Earticle

Purpose : This study aims to identify the factors related to job stress and its eight subdomains among workers in a manufacturing workplace. Methods : The study surveyed 597 workers from a manufacturing facility in P region, Gyeonggi Province, South Korea, using the Korean Occupational Stress Scale (KOSS Basic Version) from May 1 to 31, 2022. The data were analyzed using the SPSS WIN 21.0. Descriptive statistics were used to assess demographic, occupational, and healthy behavioral characteristics, along with job stress and its subdomains. Differences in job stress and subdomains based on these factors were evaluated using one-way ANOVA. Stepwise linear regression analysis identified factors related to job stress. Results : Key factors related to overall job stress included work experience, gender, and work type, accounting for 6.8% of the variance. In the subdomains, physical environment was associated with work type. In job demands, gender and work experience were identified and in job autonomy, the factors were work type and gender. Work experience was significant concerning conflicts. Also, job instability was associated with work experience and physical activity. In organizational structure, the factors were work experience and gender. For inadequate compensation, gender, work type, and work experience were significant. Furthermore, workplace culture was influenced by work experience, gender, and alcohol consumption. Conclusion : Job stress in manufacturing workers affects mental, physical, and behavioral aspects. The findings highlight the need for tailored intervention programs targeting each subdomain of job stress to address these diverse impacts.

Purpose : This study is a concept analysis aimed at investigating the attributes of shift work tolerance among nurses. Methods : To clarify the scope of the concept of shift work tolerance, a literature search was conducted using the keywords ‘shift work’ and ‘tolerance.’ Of the 1,187 studies retrieved, 18 were selected for concept analysis. Results : The results of this study showed that the attributes of shift work tolerance among nurses included ‘recognizing negative symptoms associated with shift work,’ ‘attempting to reduce negative symptoms,’ and ‘enduring negative symptoms.’ The antecedents of shift work tolerance in nurses included shift work, shift work conditions, and the resulting negative physical and psychological symptoms. The consequences of high shift work tolerance included reduced negative physical and psychological symptoms, decreased job stress, increased job satisfaction, and improved work-life balance, ultimately leading to an enhanced quality of life. Conclusion : The findings can help researchers and nurses gain a better understanding of shift work tolerance, and nursing administrators can consider the factors related to shift work tolerance and its consequences to improve nurses’ working environment.

Purpose : This study aimed to build and test a path model to explain the factors and paths influencing pilots’ fatigue. The goal was to develop a Korean-style fatigue management model for pilots and propose management plans suited for South Korea’s circumstances. Methods : The survey was conducted with pilots who were members of the Airline Pilots Association of Korea and working for a domestic airline. The questionnaire included items on their general characteristics, job-related factors, psychosocial factors (Type A Behavior and self-esteem), occupational stress, sleep quality, and fatigue. The data were collected through an online survey conducted from September 9 to October 9, 2015. Results : The path analysis results showed that a higher tendency toward Type A Behavior and lower self-esteem were associated with higher occupational stress (β=.961, p<.05). Higher occupational stress resulted in lower sleep quality (β=.699, p<.001) and higher fatigue (β=.489, p<.001). Lower sleep quality also led to higher fatigue (β=.185, p<.05). Conclusion : Pilots often experience fatigue due to the nature of their work, which is difficult to avoid. Therefore, programs to reduce or manage pilots’ fatigue need to be developed. It is essential to establish systems at the policy level to address this issue. Intervention programs should also be applied at both the individual level, focusing on managing psychosocial factors, and the organizational level, addressing occupational stress. These interventions should align with the organizational culture of South Korea.

Purpose : This study aims to assess the risk of developing cerebro-and-cardiovascular diseases in manufacturing workers and to determine factors that influence such development. Methods : The study involved 770 workers from a manufacturing facility in Pregion, Gyeonggi Province, South Korea. The data were collected during the routine health check-ups conducted by an affiliated health screening institution from May 10 to May 26, 2023. Based on the official statement of the Korea Occupational Safety and Health Agency, measurements of blood pressure, total cholesterol, high-density lipoprotein (HDL), low-density lipoprotein (LDL), triglycerides, fasting blood sugar, weight, and height were used to classify low and moderate-to-high-risk groups for developing cerebro-and-cardiovascular diseases. Differences among the low-risk and moderate-to-high-risk groups regarding demographic, occupational, and health-related behaviors were assessed using chi-square tests and t-tests. Factors influencing moderate to high risk for cerebro- and-cardiovascular diseases were analyzed using binary logistic regression, with a significance level of p < .05. All statistical analyses were conducted using SPSS WIN 21.0. Results : Among the study participants, 703 (92.3%) were classified as low-risk, while 59 (7.7%) were classified as moderate-to-high-risk for developing cerebro-and-cardiovascular diseases. The odds of being in the moderate-to-high-risk group compared to the low-risk group were 86.95 times higher for those aged 50-59, 15.93 times higher for current smokers, 1.15 times higher with elevated systolic blood pressure, 1.10 times higher with elevated diastolic blood pressure, 0.89 times lower with low HDL cholesterol, and 1.05 times higher with elevated blood sugar. Conclusion : Based on these findings, health managers should develop, test, and implement interventions to reduce the risk of cerebro-and-cardiovascular diseases. These programs could include smoking cessation initiatives and lifestyle-modifying interventions to lower blood pressure and blood sugar levels while increasing HDL cholesterol levels.

