Journal of Korean Academy of Nursing

Research Paper

Effects of a nursing leadership program on self-leadership, interpersonal relationships, clinical performance, problem-solving abilities, and nursing professionalism among nursing students in South Korea: a quasi-experimental study: Sunmi Kim, Young Ju Jeong, Hee Sun Kim, Seok Hee Jeong, Eun Jee Lee; J Korean Acad Nurs 2025;55(1):137-151. Published online February 25, 2025; DOI: https://doi.org/10.4040/jkan.24110

Abstract PDF ePub: Purpose
This study investigated the effects of a nursing leadership program on self-leadership, interpersonal relationships, clinical performance, problem-solving abilities, and nursing professionalism among nursing students in South Korea.
Methods
A quasi-experimental study was conducted. The Practice-Driven Nursing Leadership Program for Students (PDNLP-S) was developed based on the ADDIE model (analysis, design, development, implementation, and evaluation). This quasi-experimental study design included 60 nursing students. The experimental group (n=30) participated in the PDNLP-S for 120-minute sessions over 5 weeks, while the control group (n=30) received usual lectures. The PDNLP-S included lectures, discussions, and individual and group activities to cultivate core nursing leadership competencies such as individual growth, collaboration, nursing excellence, creative problem-solving, and influence. Data were analyzed using descriptive statistics, the Mann-Whitney U-test, and the independent t-test with IBM SPSS Windows ver. 26.0.
Results
The experimental group demonstrated significant improvements in self-leadership (t=3.28, p=.001), interpersonal relationships (t=3.07, p=.002), clinical performance (U=268.50, p=.004), and problem-solving abilities (t=2.20, p=.017) compared to the control group. No significant difference was observed in nursing professionalism (t=0.50, p=.311).
Conclusion
This study demonstrates that the PDNLP-S improved nursing students’ self-leadership, interpersonal relationships, clinical performance, and problem-solving abilities. The PDNLP-S can play a significant role in cultivating future nurse leaders by enhancing these nursing leadership competencies among nursing students.

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Review Papers

Factors Related to Emotional Leadership in Nurses Manager: Systematic Review and Meta-Analysis: Jang, Se Young , Park, Chan Mi , Yang, Eun Hee; J Korean Acad Nurs 2024;54(2):119-138. Published online May 31, 2024; DOI: https://doi.org/10.4040/jkan.24026

Abstract PDF: Purpose
This study aimed to identify research trends related to emotional leadership among nurse managers by conducting a systematic literature review and meta-analysis. This study sought to derive insights that could contribute to improving emotional leadership in nursing practice.
Methods
A systematic review and meta-analysis were conducted according to the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) and Meta-Analysis Of Observational Studies in Epidemiology (MOOSE) guidelines. Databases including PubMed, Cumulative Index to Nursing and Allied Health Literature, Scopus, Web of Science, Research Information Sharing Service, Koreanstudies Information Service System, Korean Medical Database, KoreaMed, ScienceON, and DBpia were searched to obtain papers published in English and Korean. Literature searches and screenings were conducted for the period December 1, 2023 to December 17, 2023. The effect size correlation (ESr) was calculated for each variable and the meta-analysis was performed using the statistical software SPSS 29.0, R 4.3.1.
Results
Twenty-five (four personal, six job, and fifteen organizational) relevant variables were identified through the systematic review. The results of the meta-analysis showed that the total overall effect size was ESr = .33. Job satisfaction (ESr = .40) and leader-member exchange (ESr = .75) had the largest effect size among the job and organizational-related factors.
Conclusion
Emotional leadership helps promote positive changes within organizations, improves organizational effectiveness, and increases member engagement and satisfaction. Therefore, it is considered an important strategic factor in improving organizational performance.

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Effects of Leadership Styles of Nursing Managers on Turnover Intention of Hospital Nurses: A Systematic Review and Meta-Analysis: Cho, Yunjeong , Jeong, Seok Hee , Kim, Hee Sun , Kim, Young Man; J Korean Acad Nurs 2022;52(5):479-498. Published online October 31, 2022; DOI: https://doi.org/10.4040/jkan.22039

