Development of Job Crafting Intervention Program for Hospital Nurses: Effects on Organizational Commitment, Embeddedness, and Organizational Well-being / 간호행정학회지

This study aimed to assess the effect of a job crafting intervention program for hospital nurses to confirm the effect on the organizational commitment of clinical nurses, and their embeddedness and organizational well-being in the workplace. Methods: The study used a non-equivalent control group pre-test and post-test design, which included 68 nurses working at a general hospital. The job crafting intervention program was held for a total of 5 weeks from May 27 to June 27, 2019, and the program lasted for 2 weeks including 2 h each. The program effectiveness was assessed through a self-reporting survey of program participants 2 weeks prior to application, 2 weeks after application, and 6 weeks after application. Data were analyzed using the Kolmogorov-Smirnov test, chi-squared test, independent t-test, and repeated measures multivariate analysis of variance using the SPSS 26.0 for Windows. Results: Significant differences were observed between the experimental and control groups regarding job crafting (F=6.20, p=.003), task crafting (F=8.37, p<.001), cognitive crafting (F=6.29, p=.003), embeddedness (F=8.49, p<.001), and organizational well-being (F=4.90, p=.009). Conclusion: The job crafting intervention program can be actively utilized to induce efficient nursing staff management in hospitals, expanding it into hospital nurse's work area and developing nurse's job crafting further.

Structural Relationship between Nurses' Occupational Motivation and Effectiveness based on the Job Crafting Model / 간호행정학회지

Purpose@#This study was to investigate the structural relationship between nurses' motivation and effectiveness in their occupations using the Job Crafting model. This study was identified that the nurses' occupational motivation affected task, cognitive, and relational crafting. The factors affecting job effectiveness, organizational commitment and job embeddedness were also identified. @*Methods@#The survey was conducted with 596 participating nurses working in common general hospitals and tertiary hospitals within South Korea. A structural equation model was constructed to verify the fitness of this model. Data was analyzed using SPSS 23.0 and AMOS 21.0 programs. @*Results@#The identified factors affecting occupational motivation was positive affectivity job crafting. Cognitive crafting had a significant impact on task and relational crafting, but task crafting had no significant influence on organizational commitment. Organizational commitment was found to have a significant impact on job embeddedness. As a result of comparing by size of the hospital, the Job Crafting model validated in this study showed higher fitness at tertiary hospitals than in common general hospitals. @*Conclusion@#We found that nurses' job crafting behavior and occupational motivation cause them to have a significant influence on organizational commitment and job embeddedness, which are factors of job effectiveness.

Effect of SBAR-Collaborative Communication Program on the Nurses' Communication skills and the Collaboration between Nurses and Doctors / 간호행정학회지

PURPOSE: The purpose of this study was to investigate effect of the SBAR-Collaborative Communication Program on nurses' communication skills and on collaboration between nurses and doctors. METHODS: From March 11 to November 11, 2013, data were collected from 180 hospital nurses working in a university hospital in Gyeonggi province. Outcomes were measured at three time intervals; before, three and six months after the program was completed. RESULTS: After participating in this program, there was a significant increase in nurses'communication skills but not in collaboration between nurses and doctors. None of the participants' general categories influenced nurses'communication skills at pre-test, but age, education level, total years of working and work department significantly influenced scores at 3 and 6 months. Work department was the only category for which there was a significant difference in collaboration between nurses and doctors at pre-test, and education level and work department were related to significant improvement at 6 months. CONCLUSION: Findings indicate that this program can improve communication skills for nurses and also, collaboration between nurses and doctors, especially for nurses under 25 years of age. Thus nursing and hospital managers should provide SBAR-Collaborative Communication Programs to new nurses in their job training.