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.

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.

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.

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.

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.