Effects of Violence Experience, Emotional Labor, and Job Stress on Clinical Nurses' Depression / 한국직업건강간호학회지

PURPOSE: The purpose of this study was to identify the effects of violence experience, emotional labor and job stress on clinical nurses' depression and to provide suggestions for improving the quality of patient care. METHODS: This research involved 257 clinical nurses who were working at an acute care hospital with at least 200 beds in S city and K province. Data were collected from May 23 to June 7 in 2014 and were analyzed using IBM SPSS version 21.0. RESULTS: The results show that 98.1% of subjects had violence experience in the past year and the violence experience included 44.4% physical threat, 37.5% verbal violence and 18.1% physical violence. The average scores were emotional labor 3.57, job stress 3.54 and depression 21.16. There were positive correlations among violence experience, emotional labor, job stress and depression (p<.01). There were also significant co-relationships between depression and violence experience (r=.21, p=.001), between depression and emotional labor (r=.48, p<.001) and between depression and job stress (r=.31, p<.001). CONCLUSION: The results suggest that it is necessary to set up guidelines for clinical nurses to manage violence, emotional labor and job stress in order to create better working environment and to improve quality of patient care.

Influence of Emotional Labor on Job Satisfaction, Intent to Leave, and Nursing Performance of Clinical Nurses / 간호행정학회지

PURPOSE: The purpose of this study was to analyze emotional labor factors influencing job satisfaction, intent to leave, and nursing performance of clinical nurses. METHOD: The participants were 384 clinical nurses working in a hospital. Study design was cross sectional survey. Subcategories of emotional labor (frequency of emotional labor, attentiveness of emotional display, mismatch of emotions) of emotional labor were dependent variables. Job satisfaction, intent to leave, and nursing performance were independent variables. Data were analyzed by hierarchial multiple regression. RESULTS: The strength of emotional labor of nurses was similar for all participants in spite of differences in age, position, and clinical career. Total score for emotional labor was 3.21, frequency of emotional labor 3.34, attentiveness of emotional display 3.41, and mismatch of emotions 2.87. Mismatch of emotions influenced job satisfaction (F=12.53, p<.001) R2 27%, intent to leave (F=8.51, p<.001) R2 19%, and nursing performance (F=5.80, p<.001) R2 15%, CONCLUSION: These findings indicate that the factor (mismatch of emotion) is an important variable for clinical nurses in human resource management. Therefore, nurse managers should consider this factor for the improvement of organizational effectiveness.