• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.83-92
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• 2013

Purpose: This study was to compare job stress and job satisfaction between ward nurses and outpatient nurses, and to identify the correlation between job stress and job satisfaction. Methods: The subjects of this study were 200 ward nurses and 85 outpatient nurses in G and I University Hospital in Incheon. The data were collected in March 2010 and analyzed with t-test and Pearson correlation coefficient. Results: There was no significant difference in overall job stress between two groups, but slightly higher stress level for ward nurses. In sub-area of job stress, 'nursing duty' was primary for both groups. And in 'nursing duty' (t=2.05, p=.041), 'conflict with patients' (t=2.73, p= .007), and 'working environment' (t=3.37, p<.001) ward nurses showed significant higher level of stress than outpatient nurses. For job satisfaction, outpatient nurses showed higher level significantly (t=-2.98, p=.003). And both groups of nurses' job satisfaction was negatively correlated with job stress significantly (r=-.31, p<.001). Conclusion: It will be possible to reduce job stress and promote job satisfaction level for both groups of nurses by adding staffs, and specifically for ward nurses by improving facilities for relax and appropriate supply, and for outpatient nurses by managing interpersonal stress and reducing side tasks.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.24 no.3
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• pp.336-344
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• 2017

Purpose: The purpose of this study was to examine job recognition of female nurses and perceived image of male nurses, and to investigate predictive factors affecting this perceived image. Methods: A survey was conducted between September and October 2015 with 143 female clinical nurses who worked at hospitals. Data were analyzed using the SPSS 21.0 correlation and multiple regression analyses. Results: The findings of this study were as follows : Female nurses recognition had positive correlations with images of male nurses. Social image(r=.41, p<.001), professional image(r=.45, p<.001), and nursing job prospects(r=.49, p<.001) were significantly correlated with perceived image of male nurses. Nursing job prospect(${\beta}=.193$, p=.049), perception that male nurses were suitable for their jobs(${\beta}=.329$, p<.001), mass media experience related to male nurses(${\beta}=.244$, p<.001), social image(${\beta}=.225$, p=.009) and professional image(${\beta}=.191$, p=.021) explained 42.7% of the variance in image of male nurses. Conclusions: The findings of this study suggest that nursing education and research should find concrete ways to improve perceived image of male nurses. It will enhance the quality of nursing service by improving male nurses' communication and collaboration with female nurses.

• The Research Journal of the Costume Culture
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• v.14 no.6
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• pp.1004-1014
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• 2006

The purposes of this study is to investigate the present condition of nurses' uniform design and to categorize the image of nurses' uniform design. To investigate the nurses' uniform design, total 241 data were collected from the pictures of nurses who work for private hospital and semi-general hospital in Deajeon and Seoul city and Chungnam province and the pictures of uniform for nurses in general hospital presented at nurses' uniform company web sites. This data was evaluated by 3 major garment characteristics, yin/yang, casual/professional, and lightness/ darkness-were used as criteria for categorizing the image of nurses' uniform design. Focus group consisting of 10 experts majored in Clothing and Textiles were evaluated by 7 point Likert type scales. Nurses' uniform design at the present time showed equal distribution in terms of yin/yang and casual/professional. However, in terms of lightness/darkness, nurses' uniform design were partial to light image. Therefore, dark image, specially dark and masculine image in nurses' uniform design were very rare. Nurses' uniform design had some differences by type of hospital, department, and geographical area. The most important meaning from the result through this study was that the nurse uniforms were classified into groups according to the present condition of nurses' uniform design.

• Journal of Korean Academy of Nursing
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• v.27 no.1
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• pp.169-177
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• 1997

