This quantitative meta analysis sought to determine the effectiveness of SMIs.

Forty-six experimental studies with a randomized or nonequivalent control group pre-post test design were included in the analysis. The selected studies were classified according to the sample characteristics, the types and methods of the interventions, and the types of outcome variables. Six intervention types were distinguished: cognitive-behavioral intervention(CBT), relaxation techniques(RT), exercise(EX), multimodal programs 1 and 2(MT1, 2), and organizationfocused interventions(OTs). Effect sizes were calculated for the 4 outcome categories across intervention types: psycho-social outcome, behavioral-personal resources, physiologic, and organizational outcome.

Individual worker-focused interventions(ITs) were more effective than OTs. A small but significant overall effect was found. A moderate effect was found for RT, and small effects were found for other ITs. The effect size for OTs was the smallest. The interventions involving CBT and RT appeared to be the preferred means of reducing worker's psycho-social and organizational outcomes. With regard to physiologic outcomes, RT appeared to be most effective. CBT appeared to be most effective in reducing psycho-social outcomes. The effects of OT were non-significant, except for the psycho-social outcomes.

SMIs are effective. Interventions involving RT and CBT are more effective than other types.

This paper was conducted to examine the effects of transformational leadership behaviors, within the substitutes for leadership model (Kerr and Jermier, 1978).

Data was collected from 181 staff nurses in 3 general hospitals, with self-reporting questionnaires (MLQ developed by Bass, rd-SLS developed by Podsakoff, et al., and MSQ developed by Weiss, et al.). Descriptive statistics, factor analysis, Cronbach's alpha and moderated regression analysis were used.

1) The transformational leader behaviors and substitutes for leadership each had correlations with job satisfaction. 2) The total amount of variance accounted for by the substitutes for leadership was substantially greater than by the transformational leadership behaviors. 3) Few of the substitutes variables moderated the relationships between the transformational leader behaviors and job satisfaction in a manner consistent with that specified by Howell, Dorfman, and Kerr (1986).

The finding of this study suggest that leaders need to have a better understanding of those contextual variables that influence job satisfaction. Thus future research should focus attention on the moderating effects of substitutes, as well as the things that leaders can do to influence them. In addition, it may be good to examine the effects of substitutes on other criterion variables.

This study was performed to give direction to quality improvement strategies of nursing services by comparing the differences in quality perceptions and satisfaction for nursing services between patients and nurses in small-medium sized general hospitals with 200 beds.

The subjects, who were 150 inpatients and 162 nurses of 4 general hospitals in a community, answered a self-report questionnaire with a SERVQUAL scale.

There were differences between patients' and nurses' expectations and perceptions of nursing service and satisfaction. In the service expectation, the highest factor was ‘the responsiveness’, and in the perceived performance, the highest was the ‘assurance’. In addition, overall patients' perceptions on nursing services showed higher than nurses'. There were positive correlations among the expectations and perceptions on nursing service, and satisfaction. The correlation between perception and satisfaction was higher than the correlation between expectations and satisfaction.

To improve the nursing service quality at small-medium hospitals, strengthening the ‘assurance’ factor and improving the nursing service support system is needed. Also, this study on nurses' perceived nursing service at small-medium sized hospitals should be duplicated.

In South Korea, as growing the need of psychological support in disaster situation psychological assessment on stress after disaster is important to find out the factors affecting coping, and to plan intervention in the community.

The volunteers of Korea Redcross who live around K city, and the research team visited all homes at Jirye town, one of the high-impact area, 4 month after the typhoon. One of the family members who is over 18 years old, answered the self-report questionnaire composed of disaster experience, damage, exposure to traumatic event, and posttraumatic stress with IES-K (Impact of Event Scale-korea) He also, described his family members symptom related to re-experiencing, hyper-arousal, and avoidance. Six hundreds households were surveyed.

The prevalence of moderate to severe PTSD symptom was 36% of the subjects. The severity of PTSD was affected by gender, economic status and affected by damaged property, physical injury, worsening existing disease, getting infectious disease, amount of experienced traumatic event before disaster, warning, taking shelter, and subjects revealed differences in somatization as severity of PTSD. According to the description, community members had re-experiencing, hyper-arousal and avoidance.

At a rural area, South Korea, community members have suffered from psychological distress after disaster. So psychological interventions are required as affecting factors and also to plan for warning and shelter in disaster situation is needed for preventing PTSD.

This paper was conducted to test the reliability and validity of rd-SLS, developed by Podsakoff, et al. (1993) which measured ‘substitutes for leadership’

The subjects were 345 nurses in 5 general hospitals. Cronbach's and the Guttman split-half coefficient were used to test the reliability of rd-SLS. Factor analysis, and the correlations of the rv-SLS and SLS with rd-SLS were used for convergent and discriminant validity.

Cronbach's data was 0.76 and the Guttman split-half coefficient was 0.52. Twelve factors evolved by factor analysis, which explained 70.4% of the total variance. This result was similar to previous study results. However, ‘Indifference toward organizational rewards’-related items were classified two factors. It was not clear t hat the rd-SLS consisted of 13 concepts(factors). The correlations of the rv-SLS and SLS with the rd-SLS were 0.93 and 0.87 respectively.

The rd-SLS showed a moderate degree of validity and reliability. Thus, it is recommended to use the rd-SLS in general nursing organizations for screening for leadership substitutes. In addition, it is necessary to clarify the concept of organizational rewards. In a further study, the factor structure of the rd-SLS may be considered.