Work Performance Of Nurses Research Articles

Exploring the Impact of Self-Leadership on Work Motivation and Nursing Performance

Background: Self-leadership is a process that exists within a person to increase motivation and direct himself to behave in a way that is in accordance with what other people expect of him. Individuals who have self-leadership are able to build themselves up in achieving their goals and to provide the needed direction and/or support to ensure that their goals are aligned with the general goals of the group or organization. The purpose of this study was to determine the relationship between Self Leadership and work motivation and performance of nurses. Methods: The design of this study was an analytic descriptive study with a cross sectional approach with a population of 86 nurses and a sample of 71 nurses, using a simple random sampling technique. The instrument in this study used a questionnaire. The analysis in this study used the Spearman Rho correlation test (p <0.05). Results: The results of the study show that there is a very significant relationship between self- leadership and work motivation. The level of relationship is very high in the number of respondents 71 people with r correlation = 0.618 (r minimum 0.234). The statistical test shows that p = 0.000 so that p < α (0.05) which means that the hypothesis (H1) is accepted. And from the test results there is a very significant relationship between self-leadership and nurse performance. The level of relationship is very high in the number of respondents 71 people with r correlation = 0.620 (r minimum 0.234). The statistical test shows that p = 0.000 so that p < α (0.05) which means that the hypothesis (H1) is accepted. Conclusion: There is a Relationship between Self Leadership on Work Motivation and Nurse Performance at Muhammadiyah Gresik Hospital. Keywords: Self Leadership, Work Motivation, Performance

The effects of work readiness, organizational justice and professional identity on the work performance of new nurses: a cross-sectional survey

BackgroundWith the evolution of disease patterns and the continuous pursuit of persons for high-quality nursing services, new nurses are the reserve talents of the nursing team and shoulder a major mission. However, due to their low work performance and high turnover rate, this is not conducive to the stable development of nursing teams, and it is urgent to solve this problem. The purpose of this study was to explore the effect of work readiness on the work performance of new nurses, focusing on the mediating role of organizational justice and professional identity.MethodA cross-sectional design was employed. Using convenience sampling methods, 607 new nurses were surveyed in 5 hospitals in Henan Province, China, from January to February 2023. Data were collected using demographic characteristics questionnaire, the Work Performance Scale, the Work Readiness Scale for Graduate Nurses, the Organizational Justice Scale, and the Professional Identity Rating Scale for Nurses. AMOS 26.0 was used for model drawing and mediation path testing, and SPSS 25.0 was used for data analysis.ResultsThe mediation model shows a good fit (χ2 /df = 2.747, CFI = 0.987, GFI = 0.948, AGFI = 0.926, TLI = 0.984, IFI = 0.987, and RMSEA = 0.054). In this study, we found professional identity is a mediating variable between work readiness and the work performance of new nurses (β = 0.113, P<0.01), organizational justice is a mediating variable between work readiness and the work performance of new nurses (β = 0.269, P<0.01) and Organizational justice and professional identity play a chain mediating role in work readiness and work performance (β = 0.066, P<0.01).ConclusionsThe study highlights the importance of improving the work performance of new nurses. To improve work performance, managers should create a fair atmosphere, formulate transparent policies, improve the organizational justice of new nurses, and promote the professional identity and work readiness of new nurses by holding activities or conducting lectures. This will help stabilize the nursing team, improve the medical environment, stimulate the work enthusiasm of new nurses, and contribute to the development of the hospital.

Key Interventions to Target Work Related Stress among Nurses: Overview

Work related stress is the adverse reaction as a result of excessive work pressure. As new diseases such as Corona virus, Ebola, Lassa fever, Monkey pox, etc evolves each day, so technology and new skills to tackle such diseases are required. In addition to clinical nursing care, the need to learn and practice how to use modern equipment in patients’ care to combat such diseases imposes more stress on the nurses. The world population is also on the increase, hence the need for healthcare services is also increasing. Contrarily, there are (six) 6 million global nurses’ shortage presently. The recent Covid 19 pandemic is also putting on more stress on the nursing workforce forcing many nurses to leave their job as a result of work-related stress. The study aimed at investigating key interventions that will reduce work relate and enhances nurses work performance.

