Purpose This study aimed to develop and evaluate a simulation-based autotransfusion device training program to enhance the clinical performance, performance confidence, and educational satisfaction of post-anesthesia care unit (PACU) nurses. Methods: A single-group pretestposttest study was conducted with 30 PACU nurses. The program, based on the ADDIE model, included orientation, simulation training, and debriefing. Data were collected using validated tools before and after the program and analyzed using the Wilcoxon signed-rank test. Results: Clinical performance improved from a median of 30.00 to 43.00 (Z =−4.78, p < .001). Performance confidence increased from 31.00 to 47.50 (Z =−4.71, p < .001), while educational satisfaction rose from 26.00 to 40.00 (Z =−4.73, p < .001). Conclusions: The simulation-based program effectively enhanced the clinical performance, performance confidence, and education satisfaction of PACU nurses. These findings underscore the value of simulation-based training for enhancing nurses’ competence in using complex, high-risk medical devices.

Purpose: This study examined the effects of clinical nurses' communication skills, critical reflection, and professional self-efficacy on medication safety competency. Methods: The participants were 150 clinical nurses with at least 12 months of experience in a tertiary hospital. Validated scales for assessed communication skills, critical reflection, professional self-efficacy, and medication safety competency. Data were analyzed using SPSS 29.0 with descriptive statistics, t-tests, ANOVA, correlation, and regression analyses. Results: The mean medication safety competency score was 4.24 ± 0.49, with the highest subscale scores observed in crisis management, patient-centered medication management, and problem-solving. Nurses aged 36 years and older and with over 6 years of experience demonstrated significantly higher medication safety competency. Medication safety competency showed positive correlations with communication skills (r = .68, p <. 001), critical reflection (r = .70, p < .001), and professional self-efficacy (r = .61, p <. 001). Regression analysis revealed these factors as significant predictors, collectively accounting for 57.5% of the variance. Conclusion: Communication skills, critical reflection, and self-efficacy significant determinants of nurses’ medication safety competency. Educational programs targeting theses domains are essential to improve medication safety. Further research is needed to assess and refine such interventions, thereby supporting continuous professional development and improved patient outcomes.

Purpose: This study aimed to develop and evaluate a simulation-based nursing education program for respiratory emergencies in critically ill, extremely low birth weight infants (ELBWIs). Methods: A single-arm quasi-experimental study was conducted with 32 neonatal intensive care unit (NICU) nurses. The program was developed systematically using the ADDIE model, incorporating needs assessment, real-case scenario development, and pilot testing. Data were collected before and after the intervention and were analyzed using paired and independent t-tests, as well as a one-way analysis of variance (ANOVA) with Scheffé post-hoc tests. Results: The results showed statistically significant improvements in participants’ problemsolving ability (t = -3.49, p = .001), clinical performance confidence (t = -4.64, p < .001), and overall clinical performance competency (t = -13.79, p < .001) following the training. The clinical relevance and feasibility of the program were supported by pilot testing and positive evaluations of the practicality and educational usefulness of the simulation scenarios. Conclusion: These findings suggest that the simulation-based program was effective in enhancing NICU nurses’ clinical competence in managing respiratory emergencies in ELBWIs and can be used as a practical alternative to traditional on-the-job training.