Abstract PDF

Purpose
This study aimed to examine effect sizes of leadership styles of nursing managers on turnover intention of hospital nurses.
Methods
A systematic review and meta-analysis were conducted in accordance with the PRISMA and MOOSE guidelines. Participants were nurses working in hospitals. The intervention involved nursing managers’ leadership styles; the outcome assessed was nurses’ turnover intention. This was an observational study design. Eleven databases were searched to obtain articles published in Korean or English. Of the 14,428 articles reviewed, 21 were included in systematic review and meta-analysis. Comprehensive Meta-Analysis and R software programs were used.
Results
The total effect size r (ESr) was - 0.25 (95% confidence interval: - 0.29 to - 0.20). Effect sizes of each leadership style on turnover intention were as follows: ethical leadership (ESr = - 0.34), transformational leadership (ESr = - 0.28), authentic leadership (ESr = - 0.23), transactional leadership (ESr = - 0.21), and passive avoidant leadership (ESr = 0.13). Ethical leadership was the most effective style in decreasing turnover intention of hospital nurses.
Conclusion
Positive leadership styles of nurse managers effectively decrease turnover intention of hospital nurses, and negative leadership styles of nurse managers effectively increase turnover intention of hospital nurses. The ethical leadership style is the most effective in decreasing turnover intention of hospital nurses; however, it requires careful interpretation as its effects are reported by only two studies. This study contributes to addressing the high turnover rate of hospital nurses and developing positive leadership styles of nurse managers in hospital settings.

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The effect of organizational communication and grit on turnover intention of rehabilitation hospital nurses: A cross-sectional correlation study
Inji Ha, Heeok Park, Ji Hun Joung
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Jihun Kim, Sunmi Kim, Nara Han, Seok Hee Jeong
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Effects of Nursing Unit Managers’ Authentic Leadership, Transformational Leadership, and Transactional Leadership on Turnover Intention in Advanced Beginner Nurses: Mediation Effects of Positive Psychological Capital
Eun Jeong Kim, Eungyung Kim, Son Ja Lee
Journal of Korean Academy of Nursing Administration.2023; 29(4): 409. CrossRef
Factors related to the organizational silence of Korean nurses: A systematic review and meta-analysis
Kyungja Kang, Jeong-Hee Kim
The Journal of Korean Academic Society of Nursing Education.2023; 29(3): 302. CrossRef

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A Meta-Analytic Path Analysis on the Outcome Variables of Nursing Unit Managers’ Transformational Leadership: Systemic Review and Meta-Analysis: Kim, Sunmi , Seok Hee, Jeong; J Korean Acad Nurs 2020;50(6):757-777. Published online December 31, 2020; DOI: https://doi.org/10.4040/jkan.20205

Abstract PDF

Purpose
The purpose of this study was to identify the outcome variables of nursing unit managers’ transformational leadership and to test a hypothetical model using meta-analytic path analysis.
Methods
A systematic review and meta-analysis were conducted in accordance with PRISMA guidelines. Data analysis, conducted using R version 3.6.2 software, included 49 studies for the meta-analysis and 119 studies for meta-analytic path analysis.
Results
In the meta-analysis, four out of 32 outcome variables were selected. These four variables were empowerment, nursing performance, job satisfaction, and organizational commitment, which showed larger effect sizes than the median and more than five k. The hypothetical model for the meta-analytic path analysis was established by using these four variables and transformational leadership. A total of 22 hypothetical paths including nine direct effects and 13 indirect effects were set and tested. The meta-analytic path analysis showed that transformational leadership had direct effects on the four variables. Finally, eight direct effects, 12 indirect effects, and six mediating effects were statistically significant, and the hypothetical model was verified.
Conclusion
Nursing unit managers can use the transformational leadership to improve empowerment, nursing performance, job satisfaction, and organizational commitment of nurses. This study empirically showed the importance of transformational leadership of nursing managers. This finding will be used as evidence to develop strategies for enhancing transformational leadership, empowerment, nursing performance, job satisfaction, and organizational commitment in nursing science and practice.

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Transformational Leadership, Psychological Empowerment, and Organizational Citizenship Behaviors among Nursing Workforce: A Single Mediation Analysis
Ibrahim Abdullatif Ibrahim, Ahmed Hashem El-Monshed, Marwan Altheeb, Mohamed Gamal El-Sehrawy, Abdulqadir J. Nashwan
Journal of Nursing Management.2024; 2024: 1. CrossRef
Personal and organisational attributes that support transformational leadership in acute healthcare: scoping review
Julie Considine, Jenny Dempster, Nga Man Wendy Wong, Noelleen Kiprillis, Leanne Boyd
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Effects of Leadership Styles of Nursing Managers on Turnover Intention of Hospital Nurses: A Systematic Review and Meta-Analysis
Yunjeong Cho, Seok Hee Jeong, Hee Sun Kim, Young Man Kim
Journal of Korean Academy of Nursing.2022; 52(5): 479. CrossRef
Patient Safety Management Activities of Korean Nurses: A Meta-Analytic Path Analysis
Seohee Jeong, Seok Hee Jeong
Journal of Korean Academy of Nursing.2022; 52(4): 363. CrossRef
Nurses' ethical leadership and related outcome variables: Systematic review and meta‐analysis
Sunmi Kim, Seok Hee Jeong, Myoung Hee Seo
Journal of Nursing Management.2022; 30(7): 2308. CrossRef