간호정보역량이 간호업무수행능력에 미치는 효과: 환자안전역량의 매개효과

간호정보역량이 간호업무수행능력에 미치는 효과: 환자안전역량의 매개효과

The Influence of Work Discipline and Work Environment on the Work Performance of Inpatient Nurses at Bhayangkara Hospital, Pontianak

This study aims to reveal the influence of work discipline and work environment on the work performance of inpatient nurses at Bhayangkara Hospital, Pontianak. The research design used was non-experimental and used cross-sectional analytics. Data analysis using Logistic Regression. Research data was obtained from valid and reliable research instruments. The population in this study were all inpatient nurses. The research sample was 46 inpatient nurses. Research Results: 1) regression analysis of the influence of work discipline on nurses' work performance, p-value &lt; 0.05, thus there is an influence of work discipline on work performance; 2) the Odds Ratio value is 4.582, meaning that nurses with high work discipline have a 4.582 times chance of having good work performance compared to nurses who have low work discipline; 3) the influence of the work environment on the work performance of nurses obtained p value &lt;0.05. Thus there is an influence of the work environment on the work performance of inpatient nurses; 4) the Odds Ratio value is 2.924, meaning that nurses with a good work environment have a 2.924 times chance of having good work performance compared to nurses who have a poor work environment; 5) The R-Square value is 0.722, meaning that the influence of work discipline and work environment on the work performance of inpatient nurses is 72.2%.

Thriving at work as a mediator of the relationship between psychological resilience and the work performance of clinical nurses

ObjectiveThis study aims to investigate the relationship between psychological resilience, thriving at work, and work performance among nurses, as well as analyse the mediating role of thriving at work in the relationship between psychological resilience and the work performance of nurses. The findings are intended to serve as a reference for nursing managers to design tailored work performance intervention programs.MethodUsing convenience sampling, 308 clinical nurses were selected from a tertiary hospital in Changsha City, Hunan Province, China, from February to April 2023. The Connor–Davidson Resilience Scale (CD-RISC), the Thriving at Work Scale, and the Work Performance Scale were employed for the questionnaire survey. Pearson correlation analysis was used to explore the relationship between psychological resilience, thriving at work and work performance. The SPSS 26.0 software’s ‘Process’ plugin was utilised for mediation effect analysis.ResultsSignificantly positive correlations were found between psychological resilience and thriving at work (r = 0.806, P < 0.01), thriving at work and work performance (r = 0.571, P < 0.01) as well as psychological resilience and work performance (r = 0.572, P < 0.01). Psychological resilience significantly predicted work performance positively (β = 0.558, t = 11.165, P < 0.01), and this prediction remained significant when thriving at work (the mediating variable), was introduced (β = 0.371, t = 4.772, P < 0.01). Psychological resilience significantly predicted thriving at work positively (β = 0.731, t = 20.779, P < 0.01), and thriving at work significantly predicted work performance positively (β = 0.256, t = 3.105, P < 0.05). The mediating effect size of thriving at work between psychological resilience and work performance was 33.49% (P < 0.05).ConclusionThriving at work plays a partial mediating role between psychological resilience and work performance. The level of work performance among clinical nurses was relatively high. Nursing managers can enhance thriving at work by fostering psychological resilience among clinical nurses, thereby further improving their work performance to ensure high-quality and efficient nursing care.

