Purpose This study aimed to investigate the effects of job characteristics and professional self-concept on competency in forensic nursing among operating room nurses at university hospitals. Methods: Data were collected from 164 operating room nurses employed at university hospitals. The collected data were analyzed in SPSS 23.0, using the mean, standard deviation, independent t-test, one-way analysis of variance, Scheffé post-hoc test, Pearson correlation coefficients, and multiple regression analysis. Results: Professional self-concept showed a statistically significant positive correlation with forensic nursing competency (r=.60, p<.001). The following factors significantly influenced forensic nursing competency among operating room nurses: professional self-concept (β=.69, p<.001), total career lengths of <5 years (β=.21, p=.006) and 5-9 years (β=.20, p=.011), and job characteristics (β=.19, p=.007). A three-step regression model was statistically significant (F=29.74, p<.001) and the total explanatory power of the regression model was 41.4%. Conclusion: This study identified that professional self-concept, total career years, and job characteristics as the most significant factors influencing operating room nurses' forensic nursing competency. Therefore, it will be necessary to develop educational programs to improve professional self-concept and job characteristics.
Purpose This study aimed to assess the influence of job embeddedness, professional self-concept, and work-life balance on clinical nurses’ workplace retention intention. Methods A descriptive cross-sectional survey was conducted from July 27 to August 2, 2022, involving 296 nurses at a university hospital in Seoul. The questionnaire-based data collected were analyzed using t-tests, one-way ANOVA, Pearson's correlation coefficients, and multiple regression. Results The mean score for intention to stay is 4.92±1.05 out of 8. The mean scores for job embeddedness, professional self-concept, and work-life balance were 2.91±0.48 out of 5, 2.61±0.28 out of 4, and 3.10±0.71 out of 5, respectively. Job embeddedness (β=.17, p=.002) and professional self-concept (β=.42, p<.001) were significantly associated with clinical nurses’ intention to stay in their workplace. Specifically, the “community suitability” subfactor of job embeddedness (β=.16, p=.003) and the “satisfaction” subfactor of professional self-concept (β=.58, p<.001) were significantly related to nurses’ intention to stay. No significant relationship was found between work-life balance and intention to stay. Conclusion Nurses’ job embeddedness and professional self-concept significantly affected their intention to stay. Therefore, fostering community bonding outside the organization and increasing professional satisfaction are suggested to increase clinical nurses’ intentions to stay.
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Purpose The purpose of this study was to investigate the influence of emotional intelligence, and professional self-concept on compassion competence in psychiatric nurses.
Methods: Participants were 180 psychiatric nurses working on psychiatric wards in university hospitals and psychiatry specialized hospitals. Data analysis was performed using stepwise multiple regression with SPSS/Win 24.0.
Results: Compassion competence significantly differed by age (F=3.31, p=.021), marital status (F=4.12,p=.017), educational background (F=5.46, p=.005), clinical career (F=6.26, p=.002), type of duty (t=-3.01, p=.003), salary (F=3.48, p=.033), current position (F=4.66, p=.011), qualification (t=-2.23, p=.023), compassion education experience (t=3.32, p=.001) and workplace (t=-2.46, p=.015). The compassion competence of psychiatric nurses was positively correlated with professional self-concept (r=.57, p<.001) and emotional intelligence (r=.63, p<.001). The significant predictors of compassion competence were self-emotion appraisal (β=.30, p<.001), professional practice (β=.21, p=.007), use of emotion (β=.19, p=.020), clinical career (β=.18, p=.003), workplace (β=.15, p=.010), communication (β=.12, p=.034) and compassion education experience (β=.11, p=.044). The explanatory power of these factors was 48% of the variance.
Conclusion: In order to enhance the compassion competence of psychiatric nurses, it is important to improve emotional intelligence and strengthen professional self-concept. Political efforts of organizations supporting compassionate nursing practice are also necessary.
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Purpose This study was performed to identify levels of self-leadership, professional self-concept, emotional labor and professional quality of life, and investigate the relationship among these variables in hospital nurses.
Methods: This study was a cross-sectional survey. The data were collected from May 20 to June 30, 2019. Participants were 200 nurses working at 4 general hospitals in Korea. Data were analyzed using the SPSS/WIN 25.0 program.
Results: There was a positive relationship between compassion satisfaction and self-leadership, professional self-concept and emotional labor, and a negative relationship between burnout and the other variables in this study. There were positive and negative relationships between secondary traumatic stress and the other variables in this study.
Compassion satisfaction, which is one sub-factors of professional quality of life, was influenced by professional self-concept and emotional labor, and these variables explained 55% of compassion satisfaction. Burnout was only influenced by professional self-concept which explained 47% of burnout. Secondary traumatic stress was influenced by emotional labor and gender which accounted for 5% of secondary traumatic stress.
Conclusion: These results show that professional self-concept is very important in promoting quality of life for nurses. So nurse managers should try to strengthen nurses’ professional self-concepts.
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