Purpose
This study investigated the effect of new nurses' metacognition on their retention intention and the dual mediating effect of job satisfaction and organizational commitment in the relationship between those two variables. Methods: Participants included 154 new nurses with 12 months or less of clinical experience working in general hospitals in Seoul. Using a structured questionnaire, data were collected from September 30 to October 29, 2024 and analyzed using IBM SPSS version 29.0 and the Process Macro 4.2 program. Results: Metacognition had a positive effect on job satisfaction (B=0.60, p<.001). Job satisfaction had significant positive effects on organizational commitment (B=0.84, p<.001) and retention intention (B=1.31, p<.001), while organizational commitment had a significant positive effect on retention intention (B=0.65, p=.016). The sequential mediating effect of job satisfaction and organizational commitment was confirmed within the relationship between metacognition and retention intention in new nurses (effect=0.33, 95% confidence interval: 0.03-0.71). Conclusion: The results of this study suggest the presence of a causal structure in which higher metacognition is associated with greater job satisfaction in new nurses; this leads them to commit to the organization, eventually increasing their retention intention.

Purpose
The study was to develop a Clinical Nurses' Job Crafting Scale (CN-JCS) and examines its validity and reliability. Methods: Data were collected from 423 clinical nurses working in general hospitals. The CN-JCS was developed according to DeVellis’s step sclae development guidelines. The CN-JCS was assessed for content validity, construct validity, item convergence/discrimination, convergent validity, and internal consistency. Results: In the exploratory factor analysis, five factors and 20 items were selected. Construct validity was examined using confirmatory factor analysis, and the model fit was good. The Conceptual reliability was greater than .70 and average variance extracted value was greater than .50, indicating discriminant validity. Convergent validity was confirmed through correlations between the CN-JCS, psychological empowerment and work engagement. The scale’s reliability was established with a Cronbach's alpha of .90. The CN-JCS employs a 5-point Likert scale across 20 questions, gauging aspects such as giving meaning to work, changing the structure of work, exploring and communicating, pursuing relationship change, and positive attitude toward change. Conclusion: The CN-JCS can be used to accurately assess the job craft of clinical nurses, and the measured level can be used as baseline data to improve awareness and education of nurses’ job craft.

Purpose
This study explored the lived experiences of physician assistants (PAs) in Korea during the 2024 medical workforce shortage, focusing on how they perceived and adapted to their rapidly changing roles. The study investigated both the challenges PAs faced and the professional growth they experienced throughout the adaptation process. Methods: A phenomenological qualitative design was applied using Colaizzi’s method. In-depth interviews were conducted with 15 PAs at a tertiary hospital in Seoul between September 25, 2024 and February 1, 2025. Data were analyzed thematically. Results: Four major theme clusters emerged: changes in work environment and quality of life, role conflict and ambiguity in professional identity, dual aspects of role expansion including autonomy and burnout, and coping strategies and structural policy demands. Participants reported physical and emotional strain, but also described greater involvement in care decisions, improved patient relationships, and a stronger sense of professional identity. Conclusion: Amid the medical staffing crisis, PAs adapted to their expanded responsibilities and became key healthcare providers. While facing substantial burdens, they simultaneously experienced personal and professional growth. Institutional and legal support is essential to stabilize their roles and improve long-term healthcare outcomes.

Purpose
This study examined the effects of role conflict, work environment, and meaning of work on job embeddedness among physician assistants to provide foundational data for their retention and professional development. Methods: A descriptive survey was conducted with 180 physician assistants from six tertiary hospitals in Seoul and Chungcheong Province. Data were collected from July to November 2022. Role conflict, work environment, meaning of work, and job embeddedness were measured using validated scales. Data were analyzed using SAS Enterprise Guide 7.1 with descriptive statistics, the independent t-test, ANOVA, Pearson correlation coefficients, and multiple regression analysis. Results: Job embeddedness correlated positively with meaning of work (r=.28, p<.001) and work environment (r=.22, p=.002) and weakly with role conflict (r=.14, p=.045). Multiple regression identified meaning of work (B=0.32, p<.001), role conflict (B=0.13, p=.005), work environment (B=0.14, p=.018), and work type (B=-3.95, p=.004) as significant predictors (Adj. R²=19.8%). Meaning of work had the greatest impact. Conclusion: Enhancing job embeddedness among physician assistants requires improving the work environment, clarifying professional roles, and strengthening professional recognition and organizational support.