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Original Articles

A Predictive Model on Patient-Centered Care of Hospital Nurses in Korea: Hyun Jeong, Myonghwa Park; J Korean Acad Nurs 2019;49(2):191-202. Published online April 30, 2019; DOI: https://doi.org/10.4040/jkan.2019.49.2.191

Abstract PDF

Purpose

Patient-centered care is a widely utilized concept in nursing and health care. However, the key components of patient-centered nursing have not yet been reported. Moreover, previous studies on patient-centered care have mostly focused on components of nursing rather than organizational factors. Therefore, a comprehensive understanding of influential factors of patient-centered care is required.

Methods

The purpose of this study was to develop a theoretical model based on person-centered care theory, and the relevant literature and to test the developed model with covariance structure analysis in order to determine the causal paths among the variables.

Results

The model fit indices for the hypothetical model were suitable for the recommended level (goodness of fit index=.87, standardized root mean residual=.01, root mean square error of approximation=.06, Tucker-Lewis index=.90, comparative fit index=.92, parsimonious normed fit index=.75). In this study, five of the six paths established in the initial hypothetical model were supported. The variables of teamwork, self-leadership, and empathy accounted for 56.4% of hospital nurses' patient-centered care. Among these, empathy was the strongest predictor of patient-centered care.

Conclusion

These results suggest that it is necessary to use strategies to improve self-leadership and empathy. In addition to enhancing the personal factors of nurses, nursing organizations should strive for effective multidisciplinary cooperation with active support for patient-centered care and openness to change.

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The Effect of Nurse's Emotional Labor on Turnover Intention: Mediation Effect of Burnout and Moderated Mediation Effect of Authentic Leadership: Soo Yang Na, Hanjong Park; J Korean Acad Nurs 2019;49(3):286-297. Published online January 15, 2019; DOI: https://doi.org/10.4040/jkan.2019.49.3.286

Abstract PDF

Abstract Purpose

To investigate the effect of nurses’ emotional labor on their turnover intention that was mediated by burnout and to examine the moderated mediation effect of authentic leadership.

Methods

A total of 227 nurses working at two general hospitals in Seoul were recruited from March 21 to May 6 in 2016. Emotional labor including surface acting and deep acting; burnout factors such as emotional exhaustion and personal accomplishment; and turnover intention were assessed. The data were analyzed using SPSS 22.0 and SPSS PROCESS macro.

Results

Surface acting significantly increased emotional exhaustion and reduced personal accomplishment. Deep acting significantly increased personal accomplishment. Emotional exhaustion significantly increased turnover intention. Conversely, personal accomplishment significantly reduced turnover intention. Surface acting had an indirect effect on turnover intention that was mediated by emotional exhaustion. Deep acting had an indirect effect on turnover intention that was mediated by personal accomplishment. Authentic leadership had a moderated mediation effect on the relationship between surface acting and turnover intention that was mediated by emotional exhaustion.

Conclusion

The findings of this study indicate that the establishment of strong authentic leadership by head nurses would help nurses reduce their burnout and turnover intention. Conducting intervention studies would be also important to promote better work environments that would enable nurses to fortify the positive aspect of emotional labor and to reduce their burnout levels.

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Transformational and Transactional Leadership Styles of The Nurse Administrators and Job Satisfaction, Organizational Commitment in Nursing Service: Hyun Tae Park; Journal of Nurses Academic Society 1997;27(1):228-241. Published online March 30, 2017; DOI: https://doi.org/10.4040/jnas.1997.27.1.228