Purpose: This study was aimed to explore and analyze the experiences of nurses regarding department transfers following the sudden closure of a ward due to the collective resignation of residents. Methods: Data were collected from November 1 to 29, 2024, and a qualitative content analysis was employed. The participants were 11 nurses who were transferred to different departments following a ward’s sudden closure owing to the residents’ collective resignation. Results: A total of six themes and 24 sub-themes were identified. the first theme is ‘After the resident left, the ward was closed’. The second theme is ‘Various job placements were assigned after the ward’s unfortunate closure’. The third theme is ‘Difficulty adjusting to the new environment and leaning to adapt’. The fourth theme is ‘Changes in the nurse-physician relationships’, and the subtheme is ‘Surprised by doctors seeking nurses' opinions due to the absence of residents. The fifth theme is ‘Become an expert at adapting’. The sixth theme is ‘Worries about the future and a faint glimmer of hope’. Conclusion: This study highlights the challenges nurses encountered in adjusting to new departments following the unprecedented mass resignation of residents and the ensuing ward closure. Nurses initially faced difficulties, feeling expendable in the new environment. However, through the support and collaboration of their colleagues, they demonstrated resilience and adapted effectively. The study also noted that, despite the absence of residents, direct communication between medical staff and patients continued to function smoothly, facilitating their involvement in treatment planning alongside specialists and professors. Although departmental transfers can lead to increased job stress for nurses, successful adaptation during these transitions fosters professional growth by enhancing their knowledge, skills, and influence. Furthermore, knowledge sharing among nursing staff contributes to the overall development of the organization. To promote both personal growth and organizational advancement, nursing managers must actively listen to nurses’ perspectives about departmental transfers and provide compassionate support to assist in their adaptation. Creating an organizational culture that recognizes and values the contributions of colleagues who have undergone transfers is essential. By establishing a systematic approach that facilitates successful adaptation and fostering a positive, accepting nursing culture, departmental transfers can be transformed into an effective strategy for enhancing the professionalism and capabilities of nursing staff.

Purpose: This study explored emergency nurses’ perception of and experiences with infection control in the emergency department (ED). Methods: This qualitative study employed focus group interviews and conventional content analysis. The participants were 19 nurses working in the ED of three general hospitals in the metropolitan area, and the data collection period was from July 1, 2024, to August 30, 2024. Four focus group interviews were conducted with each group consisting of 4~5 participants. Interviews were conducted for approximately 80 minutes per group. The interviews were audio-recorded and transcribed verbatim immediately afterward. Data were analyzed using conventional content analysis. Results: A total of 167 meaningful statements were extracted from the interviews. Five main themes and 15 subthemes were identified through interview analysis. 1) Limited information with “Limited information at the entrance of the ED” and “Challenges in sharing information”; 2) The gap between guidelines and reality with “Difficulty in adhering to guidelines due to a shortage of isolation rooms”, “Underestimating protective isolation”, “Skepticism due to practical limitations” and, “The need for infection control guidelines to fit ED circumstances”; 3) Application of guidelines that deviated from the principles with “Different nursing practice based on visual judgment”, “Guidelines that were overlooked in emergency situations” and, “Justifying the avoidance of tedious work by claiming to help prevent infection”; 4) Insensitivity to infection with “Performing only pretended infection control”, “Overlooking the importance of protective equipment”, and “Being became insensitive to infection”; and 5) The need to strengthen the organizational culture of infection control with “Interpreting the same guideline differently by individuals”, “The need for support from senior nurses to comply with the guidelines”, and “The need for practical training that reflects the reality of the ED”. Conclusion: ED nurses faced challenges in complying with infection control guidelines in the ED. These challenges were attributed to a combination of physical, structural, and personal factors. A unique feature of this study is its emphasis on the organizational culture of infection control. To improve compliance with infection control guidelines among emergency nurses, it is imperative to improve their physical and structural environment and provide regular practical training. This approach aims to foster an organizational culture that places a strong emphasis on infection control.

Purpose: The purpose of this study was to investigate the level of cultural competence of hospital nurses and identify factors influencing cultural competence based on general and cultural characteristics. Methods: This study used a cross-sectional descriptive design and 167 nurses who had been caring for foreign patients for past 1 year. Cultural competence, which is composed of four sub-dimensions (values related to cultural perception, cultural knowledge, cultural sensitivity, and cultural skills), personal and cultural characteristics were measured. Results: The participants were all women, with the mean age of 31.81±6.88 years, and clinical career was 8.76±6.81 years. Cultural competence score was 5.28±0.63 out of 7. Having a foreign friends, position, participation in foreign language classes, and working place had significant influence on hospital nurses’ cultural competence. The explained variance for cultural competence was 21.8%. Conclusion: The findings of this study indicate that nurses provide care by understanding patients with diverse cultural backgrounds and their health-related needs. To enhance the cultural competence of hospital nurses, systematic practical education and active organizational support based on standardized guidelines for caring for foreign patients are necessary.

