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Purpose: This study examined whether work engagement mediates the relationship between positive psy chological capital and nursing performance among clinical nurses. Methods: A cross-sectional survey was conducted from July 1~31, 2025, among 177 clinical nurses from one tertiary and two general hospitals in South Korea. Participants completed self-report questionnaires that measured positive psychological capital, work engagement, and nursing performance. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients, multiple regression, and a simple mediation model with the PROCESS macro and a 95% bias-corrected bootstrap confidence interval. Results: Positive psychological capital and work engagement were positively correlated with nursing performance. In the multiple regression model, both positive psychological capital (β=.48, p<.001) and work engagement (β=.17, p=.035) significantly predicted nursing performance, explaining 43% of the variance. Work engagement partially mediated the relationship between positive psychological capital and nursing performance (indirect effect=0.08, boot SE=.04), with a 95% bootstrap confidence interval that did not include zero (95% CI=[.01, .16]). Conclusion: The findings suggest that strategies to enhance nursing performance in clinical settings should focus on promoting positive psychological capital and work engagement through organizational-level and individual-level interventions.

Objectives: This study aimed to identify factors influencing death anxiety among nurses in COVID-19 dedicated wards. Methods: A secondary data analysis was conducted using data from Jung (2022), collected between March and April 2022, involving 123 nurses working in COVID-19 dedicated wards. The effects of death attitudes toward death, self-esteem, and perceived risk of infectious respiratory diseases on death anxiety were examined for different anxiety levels. Results: Significant differences were found in death attitude and perceived risk of infectious respiratory diseases between different anxiety levels. In the low-anxiety group, attitude toward death, self-esteem, and perceived risk were significant factors, whereas in the high-anxiety group, only attitude toward death had a significant effect. Conclusion: To reduce death anxiety among COVID-19 ward nurses, it is essential to assess anxiety levels, develop targeted interventions, and evaluate their efficacy.

Purpose: Similar to other service sectors, the hotel industry is a labor-intensive field that relies heavily on human interaction to deliver intangible services. This study aimed to identify factors influencing health promotion behaviors among hotel employees. Methods: Data were collected from 177 hotel employees between December 24, 2024, and January 15, 2025. The questionnaire assessed self-efficacy, job stress, and emotional labor, health promotion behavior. The data were analyzed using descriptive statistics, t-tests, ANOVA, Pearson’s correlation, and multiple linear regression with SPSS/WIN 29.0. Results: Health promotion behavior was significantly and positively correlated with self-efficacy (r=.47, p<.001), negatively correlated with job stress (r=-.36, p<.001), and emotional labor (r=-.22, p=.003). The following factors had significant effects on health promotion behavior among hotel workers and together explained 33.0% of the variance: self-efficacy (β=.34, p<.001), perceived health status as “good” (β=.31, p<.001) and ”fair” (β=.27, p=.002), and “shift” work schedule (β=-.14 p=.031). Conclusion: These findings suggest that an integrated approach targeting self-efficacy enhancement and improved perception of subjective health status, along with organizational-level support to mitigate the environmental constraints of shift work, is essential for promoting health behaviors among hotel workers.

Purpose: This study aimed to analyze the core job roles of occupational health nurses and propose directions for improving undergraduate occupational health nursing education. Methods: As part of a qualitative descriptive study, a literature review and in-depth interviews were conducted with five occupational health nurses with over 20 years of experience. A thematic analysis was conducted to identify key job domains and educational implications. Results: The literature review identified nine core job domains for occupational health nurses. Expert interviews revealed three key areas that require emphasis in undergraduate education: workplace assessment and hazard identification, nurses' unique clinical health management competencies, and responsiveness to current laws and field issues. By integrating these findings, nine essential job domains for undergraduate occupational health nursing education were derived, emphasizing health management competencies that are uniquely performed by nurses and workplace assessment abilities that new occupational health nurses find most challenging in practice. Conclusion: This study suggests that undergraduate occupational health nursing education should be restructured to emphasize health management competencies and workplace assessment abilities, without neglecting the balanced coverage of other essential job domains. Additionally, case-based learning, simulation-based education, and integrated interdisciplinary approaches were identified by expert participants as supplementary considerations for enhancing the effectiveness of occupational health nursing education with limited educational resources.

Purpose: The aim of this study was to examine how dementia knowledge, attitude, and organizational environment are associated with person-centered dementia care among nursing home staff. Methods: Data were collected from 134 workers, including registered nurses, nursing assistants, and care workers employed at four nursing homes in Seoul and Gyeonggi Province between June and November 2019. The data were analyzed using SPSS version 25.0 with descriptive statistics, t-tests, ANOVA, Tukey’s test, Pearson’s correlation coefficients, and multiple regression analysis. Results: Univariate analyses showed that age, religion, occupation, person-centered attitude, and perception of a person-centered environment (organizational environment) were significantly associated with person-centered dementia care. In the multivariate analysis, higher age (β=.17, p=.014), being a registered nurse (compared to being a nursing assistant; β=-.19, p=.045), and greater perception of a person-centered environment (β=.53, p<.001) were significantly associated with higher levels of person-centered dementia care. Among these factors, perception of a person-centered environment had the strongest effect. Conclusion: A supportive person- entered work environment is the key to enhancing person-centered dementia care among nursing home staff. Organizational efforts to foster a person-centered environment should be prioritized to improve the quality of care in nursing homes.

Purpose: This study examined the mediating effect of grit on the relationships among organizational silence, perceived organizational support, and job embeddedness in hospital nurses. Methods: Overall, 214 nurses were recruited from a tertiary hospital in Seoul and completed a self-administered questionnaire. Data were analyzed using descriptive statistics, independent t-tests, one-way ANOVA, and Pearson’s correlation analysis. The mediating effect of grit was examined using bootstrapping methods in SPSS Statistics ver. 27.0 and the SPSS PROCESS macro ver. 4.2. Results: Job embeddedness was positively correlated with perceived organizational support (r=.68, p<.001) and grit (r=.42, p<.001), and negatively correlated with organizational silence (r=-.24, p<.001). Grit partially mediated the relationship between organizational silence and job embeddedness (indirect effect=-0.11, 95% bootstrap CI [-0.20, -0.04]), as well as between perceived organizational support and job embeddedness (indirect effect=0.07, 95% bootstrap CI [0.03, 0.12]). Conclusion: Enhancing job embeddedness among hospital nurses requires efforts to improve perceived organizational support and strengthen grit. Therefore, strategies are needed to encourage nurses’active participation in organizational decision-making, engage in leadership development programs, and cultivate grit-related competencies.