Purpose
This study aimed to explore the effects of presenteeism, burnout, and nursing performance on intention to retention among nurses of an intensive care unit in one tertiary hospital.
Method
The data were collected from from July 1 to July 31, 2023, from 172 nurses at intensive care units. Data were analyzed using the SPSS/WIN 26.0 program.
Results
A four-step hierarchical regression model, including control variables, presenteeism, burnout, and nursing performance, accounted for 44.9% of the factors influencing intention to retention. Burnout (β=-.54, p<.001), nursing performance (β=.21, p=.002), health problem (β=-.07, p=.040), and experience of turnover (β=-.16, p=.008) were identified as the significant predictor of intention to retention. Model III, which adds burnout, has a significant 23.5%p increase in explanatory power over Model II, indicating that burnout has the strongest impact on intention to retention.
Conclusion
For enhancing the intention to retention of the intensive care nurses, it is necessary to provide a systematic strategy and support to increase the performance of nurses and to try to reduce the burnout and health problems of nurses.

Purpose
This study explored how Generation Z characteristics—specifically work–life balance, growth needs, and individualism—along with work environment, emotional labor, and interpersonal skills, affect job embeddedness among newly graduated nurses. It also examined whether job embeddedness mediates the relationship between these factors and turnover intention. Methods: A correlational descriptive study was conducted by analyzing survey data collected from 131 clinical nurses born between 1995 and 2000, who had less than three years of nursing work experience in South Korea. Hierarchical multiple regression analysis was employed to identify the independent effects of Generation Z characteristics on job embeddedness, over and above the effects of work environment, emotional labor, and interpersonal skills. Path analysis using bootstrapping method was conducted to examine the mediating role of job embeddedness in turnover intention. Results: Needs for growth and work environment were significant predictors of job embeddedness among newly graduated nurses. Furthermore, the effects of needs for growth and work environment on turnover intention were significantly mediated by job embeddedness. Conclusion: Understanding the characteristics of Generation Z, particularly their needs for growth, along with the work environment, is essential for enhancing job embeddedness among newly graduated nurses. Strengthening job embeddedness can effectively reduce their turnover intention.

Purpose
This study aimed to identify the impact of clinical nurses’ grit and nursing work environment on job enthusiasm and provide basic data for system improvement to maintain and secure nursing personnel. Methods: Data were collected online from July to August 2022 targeting 210 clinical nurses at three general hospitals located in Jeollabuk-do. Data analysis was performed using the IBM SPSS 26.0 program. Results: Job enthusiasm exhibited statistically significant differences according to age (F=5.20, p=.006) and presence of children (F=0.95, p<.001). Furthermore, job enthusiasm showed statistically significant positive correlations with grit (r=.64, p<.001) and the nursing work environment (r=.49, p<.001). The following factors were found to affect job enthusiasm: having children (β=.26, p<.001), grit (β=.46, p<.001), nursing work environment (β=.33, p<.001), and age over 40 (β=.16, p<.001). Conclusion: Based on the results of this study, it is recommended that an internal motivation strengthening program that promotes grit should be developed and applied to increase work enthusiasm among clinical nurses. Additionally, hospital organizations should prepare various policies to improve the nursing work environment.

Purpose
To identify the factors influencing the perception of “decent work” by nurses. Methods: Data were collected from 208 nurses who had worked in hospitals for over six months, from January 23 to February 11, 2024. The collected data were analyzed using descriptive statistics, t-tests, analysis of variance, Pearson's correlation, and hierarchical multiple regression analysis using IBM SPSS Statistics 29.0. Results: Statistically significant positive correlations were observed among “decent work,” “work volition,” “living a calling,” and “social comparison orientation.” The core factors that significantly affected the perception of “decent work” by nurses were ‘work volition” (β=.30, p<.001), shift type (β=-.28, p<.001), aged in their 40s (β=-.22, p=.003), “living a calling” (β=.18, p=.012), and “social comparison orientation” (β=.14, p=.021). These variables explained 32% of the variance in the perception of “decent work.” Conclusion: The study results confirmed that, in addition to “work volition” and “living a calling’,” “social comparison orientation” also plays a significant role in how nurses perceive “decent work.” To understand the “decent work” conditions in nursing, it is necessary to explore the relationship between these factors and the variables that reflect professionalism or social recognition.