Purpose: This study aimed to examine the impact of resilience and learning agility on organizational commitment among nurses who experienced job rotation. Methods: This descriptive correlational study was conducted with a convenience sample of 180 nurses who experienced job rotation within one year at a university hospital in C city. Data were collected from July to August 2022. A total of 176 valid responses were analyzed using scales measuring organizational commitment, resilience, and learning agility. Data analysis included descriptive statistics, Pearson's correlation coefficients, and multiple regression using the SPSS 27.0 program. Results: The results demonstrated that resilience emerged as the most significant predictor of organizational commitment among nurses who experienced job rotation, followed by satisfaction with their current department and the reason for departmental change. Conclusion: The results indicate that resilience significantly influences organizational commitment among job-rotated nurses. Future research should focus on developing and implementing programs to enhance resilience among nurses who experience job rotation, thereby improving their organizational commitment.

Purpose: This study aimed to measure the level of patient advocacy (the core attribute), nursing professionalism and ethical climate perceived by hospital nurses in Korea, and to identify factors influencing patient advocacy (the core attribute). Method: This study was conducted on 234 full-time nurses who had been working for more than 1 year at a general hospital located in a provincial city in Korea. Data were collected from November 15 to 30, 2024, using questionnaires. The collected data were analyzed using IBM SPSS/WIN 27.0. Results: Among patient advocacy, ‘safeguarding patients’ autonomy’ was explained by 30.0% by professional self-concept, patients, and professional identity in nursing, ‘acting on behalf of patients’ was explained by 34.0% by professional self-concept, role of nursing practice, patients, originality of nursing, and professional identity in nursing, and ‘championing social justice’ was explained by 36.0% by professional self-concept, patients, and managers. Conclusion: In order to improve patient advocacy of hospital nurses, it could be concluded that improving professional self-concept among the sub-factors of nursing professionalism and improving patients among the sub-factors of ethical climate are very effective. Therefore, nursing managers need to make managerial efforts to improve nurses’ professional self-concept and awareness of patients.

Purpose: This study aimed to identify the need for simulation education to strengthen patient safety competencies in nursing practice field experience and explore and analyze improvements in simulation education. Methods: Data were collected through focus group interviews with 31 participants from four groups of fourth-year nursing students and one group of new nurses from August 7, 2023 to February 11, 2024. Interview data were systematically reviewed by qualitative content analysis. Results: Five major themes were identified; (1) awareness of patient safety competencies among nursing students and new nurses, (2) awareness of patient safety education among nursing students and new nurses, (3) simulation education topics for strengthening patient safety competencies, (4) interfering factors of simulation education for strengthening patient safety competencies, and (5) facilitating factors of simulation education to strengthen patient safety competencies. Accordingly, 15 categories were derived, and the current status of simulation education for patient safety, educational needs, and improvements were reported. Conclusion: This study attempted to reflect on the needs of learners before developing a simulation education program and derive educational content to strengthen patient safety competencies.

Purpose: This single-group pre-post experimental study aimed to develop and apply a simulation-based infection control education program for neonatal intensive care unit (NICU) nurses to verify its effectiveness and provide baseline educational materials to strengthen NICU nurses’ infection control competencies. Methods: The educational program was developed according to the five phases of analysis, design, development, implementation, and evaluation models, with scenarios based on the educational needs of NICU nurses. To verify the program’s effectiveness, a study was conducted on 28 NICU nurses of general and tertiary hospitals. NICU nurses’ infection control knowledge, performance confidence, critical thinking disposition, and satisfaction with the education were surveyed after applying the education program. Results: The simulation-based NICU infection control educational program was effective for NICU nurses’ infection control knowledge (t=−7.35, p < .001), performance confidence (t=−6.30, p < .001), and critical thinking disposition (t=−5.12, p < .001). Conclusions: The infection control educational program can contribute to infection prevention and patient safety by improving the NICU nurses' infection control competencies and be used as a baseline educational material for infection control education.

