Nursing ethics, which is an ethical norm of nursing practice, is basic to the professionalism of nurses, and ethical education is important in building the professional virtues. The study aimed to identify the needs of nursing ethics education targeting a group of nursing professionals in South Korea. This study adopted descriptive survey design via online survey. The questionnaire items consisted of the experience of ethical issues and the needs related to the subject of ethics education in nursing. 53 questionnaires were finally analyzed by descriptive statistics and correlation coefficients. The results showed that 40 of the study participants had more than 5 years of total clinical experience(69.8%). 48 of them previously participated in nursing ethics education(90.6%). The most frequently experienced ethical issues were ‘conflicts between colleagues’, ‘protecting of patient rights’ and ‘informed consent’. In relation to nursing ethics education, ‘ethical decision making and moral distress’, ‘shared decision making’ and ‘end-of-life care’ showed high needs for education. Overall, the higher the level of experience on ethical issues, the more educational needs for nursing ethics education(r=.360, p<.01). In addition, satisfaction with previous nursing ethics education was statistically significant positive correlation with the needs for the overall nursing ethics education topic(p.<01). In conclusion, the high level of experience on ethical issues shows the demands for continuity of ethical education and systematic improvement to improve the working environment of clinical nurses, and to meet the needs of nursing ethics education, a venue for discussion and education using case-based method should be provided.

In hospitals, numerous deaths are reported. Healthcare providers who witness death feel a sense of loss and sadness, and experience a cumulative sense of loss as another loss overlaps before recovery after one person's death. Due to these cumulative feelings of loss, health care personnel experience despair, anxiety, helplessness, exhaustion, guilt, depression, and discontent with their jobs, which can result in job turnover and resignation. Various attempts are being made at the organizational level as a way to alleviate the feeling of loss after end-of-life care by healthcare providers, but the reality is that it is very difficult to provide systematic support within the organization. Therefore, the emotion coaching program for healthcare providers who experience loss and mourning, which started in 2017 at a tertiary general hospital, is a program designed and operated at the organizational level to share and talk about the various emotions experienced after the death of the patient

Research ethics is a desirable way of conducting responsible research, which means maintaining the integrity and complying with ethical norms in a particular field of research. Research integrity means keeping the values and standards required by researchers in the research process. Despite educational institutions' efforts to improve research ethics, the judgment of research cheating is on the rise. In addition, there were unclear regulations related to self-plagiarism, duplicate publication, and the scope of research ethics. If you are a researcher of human research, planning and conducting ethical research is the first step for research integrity. Researchers need to understand protecting research subjects conducting research, and educational institutions should review and improve the current curriculum to provide research ethics education more effectively. Before strengthening legal sanctions on research cheating centered on results, the government should seek solutions through fundamental cause analysis to prevent researchers from committing research cheating. Given the current status of research ethics educational institutions and the progress of policies so far, we hope that if everyone tries at the individual, educational institution, and government levels, we will move in a more positive direction.

With a focus on the aspect of recruitment within “nurse manpower management,” this study examined the status and characteristics of employment of new graduate nurses in tertiary hospitals of Korea. It also explored the recruitment process and characteristics of new graduate nurses in foreign countries by referring to case studies. The new graduate nurse recruitment was carried out as an open hiring as a consequence of an analysis of recruitment announcements at 45 tertiary hospitals in Korea. The recruitment process began with document screening, followed by competency test, interviews, and physical examination. Around 80% of the institutions surveyed started document screening between June and August, and the timing of joining the hospital was determined by grades and hospital conditions. In other countries, new graduate nurses were hired by each ward throughout the year, and various forms of employment were used. In some countries, preceptorship programs or pre-hospital field trip programs were running. In Korea, recruitment of new graduate nurses is carried out by hospitals instead of wards. Therefore, it is essential to plan and implement a manpower allocation strategy to represent the desired department of the nurse as much as possible when assigning new graduate nurses. In addition, it is necessary to establish flexible employment options and working environment to encourage long-term service. Instead of manpower management policies focused on increasing the supply of nurses, it is necessary to come up with measures to address the actual causes of turnover, such as wage gaps, organizational culture, and improvement of working environment.

This study is a descriptive research study attempted to identify factors influencing depression of new nurses, focusing on job stress, self-efficacy, resilience, and social support factors of new nurses. The subjects of this study were 174 new nurses with less than one year of nursing experience, who worked at five university hospitals in the metropolitan area. A self-report questionnaire was used for the data collection of this study. The collected data were subjected to stepwise multiple regression to analyze the factors affecting depression using the SAS 9.4 program. As a result of the study, the average score of depression of the subjects was 13.01 out of 80, Factors influencing the subject's depression were identified including job stress(p<.001), self-efficacy(p=.044), resilience(p=.013), social support(p=.012), work department(p=.021), and work type(p=.001). It was found that the higher the job stress of the subject, the higher the degree of depression, while the higher the self-efficacy, resilience, and social support of the subject, the lower the degree of depression. In this study, it was confirmed that job stress, self-efficacy, resilience, and social support were factors influencing the depression of new nurses. In order to prevent depression of new nurses and actively manage with depression, it is suggested that arbitration programs for new nurses will be needed to reduce job stress of new nurses, strengthen self-efficacy, resilience and social support. It is also thought that strategies supporting for new nurses at the organizational level, such as the establishment of various social support systems, are needed