The study was undertaken to evaluate the effects of a cognitive-behavioral stress management program on psychosocial stress, mood states, and ways of coping with stress for emergency department (ED) nurses.

The study design was a non-equivalent control group with a pre/post design. The study was conducted from July 1, to September 30, 2016. The sample population comprised nurses who work in ED in Seoul, South Korea. The sample size was 79 which included 39 in the experimental group and 40 in the control group. Seven sessions of a program (50 minutes/session) were provided over 4weeks. Data were analyzed using descriptive statistics: the χ²-test and the t-test with the SPSS/WIN 21.0 program.

There were statistically significant differences in psychosocial stress, mood states, and ways of coping with stress between the experimental group and the control group. However, the sub-hypothesis regarding the degree of using passive coping skills was not supported.

The results of this study indicate that a cognitive-behavioral stress management program for ED nurses is effective in reducing psychosocial stress, changing mood states positively, and improving ways of coping with stress effectively.

Despite the implementation of several communication programs for nurses working in hospitals, no evidence-based systematic review has yet been conducted on their efficacy.

In this systematic review of communication programs for nurses, we searched for literature published between 2011 and 2020 in four foreign databases and one domestic database (PubMed, Embase, CINAHL, PsycINFO, and RISS). The papers identified were evaluated on their quality using Version 2 of the Cochrane risk-of-bias tool for randomized trials (RoB 2). The main search terms included “nurse”, “communication”, “program”, and “intervention.” Thirteen articles were included in the final analysis.

The communication programs utilized various teaching methods – such as simulation, reflection, and debriefing – with a majority of these programs significantly improving participants’ communication skills and performance. However, the overall quality of the studies was low concerning the randomization process and measurement; relatively few studies made use of online education methods. All variables assessed using self-reported measures were significant, but not all showed significant results when using objective measures as assessed by the evaluators.

The study’s findings suggest a need for programs dealing with nurses’ communication with health care providers in diverse clinical settings and online-based simulation programs. Moreover, high-quality literature applying the randomization process and measurement is required. Additionally, it is necessary to use both subjective and objective measures to evaluate the overall communication capacities of nurses and reflect the contextual characteristics of various clinical settings.

The purpose of this study was to investigate the mediating effect of social support and its relationship between workplace violence and depression in nurses.

This was a cross-sectional descriptive study that included 128 registered nurses who had worked at medical institutions, except those who experienced depression without workplace violence in Korea. The data were collected between July and August 2020 using online surveys. The mediating effect was performed using multiple hierarchical regression.

The rate of workplace violence was 82.8% (n=106). According to the type of workplace violence, the rates of verbal violence, physical threat, and physical violence were 79.7%, 67.2%, and 33.6%, respectively. A positive correlation between workplace violence and depression was found (r=.30, p<.001), whereas social support showed negative correlations with workplace violence (r=−.18, p=.045) and depression (r=−.26, p=003). This study found a partial mediating effect between workplace violence and depression.

It is important to develop strategies to improve the social support of nurses who experienced workplace violence and effectively prevent and manage depression.

This is a cross-sectional survey to explore the effect of spiritual well-being and spiritual care competence on performing of spiritual nursing by nurses caring for cancer patients.

The participants were 214 nurses with experience of caring for cancer patients for more than one year. The data were collected by an online survey using the spiritual well-being scale, spiritual care competence scale, and spiritual nursing scale.

The factors influencing the performing of spiritual nursing were communication (β=0.36, p<.001), satisfaction from spiritual nursing (β=0.21, p=.001), importance of religion (β=0.18, p=.013), existential well-being (β=0.18, p=.010), and knowledge acquisition of spiritual nursing (β=0.14, p=.033). The explanatory power of these variables on performing of spiritual nursing was 41.1%. When spiritual nursing was not carried out, 42.6% of nurses felt sorry and pitiful towards the patient; and 46.4% pointed out the difficulties in working environment that posed an obstacle.

We should develop an integrated program on spiritual nursing improvement, focusing on these key factors, to enhance the performance of spiritual nursing for cancer patients and to verify its effectiveness.

This study aimed to explore the experience of nurses who work in small-medium sized psychiatric hospitals.

This study used a qualitative descriptive design. Using content analysis, face to face interview data from 10 nurses working in two small-medium sized psychiatric hospitals were analyzed.