Purpose: The purpose of this study was to investigate the effects of nursing professionalism, grit, and job satisfaction on the intention to stay of visiting nurses in public health centers. Methods: This study collected data through an online survey of 158 visiting nurses in charge of home visiting health care in public health centers. The collected data were analyzed using the SPSS/WIN program, t-test, one-way ANOVA, Scheffe test, Pearson correlation coefficient, and hierarchical regression analysis. Results: The variables affecting the intention to stay of visiting nurses in public health centers were nursing professionalism (β=.33, p<.001), employment type (β=.20, p=.008), and job satisfaction (β=.17, p=.036), in that order. Conclusions: Based on the results of this study, in order to improve the intention to stay of visiting nurses in public health centers, the most important focus should be placed on strategies to enhance nursing professionalism, and measures should be established to improve employment type and enhance job satisfaction.

Purpose: In this qualitative descriptive study, we aimed to explore the experiences of nurses providing end-of-life (EOL) care in an emergency department (ED) setting and identify the associated challenges and implications for clinical practice. Methods: Twelve nurses with over 1 year of EOL care experience in the ED were interviewed. The collected data were analyzed using thematic analysis, as outlined by Braun and Clarke. Results: Five main themes with corresponding subthemes were identified: (1) Inadequate Environment for EOL Care, including physical environment barriers for a dignified death and emotional restraint in a chaotic setting; (2) Impact of Life-Sustaining Treatment Decision Complexity, encompassing complicated dynamics of family decision-making and compromised care quality in the decision-making process; (3) Managing Care Relationships in Physician-Limited Settings, manifested as navigating limited physician communication and bearing the emotional weight of EOL care; (4) Challenges in Protecting Patients’ Rights, characterized by powerlessness in the face of silent patients and confusion from reversed decisions by families; and (5) Actualizing Compassionate EOL Care, ensuring dignity through purposeful actions and navigating environmental barriers to dignified care. Conclusion: We highlight the need for systematic changes in the ED to better support EOL care, including the development of culturally sensitive communication protocols, shared guidelines for decision-making, and improved collaboration between healthcare professionals. These findings provide valuable insights into enhancing EOL care in EDs. Future efforts should focus on policy changes, tailored education programs, and support systems that address the multifaceted needs of patients, families, and healthcare providers.

Purpose: To highlight the experiences of nurses who are promoted through a career development system that recognizes and rewards their expertise based on their clinical experience. Methods: This study involved 11 nurses who voluntarily participated at Clinical Nurse III level or above from a tertiary hospital. Data were collected through individual in-depth interviews from March 4 to 28, 2024, using semi-structured and open-ended questions. Analysis was performed using the Colaizzi' phenomenological method. Results: The results of the study were derived into 32 themes, 13 theme clusters, and 5 categories: ‘The promotion process you chose to grow as a leader’, ‘A rugged climb to professional recognition’, ‘Glorious CN III title’, ‘Reborn as a professional nurse’, and ‘The career ladder system needs improvement but it is essential’. Conclusion: This study revealed the experiences of CN III nurses who were promoted through the career development system. Nurses hope that this system will allow them to articulate their expertise more clearly and be rewarded for their valuable experiences. By assessing the career development needs of the nurses, we aimed to better recognize their skills and enhance the significance of their experiences.

Purpose: This study aimed to identify the experiences of career nurses balancing clinical nursing with ongoing studies. Methods: This study was a qualitative study that used the content analysis method. Data were collected using focus group interviews with 17 career nurses with more than 5 years of clinical career at general hospital and above. Results: Six themes and 17 sub-themes were derived through qualitative content analysis. The themes included: “Chose nursing for practical reasons”, “A nurse profession that fits me”, “Seeking personal growth through ongoing studies”, “Practical challenges of being a nurse”, “The attributes that sustain commitment to clinical nursing”, “My future as a nurse”. Conclusion: This study confirmed the the driving force that enables career nurses who are pursuing academic degrees to sustain clinical nursing. The results of this study can be used as useful basic data for the management of career nurses.