포스트코로나시대 간호사의 감염관리 피로도, 소진, 감염위험지각, 감염관리 조직문화인식이 간호업무수행에 미치는 영향

포스트코로나시대 간호사의 감염관리 피로도, 소진, 감염위험지각, 감염관리 조직문화인식이 간호업무수행에 미치는 영향

The association between team job crafting and work engagement among nurses: a prospective cohort study

BackgroundTeam-level job crafting has been put forward as a method to promote nurses' mental health. However, a longitudinal association is unclear. Therefore, the objective of this study was to investigate the association between team job crafting at baseline and work engagement, work performance, psychological distress, and intention to leave at three-month and six-month follow-ups among Japanese hospital nurses. Also, whether an increase in the team job crafting during 3 or 6 months was associated with an increase in the work engagement during 3 or 6 months of individual nurses was examined.MethodsA multilevel prospective cohort study was conducted. Data were collected from nurses of five hospitals in Japan at baseline (T1) and follow-ups at 3-months (T2) and 6-months (T3). A total of 2,478 nurses were included. The team job crafting scale for nurses and its three subscales were measured for the independent variables. Ward-means were used as ward-level variables. The dependent variables were work engagement, work performance, psychological distress, and intention to leave. Hierarchical Linear Modeling (HLM) was used to examine the multilevel association. The study protocol was registered at the UMIN Clinical Trials Registry (ID = UMIN000047810) (May 22, 2022).ResultsA total of 460 nurses completed the T1 survey (response rate = 18.6%), and data from 391 nurses nested in 30 wards were included in the analyses. The intraclass correlation coefficients (ICCs) at T1 were 0.02 for work engagement and 0.07 for team job crafting. The HLM revealed that ward-level team job crafting at T1 was not significantly associated with work engagement, work performance, psychological distress, and intention to leave at T2 or T3. The ward-level change (T3-T1) of “crafting for the task considering the team’s growth” (subscale for team job crafting) was significantly and positively associated with the change (T3-T1) in work engagement.ConclusionsWard-level team job crafting at baseline did not predict nurses' work engagement, work performance, psychological distress, or intention to leave at a three-month or six-month follow-up. The impact of ward-level team job crafting may attenuate over several months.

Stress as a Mediator of Authentic Happiness and Heroic Leadership on the Work Achievement of Nurses at Occupational Health Nursing

This study aims to identify and analyze stress as a mediator of authentic happiness and heroic leadership on work performance of nurses at the Occupational Health Nurses Association during the Covid-19 pandemic. This study uses a quantitative approach with Structural Equation Modeling (SEM) Techniques - SmartPLS. The subjects in the study were occupational health nurses who were members of the Occupational Health Assistence Associations (ONI-OHN) with a total of 101 members. The sampling technique used in this study is a purposive sampling technique with non-probability sampling. The results of this study show the important influence of authentic happiness and heroic leadership as an effort to increase work performance with stress as a mediator, and the application of organizational and work psychology implications related to authentic happiness and heroic leadership as an effort to increase work performance with stress as a mediator

Impact of Policies and Supervision on Health Worker Satisfaction at Bahteramas Hospital

Providing quality services is inseparable from human resources that produce good performance and achievement. One of the factors related to the performance or work performance of nurses is the low satisfaction of a person with their job. Currently, it is known that the main problem that often arises in human resource management is how to find the best way to achieve employee job satisfaction. Employee complaints about supervision that is very rarely carried out. This makes employees feel that their work is not supervised. This study aims to study the relationship between organizational policies and supervision with the satisfaction of health workers in the BLUD inpatient room of Bahteramas Hospital. This research is a quantitative study with a cross-sectional study approach, and research was conducted on February 2023 in the inpatient room of Bahteramas Hospital. The population in this study were all health workers who worked in the BLUD inpatient room of Bahteramas Hospital, totaling 213 people with a sample of 139 respondents. Data analysis was carried out computerized using the SPSS version 25.0 program, to analyze the relationship between the independent and dependent variables together, the Logistic Regression test was used. Results of the analysis show that all variables that have a probability value (p-value) &lt;0.05 include organizational policies (p=0.141), and supervision (p=0.032). These results indicate that the supervision variable has a significant relationship. Meanwhile, the organizational policy variable does not have a significant relationship with the satisfaction of health workers in the BLUD Inpatient Room of Bahteramas Hospital. There is a moderate relationship between organizational policies and supervision with the satisfaction of health workers in the BLUD Inpatient Room of Bahteramas Hospital.