Abstract PDF

Today's healthcare environment is changing driven by demographic, environmental, social, political and technological forces. These rapidly changing healthcare environment and increasingly professional nursing practice indicate that identifying leadership characteristic of nursing leaders and executives is a vital importance in today's time and also mandate innovative leadership for nursing service. Therefore, the purpose of this study is to examined the transformational, transactional leadership styles of the Nurse Administrators. Also described are the relationships between these leadership style and the job satisfaction, the organizational commitment of their subordinates. The sample consisted of sixteen mid-level nurse administrators, fifty head nurses and one hundred and fifty-three staff nurses of 4 public and private University Hospitals and 1 General Hospital. Data for this study was collected from Sep. 20 to Oct. 5by Questionnaire(Bass' MLQ, Job Satisfaction scale developed by Poter et al(1978). Organizational Commitment scale by Poter at al(1070). The data was analyzed by frequency, percentage, one-way ANOVA, Pearson's Correlation Coefficient with SPSS PC+ program. Major findings are as follows : Appropriate one-way ANOVA tests revealed that the difference for transformation and transactional leadership styles of nurse executives, mid-level nurse administrators, head nurses as perceived by their immediate subordinates were statistically significant(P<.05). The scores of transformational and contingent reward behaviors were declined of the mid-level nurse administrators, nurse executives. The transactional scores of nurse administrators were lower than transformational ones, which is desirable findings. The result of the highest transformational leader by their subordinates, and second was the mid-level nurse administrators. The nurse executives received the lowest transformational leadership scores from their subordinates. These results were opposit to the previous studies. And significant positive correlations were founded between transformational leadership including charisma, intellectual stimulation, individual consideration and contingent reward of nurse administrators and the job satisfaction, the organizational commitment of their subordinates. From the data, it can be concluded that transformational leadership style of nurse administrators promotes the job stratification, the organizational commitment of their staff nurses. Therefore leader looks for potential motives in subordinates, seeks to satisfy higher need, and engages the full person of the subordinate resulting in a relationship of mutual stimulation and elevation.

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The Relationship Among Leadership Styles of Nurse Managers, Job Satisfaction, Organizational Commitment, and Turnover Intention: Na Sun Ha, Jung Choi; Journal of Korean Academy of Nursing 2002;32(6):812-822. Published online March 29, 2017; DOI: https://doi.org/10.4040/jkan.2002.32.6.812

Abstract PDF

PURPOSE: The Purpose of this study was to identify the relationship among leadership style of nurse managers, job satisfaction, organizational commitment, and turnover intention. METHOD: The subjects were 468 nurses and 19 head nurses who were working at the 3 general hospitals in seoul. The data were collected from July 6 to September 14, 2001 by the structured questionnaires. For data analysis, descriptive statistics, ANOVA, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. RESULT: 1) The score of the nurse managers' transformational leadership perceived by surbodinates' were higher than that of the nurse managers' transactional leadership. Among 5 subdimensions of the leadership styles perceived by surbodinates', the scores of 'charisma' and 'intellectual stimulation' were highest and 'management by exception' were lowest. 2) 'Charisma', 'intellectual stimulation', 'individual consideration' and 'contingent reward' were positively related to all of variables except 'turnover intention'. 'Management by exception' was negatively related to all of variables and was positively related to 'turnover intention'. 3) 'Job satisfaction' was positively related to 'organizational commitment' and 'Job satisfaction', 'organizational commitment' were negatively related to 'turnover intention'. 4) As a result of stepwise multiple regression analysis, the key determinants of 'turnover intention' were 'organizational commitment' and this explained 44.4% of the total variance of it.

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A Study on the Effect of Transformational Leadership and Personal Characteristics on Job Involvement : Focusing on Nurses in Hospital Organization: Myoung Sook Kim, Young Bae Park; Journal of Korean Academy of Nursing 2001;31(4):598-609. Published online March 29, 2017; DOI: https://doi.org/10.4040/jkan.2001.31.4.598

Abstract PDF

PURPOSE: This study investigated the effect of transformational leadership and individual characteristics on nurses' job involvement. METHOD: The sample for this study consisted of 594 nurses from 8 large Korean hospitals. The factor analysis was drawn from the Cronbach's alpha analysis, the Pearson correlation analysis, the multiple regression analysis, and the hierarchical multiple regression analysis. Result: This study found that; (1) charisma dimension of transformational leadership has positive influence on job involvement; but intellectual stimulation and individualized consideration did not showed significant effects on job involvement (2) nurse individual characteristics (age, marital status, educational level, tenure, position) moderated the effect of transformational leadership on job involvement. Conclusion : Therefore, to improve job involvement nurses are required to apply the charisma dimension of transformational leadership in hospital organization.

