Care Centers

For the last half-century, interprofessional education (IPE) has been identified and discussed as a critical educational process to facilitate collaboration in order to improve healthcare outcomes for healthcare participants. While the concept is not new, outcome-based research has provided few valid and reliable explanations of whether and how IPE can be effective in healthcare quality improvement. This challenge stems from the struggle to understand the epistemological meaning of IPE. The purpose of this literature review paper is to provide a synthesized understanding of IPE, its meaning, and to provide practical guidance for medical educators. The paper reviewed several key aspects of IPE. Professionalility was discussed to understand the historical background of IPE, followed by an explanation of the international trend of embracing the complexity of health care practice and the need for interprofessional collaboration. Additionally, several theoretical perspectives, such as general systems theory, social identity theory, and community of practice were reviewed to pinpoint what constitutes IPE. Several existing definitions were discussed with similar concepts (i.e., disciplinary vs. professional, and multi-, inter-, vs. trans-) to clarify the nature of knowledge and collaboration in IPE. Three concepts, including practice, authenticity of context, and socialization were proposed as key constructs of IPE, followed by appropriate timing of IPE, outcome research, directions for future research, and guidance for implementation. Community-based medical education practice, professional socialization within a community, and longitudinal system-based outcome research are recommended as future directions for research and practice.
Cooperative Behavior ; Delivery of Health Care ; Education ; Education, Medical ; Education, Professional ; Interprofessional Relations ; Professional Practice ; Quality of Health Care ; Social Identification ; Socialization ; Systems Theory

BACKGROUND: It is common that physicians go to work while sick and therefore it is important to understand the reasons behind. Previous research has shown that women and men differ in health and health related behavior. In this study, we examine gender differences among general practitioners who work while sick. METHODS: General practitioners (GP’s) working in outpatient care in a Swedish city participated in the study (n = 283; women = 63 %; response rate = 41 %). Data were obtained from a large web-based questionnaire about health and organization within primary care. Two questions about sickness presenteeism (going to work while sick) were included; life-long and during the past 12 months, and five questions about reasons. We controlled for general health, work-family conflict and demographic variables. RESULTS: Female physicians reported sickness presenteeism more often than male physicians. Work-family conflict mediated the association between gender and sickness presenteeism. Women reported reasons related with “concern for others” and “workload” more strongly than men. Men reported reasons related with “capacity” and “money” more strongly than women. These differences are likely effects of gender stereotyping and different family-responsibilities. CONCLUSIONS: Gender socialization and gender stereotypes may influence work and health-related behavior. Because sickness presenteeism is related with negative effects both on individuals and at organizational levels, it is important that managers of health organizations understand the reasons for this, and how gender roles may influence the prevalence of sickness presenteeism and the reasons that female and male GPs give for their behavior.
Ambulatory Care ; Delivery of Health Care* ; Female ; Gender Identity ; General Practitioners ; Humans ; Male ; Presenteeism* ; Prevalence ; Primary Health Care ; Socialization ; Stereotyping

BACKGROUND: The alarming increase in prevalence of dialysis-requiring kidney disease is a major health concern in the country. With more patients undergoing dialysis, more families are also exposed to the stresses of caregiving. The aim of this study was to investigate the impact of dialysis-requiring kidney disease on the quality of life of the patient's family. Information on the magnitude and areas of impact is essential in developing strategies to support the family.
METHODS: Data were obtained from pre-tested, structured, close ended questionnaires completed by 60 family members of kidney disease patients on dialysis at Holy Child Hospital from October 16 to November 30, 2015. Analysis was carried out using the GNU PSPP software.
RESULTS: Most family members were female (77%), the spouse of the patient (34%) or the child (30%), and living with the patient (70%). Eighty-nine percent were directly involved in patient care; 55% held the role of the main caregiver. Ten key themes were investigated and the areas of negative impact by magnitude are: Emotional Impact (100%) citing worry, stress, and frustration; Financial Impact (100%) citing medical bills as the most burdensome; Family Relationships (82%) citing increased stress and tension; Sleep & Health (64%) citing sleep loss from having to wake to assist the patient; Daily Activities (63%) seeing caregiving as a burden; Social Life (58%) citing guilt feeling as a hindrance to socialization; Time Planning (57%) with the unpredictability of the patient's symptoms being the main cause of not being able to make plans; Holidays (48%) blaming appointments for not being able to go on vacation; Work & Study (43%) citing lack of focus; and Support & Medical Care (42%) citing lack of support from other family members. Positive effects were also identified with 90% reporting strengthened personal relationship with the family, 83% having more awareness of their diet, 80% having strengthened faith, and 77% noting a closer family as a result. Relationships between these themes were discussed.
CONCLUSION: As revealed, dialysis-requiring kidney disease has several negative impacts on the quality of life of involved families. If left neglected, the family, instead of being a resource in patient care, may become a barrier. Strategies to employ the positive effects as enablers in managing the areas of negative impact must be developed to provide appropriate support for the patient and the family unit.

 

Human ; Male ; Female ; Middle Aged ; Young Adult ; Kidney ; Dialysis ; Caregivers ; Emotions ; Family ; Family Relations ; Frustration ; Guilt ; Kidney Diseases ; Patient Care ; Prevalence ; Quality Of Life ; Renal Dialysis ; Socialization ; Spouses ; Surveys And Questionnaires

PURPOSE: The purpose of this study was to examine clinical competence and organizational socialization according to communication style of preceptors as perceived by new nurses. METHODS: From May 1 to July 31, 2014, data were collected from 180 new graduated nurses who had been working for 3~12 months in hospitals in Busan and one in Gyungnam. Data were analyzed using descriptive statistics, t-test, ANOVA, and Pearson correlation coefficients. RESULTS: Preceptors's communication style perceived by the new nurses included supportive type, reflective type, emotive type, and directive type in order of precedence. The average score for clinical competence was 2.82+/-0.31, and the average score for organizational socialization was 3.05+/-0.40. There were significant differences in nurses' clinical competence(F=9.087, p<.001) and organizational socialization (F=30.129, p<.001) according to preceptor's communication style. CONCLUSION: Results indicate that supportive and emotive communication styles of preceptors were important factors in the success of the preceptees' clinical competence and organizational socialization.
Busan ; Clinical Competence* ; Gyeongsangnam-do ; Preceptorship ; Socialization*

PURPOSE: To evaluate the relationship between organizational socialization and intention to leave, and to identify factors affecting on intention to leave in operating room nurses. METHODS: This study used a descriptive design. Seventy operating room nurses recruited from three hospitals under the same management style, in-service educational system, and working conditions agreed to participate in this study, and completed self-administered questionnaires of the organizational socialization and the intention to leave questionnaire. Respondents were classified by career as advanced beginner, competent practitioner, proficient practitioner and expert practitioner by Benner's stages of nursing proficiency. Data were analyzed with t-test, ANOVA with multiple comparisons, Spearman correlation, and multiple regression analysis. RESULTS: Nurses unsatisfied with the current in-service continuous education had lower organizational socialization and higher intention to leave. In advanced beginners, job performance was lowest and organizational commitment was highest. In expert practitioners, intention to leave was highest. Organizational commitment, interpersonal relationship, identity and burnout were associated with intention to leave. Mutual trust, burnout, and interpersonal relationship were predictors of intention to leave explained 20.8% of variance. CONCLUSION: The career ladder program to enhance nurses' organizational socialization and intention to stay should be established and expanded for well-experienced operating room nurses.
Career Mobility ; Surveys and Questionnaires ; Education ; Hospitals, University* ; Intention* ; Nursing ; Operating Rooms* ; Socialization*