Impact of Stress on The Work Performance of COVID-19 Isolation Room Nurses at Hospitals in Timor

The incidence of Corona Virus Disease (COVID-19) in East Nusa Tenggara has increased tremendously since April 2020. This has caused nurses to experience anxiety and stress due to fears of a shortage of special COVID-19 inpatient rooms. This study aimed to analyze the correlation between stress and the work performance of the COVID-19 isolation room nurses in mainland Timor. This cross-sectional study involved 278 nurses who worked in the COVID-19 isolation rooms of three hospitals on Timor Island. The Depression Anxiety Stress Scales (DASS-42) and the Nurse Work Performance Sheet were applied to obtain the data. The results demonstrated that 64 respondents exhibited severe stress which 53 showed poor performance and 11 displayed adequate performance. There was a relationship between work stress and the work performance of the COVID-19 isolation room nurses (p-value = 0.001). This study did not measure other variables that are most likely correlated with work performance, but the result indicates the need for treatments for the nurses who work in such rooms to prevent worse conditions.Abstrak Dampak Stres terhadap Performa Kerja Perawat di Ruang Isolasi COVID-19 di Rumah Sakit di Timor. Kejadian Corona Virus Disease (COVID-19) di Nusa Tenggara Timur telah meningkat pesat sejak April 2020. Hal ini menyebabkan perawat mengalami kecemasan dan stres akibat kekhawatiran akan kekurangan ruang rawat inap khusus COVID-19. Penelitian ini bertujuan untuk menganalisis hubungan antara stres dan performa kerja perawat ruang isolasi COVID-19 di daratan Timor. Penelitian cross-sectional ini melibatkan 278 perawat yang bekerja di ruang isolasi COVID-19 pada tiga rumah sakit yang berada di Pulau Timor. Skala Depression Anxiety Stress Scales (DASS-42) dan Lembar Performa Kerja Perawat digunakan untuk memperoleh data. Hasil penelitian menunjukkan bahwa 64 responden mengalami stres berat. Sebanyak 53 responden menunjukkan performa kerja yang buruk dan 11 responden menunjukkan performa kerja yang memadai. Terdapat hubungan antara stres kerja dengan performa kerja perawat ruang isolasi COVID-19 (p-value = 0.001). Penelitian ini tidak mengukur variabel lain yang kemungkinan besar berkorelasi dengan performa kerja, tetapi hasil penelitian ini mengindikasikan perlunya penanganan bagi perawat yang bekerja di ruang isolasi untuk mencegah kondisi yang lebih buruk terjadi. Kata Kunci: COVID-19, performa kerja, stress

Shift Changes' Effects on Sleep Quality and Work Performance among Nurses Working in Bahrain's Intensive Care Units

Objective: To determine the difference in the sleep quality and work performance of nurses between one shift duty, two shifts duty, and three shifts duty in intensive care units at a government hospital in the Kingdom of Bahrain. Methods: This cross-sectional study was conducted at a government hospital of Bahrain from February to April 2021. A total of 200 nurses worked for at least one year in an intensive care units were eligible for the study. A questionnaire was administered online to collect data. The Pittsburgh Sleep Quality Index (PSQI) was used to measure sleep quality while Nurse Work Function Questionnaire (NWFQ) was used to measure work performance.Results: There were 145 (72.5%) females and 55 (27.5%) males with a mean age of 38.2 ± 8.2 years. Most of the nurses were staff nurses 188 (94%), and shift workers 178 (89%). The mean PSQI of nurses who work only one shift reported normal sleep quality of 1.3 ± 1.0 where those who work two shifts had poorer sleep quality measured 9.2 ± 0.8 and nurses who work three shifts had reported even worse sleep quality with a statistically significant difference 15.6 ± 1.8 (p-value &lt;0.0001). Moreover, the more variety of shifts the critical care nurses work, the more impaired their performance was (p-value &lt;0.001). Conclusion: The more shift work schedules the nurse works, the worse is the reported sleep quality and work performance.