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Mediating Effect of Social capital between Transformational leadership and Organizational Commitment of Nurses in Hospitals
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The Effects of Preceptors' Transformational Leadership on Job Stress and Clinical Performance among New Graduate Nurses
Hee Young Kim, Jong Park, So Yeon Ryu, Seong Woo Choi, Mi Ah Han
Health Policy and Management.2012; 22(3): 347. CrossRef

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Subjectivity of Leadership Behavior for Nurse Manager in Hospital: Moon Sil Kim, Su Jeong Han, Jung A Kim; Journal of Korean Academy of Nursing 1999;29(5):1072-1086. Published online March 29, 2017; DOI: https://doi.org/10.4040/jkan.1999.29.5.1072

Abstract PDF

This study has been attempted using the Q methodology to clarify leader type of nurse managers that head nurses and general nurses recognize, and to clarify its relative relation. Sixty-three statements were extracted through interviews with general and professional people interested in the subject of nurse leaders to extract the Q population. Atotal of 314 Q population was formed added with 251 questions extracted from related documents. Final 32 Q samples were selected by reorganization of 314 Q population after reexamining statements through inquiry of 1 professor of the nurse department, 2 students in course of nurse science masters degree and 2 students in course of doctoral degree. The P sample selection standard of this study were 25 nurses and 30 head nurses. Examination subjects themselves filled out 32 statements classified in a measure of 9 points from agreeable items to disagreeable items, Principal component factors were analyzed using the QUANL pc program after grading the contents of the P sample. Nurses recognizing subjective structure for leader behaviors of nurse manager were analyzed to be 3 factors: vision presentation type, self-capability consideration type, relationship consideration type, and head nurses recognizing subjective structure were analyzed to be 2 types ; task pursuit leader type, and concord pursuit type. Nursing manager's leader behavior, expected by staff nurse are more complex and higher level which may combined with task pursuit leader type in concord pursuit leader of head nurse. Also according to Hersey and Blanchard theory(1977), the effectiveness of leadership becomes to be larger as the accordance rate between the behaviors of nurse leaders and followers reaction increase. Two suggestions have been made based on the conclusion. 1. Studies on creating strategies in relation to development, management, selection of nurse leaders should be made based on this study. 2. There is a need for relative study of production and degree of similarity of leadership types based on this study.

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Effect of Nurses' Job Stress on Job Satisfaction: Mediating Effect of Head Nurses' Emotional Leadership Perceived by Nurses
Moon Jung Jang, Eun Nam Lee, Yong Hwan Lee
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Influence of Head Nurses' Transformational Leadership on Staff Nurse's Psychological Well-being, Stress and Somatization - Focused on the Mediating Effect of Positive Psychological Capital -
Mi Young Lee, Kyeha Kim
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The Substitution Effect of Leadership Substitutes for Transformational Leadership in Nursing Organization: Jeong Hee Kim; Journal of Korean Academy of Nursing 2006;36(2):361-372. Published online March 28, 2017; DOI: https://doi.org/10.4040/jkan.2006.36.2.361

Abstract PDF

Purpose

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

Method

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.

Result

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).

Conclusion

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.

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Influence of Nurse Managers' Authentic Leadership on Nurses' Organizational Commitment and Job Satisfaction: Focused on the Mediating Effects of Empowerment
Han-Gyo Choi, Sung Hee Ahn
Journal of Korean Academy of Nursing.2016; 46(1): 100. CrossRef

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Influence of Nurses' Self-leadership on Individual and Team Members' Work Role Performance: Se Young Kim, Eun-Kyung Kim, Byungsoo Kim, Eunpyo Lee; J Korean Acad Nurs 2016;46(3):338-348. Published online June 30, 2016; DOI: https://doi.org/10.4040/jkan.2016.46.3.338

Abstract PDF

Purpose

The purpose of this study was to examine correlations between nurses' self-leadership and individual work role performance and correlations between self-leadership in nursing units and team members' work role performance.

Methods

Participants were 202 conveniently selected general nurses from 5 general hospitals in Korea. The study was carried out on 35 nursing units. Data were collected during February 2015 with self-report questionnaires.

Results

For factors affecting individual work role performance, self-expectation, self-goal setting, constructive thought, clinical career in the present nursing unit and marital status accounted for 44.0% of proficiency, while self-expectation, self-goal setting, constructive thought, and marital status accounted for 42.3% of adaptivity. Self-expectation, self-goal setting, constructive thought, self-reward, clinical career in the present nursing unit and position accounted for 26.4% of proactivity. In terms of team members' work role performance, self-reward and self-expectation in nursing units explained 29.0% of team members' proficiency. Self-reward and self-expectation in nursing units explained 31.6% of team members' adaptivity, and self-reward in nursing units explained 16.8% of team members' proactivity.

Conclusion

The results confirm that nurses' self-leadership affects not only individual self-leadership but also team members' work role performance. Accordingly, to improve nurses' work role performance in nursing units of nursing organizations, improvement in nursing environment based on self-leadership education is necessary and nurses' tasks rearranged so they can appreciate work-autonomy and challenges of work.