This study aims at empirically clarifying the relationship between power and the interpersonal conflict, including nurses' understanding of their relative power, the causes of interpersonal conflicts with the nurses, and strategies to resolve conflicts, in order to understand how nurses' relative power affect their conflicts. For the empirical survey, the population was defined as all the nurses working at a medical organization in Seoul, Korea. 1083 nurses were selected as the sample for the questionnaire survey and statistical analyses. For the sampling, 32 medical organizations were selected by a stratified random method and sub-samples were arbitrarily drawn from each organization to obtain the final sample of 1083 nurses who responded to the questionnaire designed by the reseacher. According to the result of the study, most nurses experience conflict more than once a month, and 70.4% of the respondents answered that interpersonal conflicts were directly or indirectly caused by power relations. which indicates that they perceive power relations as the main cause of interpersonal conflicts. Nurses experienced the most conflicts with interns and residents(29.7%), then patients and their families(24.3%), higher-positioned nurses(12.3%), nurse colleagues(7.7%), lower-positioned nurses(6.5%), and staff doctors(5.1%). If we classify these into three groups. the frequency of the conflicts, from most frequent to least. is in the order of doctors. nurses, and patients. In terms of relative power, nurses perceive that they have greater power than patients and their families, lower-positioned nurses, and nurse colleagues. In contrast, nurses perceive that they have less power than interns and residents, higher-positioned nurses. and staff doctors. Among these groups. nurses perceive that they have the most power over patients and the least over staff doctors. These results indicate that nurses tend to experience more conflicts with members of groups that are stronger than themselves in terms of relative power, Nurses use positive strategies such as the compromise strategy(32.3%) or the collaboration strategy (20.3%) to manage conflicts, more than other strategies. However, they use avoidance or competition strategy more at the earlier stage, compromise strategy more in the mid stage, and collaboration strategy more at the later stage of the interpersonal conflict. In relation to power, nurses use the collaboration strategy or the compromise strategy more when their perceived power is greater than or equal to their counterpart's, and they use the avoidance strategy or the accommodation strategy if their power is less. In terms of source of power, nurses' perceived relative power is greater in the order of referent power. expert power, reward power, legitimate power. and coercive power. where referent power is perceived as having the greatest power and coercive power is least. Most nurses(69.3%) used their power to resolve a conflict. with positive outcomes. Expert power was used most frequently. Overall. this study strongly indicates that the enhancement of power of nurses to have equal power relations with doctors would heighten the success of conflict resolution, since power is the main cause of conflicts. Specifcally. nurses experience most conflicts with doctors against whom they perceive the greatest gap in power. and the choice of a conflict management strategy depend upon their power relations.

• Journal of Korean Academy of Nursing
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• v.25 no.3
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• pp.399-418
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• 1995

The purpose of this study was to investigate the stress response of nurses working on psychiatric wards (psychiatric nurses) compared with that of nurses working on general wards (general nurses) in order to provide assessment data for intervention of the stress response. The Symptoms of Stress Inventory was used to measure the stress response. Data were collected by a direct survey method using a questionnaire and were collected from March first to March 30, 1995. A sample of 200 nurses working in three psychiatric hospitals and psychiatric wards in four university hospitals in Seoul and Kangwon province were selected and 200 nurses working on general wards from two general hospitals in Seoul were also selected for a total sample of 400 nurses. Nurses who had experienced more than one of the major life events in the last two years were excluded from the total number in the samples, so the final sample was 161 psychiatric nurses, and 169 general nurses. The Scores for the total stress response, scores of the SOS subscales, stress response by sociodemographic characteristics of the nurses working on the psychiatric wards were compared with those of nurses working on the general ward. The results of this investigation are as follows 1. The mean total SOS score for the psychiatric nurse was 0.81 (SD=0.48) and that of the general nurses was 0.90(SD=0.53). 2. The Mean score for peripheral manifestation, con tral-neurological symptoms, gastrointestinal symptoms, muscle tension, habitual patterns, de-pression, anxiety, anger and cognitive disorganization for the general nurses showed a tendency to be higher than those of the psychiatric nurses. Mean score for cardiopulmonary symptoms for the general nurses was significantly higher than that of the psychiatric nurses. 3. The mean scores for the sixteen SOS items for the general nurses was significantly higher than for the psychiatric nurses. The 16 items were flushing of the face, sweating excessively even in cold weather, thumping of the heart, rapid breathing, dry mouth, a choking lump in the throat, hoarseness, muscle tension in hands or arm, muscle tension in leg, working tiring one out completely, severe aches a핀 Pain make it diffi-cult to do the work, severe nervous exhaustion, worrying about health, feeling weak and faint, so upset that one wants to hit something, unable to keep thoughts from running through one's mind. The mean score of only 505 item were significantly higher for the psychiatric nurses. 4. Stress responses between psychiatric nurses and general nurses were significantly different according to the following demographic characteristics : marriage, duration of work, position, accommodation, planning to move into another working site, working ward, education in psychiatric nursing.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.2
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• pp.171-181
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• 2003