Kepribadian dan Performa Kerja pada Perawat di Tempat Kerja

This study aims to describe the relationship between the personality and work performance of nurses in the workplace. The method used is a scoping review with a descriptive approach using three databases, namely CINAHL, Google Scholar, and PubMed. The results showed that four articles discussed the relationship between personality and work performance in nurses. Nurses who know their character can improve optimal work performance. In addition, a job-appropriate nature helps nurses deal with work stress. So that nurses use adaptive coping and have high resilience in dealing with stressors that arise in the workplace. In conclusion, this shows the importance of nurses knowing their personalities to improve work performance in the workplace. Good workplace management can also form an upbeat disposition in achieving goals at work.&#x0D; Keywords: Personality, Nurse, Work performance, Workplace

임상간호사가 지각한 윤리적리더십과 윤리적민감성, 윤리적풍토, 간호업무수행에 관한 구조모형

Objectives This study, to construct a model that can predict the ethical climate and nursing performance of clinical nurses, this study establishes a hypothetical model to explain the ethical climate and nursing performance of clinical nurses based on previous studies on ethical leadership and ethical sensitivity. The purpose of this study is to verify the fit of the model and the structural model that tests the hypotheses presented in the model through the collected data. Methods The subjects of the study were three general hospitals with 250 beds or more located in S and Y cities, and filled out a structured questionnaire for 239 clinical nurses as the population as a convenience sample, from September 1 to September 30, 2022. data were collected until For statistical analysis, SPSS 25.0 and AMOS 25.0 programs were used, and structural equation model analysis (SEM) was used. Results There was a statistically significant difference in the ethical climate according to the general characteristics of the study subjects, such as work department, position, and place of nursing ethics education (F=3.307, p&lt;.05). As for the working department, internal medicine ward and other were higher than intensive care unit (F=2.298, p&lt;.05), and the position of other was higher than that of head nurse and chief nurse (F=2.725, p&lt;.05). However, in the places where nursing ethics education was received, the maintenance education was higher than the practical education in the hospital. Ethical climate showed a statistically significant positive (+) correlation with ethical leadership (r=.642, p&lt;.001), and ethical climate showed a statistically significant positive (+) correlation with ethical sensitivity. showed (r=.677, p&lt;.001). Nursing performance showed a statistically significant positive (+) correlation with ethical leadership (r=.510, p&lt;.001), and nursing performance had a statistically significant positive (+) correlation with ethical sensitivity. (r=.667, p&lt;.001), and ethical sensitivity showed a statistically significant positive (+) correlation with ethical leadership (r=.522, p&lt;.001). Conclusions Efficient organizational management and ethical leadership are needed to improve clinical nurses' ethical sensitivity and improve ethical climate and nursing work performance, and various nursing intervention programs are needed to adapt to the organization.

Impact of Job Rotation Stress on Nursing Work Performance among Clinical Nurses: Mediating Effects of Job Embeddedness and Moderated Mediating Effects of Resilience

Impact of Job Rotation Stress on Nursing Work Performance among Clinical Nurses: Mediating Effects of Job Embeddedness and Moderated Mediating Effects of Resilience

Assessment of night-shift effects on nurses’ health and work performance at South Gondar zone public hospitals, 2022