Purpose
To examine the impact of reading the text of the Nightingale Pledge aloud at the beginning of the shift on nursing workplace spirituality, organizational commitment, and job satisfaction among hospital nurses.
Methods
We used a non-randomized controlled trial design. Forty-four nurses from four wards with similar work environments at M General Hospital in B City were enrolled. The data were analyzed using a x² test, t-test, and generalized estimating equations.
Results
In both groups, we observed a significant group and time interaction effect for nursing workplace spirituality (Wald x²=4.50, p=.015) and organizational commitment (Wald x²=11.33, p=.001). Nursing workplace spirituality was significantly higher in the experimental group than in the control group at eight weeks after the intervention (t=-3.41, p=.001). Likewise, organizational commitment was significantly higher in the experimental group than in the control group at four and eight weeks after the intervention (Z=-1.97, p=.049; Z=-2.71, p=.007, respectively). Job satisfaction did not significantly before and after the intervention.
Conclusion
Despite the short time commitment, reading aloud the text of the Nightingale Pledge at the beginning of shift had positive effects on hospital nurses’ nursing workplace spirituality and organizational commitment.

Purpose
This study aimed to predict and test a hypothetical model for the Intent of Return to Nursing Practice(IRNP) among inactive Korean nurses and to identify the interrelationships and influences of factors affecting IRNP.
Methods
The conceptual model was developed by integrating Ajzen’s Theory of Planned Behavior and Herzberg’s Two-Factor Theory. Data were collected from 224 Korean nurses who experienced a career disruption of more than one year through online or offline surveys. Data were analyzed using SPSS 20.0 and AMOS 22.0.
Results
The average nursing care length was seven years. The primary reason for leaving practice was rotating shifts, while the main barrier to reemployment was exhaustion. Among the variables, Career Commitment (β=.59, p<.001), Nursing Work Environment (β=.37, p<.001), and Attitude (β=.32, p<.001) had significant total effects on IRNP. Career Nursing Commitment, Subjective Norm, and Attitude showed direct effects, while the Nursing Work Environment had the second-largest total effect on IRNP, acting indirect by mediating Career Commitment.
Conclusion
The findings highlight the need for collaborative efforts among nurses, family, colleagues, hospitals, professional associations, and nursing policymakers to prevent the permanent loss of skilled nursing professionals.

Purpose
The study aims to confirm the mediating effect of nursing professional pride in the relationship between nursing practice environment, nursing performance, and retention intention.
Methods
A descriptive cross-sectional survey was conducted from December 13 to 31, 2021, involving 127 nurses. The following statistical analysis was conducted: t-test, ANOVA, Scheffé test, Pearson's correlation coefficient analysis, and Hayes Process Macro Model 4 (to test the mediating effect).
Results
Nursing practice environment showed a significant positive correlation with nursing performance, retention intention, and nursing professional pride. Nursing practice performance showed a positive correlation with retention intention and nursing professional pride, and retention intention showed a significant positive correlation with nursing professional pride. The mediating effect of nursing professional pride was found in the effect of nurses' nursing practice environment on their retention intention. In addition, the mediating effect of nursing professional pride was found in the effect of nurses' nursing practice performance on their retention intention.
Conclusion
Through this study, it was confirmed that nursing professional pride is a major A factor affecting retention intention in the hospital. Therefore, in order to increase nurses' retention intention to remain in Hospital, the basis of basic data was presented for strategy development.

Purpose
This study aimed to explore the relationship between grit and work engagement among millennial and Generation Z (MZ generation) nurses, as well as the moderating effect of work friendships on this relationship.
Methods
The study included 191 MZ generation nurses with over six months of experience, surveyed via a self-administered questionnaire at four general hospitals in Daejeon and Seoul from December 2020 to February 2021. Descriptive statistics, t-tests, one-way analysis of variance, Pearson’s correlation analysis, and hierarchical multiple regression were used to analyze the collected data. The PROCESS macro program with bootstrapping was employed to evaluate the significance of mediating effects.
Results
Work friendships partially mediated the association between grit and work engagement, with an explanatory power of 29.9%. The significance of the indirect mediating effect using bootstrapping analysis indicated an effect size of 0.33, a lower limit confidence interval of 0.17, and an upper limit confidence interval of 0.52, which was significant as it did not include Zero.
Conclusion
Developing a program to improve grit is necessary to increase the work engagement of MZ generation nurses, and establishing and implementing a program to improve work friendships, along with education for individual nurses, is crucial.