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Influence of Nurse Managers' Authentic Leadership on Nurses' Organizational Commitment and Job Satisfaction: Focused on the Mediating Effects of Empowerment: Han-Gyo Choi, Sung Hee Ahn; J Korean Acad Nurs 2016;46(1):100-108. Published online February 29, 2016; DOI: https://doi.org/10.4040/jkan.2016.46.1.100

Abstract PDF

Purpose

The aim of this study was to examine the mediating effect of empowerment in the relationship of nurse managers' authentic leadership, with nurses' organizational commitment and job satisfaction.

Methods

The participants in this study were 273 registered nurses working in five University hospitals located in Seoul and Gyeonggi Province. The measurements included the Authentic Leadership Questionnaire, Condition of Work Effectiveness Questionnaire-II, Organizational Commitment Questionnaire and Korea-Minnesota Satisfaction Questionnaire. Data were analyzed using t-test, ANOVA, Scheffé test, Pearson correlation coefficients, simple and multiple regression techniques with the SPSS 18.0 program. Mediation analysis was performed according to the Baron and Kenny method and Sobel test.

Results

There were significant correlations among authentic leadership, empowerment, organizational commitment and job satisfaction. Empowerment showed perfect mediating effects in the relationship between authentic leadership and organizational commitment. It had partial mediating effects in the relationship between authentic leadership and job satisfaction.

Conclusion

In this study, nurse managers' authentic leadership had significant influences on nurses organizational commitment and job satisfaction via empowerment. Therefore, to enhance nurses' organizational commitment and job satisfaction, it is necessary to build effective strategies to enhance nurse manager's authentic leadership and to develop empowering education programs for nurses.

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Leadership Experience of Clinical Nurses: Applying Focus Group Interviews: Byoung-Sook Lee, Yong-Sook Eo, Mi-Aie Lee; J Korean Acad Nurs 2015;45(5):671-683. Published online October 30, 2015; DOI: https://doi.org/10.4040/jkan.2015.45.5.671

Abstract PDF

Purpose

The purpose of this study was to understand and describe the leadership experience of clinical nurses.

Methods

During 2014, data were collected using focus group interviews. Three focus group interviews were held with a total of 20 clinical nurses participating. All interviews were recorded as they were spoken and transcribed and data were analyzed using qualitative content analysis.

Results

Fifteen categories emerged from the five main themes. 1) Thoughts on the leadership category: to lead others, to cope with problem situations adequately and to serve as a shield against difficulties. 2) Situations requiring leadership: situation that requires correct judgement, coping and situations that need coordination and cooperation. 3-1) Leadership behaviors: other-oriented approach and self-oriented approach. 3-2) Leadership behavior consequences: relevant compensation and unfair termination. 4-1) Facilitators of leadership: confidence and passion for nursing and external support and resources. 4-2) Barriers to leadership: non-supportive organization culture and deficiency in own leadership competencies. 5) Strategies of leadership development: strengthen leadership through self-development and organizational leadership development.

Conclusion

In conclusion, the results indicate that it is necessary to enhance clinical nurses' leadership role in healthcare. Enhancement can be achieved through leadership programs focused on enlarging leadership experience, constant self-development, leadership training, and development of leadership competencies suited to the nursing environment.

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A Validation Study of the Modified Korean Version of Ethical Leadership at Work Questionnaire (K-ELW): Jeong-Eon Kim, Eun-Jun Park; J Korean Acad Nurs 2015;45(2):240-250. Published online April 30, 2015; DOI: https://doi.org/10.4040/jkan.2015.45.2.240

Abstract PDF

Purpose

The purpose of this study was to validate the Korean version of the Ethical Leadership at Work questionnaire (K-ELW) that measures RNs' perceived ethical leadership of their nurse managers.

Methods

The strong validation process suggested by Benson (1998), including translation and cultural adaptation stage, structural stage, and external stage, was used. Participants were 241 RNs who reported their perceived ethical leadership using both the pre-version of K-ELW and a previously known Ethical Leadership Scale, and interactional justice of their managers, as well as their own demographics, organizational commitment and organizational citizenship behavior. Data analyses included descriptive statistics, Pearson correlation coefficients, reliability coefficients, exploratory factor analysis, and confirmatory factor analysis. SPSS 19.0 and Amos 18.0 versions were used.

Results

A modified K-ELW was developed from construct validity evidence and included 31 items in 7 domains: People orientation, task responsibility fairness, relationship fairness, power sharing, concern for sustainability, ethical guidance, and integrity. Convergent validity, discriminant validity, and concurrent validity were supported according to the correlation coefficients of the 7 domains with other measures.

