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Purpose: This study aimed to investigate differences in perceptions of occupational health management and communication between health managers of partner companies and those of main contractors. Methods: Questionnaires were distributed to main contractor health managers and partner company representatives, and the collected data were compared and analyzed using a t-test and a chi-squared test. Results: Partner company representatives generally reported lower perceptions than health managers across most occupational health management items. The largest perception gaps were found in pre-placement health checks, workplace environment measurements and corrective actions, and the establishment of an occupational health management system. For business coordination, face-to-face meetings were most preferred, followed by official letters. Both groups agreed that face-to-face communication was the most effective method for providing health information, with no significant differences. However, for communication with workers, health managers preferred direct meetings, online channels, or individual phone calls, while partner company representatives favored individual phone calls or online group chats. Conclusion: Partner companies have characteristics that differ from typical small-scale workplaces, requiring occupational health management and communication methods tailored to these unique features. There is also a need to develop guidelines and policies that partner company representatives can easily understand and implement effectively.

Purpose: This study aimed to examine the effect of communication competence, nurse-physician collaboration, and nursing work environment on the nursing performance of intensive care unit(ICU) nurses. Methods: The sample included 158 nurses who had worked for more than 6 months in the ICUs of two general hospitals in B metropolitan city. Data were analyzed using SPSS 25.0 with ANOVA, t-test, Scheffe? test, Pearson's correlation coefficient, and multiple regression. Results: Communication competence(β=.60, p<.001), age (β=.20, p<.001), and nurse- physician collaboration (β=.20, p<.001) significantly affected nursing performance. These variables explained 55.4% of the variance in nursing performance. Conclusion: To improve ICU nursing performance, programs that enhance communication competence and nurse-physician collaboration, considering nurses' age, should be developed and implemented

Purpose: This study aimed to identify the effects of value of work, compassion fatigue, and compassion satisfaction on work engagement among nurses in internal medicine wards at a tertiary general hospital. Methods: The participants were 162 nurses with at least six months of experience in internal medicine wards at two tertiary hospitals in B city, South Korea. Data were collected from January 13 to February 13, 2025, and analyzed using SPSS/WIN 29.0 for descriptive statistics, independent t-tests, one-way ANOVA, Pearson’s correlation, and multiple regression. Results: Compassion satisfaction (β=.57, p<.001) and age over 40 (β=.17, p=.034) affected work engagement, with an explanatory power of 47.6% (F=17.23, p<.001). Conclusion: Compassion satisfaction was the most important factor, indicating that the positive emotions nurses experience while caring for patients play a key role in enhancing their work engagement.

Purpose: This study analyzed four-year data (2021~2024) on cardiovascular disease risk among workers in a manufacturing factory, using generalized estimating equations (GEE) and linear mixed-effects models to examine temporal changes and identify factors influencing cardiovascular disease (CVD) risk. Methods: The study included 546 participants who underwent health examinations in March and September each year from 2021 to 2024. CVD risk was assessed using physical examination results. Data were analyzed with R 4.5.1 (R Foundation for Statistical Computing, Vienna, Austria) and SPSS/WIN 25.0. Results: Time-effect analysis of CVD risk components showed that systolic blood pressure significantly increased over time (β=.84, p<.001), while diastolic blood pressure significantly decreased (β=-.46, p=.004). Body mass index (BMI) also significantly increased (β=.11, p=.002). In the GEE logistic regression analysis, Male workers had 2.38 times higher odds of being in the high-risk group compared to females (OR=2.38, p=.009). Higher systolic blood pressure (OR=2.52, p<.001) and fasting blood glucose (OR=8.66, p<.001) were significant predictors of high CVD risk. Conclusion: When developing and implementing workplace interventions to reduce CVD risk among manufacturing workers, key predictors such as sex, blood pressure, and blood glucose should be considered for effective risk stratification and targeted prevention. This study is important because it examined both temporal changes and influencing factors of CVD risk using four-year longitudinal data.

Purpose: This study examined the impact of digital literacy competency on nursing practice readiness among newly graduated nurses in Korea. Methods: Participants were 207 newly graduated nurses working in general hospitals across South Korea. Data were collected from February 10 to March 15, 2025, through a self-reported questionnaire. Analyses included descriptive statistics, t-tests, ANOVA, Pearson’s correlations, and multiple linear regressions. Results: Digital literacy competency showed a strong positive correlation with nursing practice readiness (r=.86, p<.001). Readiness was significantly influenced by age (β=-.08, p=.036), digital education experience during theoretical coursework (β=.09, p=.022), and overall digital literacy competency (β=.82, p<.001). Among digital literacy subdomains, self-efficacy (β=.20, p<.001), self-regulation (β=.33, p<.001), and critical reading (β=.28, p<.001) were significant predictors, explaining 81.0% of the variance in readiness for nursing practice. Conclusion: Digital literacy competency, particularly self-efficacy, self-regulation, and critical reading, plays a key role in preparing newly graduated nurses for clinical practice. Integrating digital literacy development into early nursing education and orientation programs may enhance nurses’ transition to practice.

