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Purpose : This study aimed to identify contributing factors to the job satisfaction of clinical practice nurses by examining the relationships among role conflict, professional autonomy, job crafting, and job satisfaction. Methods : This study was conducted in April 2023 with 159 clinical practice nurses working at two university hospitals. The data analysis, including hierarchical multiple regression, was performed. Results : According to the hierarchical multiple regression analysis, marital status (β=.21, p=.008) significantly affected job satisfaction in model 1. In model 2, the variables significantly affecting job satisfaction were marital status (β=.18, p=.015), role conflict (β=-.22, p=.003), and job crafting (β=.23, p=.021). Conclusion : Based on our findings, it is necessary to develop programs to reduce role conflicts, such as preparing standardized work guidelines and developing education programs before and after the placement of clinical practice nurses. In addition, customized job crafting exercises should be developed to improve nurses’ job satisfaction.

Purpose : This study aimed to identify the effects of nursing organizational culture, job satisfaction, and organizational commitment on the retention intention among nurses. Methods : A descriptive correlational study was conducted on 170 nurses who had worked for over one year at a general hospital with 300+ beds in U city. The data were collected from March 4 to March 26, 2024, using structured questionnaires. Results : The most significant factors affecting nurses' retention intention were organizational commitment (β=.353, p<.001), followed by relationship-oriented culture (β=.201, p<.05), hierarchy-oriented culture (β=.198, p<.05), and job satisfaction (β=.145, p<.05). These factors explained 45.6% of the variance in retention intention among nurses. Conclusion : The findings suggest that in order to enhance nurses’ retention intention, it is necessary to improve organizational commitment and create a balanced organizational culture that integrates both relationship- and hierarchy-oriented aspects. Additionally, strategies to increase job satisfaction should be implemented. These efforts will contribute to maintaining skilled nursing personnel and improving the quality of healthcare services.

Purpose : This descriptive study aimed to identify relationships among shift work nurses’ job stress, fatigue, happiness, and sleep quality and the factors causing decrease in sleep quality to establish fundamental data for effective intervention strategies. Methods : The data were collected using a structured questionnaire from June 11 to 19, 2018, and study participants were 198 nurses working rotating shifts in a university hospital. Results : The quality of sleep showed a mean of 15.77±5.30 and was varied depending on the number of night shifts (p=.001), health status (p=.008), and the number of discomforts at work (p<.001). Sleep quality also showed a significant relationship with job stress (r=.15, p=.040), fatigue (r=.35, p<.001), and happiness (r=-.24, p=.001). Multiple regression analysis (Adj R2=.275) indicated that factors affecting the quality of sleep included the number of discomforts (β=.31, p<.001), fatigue (β=.22, p=.002), and the number of night shifts (β=.19, p=.002). Conclusion : This study suggests that individuals, hospitals, and social systems need to coordinate the number of night shifts and improve discomfort and fatigue by considering factors influencing rotating shift work nurses’ sleep quality.

Purpose : This study was conducted to assess the effects of a shift system improvement pilot project on nurses' work-related quality of life(WRQoL), sleep disorders, fatigue, and turnover intention. Methods : It was designed as a comparative research study, and the responses of a total of 353 nurses were analyzed. Data were analyzed using t-test and ANOVA with SPSS/WIN 25.0. Results : The group of nurses who participated in the pilot project for improving the nurse shift system showed significant differences compared to the control group in WRQoL (p<.001), sleep disorders (p=.008), acute fatigue (p=.047), and turnover intention (p=.009). Conclusion : According to the results of this study, a predictable work schedule that reflects individual preferences had a positive effect on improving WRQoL and reducing acute fatigue and sleep disorders. Therefore, expanding pilot programs for shift system reform may be effective in reducing nurses’ turnover intention.

