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Purpose: The purpose of this study was to determine the effect of nurses’ mentoring functions and job satisfaction on their turnover intention on the basis of Kram’s mentoring phases. Methods: The participants were 286 nurses who were working at tertiary or general hospitals. Data were collected through surveys conducted between February 1 and 27, 2017, analyzed using independent t-test, one-way ANOVA, Pearson's correlation coefficient, and hierarchical multiple regression with the IBM SPSS 21.0 program. Results: The mean mentoring functions score was 3.64 out of 5 points. Job satisfaction had statistically significant positive correlation with mentoring function (p<.05), while turnover intention showed statistically significant negative correlation with job satisfaction (p<.001). Job satisfaction was the only statistically significant variable affecting turnover intention in all three phases p<.001). Conclusion: Nursing organizations may reduce nurses' turnover intention by increasing job satisfaction, which can be improved by developing and applying a differentiated mentoring program according to the nurses’ mentoring phases.

Purpose: The purpose of this study was to investigate conflicts and the experiences of conflict resolution of hospital nurses. Methods: This qualitative study used phenomenological methodology. The research participants were 8 nurses of C hospital. Data were collected through in-depth individual interviews from November 2016 to February 2017. The data analysis method was based on Colaizzi’s approach. Results: The study results showed that the experiences of nurses consisted of 15 themes and 6 theme clusters: 1) Ambiguous role, 2) Recognizing lack of competence, 3) Difficulty maintaining relationships, 4) Unsatisfactory work environment, 5) Efforts to resolve conflicts, and 6) Conflict resolution process through labor union. Conclusion: The findings of this study recommend that hospital organizations and managers should pay attention to improving the work environment and organizational culture of members. The results of the present study can improve the understanding of various aspects of the daily life of hospital nurses.

Purpose: The purpose of this study was to figure out emotional labor, healthy lifestyle, needs for health services of flight attendants and the relationships among needs for health services according to various characteristics of flight attendants. Methods: The participants of this study were 140 flight attendants who work on major and low cost airlines. Data were collected through a questionnaire from 2017 .Jan.~2017. Feb. Data were subsequently analyzed using the SPSS 21 Program. Results: The score of emotional labor was 3.76 surface acting was 3.75 and deep acting was 3.77. The average of healthy lifestyle was 2.41, and the highest was 3.13 of personal relationship and the lowest was 1.91 of eating habits. There is a positive correlation between emotional labor-deep acting and healthy lifestyle. Flight attendants demand health services for physical exercise, stress and emotional labor management, healthy eating habits, emergency treatment, prevention of fatigue, cancer screening, sexual harassment prevention, sex education and etc. Conclusion: These results show that flight attendants need to various interventions for improving healthy lifestyle and reducing emotional labor. It is necessary to develop customized health promotion program suited to their job and general characteristics.

Purpose: This study aimed to examine the effects of interpersonal relationship ability, job stress, and stress coping type on the turnover intention of nurses in the early stage of their careers. Methods: Data were collected from 136 early stage nurses from two general hospitals and one tertiary hospital in Chungbuk province. An early stage nurse was defined as the nurse with a work experience of 3 to 36 months. The collected data were analyzed using independent t-test, one-way ANOVA, Mann-Whitney U test, Person's correlation coefficient, and stepwise multiple regression. Results: It was seen that turnover intention had a negative correlation with interpersonal competency (r=-.20, p=.020) and a positive correlation with job stress (r=.56, p<.001). Job stress due to work over load, inadequate compensation and working environment, interpersonal relationship ability, and length of clinical career were significant factors influencing turnover intention (p<.05). These variables explained for 50.4% of the variance in turnover intention. Conclusion: It is necessary to develop an interpersonal relationship ability improvement program to decrease turnover intention among early stage nurses by helping them to successfully adapt to their job. Moreover, it is important to bring about continuous improvements in terms of provision of adequate workload and appropriate rewards, and creation of a suitable work environment to reduce the job stress of early stage nurses.

Purpose: The purpose of this study was to understand the present status of the work performance of the construction industry health managers and the developmental direction for the construction industry health management. Methods: The subjects of this study were 149 health managers working in the construction industry. Data of a total of 130 participants were analyzed by excluding the missing data among field workers. The contents of the survey were the characteristics of the workplace, the difficulties and requirements of health management, and the level of job performance. Results: The factors affecting measuring work environment task were age, number of workers, number of safety managers, and lack of support from the headquarters. The factors affecting managing work environment and physicochemical harmful factors were age, type of contract and conflicting business opinions. The factors affecting implementing health examination were age, type of contract, and number of safety managers. The factors affecting healthcare were age, type of contract, number of safety manager, presence of healthcare room, and conflicting business opinions. Conclusion: It is necessary to provide practical guidance and practical resources, and education for strengthening capacity. The support for business owners and managers support is needed.

Purpose: This study aimed to identify the effect of role conflict, self-efficacy, and resilience on the nursing task performance of emergency department (ED) nurses. Methods: Data were collected from 140 ED nurses working in 6 general hospitals, using self-reporting questionnaires. Data were analyzed using SPSS 23.0, and the analyses included descriptive statistics, a t-test, an ANOVA, the Pearson's correlation coefficient test, and a stepwise multiple regression. Results: Nursing task performance differed significantly in terms of the following general characteristics of the participants: age, marital status, total clinical experience, clinical experience in the ED, and position at the hospital. Nursing task performance was positively correlated with role conflict, self-efficacy, and resilience. Self-efficacy, role conflict, clinical experience in the ED, and resilience were significant predictors of nursing performance, and they accounted for 36.9% of the variance. Conclusion: Self-efficacy was identified as the most significant factor affecting the nursing task performance of ED nurses. Therefore, it is necessary to develop programs to improve the self-efficacy of ED nurses.

Purpose: The purpose of this study was to identify the influence of nurses’ emotional intelligence and communication within the organization on teamwork in Armed Forces hospitals. Methods: This study employed a cross- sectional design with a convenience sample of 195 nurses from five Armed Forces hospitals in Korea. Data were collected through a self-administered questionnaire from August 7 to 23, 2017 and analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression. The SPSS/WIN 21.0 program was used for all analyses. Results: The degree of teamwork was 5.03±0.73, with scores ranging from 1 to 7. Emotional intelligence and communication within the organization were positively correlated with teamwork. Specifically, communication within the organization (β=.60, p<.001), the intensive care unit (β=.21, p=.001), and the medical general ward (β=.17, p=.010) were identified as factors influencing teamwork. This model explained 51% of the variance in teamwork, and it was statistically significant (F=35.09, p<.001). Conclusion: These results imply the need to develop an approach including communication within the organization to improve teamwork among nurses in Armed Forces hospitals.