Data analysis has been extracted into five domains (i.e., stress, crisis response, resource, support, and communication) and 11 subcategories (i.e., anxiety and tension, exposure to violence, workload, endure by myself, working in pairs principle is not followed, the replacement of a nurse’s vacancy with an assistant, lack of resources in emergencies, lack of compensation, lack of education for empowerment, lack of post-traumatic support, and non-cooperation).

Current research regarding night shift at private mental hospitals is insufficient. Prioritizing more nursing staff is required to improve the working environment. Nurses experienced anxiety, tension, exposure to violence, and excessive workload during the night shift, and endured these crises alone. In addition, an increasing number of nursing staff urgently felt the need to work in pairs and demanded more auxiliary staff for emergencies. Nurses also wanted sufficient compensation, education for empowerment, and post-traumatic support. Ultimately, cooperation with other departments is essential.

The occurrence of nurse burnout, which could affect the quality of nursing, largely depends on the characteristics of a hospital department. An operating room (OR) environment comes with a high possibility of nurses committing errors, and OR nurses respect the value of patient safety and perform their safety management duties as needed. Although patient safety culture in an OR might affect OR nurse burnout, there is insufficient evidence to show such an association.

This cross-sectional study was conducted in a hospital in Seoul, South Korea in 2019. One-hundred and twenty-two OR nurses completed the Safety Attitude Questionnaire Korean version 2 and Maslach Burnout Inventory that measured perceived levels of patient safety culture and burnout, respectively.

Correlation analyses found that lower burnout was significantly associated with better patient safety culture. Through a multiple regression, the predictors of emotional exhaustion in patient safety culture identified were job satisfaction (β=−.524, p=.000) and working conditions (β=−.282, p=.015). Working conditions predicted depersonalization (β=−.323, p=.009), while job satisfaction predicted lack of personal accomplishment (β=−.250, p=.004). Meanwhile, years in the unit (β=−.397, p=.001) predicted lack of personal accomplishment.

These results suggest an important role for two dimensions of patient safety culture in mitigating burnout among OR nurses. It would be effective to improve working conditions in ORs by reducing the nurse-patient ratio, and to enhance job satisfaction among OR nurses by securing resources introduced by the conservation of resources theory.

The purpose of this study is to analyze characteristics of character strengths and effect factors of subjective happiness of oncology nurses. This research was conducted on the theoretical background of positive psychology.

This study was a cross-sectional study that data were collected from 182 oncology nurses working in a cancer hospital with 500 beds from January to March, 2017. The research instruments were self-reported questionnaires of VIA-IS and Subjective Happiness Scale. The data were analyzed by t-test, ANOVA, and multiple linear regression analysis.

The average of items about total score of character strengths was 3.38 (±0.29) on the 5-point Likert scale and about subjective happiness was 4.95 (±0.90) on the 7-point Likert scale. Signature strengths of the subjects were classified by six sub-areas of character strengths, frequency of humanity was highest and followed by courage. The level of subjective happiness has significant positive correlations with character strengths. The factors that affect subjective happiness of oncology nurses were job-satisfaction and total score of character strengths. The explanatory power of these factors on the subjective happiness was 34.0%.

We recommend to develop a happiness enhancing program focused on job-satisfaction and character strengths for oncology nurses and to verify their effectiveness.

The purpose of this study is to develop an addiction preventing program for nurses, which will improve nurses’ general competency of preventing the addiction problem.

The develop process is in 3 steps. First, We analyzed the studies. A group of addiction experts did the focus group interview and drew out the core competency that is necessary to the general nurses. At the second step of the process, we developed 8 modules of addiction preventing program. For the last step, we calculated the content validity index (CVI) from the expert, and the average of CVI was 0.9.

Each module’s topic is; Overall understanding of addiction, Type and characteristic of addiction, Addiction preventing program with SBIRT (Alcoholism, Addiction of internet-game and smartphone, Gambling addiction, Substance addiction), and the Addiction management for internet-game and smartphone addicted adolescent, and employee’s alcoholism).

This study provides the basic educational information of the four major addiction prevention. Since nurses are the first line medical staff who is responsible for the screening, it is very important to provide and educate nurse.

This study was conducted to examine job stress, sleep quality, and fatigue and identify major variables that influence work engagement in order to develop an intervention program for shift duty nurses to enhance their work engagement.

The subjects of this study were 170 nurses working with shift duty at one university hospital and one general hospital located in G city. Data were collected from February to March 2018 with structured questionnaires, and analyzed by descriptive statistics, t-test, ANOVA, Scheffe’s test, Pearson correlation coefficients, and multiple regression.

