ABSTRACT
PURPOSE: This study aimed to identify factors affecting the use of the hearing protection devices (HPDs) among workers exposed to noise using the Pender Health Promotion Model. METHODS: The 222 subjects came from thermal power plants with similar noise levels, which are between 80 dB and 90 dB in South Korea. Data were collected with self-administered questionnaires designed to measure concepts from the Health Promotion Model. RESULTS: Mean percent times of using the HPDs at their most recent job site were 50.9%, and 20.3% had never the HPDs. The predictors of HPD use were social modeling (OR = 1.380), perceived benefits (OR = 1.150), and working at noisy worksites (OR = 4.925) when the outcome was based on the "non-use" versus "used at least once". However, the predictors of HPD use were social modeling (OR = 1.795) and perceived benefits (OR = 1.139) based on the "less than half-of-the-time-use" versus "more than half-of-the-time-use". CONCLUSION: Social modeling and perceived benefits of using the HPDs are important for workers to keep minimal or certain level of using the HPDs.
Subject(s)
Ear Protective Devices , Health Promotion , Hearing , Noise , Porphyrins , Power Plants , Republic of Korea , Workplace , Surveys and QuestionnairesABSTRACT
BACKGROUND: The phenomenon of nursing turnover has been explained by organizational commitment, job satisfaction, or intent to stay in previous studies; yet the combined contribution of these factors to nurse turnover has not been examined. OBJECTIVES: The purpose of this study was to develop and test a turnover model which included professionalism, job-related variables, job satisfaction, organizational commitment, and intent to stay. METHOD: A total of 424 registered nurses in a university hospital completed a self-administered questionnaire including Professionalism Scale, Job Diagnostic Survey, Nurse Assessment Survey, and intention to stay. Nurses were classified as to whether they remained in or had left the organization 18 months after the survey. Multiple regression and logistic regression analyses were conducted to test the model. RESULTS: Overall job satisfaction and intent to stay were the most important determinants of nursing turnover. Organizational commitment positively affected intent to stay and indirectly decreased turnover through intent to stay. Satisfaction with coworkers and supervisor were the most important factors in explaining overall job satisfaction. Satisfaction with pay, autonomy, and feedback from job also positively affected overall job satisfaction. CONCLUSION: Using the results of the tested model nurse managers and administrators could predict turnover by monitoring its determinants, and ultimately reduce the turnover rate through early intervention.