Purpose : This study aimed to identify the factors influencing occupational health preventive behaviors among workers in small-sized workplaces, which are particularly vulnerable to infectious diseases, based on the Health Belief Model during the COVID-19 pandemic. Methods : A descriptive cross-sectional survey was conducted from July to September 2020, involving 268 workers from microenterprises with under 50 employees. The structured questionnaire included items on general characteristics and key components of the Health Belief Model. Results : The average score for COVID-19 workplace preventive behaviors was 2.87 out of 4 points (15 items). Significant predictors of infection prevention behaviors included employment type (β=-0.184, p=.008), shift work (β=0.137, p=.035), presence of response protocols (β=0.135, p=.023), perceived benefits (β=.064, p=.009), and perceived barriers (β=-0.161, p=.008). Conclusion : To enhance infectious disease prevention in Small-sized workplaces, it is essential to establish and communicate systematic response guidelines, implement educational programs emphasizing the benefits of preventive behaviors, and foster a supportive workplace culture that minimizes organizational barriers to preventive practice implementation.

Purpose : This study aims to develop an educational program tailored to healthcare-associated infection management to reduce the incidence of such infections, and to evaluate its effectiveness for intensive care unit nurses. Methods : A quasi-experimental study with a non-equivalent control group design was conducted, using pre-and- post-intervention data. A total of 54 participants were enrolled, with 27 in each group. The experimental group received an education program based on the ADDIE model, designed for healthcare-associated infection control, while the control group did not receive any relevant educational program. Results : When comparing healthcare-associated infection knowledge, awareness of infection control, and performance, the pre-and- post-program scores showed no statistically significant differences. However, for hand hygiene performance, the average score three months after the program was lower than before the program was implemented, but this difference was also not statistically significant. Conclusion : The findings suggest that more specific and long-term education, reflecting the realities and characteristics of clinical practice, is necessary. Continuous monitoring and feedback will be essential to improving the program's effectiveness.

Purpose : The main aim of this study was to investigate the impact of positive nursing organizational culture, satisfaction with organizational culture, and types of nursing organizational culture on tertiary hospital nurses’ intention to stay. Methods : This study conducted a survey from June 21 to August 26, 2021, among tertiary hospital nurses with at least one year of clinical experience currently working at a general hospital in Seoul The collected data were analyzed using SPSS/WIN 27.0. The differences in intention to stay, were analyzed using the independent t-test and one-way ANOVA Also the Pearson correlation coefficient was used to examine correlations among intention to stay, positive nursing organizational culture, satisfaction with organizational communication, and types of nursing organizational culture. Additionally, multiple regression analysis was performed to identify the significant factors affecting tertiary hospital nurses’ intention to stay. Results : Analysis results indicated that positive nursing organizational culture (β=0.38, t=2.07, p=.039) and satisfaction with organizational communication (β= 0.83, t=4.79, p=<.001) are significant factors associated with intention to stay among tertiary hospital nurses, and the variables accounted for 27% of intention to stay (F=11.07, p<.001). Conclusion : In this study, positive nursing organizational culture and satisfaction with organizational communication were identified as the main factors influencing tertiary hospital nurses’ intention to stay. These study results suggest that organizational-level efforts are required to create positive nursing organizational culture and improve satisfaction with organizational communication in order to increase tertiary hospital nurses’ intention to stay.

Purpose : The purpose of this study was to analyze research keywords on male nurses in recent studies, ultimately deriving implications for the difficulties in job adaptation and intention to change jobs due to gender stereotypes experienced by male nurses, and further suggesting future research directions. Methods : From January 2010 to December 2023, we collected and analyzed papers related to male nurses published in domestic academic journals using database such as RISS and KISS. Results : Twenty eight papers were finally selected, and the keyword analysis results showed that the most common keywords were in the order of ‘job satisfaction’, ‘intention to change jobs’, ‘gender stereotypes’, ‘gender roles’, and ‘job engagement’. Conclusion : Male nurses frequently experience social stereotypes such as ‘gender stereotypes’ and ‘gender roles’ in their nursing work, and this can have a negative impact on job satisfaction and lead to turnover. Therefore, it is expected to suggest a direction for future research.