ABSTRACT
Background@#This study investigated the recognition of employees and blood donors regarding the spread of COVID-19 and the response of the Korean Red Cross Blood Service. @*Methods@#An online survey was conducted through internal groupware targeting employees of the Korean Red Cross Blood Center and Blood Laboratory Center. For the blood donor survey, a text message containing the survey URL was sent to 20,000 blood donors on July 31, 2020, and the responses were analyzed. @*Results@#Of those who received text messages, 63.7% of staff and 8.6% of blood donors participated. Of the employees surveyed, the greatest urgency was the need to prepare after COVID-19; strengthening safety and protection measures of employees showed the highest result. In the concern on future blood services, the highest result was the deterioration of blood supply due to decreasing number of blood donors. In a survey of blood donors, 16.0% answered that the spread of COVID-19 had a very negative or somewhat negative effect on the recognition of blood donation, and 80.4% responded positively to sending an ‘emergency disaster message requesting blood donation’ when blood stocks dropped sharply. @*Conclusion@#It is necessary to expand blood donation promotion and prepare systematic blood donor management measures for a stable blood supply during a pandemic, such as COVID-19. The emergency disaster message requesting blood donation helped solve the blood shortage, but it appears that an effective use plan will be needed in the future.
ABSTRACT
Purpose@#Nurses’ job satisfaction corresponds with personal intrinsic value, and is the strongest predicting turnover and job retention intention. This study identified the effectiveness of job satisfaction interventions related to reinforcing intrinsic motivation (JSI-RIM) for hospital nurses. @*Methods@#This study used four core non-Korean databases (Cochrane Library, CHINHL, EMBASE, PubMed), and five Korean databases to search for RCT and NRCT articles published in English and Korean from inception to June 2019. Meta-analysis was performed using the RevMan 5.3.5 program. @*Results@#Thirteen studies featuring 645 hospital nurses were selected for final analysis.A significant large effect was noted on self-efficacy. The effect size on perceived stress and job satisfaction were moderate; however, the effect on resilience outcomes was not significant. @*Conclusion@#This study generated scientific evidence that would facilitate efficient job adaptation for nurses. Additionally, intrinsic factors, including job identity and meaning of work, need to be included in JSI-RIM.
ABSTRACT
PURPOSE: The purpose of this study was to investigate the effects of emotional labor, emotional intelligence and social support on job stress in clinical nurses. METHODS: Participants were 123 clinical nurses and data were collected from October to December, 2011 and analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and multiple regression with SPSS 18.0. RESULTS: A positive correlation was found between job stress and emotional labor. Emotional labor showed a significant negative correlation with emotional intelligence and social support, whereas a positive correlation was found between emotional intelligence and social support. The strongest predictor of job stress was emotional labor. In addition, institution satisfaction (dissatisfaction) and the reason for selecting the job (opportunities for service) accounted for 21% of variance in job stress. CONCLUSION: The results of this study suggest that it is important to manage emotional labor as well as to improve job satisfaction in order to reduce job stress in clinical nurses.