Purpose : The purpose of this study investigated the relationship between nurses' organizational commitment and their demographic characteristics. Method : The sample for this study consisted 356 nurses from 6 hospital at Seoul and Kyung Gi province, in Korea The Organizational Commitment Questionnaire developed by Mowday was used. The Pearson correlation coefficient, Tukey's Studentized Range Test were used for the statistical analysis by SAS program. Result : The Study was found that 1) The mean of nurses' Organizational Commitment was 3.01. 2) The Organizational Commitment was positive correlation with age, career and position of the whole nurses, but it was different from each hospital. 3) There was significant positive correlations among nurses' age, career, position and organizational commitment of nurses. 4) But the correlations between nurses' organizational commitment and religion, marrital status, nurses' age, career, position were different from each hospital. Conclusion : Therefore before each hospital want to improve it's own nurses' organizational commitment, hospital managers have to find factors which influence to the nurses' organizational commitment directly, indirectly.

• The Journal of Korean Society for School & Community Health Education
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• v.19 no.1
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• pp.99-109
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• 2018

Objectives: The study was conducted to understand job stress and fatigue conditions by dividing nurses in a polyclinic-level public medical institution, Seoul with more than 600 beds into ward nurses and non-ward nurses and to comprehend sub-areas of job stress that affect fatigue. Methods: A survey was conducted from August 18 2014 to September 12 2014, so 216 cases were analyzed by using PASW statistics 18.0. Results: Job stress of ward nurses is significantly high in the psychological burden of nursing service area and medical limit. Fatigue of ward nurses is also higher. As a result of multiple Linear regression, nursing service area affects fatigue of ward nurses and there is no significant influence factors in non-ward nurses. Conclusion: Therefore, mental health education and interest of hospital in nursing service area are more needed for ward nurses with high job stress and fatigue among nurses.

• Journal of Korean Academy of Nursing
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• v.23 no.4
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• pp.631-648
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• 1993

This study is a descriptive study to provide basic data related to types of uniforms worn by nurses. Nurses, other medical center personnel, patients and their famillies were asked for their opinion on changing nurses’ uniforms and how the image of nurses is 1 elated to the type of uniform worn by the nurses. The data for this study were collected during the period from Feb. 25, 1993 to Mar. 26, 1993 at Y-University Medical Center from 132 nurses, 137 other medical center personnel, 117 patients and their families. The instruments used for this study were the Nurses’ Image Scale(NIS) developed by Bown(1986), and an instrument to measure opinions of uniform and cap using photographs of nurses’ uniforms that was developed by the researcher through a literture review. Data were analyzed using the SPPS / PC package, Statistics used for analysis were frequencies, percentages, paired t -test, and oneway ANOVA The results of this study are summarized as follows ; 1. Of the nurses, 84.3%, along with, 51.5% of the medical center personnel, 39.1% of the patients and their families agreed to a change in the color of nurses uniforms. 2. Similarly, 87.4% of the nurses,27.7% of the medical center personnel, 19.3% of the patients and their families were in favor of nurses not wearing caps. 3. Only 11.8% of nurses answered that a white uniform was important to the professional image of nursing. Only 2.4% of the nurses answered that a cap was very important to the professional image of nursing. 4. Only 1.6% of the nurses answered that a white uniform and cap were important to show the role of nurses in the twenty first century. 5. About 1/3, 36.5%, of the medical center personnel, the patient and their families answered that changing the color of the nurses' uniform will make a change in the image of nurses. 6. A White uniform and cap were seen as being im-portant in distinguishing nurses from other medical personnel in the hospital by 76.5% of the medical personnel, the patients and their families. 7. Nurses gave high marks to the idea of no cap regardless of the color of the uniform which would still portray the symbol of the nurses’ role, identity and would differentiate the role from other jobs. The patients and their families gave high marks to a white uniform with cap. 8. Generally, nurses, medical center personnel and patients and their families thought that a colored uniform with cap presented a good image of nurses. 9. There was a significant difference in the response among the three groups(F=24.65, P〈.001) to the figure in a white uniform with a cap, and the patients and their families thought it was the best portrayal of the image of nurses. There was a significant difference among the three groups(F=9.03, P〈.001) to the figure in a white uniform with no cap and the nurses indicated that it was the beat portrayed of the image of nurses. There was no significant difference among the three groups to the figure in a colored uniform with cap. There was a significant difference(F=17.50, P〈. 001) to the figure in a colored uniform with no cap, and the nurses indicated that it was the best portrayal of the image of nurses. In summary, the nurses wanted to change the color of uniform and not to wear a cap. But many of the medical center personnel, patients and their families indicated they did not agree with this idea. Therefore, changing the type of uniform worn by nurses should be done only after consideration has been given to the relation of the change to the professional role of nurses and the image of nurses held people in general. Suggestions arising from this study are as follows : 1. The relation between the role of nurses and their uniform was surveyed, and these results can be used as data when considering a change in uniforms. 2. A change in uniforms should be tried based on the norm established about uniforms. 3. The nurses did not want to wear a cap, but before a decision is definitely made it is necessary to study the philosophy related to the symbol of the cap because the figure of a nurse with a cap portrayed a positive image of the nurses. If the cap is kept, the symbol of the cap should be redefined. 4. In this study, only the image related to the uniform was examined, but in future studies it will be necessary to examine the practicality of various types of uniforms.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.2
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• pp.233-241
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• 2003

