Journal of Korean Academy of Nursing

Original Articles

Nurse Managers' Moral Self Concept and Ethical Sensitivity: Yong Soon Kim, Jee Won Park, Youn Jung Son, Sung Suk Han; Journal of Korean Academy of Nursing 2002;32(7):1072-1078. Published online March 29, 2017; DOI: https://doi.org/10.4040/jkan.2002.32.7.1072

PURPOSE: This descriptive study was designed to find out the relationship between moral self concept and ethical sensitivity of nurse managers.
METHODS
Study data were collected from Aug 6, 2001 to Aug 24, 2001. Study subjects were 283 nurse managers working in university hospitals. Moral self concept was measured with questionnaire developed by Chung (1965) and ethical sensitivity was measured with the questionnaire developed by the researchers.
RESULTS
1. The score for degree of nurse managers' moral self concept was shown to be an average of 3.06 out of 4.00, which is relatively high. The score for degree of nurse managers' ethical sensitivity was shown to be an average of 2.84 out of 4.00 2. Analysis of correlation between moral self concept and ethical sensitivity showed a statistically significant positive correlation (r= .34, p=.00). 3. In general characteristics, a variable that caused significant difference in moral self concept was the total period of experience as a nurse (F=3.52, p=.02). A variable that caused significant difference in ethical sensitivity was the current working department (F=3.91, p=.01). 4. Nurse administrator's moral self concept was significantly related to ethical sensitivity (r= .34, p= .00).
CONCLUSION
It is important to intensify individual moral self concept in order to improve ethical sensitivity of nurse managers. Also, it is recommended that investigate variables affected moral self concept and develop a nursing education program to promote moral self concept in nurse administrators.

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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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The Effects of Self Development Training on the Human Relationship and Intrinsic Motivation of the First-Line Nurse Managers: Myung Suk Koh; Journal of Korean Academy of Nursing 2003;33(1):130-137. Published online March 28, 2017; DOI: https://doi.org/10.4040/jkan.2003.33.1.130

Abstract

Purpose

The purpose of this study was to examine the effects of Self-Development training on the Human Relationship and Intrinsic Motivation for first-line nurse managers.

Method

This was an empirical study on the Human Relationship and Intrinsic Motivation of Self Development Training. The researcher developed a new Self-Development Training Program, and the two-hour long training session εwas performed twice a week for each group. The program was performed for 4 session in two weeks. The subjects consisted with 24 nurse managers from C University Hospital in Seoul, Korea. The subjects were divided into two groups for the training. Two weeks before and 4 weeks after the training, subjects completed questionnaires that measured Human Relationship and Intrinsic Motivation. Analysis was completed by using SPSS PC 10.0 for percentile, mean, standard deviation and paired t-test.

Result

The results of this study showed that Self-Development Training Program resulted in a significant effects on the Human Relationship. But the Intrinsic Motivation was not significantly affected by the program.

Conclusion

This Self-Development training program had a positive effect on the Human Relationship and Intrinsic Motivation.

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The Role Adaptation Process of The Executive Director of Nursing Department
Sung-Ye Kang, Kwang-Ok Park, Jong-Kyung Kim
Journal of Korean Academy of Nursing.2010; 40(6): 785. CrossRef

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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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Journal of Korean Academy of Nursing Administration.2017; 23(5): 483. CrossRef
Influence of Head Nurses' Ethical Leadership on Job Satisfaction among Staff Nurses: Mediating Effect of Affective Commitment
Min Jung
Journal of Korean Academy of Nursing Administration.2016; 22(5): 553. CrossRef

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