Conclusion

The results of this study provide preliminary evidence that the modified K-ELW can be adopted in Korean nursing organizations, and reliable and valid ethical leadership scores can be expected.

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Spiritual and Psychosocial Effects of the Spirituality Promotion Program on Clinical Nurses: Imsun Seo, Jinsun Yong, Junyang Park, Juhu Kim; J Korean Acad Nurs 2014;44(6):726-734. Published online December 31, 2014; DOI: https://doi.org/10.4040/jkan.2014.44.6.726

Abstract PDF

Purpose

The purpose of this study was to evaluate the effects of the Spirituality Promotion Program(SPP) for young nurses working in the stressful university hospital environment.

Methods

The study included 41 nurses in the experimental group, nurses who had worked less than 5 years and completed 8 weeks of SPP between June and July in 2011. The control group, 44 nurses, also received the same program after the study was completed. For the study, a survey was conducted of all participants concerning spirituality, perceived stress, positive and negative affect, empathy, job satisfaction, and leadership practice.

Results

No significant difference was found between the two groups on study variables. Perceived stress decreased significantly in the experimental group (p=.012). Spirituality (p=.019), positive affect (p=.014), empathy (p=.004), job satisfaction (p=.016), and leadership practice (p=.021) increased significantly in the experimental group.

Conclusion

The results show that the Spirituality Promotion Program has positive effects on the spiritual and psychosocial aspect of young nurses. Continuation of this program for nurses is recommended in order to help them develop their selfcare ability and improve nursing competency.

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Hyun Sook Lee, Ju Hyun Jin, Ju Ri Lee, Hye Jin Kim, Yeon Jae Jung
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Ayşegül ÇELİK, D Çınar
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Sietske J Tamminga, Lima M Emal, Julitta S Boschman, Alice Levasseur, Anilkrishna Thota, Jani H Ruotsalainen, Roosmarijn MC Schelvis, Karen Nieuwenhuijsen, Henk F van der Molen
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Development and Validation of the Korean Patient Safety Culture Scale for Nursing Homes: Sook Hee Yoon, Byungsoo Kim, Se Young Kim; J Korean Acad Nurs 2013;43(3):379-388. Published online June 28, 2013; DOI: https://doi.org/10.4040/jkan.2013.43.3.379

Abstract PDF

Purpose

The purpose of this study was to develop a tool to evaluate patient safety culture in nursing homes and to test its validity and reliability.

Methods

A preliminary tool was developed through interviews with focus group, content validity tests, and a pilot study. A nationwide survey was conducted from February to April, 2011, using self-report questionnaires. Participants were 982 employees in nursing homes. Data were analyzed using Cronbach's alpha, item analysis, factor analysis, and multitrait/multi-Item analysis.

Results

From the results of the analysis, 27 final items were selected from 49 items on the preliminary tool. Items with low correlation with total scale were excluded. The 4 factors sorted by factor analysis contributed 63.4% of the variance in the total scale. The factors were labeled as leadership, organizational system, working attitude, management practice. Cronbach's alpha for internal consistency was .95 and the range for the 4 factors was from .86 to .93.

Conclusion

The results of this study indicate that the Korean Patient Safety Culture Scale has reliability and validity and is suitable for evaluation of patient safety culture in Korean nursing homes.

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Effects of Nurses' Perception of Servant Leadership on Leader Effectiveness, Satisfaction and Additional Effort: Focused on the Mediating Effects of Leader Trust and Value Congruence: Sang Sook Han, Nam Eun Kim; J Korean Acad Nurs 2012;42(1):85-94. Published online February 29, 2012; DOI: https://doi.org/10.4040/jkan.2012.42.1.85

Abstract PDF

Purpose

This study was done to examine the effects of nurses' perception of servant leadership on leader effectiveness, satisfaction and promoting additional effort. The focus was the mediating effects of leader trust and value congruence.

Methods

Data were collected from 361 RN-BSN students and nurses participating in nationally attended in-service training programs. Data were analyzed using descriptive statistics and structural analysis with SPSS 17.0 windows program and Amos 7.0.

Results

Direct effects of nurses' perception of servant leadership were negative, but mediating effects of trust and value congruency were positively correlated with leader effectiveness, satisfaction and additional effort, that is servant leadership should be effective through mediating factors.

Conclusion

The study results indicate that if the middle managers of nurses can build leader trust and value congruency between nurses through servant leadership, leader effectiveness, satisfaction and additional effort on the part of the nurses could result in a positive change in the long term.