Citations

• Impact of Superior's Ethical Leadership as Perceived by Nurses on Nursing Performance: Mediating Effect of Faith in Supervisor
  Miyoung Kim, Hyung-Eun Seo, Eun-Young Doo, Won-Jin Ju
  Journal of Korean Academy of Nursing Administration.2017; 23(5): 483.     CrossRef
• Effects of Empowerment and Job Satisfaction on Nursing Performance of Clinical Nurses
  Ji-Yeon Choi, Eun-Kyung Kim, Se Young Kim
  Journal of Korean Academy of Nursing Administration.2014; 20(4): 426.     CrossRef
• The Effect of Empowerment on Nursing Performance, Job Satisfaction, Organizational Commitment, and Turnover Intention in Hospital Nurses
  Eun Hee Oh, Bok Yae Chung
  Journal of Korean Academy of Nursing Administration.2011; 17(4): 391.     CrossRef
• Relationship between Critical Thinking Disposition, Clinical Decision Making and Job Satisfaction of Cancer Center Nurses
  Sam Chul Jung, Dukyoo Jung
  Journal of Korean Academy of Nursing Administration.2011; 17(4): 443.     CrossRef

Purpose
This qualitative study explored nurses' experiences in selecting hospitals within a dual labor market framework.
Methods
Focus group interviews were conducted with 18 general nurses, divided into three groups of six, each representing both large and medium-sized hospitals.
Results
The analysis revealed two themes, four categories, and nine subcategories, highlighting differences between large and medium-sized hospitals. Nurses who choose large hospitals prioritized "professional development" but faced "struggles to maintain professional identity" while those selecting medium-sized hospitals sought "stability and accessibility" but experienced "crisis of professional identity." Conclusion: This study highlights significant differences in the factors influencing nurses' hospital choices based on hospital size. These findings provide foundational data for establishing the Enforcement Decree and Rules of the Nursing Act, emphasizing the importance of developing legal measures to strengthen nurses' professional identity and promote a balanced and sustainable nursing labor market.

Purpose
This study aimed to explore customer perspectives of nursing services in tertiary hospitals.
Methods
The data comprised mobile Voice Of Customer (VOC) data related to “nursing” or “nurses” generated from June 25, 2019, to December 31, 2022, in a tertiary hospital. A total of 44,727 VOC data points were collected, of which 4,040 were selected for the final analysis. Text network analysis and topic modeling were conducted using NetMiner 4.5.1.
Results
Topic modeling identified five topics for positive aspects and four topics for areas requiring improvement. The positive aspects were: 1) sincere nursing care; 2) rapid response from professional medical staff; 3) teamwork for delivering customer-centric services; 4) provision and coordination of system-based healthcare services; and 5) customer-focused responsiveness. The areas requiring improvement were: 1) demand for skilled nursing care tailored to customer expectations; 2) demand for enhanced communication and reduced mechanical responses; 3) demand for appropriate handling of diverse situations; and 4) demand for overall improvements to the healthcare system, including reservation systems.
Conclusion
These results may be used to enhance customer and patient experiences in tertiary hospitals and are necessary for utilization from a hospital management perspective.

Purpose
This study aimed to compare and identify factors affecting delirium nursing stress among nurses in comprehensive nursing care service wards and general wards.
Methods
Using structured questionnaires, data were collected from 230 nurses working in two tertiary university hospitals. Data were analyzed using descriptive statistics, t-tests, ANOVA, Pearson's correlation coefficient, and multiple regression analysis using SPSS/WIN 27.0.
Results
The average delirium nursing stress score for nurses in comprehensive nursing care service wards was 2.98±0.30 out of 4 points, which was significantly higher than 2.89±0.29 points for nurses in general wards (t=2.17, p=.031). Factors influencing delirium nursing stress among comprehensive nursing care service ward nurses included nursing work environment (β=-.58, p<.001) and conflicts with medical staff and other departments related to delirium patients (β=.24, p=.006), explaining power of 44% (F=12.13, p<.001). For general ward nurses, the nursing work environment(β=-.39, p<.001) was the main influencing factor, explaining power of 17% (F=3.93, p<.001).
Conclusion
Both types of nurses require improvements in their work environment. Strategies to reduce conflict between medical staff and other departments are essential in comprehensive nursing care service wards.