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 : This study is to analyze the effect on musculoskeletal symptoms of the nurses in comprehensive nursing care service wards and promote health promoting behavior and lower the prevalence of musculoskeletal diseases. Method : The data were collected and analyzed from 242 nurses working at comprehensive nursing care service wards in Seoul and Gyeonggi-do for four weeks from April 5 to 30, 2021. The collected data analyzed by SPSS(version 28.0) using t-test, chi-squared test and logistic regression analysis. Results : It was confirmed that 80.2% of the subjects experience musculoskeletal symptoms(NIOSH standard 1). And it was confirmed that the differences in symptoms according to a working duration(year), an overtime hours per week, drinking alcohol, the perceived severity, and health motivation among health beliefs. Conclusion : The findings suggest that nurses in comprehensive nursing care service wards have been experienced many musculoskeletal symptoms. The results of this study would help to set up health promotion and musculoskeletal disease prevention strategies for nurses.

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.

Purpose : This study aimed to develop a Nursing Education Mobile Application (NEMA) to enable shift-working nurses to engage in self-directed learning without temporal and spatial constraints, and to verify its effects on confidence in core nursing skill performance and learning satisfaction. Methods : A randomized controlled pre–post tests design was used with 64 shift nurses from a tertiary hospital in Seoul, Korea (34 experimental, 30 control). The experimental group used the NEMA app for six weeks, while the control group studied written educational material. The data were analyzed using t-tests. Results : After self-learning with the app, the experimental group scores increased by an average of 0.58 points in confidence in core nursing skill performance, compared with 0.21 points in the control group. This difference was significant (t=2.35, p=.022). Learning satisfaction also increased more significantly in the experimental group (0.54 points) than in the control group (0.10 points) (t=2.37, p=.021). Conclusion : NEMA significantly improved confidence in core nursing skill performance and learning satisfaction among shift-working nurses. Mobile-based education, with its anytime–anywhere accessibility and self-directed learning features, can effectively supplement traditional methods. Further studies should examine its application in diverse settings and long-term effects on clinical performance.

Purpose : This study aimed to examine the effects of self-efficacy and perceived preceptors’ clinical teaching behavior on the organizational socialization of recently graduated nurses. Methods : The participants were 138 recently graduated nurses who had been employed at two tertiary hospitals for 12 months or less. The data were collected using structured self-reported questionnaires from July 23 to August 31, 2024. T-tests, one-way analysis of variance, Shapiro-Wilk test, Welch test, Scheffé's test, Pearson's correlation analysis, and multiple regression analysis were conducted to analyze the data. Results : Organizational socialization showed significant differences depending on the work department and gender. Organizational socialization was significantly correlated positively with self-efficacy (p<.001) and preceptors’ clinical teaching behavior (p<.001). Significant predictors of organizational socialization among recently graduated nurses were self-efficacy (β=.45, p<.001), preceptors’ clinical teaching behavior (β=.27, p<.001), and gender (β=-.15, p=.027). These variables accounted for 41% of the variance in recently graduated nurses' organizational socialization (F=31.32, p<.001). Conclusion : The results of this study showed that considering self-efficacy and preceptors’ clinical teaching behavior might be helpful for developing strategies to enhance organizational socialization among recently graduated nurses.

Purpose : This study was conducted to investigate the effects of hospital organizational cultures and job satisfaction of male nurses and to identify the relations between these two factors. Mathod : 110 males were involved in the study who worked at 7 university hospitals in Seoul and 2 university hospitals in Gyeonggi area. This survey-based study was analyzed using the SPSS 17.0 statistical program to carry out frequency analysis, t-test, ANOVA, pearson's correlation and multiple linear regression analysis. Results : The mean score of hospital organizational culture was 3.13 points out of 5 points and the mean score of job satisfaction as 2.92 points. the factors that gave significant impacts on job satisfaction were age, education and higher job satisfaction in high, and have faith in the job satisfaction significantly affected. Task-centered organization culture showed appeared to have significant effects on job satisfaction. Conclusion : It is expected to develop programs which can encourage male nurses to fulfill their own goals and to search the way can change the roles and awareness of male nurses and can understand diverse hospital organizations and their organizational cultures.