Purpose: This study aimed to determine the impact of perceptions of work-life balance, organizational justice, and authentic leadership on hospital nurses’retention intentions. Methods: The study participants were 206 nurses working at W University Hospitalin Jeollabuk-do Province. Data were collected from June 5~30, 2025. A structured questionnaire was used for data collection, and the data were analyzed using the SPSS/window program. Results: The factor most influential for retention intention was perceptions of work-life balance (β=.37, p<.001), followed by organizational justice (β=.19, p=.029). These factors account for 17.0% of the variance in retention intention. Conclusion: Strategies for human resoruce management that improve the perception of work-life balance and organizational justice are required to enhance nurses’ retention intentions.

Purpose: This study examined the associations of role conflict, work engagement, and positive nursing organizational culture with job embeddedness among general hospital nurses, aiming to inform practical strategies for its improvement. Methods: Participants included 133 nurses in general hospitals. Data were collected from April 14 to 25, 2025, using structured self-report questionnaires assessing general characteristics, role conflict, work engagement, positive nursing organizational culture, and job embeddedness. Data were analyzed using descriptive statistics, t-tests, one-way ANOVA with Scheffe? test, Pearson’s correlation coefficients, and multiple regression analysis with IBM SPSS/WIN 30.0. Results: Job embeddedness was positively correlated with positive nursing organizational culture (r=.67, p<.001) and work engagement (r=.48, p<.001), but negatively correlated with role conflict (r=-.55, p<.001). Multiple regression analysis identified positive organizational culture (β=.37, p<.001), work engagement (β=.28, p<.001), age (β=-.18, p=.031), and role conflict (β=-.17, p=.029) as significant predictors. The model explained 53% of the variance in job embeddedness (F=36.82, p<.001). Conclusion: Role conflict, work engagement, positive nursing organizational culture, and age influence job embeddedness among general hospital nurses. To enhance retention, strategies should focus on reducing role conflict, fostering engagement, and creating a supportive organizational environment.

Purpose: This study examined the associations of parenting stress, work-family conflict, and job involvement with retention intention among married nurses working in shifts while raising preschool-aged children. Methods: A total of 150 married nurses raising children aged five years or younger participated in the study. Structured questionnaires were used to measure parenting stress, work-family conflict, job involvement, and retention intention. Data were analyzed using descriptive statistics, t-tests, one-way ANOVA with Scheffe? post hoc tests, Pearson’s correlation coefficients, and multiple regression analysis. Results: Parenting stress was positively correlated with work-family conflict (r=.60, p<.001), while work-family conflict was negatively correlated with retention intention (r=-.25, p=.002). Job involvement was positively associated with retention intention (r=.35, p<.001). Multiple regression analysis revealed that job satisfaction (β=.44, p=.013) and job involvement (β=.26, p=.002) significantly predicted retention intention. Conclusion: Improving job satisfaction and job involvement is essential for enhancing retention among married nurses. Institutional efforts to support work-life balance and provide professional development opportunities may foster long-term workforce stability.

Purpose: This study aimed to examine the effect of post-traumatic stress on sleep quality and identify the mediating role of burnout in this relationship. Methods: The participants were 150 emergency nurses working at general hospitals located in B and C city, Republic of Korea. Data were collected through an online survey conducted from May to July 2024 using structured questionnaires assessing post-traumatic stress, burnout, and sleep quality. Data were analyzed using SPSS/WIN ver. 26.0 to perform descriptive statistics, independent t-tests, ANOVA, Pearson’s correlation coefficients, and PROCESS macro Model 4. Results: Sleep quality had significant positive correlations with post-traumatic stress (r=.43, p<.001) and burnout (r=.57, p<.001), indicating that higher levels of post-traumatic stress and burnout were associated with poorer sleep quality. In addition, burnout had a significant positive correlation with post-traumatic stress (r=.57, p<.001). A partial mediating effect of burnout was identified in the relationship between post-traumatic stress and sleep quality, with an explanatory power of 35.1% (R2=.35). Conclusion: This study found that higher levels of post-traumatic stress not only directly reduced sleep quality but also indirectly worsened it through increasing burnout. These results suggest that post-traumatic stress and burnout are interrelated factors that jointly and negatively affect the sleep of emergency nurses.

Purpose: This study aimed to examine the relationship between health-promoting behaviors and social jetlag and depression among shift-working nurses. Methods: A cross-sectional study was conducted among 130 shift-working nurses. Social jetlag was assessed using the Munich Chronotype Questionnaire for shift workers. Depression was measured using the Korean version of the Patient Health Questionnaire-9, and health-promoting behaviors were evaluated using the Health Promoting Lifestyle Profile II. Data were analyzed using frequency analysis, t-tests, one-way ANOVA, Pearson’s correlation coefficient, and multiple regression analysis with SAS 9.4. Results: The average social jetlag was 193.82 minutes for day shifts, 46.63 minutes for evening shifts, and 274.17 minutes for night shifts. Significant differences in social jetlag were associated with age, marital status, clinical experience, and shift preferences. Depression was significantly associated with subjective health status and attitudes toward night shifts. A negative correlation was found between health-promoting behaviors and depression (r=-.33, p<.001). Regression analysis revealed that depression (β=.20, p=.025) and subjective health status (β=.26, p=.004) negatively predicted health-promoting behaviors. Conclusion: Social jetlag and depression significantly influenced health-promoting behaviors among shift-working nurses. These findings suggest the importance of targeted health management strategies that address mental health and sleep disturbances to improve the well-being of shift- working nurses.