This was written to introduce the case of establishment and implementation of the Disclosure procedure related to patient safety accidents at Hospital A. The process of establishing the Disclosure procedure of Hospital A consisted of a survey of professors in charge of Clinical Performance Improvement, the formation of consensus within the management, the establishment of procedures through discussion in the relevant departments and committees, and the enactment and implementation of regulations. In addition, in order to apply the regulations to the field, various education and public relations strategies for employees, as well as management procedures for cases of violation of the patient safety culture. And now, psychological support programs are being explored to protect the employees who are the second victims. Continuous efforts to improve “communication know-how” should be made by collecting data and analyzing cost effects. Therefore, legal support such as the Apology Act is also needed to activate and protect patient safety communication.

Nurses help patients not lose their humanity to the end in the asymmetrical relationship between medical personnel and patients. Because the nurse's frequent judgments at the clinical site are associated with human dignity, the nurse is required to judge and act ethically, and is responsible for making ethical decisions. Therefore, nurses are trained from nursing colleges to have ethical competence, and such training should be carried out continuously and systematically even after graduation. A Medical Center Nursing Department implements various forms of ethical education to improve the ethical capacity of clinical nurses. Education is divided into four types: lectures, e-learning, workshops and clinical ethics counseling. All education was organized around real-life cases to realize that nursing ethics were not far from the actual work site but the closest problem encountered, and the core theories and issues were repeatedly and continuously exposed so that they could permeate into the nurse's ethical decision-making process. Of course, there are still more tasks to be carried out in the future, such as expanding debate-oriented education, promoting clinical ethics counseling, setting up a forum for sharing opinions on ethical issues such as the Ethics Round, but we hope that it will serve as a foundation for the development of better nursing ethics education programs by sharing specific cases of nursing ethics education currently implemented at a tertiary Hospital.

Purpose: The purpose of this study is to explore the turnover experience of nurses who moved from a tertiary medical institution to a general hospital and to understand the meaning of the move for them. Methods: This is a phenomenological qualitative study using Colaizzi's (1978) method. Semi-structured, open-ended questions and in-depth interviews were conducted to 11 nurses within 3 years after turnover to a general hospital at a tertiary medical institution, between April, 2018 to September, 2018. Results: The four theme clusters and thirteen themes emerged. The core theme licited I was “the journey to find-balance and leave.” Four theme clusters were; “advance to a dream job”, including ‘expectation for my work’, ‘my confidence and family pride’, “unstable my dream job” including ‘stand alone in a desert’, ‘crushed by extra work’, ‘torn protection’, ‘invisible future’, “my job that I wish to keep” including ‘unconditional patience for growth’, “I can't be a loser” is desperate selfinspiration’, ‘leaning on comfort and support', and finally “my place I found again.” including ‘being prepared to be by my side’, ‘restoring work-life balance’, ‘revealed my existence’, and ‘unsatisfied with new work’. Conclusion: Participants choose of turnover for physical and psychological well-being, instead of the romance of the tertiary medical institution. This showed the characteristics of the millennial generation that values the comfort and relaxation in one's life prior to professional vision of nursing care as a nurse, and success. The result is meaningful as an understanding of effective job management for current-generation clinical nurses.