The mean scores of job stress, sleep quality, fatigue, and work engagement were 3.87, 1.57, 4.64, and 2.36, respectively. The work engagement was negatively correlated with job stress, sleep quality, and fatigue. The most powerful variable influencing work engagement was sleep quality and the model showed explanatory power of 22.5%.

The results of this study indicate that the quality of sleep is most important factor affecting work engagement of shift nurses. This study suggest that it is necessary a variety of strategies in order to improve the quality of sleep and to intervene in job stress and fatigue, eventually lead to enhancing nursing performance.

The purpose of this study was to examine the differences in work-life balance (WLB) between hospital nurses and female wage workers and to investigate its effect on job satisfaction and turnover intention.

This exploratory comparative study used data from five general hospital nurses (n=437) and college-graduate level female wage workers (n=786). After propensity score matching, the effects of WLB subtypes (work→life balance, life→work balance) on job satisfaction and turnover intention were analyzed.

Hospital nurses had lower levels of WLB subtypes (2.6±0.5, 2.6±0.5), lower job satisfaction (2.8±0.7), higher turnover intention rate (65.5%) than wage workers (3.1±0.4, 2.9±0.4, 3.5±0.5, 1.7%). Analysis of job satisfaction showed significant relationship between work→life balance and job satisfaction in both groups (β=0.32, p≤.001; β=0.18, p=.004). Second, the analysis of turnover intention differed between the two groups. Among hospital nurses, the higher the level of work→life balance, the lower the turnover intention rate (OR=0.49, p=.015), while among wage workers, the opposite was true (OR=0.29, p=.038).

The level of WLB of hospital nurses was relatively low, negatively affecting job satisfaction and turnover intentions. Despite being one of the major female professions, the nursing occupation lacks support for WLB, suggesting a need for tailored support through organizational and social systems.

Horizontal violence or lateral violence among nurses is a critical social issue given its global prevalence and frequency. In this study, we examined the effects of lateral violence on nurses’ burnout and empathy with patients by examining the moderating effect of communication in each relationship.

This was a secondary analysis of data from a cross-sectional descriptive study, including a total of 211 registered nurses who had worked for more than six months at a medical institution in Seoul, South Korea. The data were collected between March 20, 2019 and June 1, 2019 using self-administered online surveys. Descriptive statistics and Pearson’s correlation coefficient were calculated, and hierarchical multiple regression analyses were performed. To test the moderating effect of communication, an interaction term was added to each model.

Communication negatively moderated the relationship between lateral violence and burnout. On the other hand, there was no significant moderating effect of communication on the relationship between lateral violence and empathy with patients.

From these findings, we revealed the effect of communications between lateral violence and burnout. The higher the communication ability, the less the effect of lateral violence on burnout. Our findings highlight the importance of communication when developing interventions to reduce burnout in the presence of lateral violence.

This study was a descriptive survey research on nurse’s job satisfaction to identify the effects of emotional labor, job stress, social support.

The participants were 177 shift nurses working at three general hospital. Data were analyzed using descriptive statistics, t-test, ANOVA, pearson correlation coefficients and multiple regression with SPSS 22.0.

Job satisfaction of nurses was positively correlated with deep acting of emotional labor and social support, while job satisfaction and job stress were negatively correlated. Social support was positively correlated with deep acting of emotional labor. And job stress had a positive correlation with the surface acting of emotional labor. The most important factor affecting nurse’s job satisfaction was deep acting of emotional labor (β=.446), social support (β=.326), job stress (β=−.198), and age (β=.161), which together explained there job satisfaction up to 42.5% (F=22.690, p<.001).

Through this study result, we found the factors influencing nurse’s job satisfaction were such as deep acting of emotional labor, social support, job stress, and age, among which the deep acting was the most influential factor. The results of this study reveals that an operation of educational program relating to the deep acting is needed for improving the nurse’s job satisfaction. And social support is also required highly, such as the active communication programs for cooperation of nurses and the providing resources necessary for work. In addition, a special program coping the stress intensification should be operated to reduce job stress.

Burnout is known to be a multidimensional concept consisting of three sub-types, but it is not well known how each sub-type is associated with job stress and job satisfaction.

This study conducted a survey with Nurses (N=192) in Seoul and Gyeonggi province, and analyzed how three subtypes of burnout (measured by Maslach Burnout Inventory (MBI)) were associated with job stress and job satisfaction.