Purpose
This descriptive correlation study sought to evaluate the mediating effect of nursing work environment on the relationship between work-family conflict and turnover intention among married female nurses.
Methods
This study enrolled 149 married female nurses employed at a university hospital in G. province J City. For data analysis, the SPSS/WIN 25.0 program and SPSS PROCESS Macro version 4.2 was used.
Results
The mean score of work-family conflict among married female nurses was 2.99±72 out of 5 points, nursing work environment was 2.50±39 out of 4 points, and turnover intention was 3.96±69 out of 5 points. Turnover intention was positively correlated with work-family conflict (r=.34, p<.001), and negatively correlated with nursing work environment (r=-.34, p<.001). The nursing work environment had a parial mediating effect (β=.32, p<.001) on the relationship between work-family conflict and turnover intention.
Conclusion
Work-family conflict and turnover intention among married female nurses influenced each other, with the nursing work environment having a partial mediating effect. This study can serve as basis for addressing work-family conflict, improving the nursing work environment and reducing turnover among married female nurses.

Citations

• The mediating effects of nurses’ professional values on the relationship between work environment and organizational commitment among long-term care hospital nurses
  Won Hee Jun
  BMC Nursing.2025;[Epub]     CrossRef

Purpose
This study aimed to explore the influence of teamwork and grit on job adaptation and intention to remain among advanced beginner nurses.
Methods
A cross-sectional descriptive research design employing a survey method was used. The study involved 203 advanced beginner nurses with 13~36 months of experience working at a tertiary hospital. Collected data were analyzed using descriptive statistics, independent t-tests, one-way ANOVA, Pearson's correlation coefficients, and hierarchical regression analysis.
Results
Job adaptation positively correlated with teamwork (r=.58, p<.001) and grit (r=.65, p<.001). Intention to remain was also positively correlated with teamwork (r=.32, p<.001) and grit (r=.59, p<.001). A hierarchical multiple regression model including control variables, teamwork, and grit accounted for 64% of the factors influencing job adaptation. Another hierarchical multiple regression model, incorporating control variables, teamwork, and grit, explained 44% of the factors influencing the intention to remain. Among the related factors, grit emerged as the most influential in regarding job adaption and intention to remain.
Conclusion
These findings underscore the importance of establishing a support system to bolster grit, enhancing adaptation to the job and fostering intention to remain among advanced beginner nurses.

Purpose
The study was conducted to identify the influencing factors the quality of work life in emergency nurses during prolonged COVID-19.
Methods
Data was collected on 197 emergency nurses, from November 8 to December 8, 2022. Data were analyzed based on descriptive statistics, t-test, ANOVA, Scheffé test, Pearson's correlation, hierarchical multiple regression analysis.
Results
There was significant positive correlation between disaster nursing core competencies, coping flexibility, and quality of work life. The primary factors that significantly affected the quality of work life of emergency nurses were disaster nursing core competencies (β=.66, p<.001) and emergency department experience (β=.19, p=.030). The explanatory power of variable was 60%.
Conclusion
As a result of the study, it was confirmed that disaster nursing core competencies were the factor that had the greatest impact on the quality of work life of emergency nurses. Thus, it is expected that regular simulation training and education to improve the disaster nursing core competencies of emergency nurses.

Citations

• Factors Influencing the Mental Well-being of Shift Nurses
  Yu Jin Lee, Chung Hee Woo
  Journal of Korean Academy of psychiatric and Mental Health Nursing.2025; 34(1): 54.     CrossRef

Purpose
This study aimed to determine the impact of work environment, missed nursing care, and non-nursing tasks on the job stress of hospital nurses.
Methods
A descriptive, cross-sectional survey of 164 nurses working in three hospitals was conducted. Data were collected using structured questionnaires and analyzed using descriptive statistics, t-test, one-way analysis of variance, Pearson’s correlation coefficient, and multiple regression analysis using SPSS/WIN 26.0.
Results
Hospital Nurses' job stress was negatively correlated with the work environment (r=-.37, p<.001). Job stress had a statistically significant positive correlation with non-nursing tasks (r=.34, p<.001); however, it had no significant correlation with missed nursing care (r=.05, p=.552). Regression model analysis revealed that the variables associated with job stress were non-nursing tasks (β=.29, p<.001) and the foundation for quality nursing care (β=-.25, p=.034), which are subdomains of the work environment. In contrast, missed nursing care was not determined to be a significant factor.
Conclusion
To effectively manage nurses' job stress, nurse managers should provide higher quality care by reducing the number of non-nursing tasks and creating a positive work environment, especially by providing adequate nursing workforce and material support.