Purpose : This comparative study was designed to compare job characteristics and job satisfaction in correctional nurses and hospital nurses. Methods : The participants for this study were 96 nurses (46 correctional nurses, 50 hospital nurses). The survey instruments included Job Diagnostic Survey(JDS) developed by Hackman & Oldman (1980) and amended by Lee(1997) and Index of Work Satisfaction(IWS) developed by Stamps and Piedmonte (1978) and amended Park & Yun (1992). Data were analyzed using of means, percentages, $x^2$ - test, t-test, Pearson correlation coefficient with SPSS program. Results : 1) Differences in job characteristics between correctional nurses and hospital nurses were not significant, but the mean score for correctional nurses' skill variety was significantly higher (t=-1.99, p<0.05) than hospital nurses 2) Differences in job satisfaction between two group were not significant, but the mean score for correctional nurses' pay satisfaction was significantly lower (t=-3.67, p<0.01.) than hospital nurses 3) There were significant negative correlations(r=-.544, p<.01) between correctional nurses' job characteristics and job satisfaction related to pay, but significant positive correlations (r=.331, p<.05) between job characteristics and professional status of job 4) There were significant positive correlations (r=.283, p<.05) between hospital nurses' job characteristics and job satisfaction, job characteristics and professional status of job (r=.530, p<.O1), and positive correlations between autonomy of job characteristics and job satisfaction (r=.522, p<.01). Conclusion : The results suggest a redesign of correctional nurses' job and improvement of outcomes. it is also recommended that job be done toward expanding and improving the reward system

• Journal of Korean Academy of Nursing Administration
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• v.6 no.3
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• pp.405-418
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• 2000

The purpose of this study was to investigate the influence of the leadership of head nurses on the job satisfaction and job performance of staff nurses. The leadership styles of head nurses were classified to "authority-oriented" and "benevolence-oriented" based on korean traditional culture. The subjects of this study were 450 staff nurses working at medical-surgical units, intensive care units, emergency units of general hospitals in Kyungbuk area. Data were collected from March 13 to March 25 with several scales for the measurement of leadership styles of head nurses, job satisfaction and job performance of staff nurses. The Cronchbach alphas for the scales were. 79 in "authority-oriented" leadership style, 90 in "benevolence-oriented" leadership style, .91 in job satisfaction, .97 in job performance. Data were analyzed with SAS program using statistics of percentage, means, standard deviation, Pearson correlation, ANOVA and ANCOVA. The results were : 1. There were significant correlations between benevolence-oriented leadership style and job satisfaction, job performance of staff nurses(r=.24, p=.000 ; r=.12, p=.008), authority-oriented leadership style of head nurses and job satisfaction of staff nurses(r=.12 ; p=.024). 2. There were significant differences in job satisfaction of staff nurses by age and clinical career(F=10.36, p=.000 ; F=7.63, p=.000). Also there were significant differences in job performance of staff nurses by age, religion, marriage and clinical career(F=17.79, p=.000 ; F=2.89, p=.035 ; F=4.41, p=.036 ; F=14.33, p=.000). 3. There was significant differences in job satisfaction by the leadership style of head nurses. The job satisfaction of staff nurses with benevolence-oriented head nurses was higher than those with authority