Purpose: This study aimed to explore the experiences, essence, and structure of charge nurses operating in rotational appointment systems in tertiary hospitals. Methods: This qualitative study adopted a phenomenological approach. The participants were 11 charge nurses with rotational role experience working in tertiary hospitals in a metropolitan area. Data were collected through individual in-depth interviews lasting an average of 40~60 minutes and, conducted between July 8 and August 30, 2024. Colaizzi's phenomenological method was used for data analysis, which led to the identification of 35 themes, 14 theme clusters, and five categories. Results: The study revealed five categories: (1) ‘Taking the first step as a charge nurse,’ (2) ‘Enduring the weight of being a charge nurse,’ (3) ‘Creating my own charge nurse role,’ (4) ‘Mixed emotions returning after completing the rotation,’ and (5) ‘Ready to take the leap to the next level.’ The findings indicated that charge nurses experienced significant personal and professional growth while performing their roles. They demonstrated leadership, coordinated tasks and personnel, supported staff development, resolved issues, and facilitated communication. This role had a positive impact on both individual professional development and organizational efficiency. Despite initial feelings of anxiety and fear, charge nurses embraced challenges and contributed to improvements in organizational culture and patient safety while setting new goals for continuous growth even after completing their roles. Even in the post-term, they continued to expand their perspectives as nursing managers, increased their influence, and set new goals while pursuing ongoing growth and development. Conclusion: This study provides an in-depth understanding of the experiences of charge nurses in rotational systems in tertiary hospitals. Given the crucial role of charge nurses in the nursing leadership pipeline, it is essential to establish comprehensive hospital-wide programs to nurture leadership skills among front-line nursing managers and create supportive policies that fully enable their engagement.

Purpose: This study aimed to explore and describe the experiences of helper nurses deployed in COVID-19 dedicated wards, seeking a deeper understanding of the significance inherent in their experiences. Methods: Sixteen nurses with over one month of experience working as helper nurses in dedicated COVID-19 wards were selected as participants. Individual interviews were conducted between July and August 2023 using a semistructured questionnaire. Data were analyzed using the methods described by Elo and Kyngäs (2007). Results: The analysis revealed two categories comprising six themes derived from helper nurses’ experiences. These categories include “Confronting Professional Challenges” and “Growing as a More Professional Nurse”. Conclusion: Further studies are necessary to explore helper nurses’ experiences of infectious disease disaster situations. Nurses experience role conflicts, knowledge gaps, and burnout. Therefore, developing protocols for tasks and education is essential in highly uncertain situations and when new responsibilities arise. Establishing systematic support systems for stress reduction and enhancing social support among nurses is crucial. Therefore, additional research is required to understand the growth and impact of helper nurses.

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.