IntroductionNurses in hospitals across the world work shift to provide patient care 24 h a day. Shift work, which for nurses often includes working overnight, disrupts natural processes. The night shift work can have serious negative physical and psychological effects on nurses’ health and work performance. It has been shown that night shift work has been associated with sleep disturbances, altered physical and mental health, complicated interpersonal relationships, and a decrease in the quality of nursing care. AimThis study aims to assess night-shift effects on nurses' health and work performance at South Gondar Zone Public Hospitals, in 2022. MethodA cross-sectional study design was conducted at four hospitals, which are Debre Tabor Comprehensive Specialized Hospital, Addis Zemen Primary Hospital, Mekane Eyesus Primary Hospital, and Nifas Meucha Primary Hospital. A structured self-administered questionnaire was used to collect the data from 1st December 2021 to 1st February 2022. Data were entered into Epi data version 4.2 and then exported to SPSS version 24 for analysis. Data were summarized by using percentages and frequencies and the association between demographic factors and feelings of nurses about night shift work was assessed by using a bivariate and multivariable logistic regression model. ResultThe findings of the study revealed the majority of nurses (68 %) disliked night shift work. Night shift exposed nurses to different health problems such as loss of sleep (27.9 %), muscular strain (24.6 %), persistent tiredness (16.4 %), and backache (12.3 %,). Night shift work also affects the work performance of nurses by increasing workload 96(39.3 %), tiredness 74 (30.3 %), and by lowering concentration 38(15.6 %). Gender (AOR = 1.94; 95 % CI: 1.06–3.57), educational status (AOR = 2.36; 95 % CI: 1.21–4.60), and marital status (AOR = 2.08; 95 % CI: 1.09–3.98) were significantly associated with the feeling of nurses about night shift work. ConclusionIn this study the majority of nurses disliked night shift work. Nurses suffered from different health problems including physical and psychological problems. Night shift work also affects the work performance of nurses by increasing workload and tiredness as well as by lowering the concentration of nurses.

Work Performance of Nurses Working in Covid-19 Dedicated Tertiary Public Hospitals, Bangladesh

Work performance of nurses refers to the set of nursing activities or behaviors that are performed by nurses and directed toward the recovery and well-being of the patients assigned to their care. During the COVID-19 pandemic, nurses perform a pivotal role in managing COVID-19 patients in hospitals. The study aimed to assess the level of work performance of nurses working in COVID-19-dedicated tertiary public hospitals. A descriptive type of cross-sectional study was conducted from January to December, 2021 within 223 nurses. The sample was selected based on a non-probability purposive sampling technique. The data was collected by using a self-administered structured questionnaire (6DSNP and self-administered variables) from two COVID-19 dedicated tertiary public hospitals (Kuwait Bangladesh Friendship Government Hospital and Sheikh Russel Gastroliver Institute &amp; Hospital). The study findings mentioned that 68.2% of respondents were between the age of 21-30 years and the mean age was 28.6 years and SD= 4.66. In the educational level, 67.3% of respondents had a diploma degree, 62.8% of respondents had more than 7 years of working experience, 67.3% of respondents dislike the night shift &amp; 68% mentioned short manpower is the cause of disliking that shift, their average work performance on the planning of direct patient-centered work was 3.52 ±.773, critical care of direct patient-centered work was 3.79 ±.382, teaching/collaboration of direct patient-centered work was 3.33±.712, communication of direct patient-centered work was 3.68±.532, and the additional variable of direct patient work was 3.77±.465. In addition to their average performance in the leadership of non-patient-centered work was 3.49±.688, professional development of non patient-centered work was 3.35±.693, and also their performance on indirect patient work was 3.53 ±.703. The average work performance of the respondents was 3.55 ±.618 which mentioned their performance was good. Quality of nursing care should be improved by enhancing nurses' competency, which can influence the growth of faith in people's minds to treat their health inside the country as well as reduce the trend to move abroad for better treatment.

Work Performance of Nurses Working in Covid-19 Dedicated Tertiary Public Hospitals, Bangladesh

Work performance of nurses refers to the set of nursing activities or behaviors that are performed by nurses and directed toward the recovery and well-being of the patients assigned to their care. During the COVID-19 pandemic, nurses perform a pivotal role in managing COVID-19 patients in hospitals. The study aimed to assess the level of work performance of nurses working in COVID-19-dedicated tertiary public hospitals. A descriptive type of cross-sectional study was conducted from January to December, 2021 within 223 nurses. The sample was selected based on a non-probability purposive sampling technique. The data was collected by using a self-administered structured questionnaire (6DSNP and self-administered variables) from two COVID-19 dedicated tertiary public hospitals (Kuwait Bangladesh Friendship Government Hospital and Sheikh Russel Gastroliver Institute &amp; Hospital). The study findings mentioned that 68.2% of respondents were between the age of 21-30 years and the mean age was 28.6 years and SD= 4.66. In the educational level, 67.3% of respondents had a diploma degree, 62.8% of respondents had more than 7 years of working experience, 67.3% of respondents dislike the night shift &amp; 68% mentioned short manpower is the cause of disliking that shift, their average work performance on the planning of direct patient-centered work was 3.52 ±.773, critical care of direct patient-centered work was 3.79 ±.382, teaching/collaboration of direct patient-centered work was 3.33±.712, communication of direct patient-centered work was 3.68±.532, and the additional variable of direct patient work was 3.77±.465. In addition to their average performance in the leadership of non-patient-centered work was 3.49±.688, professional development of non patient-centered work was 3.35±.693, and also their performance on indirect patient work was 3.53 ±.703. The average work performance of the respondents was 3.55 ±.618 which mentioned their performance was good. Quality of nursing care should be improved by enhancing nurses' competency, which can influence the growth of faith in people's minds to treat their health inside the country as well as reduce the trend to move abroad for better treatment.

