PURPOSE: This study was performed to identify the effects of self-leadership and job involvement on clinical competence in general hospital nurses. METHODS: The participants in this study were 443 staff nurses working in general hospitals and having more than 6 months of nursing experience. Data were collected using self-administered questionnaires. RESULTS: There were significant positive correlations between nurses' self-leadership and job involvement, and between nurses' self-leadership and clinical competence. In the multiple regression analysis, clinical career, type of department and self-leadership were significant predictors in explaining nurses' clinical competence and accounted for 28% of the variance in nurses' clinical competence. CONCLUSION: Study findings suggest that nurses' self-leadership is defined as having an important influence on nurses' clinical competence. In order to strengthen nurses' clinical competence, there is a need to develop education programs to increase nurses' self-leadership.
Clinical Competence ; Hospitals, General

PURPOSE: The purpose of this study was to examine the relationship between upper-scale general hospital nurses' experience of verbal abuse and job stress. METHODS: Subjects were 245 nurses working at 3 upper-scale general hospitals in B city and the data were collected by convenience samples using self-reported questionnaires consist of general characteristics, verbal abuse and job stress. The data were analyzed with descriptive statistics, t-test, ANOVA, Scheffe test and Pearson's correlation coefficients. RESULTS: The mean score of verbal abuse level was 2.2 points and job stress level was 2.5 points. Experience of verbal abuse and job stress among the subjects had a positive correlation, and verbal abuse against nurses especially showed a strong correlation with job stress. CONCLUSION: Results of this study show that nurses' experience of verbal abuse increases their job stress. Therefore, continuous education and training programs that are based on the case studies with coping method according to clinical careers and working areas are required to reduce upper-scale general hospital nurses' experience of verbal abuse and decrease their job stress.
Education ; Hospitals, General

PURPOSE: The purpose of this study was to identify the effects of nursing work environment and job stress on health problems of hospital nurses. METHODS: The subjects were 200 nurses working in S general hospital in Gyeongnam, and the data were collected using organized questionnaire from Jan 10 to 25, 2015. The Korean version of the practice environment scale of nursing work index, the instrument for job stress, and the Korean version of Todie Health Index for health problem were used for measurement. The collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation, and multiple regression. RESULTS: The nursing work environment was found to be slightly negative, and the job stress was found to be high. There were significant correlation among nursing work environment, job stress, and health problems. In addition, it showed that the nursing work environment and job stress of nurses were factors affecting their health problems. CONCLUSION: The nursing work environment and job stress are influencing factors on the health problems of hospital nurses. Multi-faceted efforts to create a positive nursing work environment are required. Further researches related to association between the nursing work environment and health problem of nurses are needed.
Hospitals, General ; Nursing

No abstract available.
Hospitals, General ; Humans

No abstract available.
Hospitals, General ; Humans ; Outpatients

PURPOSE: The purpose of this study was to assess the level of resilience to burnout and work satisfaction of hospice volunteers. METHODS: Participants included 235 regular volunteers at hospice facilities of two university hospitals and four general hospitals located in Busan. The study instruments were the scale of resilience to burnout and work satisfaction. The scale of resilience to burnout consisted of six dimensions (professional competency, accomplishment and worthiness, firm belief and value about their profession, good teamwork, support by their agency, and individual resources) and 31 items which were rated on a 5-point Likert scale, whereas the scale of work satisfaction consisted of 6 items which were rated on a 5-point Likert scale. Data were analyzed by descriptive statistics, t-test, ANOVA, Tukey and Pearson's correlation coefficient. RESULTS: The mean score of resilience to burnout and work satisfaction of participants were 3.59 and 3.69, respectively. The highest and lowest scores of resilience to burnout were individual resources (3.81) and accomplishment and worthiness (3.36). There were significant differences in resilience to burnout scores, depending on religion, health status, type of hospice facilities, and period of volunteer experience. There were significant differences in work satisfaction scores, depending on gender, religion, education level, health status, and type of hospice facilities. CONCLUSIONS: Continuous education and efficient management need to be developed to improve the level of resilience to burnout and work satisfaction of hospice volunteers.
Hospices ; Hospitals, General ; Hospitals, University ; Job Satisfaction