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Role of Self-Leadership in the Relationship between Organizational Culture and Informatics Competency: Myoung Soo Kim; J Korean Acad Nurs 2009;39(5):731-740. Published online October 31, 2009; DOI: https://doi.org/10.4040/jkan.2009.39.5.731

Abstract PDF

Purpose

The purpose of this study was to identify the moderating and mediating effects of self-leadership in the relationship between organizational culture and nurses' informatics competency.

Methods

Participants in this study were 297 nurses from the cities of Busan and Ulsan. The scales of organizational culture, self-leadership and informatics competency for nurses were used in this study. Descriptive statistics, Pearson correlation coefficient, stepwise multiple regression were used for data analysis.

Results

Nursing informatics competency of the participants was relatively low with a mean score 3.02. There were significant positive correlations between subcategories of perceived organizational culture, self-leadership and nursing informatics competency. Self-leadership was a moderator and a mediator between organizational culture and informatics competency.

Conclusion

Based on the results of this study, self-leadership promotion strategies to improve nursing informatics competency are needed.

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Hyo Jin Won, Sung Hyun Cho
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Sei-Young Oh, Sun-Nam Park
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Myoung Soo Kim
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Factors influencing Nurses' Organizational Citizenship Behavior: Junhee Park, Eunkyung Yun, Sangsook Han; J Korean Acad Nurs 2009;39(4):499-507. Published online August 31, 2009; DOI: https://doi.org/10.4040/jkan.2009.39.4.499

Abstract PDF

Purpose

This study was conducted to identify the factors that influence nurses' organizational citizenship behavior.

Methods

A cross-sectional design was used, with a convenience sample of 547 nurses from four university hospitals in Seoul and Gyeonggi province. The data were collected through a questionnaire survey done from September 22 to October 10, 2008. The tools used for this study were scales on organizational citizenship behavior (14 items), self-leadership (14 items), empowerment (10 items), organizational commitment (7 items), job satisfaction (8 items) and transformational·transactional leadership (14 items). Cronbach's alpha and factor analysis were examined to test reliability and construct validity of the scale. The data collected were processed using SPSS Window 15.0 Program for actual numbers and percentages, differences in the dependent variable according to general characteristics, and means, standard deviations, correlation coefficients and multiple regression analysis.

Results

The factors influencing nurses' organizational citizenship behavior were identified as self-leadership (β=.247), empowerment (β=.233), job satisfaction (β=.209), organizational commitment (β=.158), and transactional leadership (β=.142). Five factors explained 42.0% of nurses' organizational citizenship behavior.

Conclusion

The results of this study can be used to develop further management strategies for enhancement of nurses' organizational citizenship behavior.

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The Mediator Effect of Empowerment in Relationship between Transformational Leadership and Organizational Commitment: Yun-Mi Lee, Bok-Mi Kim; J Korean Acad Nurs 2008;38(4):603-611. Published online August 31, 2008; DOI: https://doi.org/10.4040/jkan.2008.38.4.603

Abstract PDF

Purpose

This study was to determine the mediator or moderator role of empowerment in the relationship between the head nurse's transformational leadership and organizational commitment as perceived by staff nurses.

Methods

Data was collected from 451 nurses in a tertiary hospital located in B city by means of structured questionnaires. Data was analyzed with descriptive statistics, Pearson's correlation coefficient and hierarchial multiple regression using the SPSS program.

Results

Empowerment showed mediating effects between the head nurse's transformational leadership and organizational commitment as perceived by staff nurses. However, empowerment did not show moderating effects.

Conclusion

Nurses' perception of empowerment, the head nurse's transformational leadership and organizational commitment have a strong relationship. This finding suggests the importance of empowering nurses to increase organizational commitment.

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Han-Gyo Choi, Sung Hee Ahn
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The Moderating Effect of Empowerment in Relationship between Self-leadership and Job Satisfaction for Nurses Working in Long-term Care Hospitals
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Soon-gu Kim, Young-sook Seo
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Young-Sook Seo, Yu-Lim Son, Chu-Young Jung
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Seunghye Choi, Insun Jang, Seungmi Park, Haeyoung Lee
Journal of Korean Academy of Nursing Administration.2014; 20(2): 206. CrossRef
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Ji Hoon Song, In Gu Kang, Yeon Ho Shin, Hye Kyoung Kim
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Journal of Korean Academy of Nursing Administration.2011; 17(4): 391. CrossRef

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Testing Reliability and Validity of Reduced Substitutes for Leadership Scales(rd-SLS): Jeong Hee Kim; Journal of Korean Academy of Nursing 2005;35(6):1072-1080. Published online October 31, 2005; DOI: https://doi.org/10.4040/jkan.2005.35.6.1072

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

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