Validity and reliability of the Japanese version of the Nursing Performance Instrument.

Work performance of nurses is a critical aspect that concerns the safety of both nurses and patients, but also secondarily influences nurses' turnover due to serious fatigue and burnout. Monitoring nursing performance as well as fatigue is important for appropriate safety management of patients and nurses, and the development of a monitoring tool is essential. The Nursing Performance Instrument (NPI) can provide comprehensive and brief monitoring of nursing performance. This study aimed to verify the validity and reliability of a Japanese version of the NPI (NPI-J). A cross-sectional study was conducted on nurses who work in inpatient care across five Japanese hospitals. We considered appropriate factor numbers with parallel analysis and the Velicer's minimum average partial test. The construct validity was evaluated using exploratory factor analysis, confirmatory factor analysis (CFA), and Pearson's correlation analysis. Cronbach's alpha was calculated for the internal consistency. A three-factor model eventually showed acceptable fit indices in the CFA. Moreover, the correlation results among the three factors indicated discriminant validity comparable to the original NPI. The correlation results with acute fatigue, chronic fatigue, and burnout verified convergent validity. Internal consistency was insufficient. The NPI-J demonstrated acceptable construct validity. This instrument can assess nurses' perceptions of their performance by measuring each item. Future work on the reliability of the sub-concepts will require additional items or reliability testing based on generalizability theory and item response theory.

임상간호사의 역할갈등과 조직효과성, 간호업무수행에 관한 연구

Objectives The purpose of this study is to investigate the correlation between role conflict, organizational effectiveness, and differences in nursing job performance and variables according to the general characteristics of clinical nurses. Methods A structured questionnaire was distributed to 520 clinical nurses working at 3 secondary medical institutions with 250 beds or more and 1 tertiary medical institution in U city, and 477 copies of data were used for the final analysis. For data analysis, the SPSS 22.0 program was used for descriptive statistics, independent sample t-test, one-way ANOVA, Scheffe post-test, Person's correlation analysis, and reliability of the tool. Results In the difference in role conflict according to general characteristics, it was found that there was a statistically significant difference according to the current departmental experience and position. 3.340, p&lt;.05), there was no difference between groups in role conflict. In terms of organizational effectiveness, it can be seen that there is a high level of organizational effectiveness with more than 40 years of experience, more than 15 years of total experience, full-time employees, and more than a head nurse, suggesting the importance of role management according to working conditions, careers, and positions. In nursing job performance, the difference in nursing job level improvement according to work type was found to be statistically significant (t=2.085, p&lt;.05), and the improvement of nursing job level was higher than that of having no job change experience. According to educational background, the differences in nursing job performance ability, nursing job performance attitude, nursing job level improvement, nursing support function, and nursing process application were found to be statistically significant. Organizational effectiveness showed a significant negative (-) correlation result with role conflict, and nursing job performance did not show a significant correlation with role conflict, and it was significant with role isolation and role ambiguity, which are sub-factors of role conflict. A negative (-) correlation result was done. Conclusions Effective organizational management and leadership are needed to reduce role conflict of clinical nurses and improve organizational effectiveness and nursing work performance, and it is considered that various nursing intervention programs need to be developed so that they can adapt to the organization.