The results suggested that job stress affected, among the subtypes of exhaustion, emotional exhaustion and depersonalization burnout, but did not affect achievement reduction burnout. On the other hand, job satisfaction had significant effects on achievement reduction burnout, but it did not affect emotional exhaustion and depersonalization burnout.

Among the subtypes of burnout, emotion exhaustion and depersonalization may have different psychological processes from reduced achievement.

This study aimed to evaluate the comparison of exhaustion, ADHD, self-esteem, impulsivity, suicidal tendencies and quality of life as well as depression and anxiety in nurses group and comparison group in Korea.

A set of questionnaires was provided to a total of 97 nurses and 310 other participants as a comparison group. All subjects were evaluated using the Beck’s Depression Inventory, Beck’s Anxiety Inventory, Maslach Burnout Inventory, Korean Adult Attention Deficit Hyperactivity Disorder Scales, Rosenberg’s Self-esteem Inventory, Baratt’ Impulsivity Scale, Beck’s Scale of Suicide Ideation, and Quality of Life Scale.

The results of this study indicated that the nurses were more likely to show depression, anxiety, exhaustion, impulsivity, and quality of life. In the multiple regression analysis, nurses group was the most correlated factor in exhaustion. In addition, anxiety, depression, impulsivity, ADHD, self-esteem, and life satisfaction were also correlated to exhaustion.

Timely and effective evaluation and treatment of impulsivity, as well as depression and anxiety were required for nurses.

The purpose of this study was to examine the mediating effects of mindfulness on the relationships between self-esteem and burnout among nurses.

A descriptive cross-sectional survey design was conducted using purposive sampling of 132 nurses at two university hospitals in J city and C city. It was analyzed with descriptive statistics, Pearson correlation and multiple regression analysis using SPSS 20.0 program.

There were significant correlations among self-esteem, mindfulness and burnout. Self-esteem and mindfulness were negatively correlated with burnout among nurses. Mindfulness acts as a mediator in explaining relationship between self-esteem and burnout.

Our results provide evidence for the role of mindfulness in the relationship between self-esteem and burnout in professional nurses. Mindfulness appears to be a protective factor against nurses’ burnout. The results of this study suggest that mindfulness training intervention suitable for nurses would be useful to reduce nurses’ high levels of job burnout and risk of turnover and increase patients’ satisfaction with their care.

This study is a descriptive survey research that aims to investigate occupational stress and burden in preceptor nurses.

A total of 173 preceptors have more than 3 years experiences were recruited from 2 university hospital in S-city and I-city.

The job demand of occupational stress in preceptor nurses was higher than top 25% of Korean workers. To investigate the level of job demand, preceptor’s burden examined, the preceptor’s burden related to new nurses was higher than other reasons. Variables influencing preceptor’s burden were; work department, education period per new nurse and education level of preceptor.

We suggest repeated research of preceptor nurse’s occupational stress and burden with more variables and it is necessary policy support for nurse’s work environment and improved treatment.

The purposes of this study were to identify the relationships among post-traumatic growth, trauma experience, cognitive emotion regulation (adoptive and maladoptive) and to determine the influences on post-traumatic growth in nurses.

The participants were 105 nurses in Chung-Nam and Gyeonggi-do. Some variables related to post-traumatic growth, trauma experience, cognitive emotion regulation were measured using reliable instruments.

There showed significant positive relationships of post-traumatic growth with adoptive cognitive emotion regulation. Among predictors, adoptive cognitive emotion regulation, career and position had statistically significant influence on post-traumatic growth.

These results suggest that intervention on post-traumatic growth that targets the adoptive cognitive emotion regulation may be helpful in enhancing post-traumatic growth in nurses.

This study was conducted to identify the effects of emotional labor, social support, anger expression on nurses’ organizational commitment.

The participants were 175 nurses working at one university hospital. Data were collected from January 26th to February 2nd in 2015 and were analyzed with Multiple Regression Analysis.

The most influential factor on nurse’s organizational commitment was supervisor’s support (β= .40) followed by emotional labor (β=−.24) and peer’s support (β=.15), which together explained their organizational commitment up to 35.0% (F=16.36, p<.001).

Through this study result, the factors influencing nurse’s organizational commitment were supervisor’s support, emotional labor, and peer support, among which supervisor’s support was the most influential factor. The results of the study improve nurse’s organizational commitment, supervisor’s support is needed for nurses to understand and solve problems that they encounter.