This study has attempted to collect actual spot's opinions and analyze importance-performance of indicators for the evaluation of hospital nutrition department. The results of this research were as follows: first, the average score of self-estimated performance was 3.75 based on a 5-point scale. The degrees of importance of hospital foodservice and nutrition department management were in the range of 3.71~4.85 out of 5.0 and the mean importance degree score was 4.37. Second, the verage score of self-estimated performance in each category was significantly higher in the case of general special hospital compared to general hospital. Especially average performance score of nutrition management in the general special hospital was higher than that of general hospital (P<0.001). The average performance score of the hospital with more beds was significantly higher than that with less beds. Contract managed hospital's score was significantly higher than that of self-operated hospital in two categories, "facilities management" and "nutrition management" (P<0.05, P<0.01). In foodservice and nutrition management of task-separated hospitals, the average performance scores were significantly higher than those of not-separated hospitals (P<0.01, P<0.001). Third, according to the importance-performance analysis of recognition about indicators for the hospital nutrition department's operations evaluation, 'foodservice facilities management' and 'foodservice sanitation management' were in 'doing great', 'nutritional management' and 'operational management' were in 'low priority', and 'other foodservice management' was in 'overdone'. In conclusion, there's a need for institutional specific standards of sanitation for Korean hospital foodservice.
Contracts ; Hospitals, General ; Hospitals, Special ; Sanitation

This descriptive-correlational study was conducted to exam if there were relation between noise level and reaction to noise of inpatient. The purpose of this study was to provide a basic data for comfort of patient hospitalized. The hypotheses of the study are : 1. The higher perceived noise level of inpatient, the higher reaction level to noise. 2. The higher perceived noise level of inpatient, physiological reaction level to noise. 3. The higher perceived noise level of inpatient, the higher emotional reaction level to noise. The participant were 153 patients hospitalized in one general hospital. The research instruments used for this study were noise scale and reaction of patient scale developed by the author. Data was collected over a period of 10 days from the 9th of July to the18th of July, 1994. Statistical analysis of the data included percentage, t-test, ANOVA and Scheffe test. Examination of the hypotheses was done by use of pearson correlation coefficient. The results are summarized as follows ; 1. The mean score of noise level was 2.24. Among noise factors reported by the subjects, that which ranked highest was "Conversation of Visitors"(2.82). Next were "noise of handling receptacle"(2.73), "the others noise from outside"(2.73) and "Conversation of supporter"(2.71). 2. The mean score of reaction level to noise was 2.19, physiological reaction level 2.04 and emotional reaction level 2.37. Among Physiological reaction to noise reported by the subjects, that which ranked highest was "tired"(2.39). Next were "sweating"(2.22) and "headache"(2.20). Among emotional reaction to noise reported by the subjects, that which ranked highest was "to irritate nerve"(2.53). Next were "disturbing rest"(2.51) and "to disturb sleep"(2.46). 3. The relationship between perceived noise level of inpatient and reaction to noise was statically significant (r=0.599, p=.0001). The relationship between perceived noise level of inpatient and physiological reaction to noise was statically significant (r=0.554, p=.0001). The relationship between perceived noise level of inpatient and emotional reaction to noise was statically significant(r=0.535, p=.0001). Thus hypotheses 1, 2, 3 were supported. 4. There were significant differences between noise level of inpatient, admission periods, mobility of physical condition and exposure level to noise. 5. There were significant differences between physiological reaction level to noise, admission periods, mobility of physical condition and operation Yes or No. 6. There were significant difference between emotional reaction level to noise, admission periods, mobility of physical condition and exposure level to noise.
Hospitals, General ; Humans ; Inpatients* ; Noise*

No abstract available.
Hospitals, General* ; Humans ; Tuberculosis, Pulmonary*

No abstract available.
Alcoholism* ; Hospitals, General* ; Humans ; Prevalence*