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Purpose: The purpose of this study is to confirm the relationship between nurses’ self-leadership and organizational commitment to clarify the mediating effect of rewards, which can mutually influence self-leadership and organizational commitment. Methods: Data for the study were collected from March 1 and 30, 2024, with nurses working at in I City, South Korea. The collected data were then analyzed using PROCESS macro analysis. Results: Nurses’self-leadership was significantly associated with rewards (r=.40, p<.001) and organizational commitment (r=.38, p<.001). Additionally, rewards had a mediating effect on the relationship between self-leadership and organizational commitment (indirect effect=0.27, boot SE=0.07, 95% boot CI=[0.155, 0.41]). Conclusion: Rewards are significantly correlated with nurses’ self-leadershipand organizational commitment. Therefore, a series of measures to increase reward awareness and self-leadership is needed to increase organizational commitment.

Purpose: The purpose of this study was to identify age-specific factors that affect the management of hypertension in patients aged 19 years and older and provide a basis for developing effective management strategies. Methods: Data from the Eighth National Health and Nutrition Examination Survey (2019~2021) on 5,092 individuals with hypertension were analyzed. Factors that influenced hypertension awareness, treatment, and control were identified through a multivariate logistic regression analysis. The prevalence, awareness, treatment, and control rates of hypertension were analyzed by age group using a x2 test. Results: The prevalence, awareness, and treatment rates of hypertension increased significantly with age. Among those aged 40~49 years, comorbidity, stress levels, and regular health check-ups were important factors in controlling hypertension; among those aged 50~59 years, education and income were critical factors, while for those aged 60 years and older, spousal presence and physical activity level were crucial. Younger age groups had lower levels of hypertension control. Conclusion: Factors influencing hypertension control vary with age group. A personalized hypertension management strategy that considers the characteristics of each age group is required. In all age groups, an integrated management of comorbidities is important. Younger age groups should focus on improving awareness and treatment rates. In middle-aged adults, stress management and increased health screenings are key, whereas in older adults, an increased physical activity and social support are important.

Purpose: Burnout and job satisfaction are key factors influencing the turnover intention of general hospital nurses. This study aimed to identify the mediating effect of burnout and moderating effect of job satisfaction on the relationship between job stress and turnover intention among general hospital nurses. Methods: Participants were 201 nurses working at general hospitals in Changwon city, Republic of Korea. Data on turnover intention, job stress, burnout, and job satisfaction were collected between November 20 and to December 5, 2024. SPSS/WIN 23.0 and Process Macro 3.5 were employed to analyze the mediating and moderating effects. Results: Mean scores were as follows: Turnover intention (3.31±0.65), job stress (3.52±0.67), burnout (2.80±0.58), and job satisfaction (3.10±0.57). Job stress had a positive impact on turnover intention among hospital nurses (B=.42, p<.001), and the relationship between job stress and turnover intention was mediated by burnout (B=.14, 95% CI [0.07, 0.22]). Additionally, the positive influence of job stress on turnover intention was negatively moderated by job satisfaction. Conclusion: The significance of this study lies in its verification of the mechanism by which job stress influences turnover intentions among hospital nurses. Additionally, this study suggests that it is necessary to pay attention to job stress, burnout, and job satisfaction among hospital nurses to reduce turnover intentions.

Purpose: This study aimed to measure migrant workers' self-rated health and identify its influencing factors. Methods: Between August and September 2021, 400 migrant workers in Korea completed a web-based survey. Self-rated health was measured using one question and categorized as ‘good’or ‘poor.’Multivariate logistic regression was performed to investigate associated factors, including demographic and work-related variables, social support, subjective health literacy, and depression. Results: Overall, 36.7% of participants had poor self-rated health. The odds ratios for poor self-rated health were high among participants who reported 5~7 days/week night shift work (adjusted=OR 5.34, 95% CI: 2.30~12.35) or 1~4 days/week night shift work (adjusted OR=4.13, 95% CI: 2.01~8.00) compared to those who do not work night shifts. Other significant factors included depression (adjusted OR=1.05, 95% CI: 1.02~1.10) and social support (adjusted OR=0.38, 95% CI: 0.25~0.58). Health literacy was not significantly associated with self-rated health. Conclusion: During the COVID-19 pandemic, migrant workers reported poorer subjective health status. Therefore, strategies aimed at improving working conditions and bolstering mental health through social support are required to enhance their health.