Citations

• Effects of Role Conflict, Work Environment, and Meaning of Work on Job Embeddedness among Physician Assistants
  Kwang Hoon Seo, Tae Yeong Yang, Nam Gyu Park, Jung Eun Park
  Journal of Korean Academy of Nursing Administration.2025; 31(3): 249.     CrossRef
• Comparison of Factors Affecting Delirium Nursing Stress between Nurses in Comprehensive Nursing Care Service Wards and General Wards
  Sumin Gwon, Gaeun Kim
  Journal of Korean Academy of Nursing Administration.2024; 30(5): 517.     CrossRef

Purpose
The purpose of this study was to examine the influential factors on retention intention among nurses in small-medium sized hospitals.
Methods
This study was conducted with 185 nurses of 6 small-medium sized general hospitals located in B metropolitan city. Data were collected from July 10 to July 19, 2022 using on-line self-report questionnaires. A descriptive analysis and hierarchical multiple regression were used for data analysis utilizing IBM SPSS Statistics for Windows version 25.0.
Results
The variables influencing the retention intention of the subjects were perceived value of work (β=.36, p<.001), nurse manager ability, leadership, and support of nurses (β=.22, p=.024), positive psychological capital (β=.15, p=.042), and subjective health status (β=.14, p=.035), and the total explanatory power (R² ) of these variables was 38.0% (F=12.24, p<.001).
Conclusion
Based on the results, in order to increase the retention intention for nurses in small and medium-sized hospitals, it is necessary to create an environment and culture as well as educational strategies for fostering a sense of work value and positive psychological capital. In addition, proactive organizational efforts are required to strengthen nurses’ subjective health and nurse managers’ supporting capabilities and leadership in small-medium sized hospitals.

Purpose
To investigate the influence of violence experience and response of coping with violence on professional QoL among emergency department.
Methods
This cross-sectional study, included 179 subjects. Data were collected online from June 24 to July 31, 2022, and were analyzed using independent t-test, one-way ANOVA, Pearson’s correlation coefficient, and multiple regression.
Results
In the compassion satisfaction category, the problem focused coping (β=.328, p<.001) was a significant influencing factor (adj. R² =.103) (F=21.36, p<.001). In the burnout category, violence response (β=.460, p<.001), problem focused coping (β=-.306, p<.001), and violence experience (β=.151, p=.030) were significant influencing factors (adj. R² =.288) (F=24.99, p<.001). In the secondary traumatic stress category, violence response (β=.587, p<.001) and emergency department career (β=.177, p=.011) were significant influencing factors (adj. R² =.383) (F=41.90, p<.001).
Conclusion
To improve professional QoL, it is necessary to understand the current situation related to violence and prepare a coping support system and intervention to prevent violence experiences and reduce negative consequences related to violence for a safe working environment for emergency department nurses.

Purpose
This study used a structural model to identify organizational characteristics, such as work environment, nursing organizational culture, and manager leadership of general hospital nurses, and to examine the effect of organizational characteristics on turnover intention through organizational silence.
Methods
Data were collected from July 1, 2017 to August 30, 2017, using structured questionnaires. Participants were nurses in general hospitals with more than 250 beds and less than 500 beds in Busan City and Gyeongsangnam Province. The collected data were analyzed using IBM SPSS 23.0 and AMOS 23.0.
Results
The nursing work environment, external employment opportunities, relationship-oriented culture, and acquiescent and defensive silence directly impacted turnover intention. Additionally, the nursing work environment and external employment opportunities indirectly affected turnover intention through acquiescent silence.
Conclusion
To lower general hospital nurses’ turnover intention, the external environment should be reviewed and continuously compared to provide a better internal nursing work environment. In addition, it is necessary to find a way to lower the acquiescent silence, which can negatively affect the organization, by creating a relationship-oriented culture that emphasizes the relationship between members.

Purpose
This study investigated whether the work environment affects nurses' turnover intention with career motivation and job satisfaction acting as mediating factors.
Methods
Data were collected from January 6-25, 2022, using a cross-sectional design. The participants were 205 nurses who had worked for more than six months at four small-to-medium-sized general hospitals in South Korea. Data analysis consisted of descriptive statistics, Pearson's correlation coefficients, independent t-tests, one-way ANOVAs, Scheffé test, and mediation analysis using Hayes’ PROCESS Macro Model 6.
Results
The nursing work environment had a significant positive association with career motivation and job satisfaction and negative effects on nurses' turnover intention. The single mediating effect of job satisfaction and the serial mediation effects of career motivation and job satisfaction on the relationship between the nursing work environment and turnover intention were significant. Thus, nurses' positive perceptions of the work environment strengthened career motivation, which in turn increased job satisfaction and reduced turnover intention.
Conclusion
Providing a healthy work environment to nurses can help reduce their turnover intention. Therefore, the government and hospitals should implement human resource strategies to improve nursing work environments and take steps to enhance career motivation and job satisfaction to strengthen nurse retention.

