http://chineseinput.net/에서 pinyin(병음)방식으로 중국어를 변환할 수 있습니다.
변환된 중국어를 복사하여 사용하시면 됩니다.
Yun, Seonyoung,Kang, Jiyeon Elsevier Korea LLC; Seoul 2018 ASIAN NURSING RESEARCH Vol.12 No.1
<P><B>Abstract</B></P> <P><B>Purpose</B></P> <P>The purpose of this study was to build and test a model outlining the factors related to workplace bullying among nurses. The hypothesized model included authentic leadership and a relationship-oriented organizational culture as influencing factors, symptom experience and turnover intention as consequences, and positive psychological capital as a mediator of workplace bullying among nurses.</P> <P><B>Methods</B></P> <P>We obtained structured questionnaire data from 301 nurses working at hospitals in South Korea. Based on these data, the developed model was verified via a structural equation modeling analysis using SPSS and AMOS program.</P> <P><B>Results</B></P> <P>The fit indices of the hypothesized model satisfied recommended levels; χ<SUP>2</SUP> = 397.58 (<I>p</I> < .001), normed χ<SUP>2</SUP> (χ<SUP>2</SUP>/df) = 1.82, RMR = .05, TLI = .93, CFI = .94, RMSEA = .05. A relationship-oriented organizational culture had a direct effect on workplace bullying (β = −.48, <I>p</I> < .001). Furthermore, workplace bullying had a direct effect on symptom experience (β = .36, <I>p</I> < .001), and this relationship was mediated by positive psychological capital (β = .15, <I>p</I> = .003). Workplace bullying also had an indirect effect on turnover intention (β = .20, <I>p</I> = .007). Finally, symptom experience had a direct effect on turnover intention (β = .31, <I>p</I> = .002).</P> <P><B>Conclusion</B></P> <P>These results suggest that workplace bullying among nurses may be prevented by constructing a relationship-oriented organizational culture, as long as employees have sufficient positive psychological capital. In this regard, workplace bullying among nurses should be addressed using a comprehensive strategy that considers both individual and organizational factors.</P>
Seonyoung Yun,강지연 한국간호과학회 2018 Asian Nursing Research Vol.12 No.1
Purpose: The purpose of this study was to build and test a model outlining the factors related to workplace bullying among nurses. The hypothesized model included authentic leadership and a relationship-oriented organizational culture as influencing factors, symptom experience and turnover intention as consequences, and positive psychological capital as a mediator of workplace bullying among nurses. Methods: We obtained structured questionnaire data from 301 nurses working at hospitals in South Korea. Based on these data, the developed model was verified via a structural equation modeling analysis using SPSS and AMOS program. Results: The fit indices of the hypothesized model satisfied recommended levels; c2 ¼ 397.58 (p < .001), normed c2 (c2/df) ¼ 1.82, RMR ¼ .05, TLI ¼ .93, CFI ¼ .94, RMSEA ¼ .05. A relationship-oriented organizational culture had a direct effect on workplace bullying (b ¼ .48, p < .001). Furthermore, workplace bullying had a direct effect on symptom experience (b ¼ .36, p < .001), and this relationship was mediated by positive psychological capital (b ¼ .15, p ¼ .003). Workplace bullying also had an indirect effect on turnover intention (b ¼ .20, p ¼ .007). Finally, symptom experience had a direct effect on turnover intention (b ¼ .31, p ¼ .002). Conclusion: These results suggest that workplace bullying among nurses may be prevented by constructing a relationship-oriented organizational culture, as long as employees have sufficient positive psychological capital. In this regard, workplace bullying among nurses should be addressed using a comprehensive strategy that considers both individual and organizational factors.
연구논문 : 슬랙스 동작 적합성 평가의 정량적 평가 기준 설정
김선영 ( Seonyoung Kim ),남윤자 ( Yun Ja Nam ) 한국의류산업학회 2016 한국의류산업학회지 Vol.18 No.1
This study presents quantitative evaluation standards for they mobility test, conducted in the process of a slacks fit test. This study quantified the subjects’ evaluation on the wearability of slacks to provide objective qualitative evaluation methods for existing mobility tests. The subjects were women of standard bodytype between the ages of 18 and 24 wearing slacks designed to test their mobility based on differences in ease in waist girth, hip girth, crotch length and knee length. A qualitative evaluation tested the wearability of slacks. Clothing pressure and gap area between the body and slacks were measured based on a quantitative evaluation. The clothing pressure and the gap area between the body and slacks (which reflect the results of the wearability test) were presented in this study as quantitative evaluation standards. Clothing pressure tended to increase as the ease of slacks decreased; however, clothing pressure standards, that induce discomfort, differed by body parts. The hip, crotch, and knee area were relatively less sensitive despite the waist and the abdominal area sensitivity to clothing pressure. This study suggests the minimum ease for the appropriate wearing comfort of slacks by region and motion as standards for the quantitative evaluation of mobility tests. These was reset in accordance to the limits of clothing pressure when the minimum ease was considered as wearable but exceeded the clothing pressure limits.
강지연(Kang, Jiyeon),윤선영(Yun, Seonyoung),김수정(Kim, Soo Jeong),안소라(An, So Ra),이명희(Lee, Myeong Hee),김신미(Kim, Shinmi) 대한근관절건강학회 2013 근관절건강학회지 Vol.20 No.3
Purpose: The purpose of this study was to investigate end-of-life care preferences of employees working in a university hospital. Methods: Of 650 eligible employees that were approached, 607 employees (386 nurses, 93 physicians, and 128 general staff) completed the Korean version of Preferences for Care Near the End of Life (PCEOL-K). Results: Among 5 dimensions of the PECOL-K, “Pain” was the most preferred care dimension and “Decision making by health care professional” was the least preferred care dimension. The item that received the highest mean score was “I want to let nature guide my dying and I do not want my life to be artificially prolonged in any way”, and the lowest item was “I want health care providers to make all decisions about my care“. As preferred care near the end of life, nurses gave lower scores to the life sustaining treatment and decision making by health care profession than physicians and general staff. Compared to physicians and nurses, general staff preferred the decision making by health care professional and by family. Conclusion: The results show that adequate pain relief is the most preferred care at the end of life among hospital employees and non-medical personnel preferred decision making by others.