Citations

• Association Between Nurse Turnover and Nurses’ Perception of Patient Outcomes in Acute Care Hospitals in South Korea
  Sung-Heui Bae
  Journal of Nursing Care Quality.2025;[Epub]     CrossRef

Purpose
The purpose of this study was to establish a structural model explaining the factors affecting advanced beginner-stage nurses' intention to continue employment. This model was designed to provide basic data for improving the intention to continue employment among advanced beginner-stage nurses and to efficiently manage nurses as human resources.
Methods
In order to construct a hypothetical model, latent factors affecting nurses' intention to continue employment were identified through systematic review and meta-analysis. As a result of systematic review, hypothetical model was constructed with nursing professionalism, calling, work environment, positive psychological capital, and job satisfaction. Structural equation modeling was then conducted through SPSS 25.0, AMOS 22.0, and Mplus 6.12 statistics programs.
Results
First, none of the pathways affected by nursing professionalism were statistically significant. Second, the final structural model showed fit very well based on the fit indices RMSEA=.062, SRMR=.052, RMR=.048, CFI=0.95, and TLI=0.94.
Conclusion
This study’s results identified that job satisfaction, calling, work environment, and positive psychological capital affected advanced beginner-stage nurses' intention to continue employment. Among these, job satisfaction was the most powerful variable influencing the decision to continue employment for advanced beginner-stage nurses.

Citations

• The Influences of Teamwork and Grit on Job Adaptation and Intention to Remain among Advanced Beginner Nurses
  Seon Kyeong Jeong, Kyoung Ja Kim, Eun Ji Choi
  Journal of Korean Academy of Nursing Administration.2024; 30(4): 379.     CrossRef

Purpose
This study investigated the effects of job embeddedness and resilience on the relationship between job rotation stress and nursing work performance among clinical nurses. Methods: We conducted a nationwide online survey with 205 nurses employed at advanced general or general hospitals. Data were collected from August 17 to October 5, 2021. We analyzed the data using various descriptive statistics, independent t-tests, one-way analysis of variance, Scheffé test, Welch test, Games-Howell test, Pearson's correlation coefficients, multiple regression, and the PROCESS macro with a 95% bias-corrected bootstrap confidence interval. These analyses were conducted using SPSS Windows Software version 23.0 and SPSS PROCESS macro version 3.5.2. Results: Nurses' job embeddedness mediated the relationship between job rotation stress and nursing work performance (B=-0.02, p<.05). Furthermore, their resilience moderated this mediated relationship, also known as moderated mediation, with job embeddedness as the mediating factor (B=-0.02, p<.05). Conclusion: These findings imply that, when devising a strategy to improve the nursing work performance of nurses undergoing job rotation, their resilience levels should be considered. Reducing job rotation stress while concurrently enhancing job embeddedness is essential for enhancing the nursing work performance of nurses with high levels of resilience.

Purpose
The purpose of this study was to identify the mediating effect of work engagement and job crafting on the relationship between nurses’ Grit on nursing performance.
Methods
The data were collected using structured questionnaires through online surveys from 142 clinical nurses in five hospitals. Data were analyzed using SPSS 24.0, Hayes’s SPSS Process Macro 4.0 version program.
Results
Nursing performance was significantly associated with Grit, work engagement and job crafting. The mediating effect of job crafting on the Grit on nursing performance was confirmed.
Conclusion
These results suggest that it is necessary to develop an intervention program that focuses on improving job crafting. Further, job crafting needs to be considered in developing nursing interventions to nurses' Grit and improve nursing performance for nurses.

Citations

• Mediating effect of grit on the influence of nurses’ silence behavior on medication safety competence: a cross-sectional study
  Haengsuk Kim, Wanju Park
  Journal of Korean Academy of Nursing.2025; 55(1): 81.     CrossRef

Purpose
This study aimed to not only examine the changes in working hours and labor intensity, but also investigate their effects on sleep difficulties of shift work nurses.
Methods
Data from the 3rd (2011) to the 6th (2020) Korean Working Condition Surveys were analyzed, and the final sample included data of 514 nurses. Working time was measured considering nurses’ weekly working hours, number of night shifts, and number of days in a month when they worked more than 10 hours a day. Labor intensity included labor density, emotional labor, and work interruption. Sleep difficulty was measured using three items in 5th and 6th surveys.
Results
Weekly working hours, and long working days tended to decrease with the flow of the year, while work density, emotional labor, and work interruption tended to increase. Number of long working days, work density, and work interruption were found to produce a sleep difficulty effect in nurses.
Conclusion
To avoid sleep difficulties in nurses, adequate nurse staffing is required to prevent long working hours, and work density and work interruption need to be considered when determining the nurses’ workload.

Citations

• Effects of Work Demands and Rewards of Nurses on Exhaustion and Sleep Disturbance: Focusing on Comparison With Other Shift Workers
  Kyung Jin Hong
  Nursing Open.2025;[Epub]     CrossRef
• Dysmenorrhea and Occupational Factors
  Heeja Jung, Hyunju Dan, Chiyoung Cha, Yanghee Pang, Juan Manuel Carmona-Torres
  Journal of Nursing Management.2024;[Epub]     CrossRef

Purpose
This study examined hospital nurses’ perception of work-life balance, nursing work environment, nursing organizational culture, and job satisfaction before turnover, and compared differences in variables between current clinical nurses and non-clinical nurses.
Methods
This descriptive study involved 172 nurses with over six months experience, who changed jobs within the last 5 years in G Province. Data were collected from September 5th-22nd, 2022, and analyzed through independent t-test, one-way ANOVA, and Pearson correlation coefficient using SPSS/WIN 25.0 program.
Results
Total work-life balance (t=3.85, p<.001), work-family balance (t=4.79, p<.001), work-leisure balance (t=2.96, p=.004), work-growth balance (t=3.01, p=.003), and overall work-life balance (t=2.95, p=.004) in work-life balance, the role of professionalism (r=2.05, p=.042) and interpersonal relationships (t=2.59, p=.011) in job satisfaction, the relationship-oriented nursing organizational culture (t=2.68, p=.008), and the nurse-doctor relationship within the nursing work environment (t=2.51, p=.013) were all significantly higher among current clinical nurses than non-clinical nurses.
Conclusion
Hospital-level interventions should be established and implemented to improve work-life balance, the relationship-oriented nursing organizational culture, and job satisfaction through interprofessional relationships to retain hospital nurses.

Purpose
This study aimed to examine the differences in COVID-19 work-related characteristics, workload, anxiety, stress, and burnout between nurses working in the COVID-19 designated units and those in the general units caring for both COVID-19 and non-COVID-19 patients and to identify factors related to burnout in these two nurse groups.
Methods
The study was conducted using data from 192 nurses in the COVID-19 designated units and 340 nurses in the general units from two general hospitals. The data were collected using self-report, structured questionnaires. Independent t-test, chi-squared test, and logistic regression analysis were performed.
Results
There were no significant differences observed in workload and burnout between the two groups. For nurses in the general units, workload, stress, adequacy of the number of patients assigned, and the experience of temporary, floating staff were significant factors associated with burnout, while only clinical experience in the current unit was a significant factor among those in the COVID-19 units.
Conclusion
Findings indicate significant differences in factors related to burnout between the two nurse groups. Thus, substantial support and strategies tailored to the working environments of each nursing unit are required to prevent burnout among nurses caring for COVID-19 patients.

Citations

• Nurses’ ethical competence during the COVID-19 pandemic: Qualitative perspectives
  Hye Min Byun, Eun Kyoung Yun
  Nursing Ethics.2025; 32(5): 1644.     CrossRef
• User Interface Design and Usability Evaluation of a Mental Health Mobile Application for Healthcare Workers: A Nursing Informatics Perspective
  Yewon Lee, Eunju Kwak, Mijin Park, Jiyeon Park, Jungjae Kim, Jisan Lee
  Journal of Health Informatics and Statistics.2024; 49(3): 248.     CrossRef

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.

Citations

• The effect of dental hygienist work cooperation and compensation satisfaction on job embeddedness: mediating effect of positive psychological capital
  Ju-Eon Kim, Seon-Yeong Kim
  Journal of Korean Society of Dental Hygiene.2024; 24(3): 263.     CrossRef
• A Study on the Effect of the Quality of the Relationship between Nail Shop Workers and Consumers on the Balance of Work and Life: Focusing on the Mediating Effect of Burnout
  Hyun-Jeong Lee, Hye-Young Kim
  Journal of the Korean Society of Cosmetology.2024; 30(2): 415.     CrossRef