전체산업에서 서비스산업의 비중이 확대되며 감정노동과 감정노동자에 대한 관심이 증가하고 있다. Hochschild(1983)가 감정노동에 관한 이슈를 제시한 이후, 약 30년 동안 이루어진 연구논문이 1만 건에 달하며, 그 중 절반은 2006년 이후 출간되었을 정도로 감정노동은 연구자들에게 꾸준히 연구되는 주제이 다. 그간 감정노동의 개념 및 차원, 감정노동이 노동자 및 조직에 미치는 영향, 감정노동의 선행요인 등에 관한 다양한 연구가 이루어져왔다. 연구가 축적되며, 감정노동이 서비스직 종사자뿐만 아니라 거의 모든 산업과 직군에서 발생한다는 주장이 제기되었다. 그러나 감정노동에 대한 대다수의 선행연구는 주로 서 비스직을 위주로, 고객과의 접점에서 발생하는 감정노동을 측정하고 있다. 즉 감정노동의 빈도와 강도, 대상, 목적이 다를 뿐 거의 모든 노동자가 조직 내에서 감정노동을 하고 있다는 것을 인정함에도 불구하 고, 이를 실증적으로 확인한 연구는 찾아보기 힘든 상황이다. 이에 본 연구는 국내병원 간호사를 대상으로 환자에 대한 감정노동과 의사 및 동료간호사에 대한 감정노동이 직무소진에 차별적 영향을 주는지 확인 하고, 사회적 지지의 조절효과를 검증하는데 목적을 두었다. 연구를 위해 국내병원 간호사를 대상으로 설 문조사를 실시하였고, 총 225부가 분석에 활용되었다. 연구를 통해 다음과 같은 결과를 얻을 수 있었다. 첫째, 환자에 대한 표면연기는 직무소진의 하위차원 인 고갈에는 정(+)적 영향을, 내면연기는 일로부터의 심리적 이탈에 부(-)적 영향을 미쳤다. 둘째, 의사 및 동료간호사에 대한 표면연기는 직무소진의 하위차원인 고갈에는 정(+)적 영향을, 내면연기는 고갈과 일로부터의 심리적 이탈에 부(-)적 영향을 주었다. 셋째, 환자에 대한 표면연기가 고갈에 미치는 정(+)적 영향은 사회적 지지에 의해 완화되었으며, 환자에 대한 내면연기가 일로부터의 심리적 이탈에 미치는 부 (-)적 영향은 사회적 지지에 의해 강화되었다. 넷째, 의사 및 동료간호사에 대한 내면연기가 일로부터의 심리적 이탈에 미치는 부(-)적 영향 역시 사회적 지지에 의해 강화되었다. 본 연구의 결과를 통해, 표면연 기는 직무소진의 고갈 차원과 정(+)적, 내면연기는 직무소진의 일로부터의 심리적 이탈과 부(-)적 관련성 이 높다고 추론해 볼 수 있다. 또한 간호사의 감정노동은 환자를 대할 때뿐만 아니라, 의사 및 동료간호사 를 대하는 상황에서도 발생하고 있었다.

본 연구는 임상간호사의 간호전문직관과 임상의사결정능력 간의 관계에서 비판적 사고성향과 핵심간호술 수행자신감의 이중매개효과를 검증하여 임상의사결정능력 향상을 위한 기초자료로 활용하기 위해 실시한 서술적 조사연구이다. 연구대상자는 일 지역의 종합병원 임상간호사 173명이며, 2023년 9월 15일～10월 13일까지 자료수집을 하였다. 자료분석은 SPSS/AMOS 23.0 프로그램을 이용하여 연구변인들 간의 인과적 관계 분석과 부트스트래핑 추정방식으로 매개효과를 검증하였으며, t-test, ANOVA, Scheffe’s test, Pearson's correlation coefficient, hierarchical regression을 실시하였다. 연구결과, 첫째, 임 상간호사의 간호전문직관, 임상의사결정능력, 비판적 사고성향과 핵심간호술 수행자신감 간의 인과모형의 적합성은 타당하게 성립하였다. 둘째, 간호전문직관에서 임상의사결정능력에 대한 영향관계에서 비판적 사 고성향은 부분매개효과를 나타냈다. 셋째, 이중매개효과를 검증한 결과, 비판적 사고성향의 간접효과가 비 판적 사고성향과 핵심간호술 수행자신감의 간접효과보다 크게 나타나 이중매개효과보다는 단일매개 효과 가 큰 것으로 나타났다. 따라서 임상간호사들의 높은 간호전문직관의 함양은 임상의사결정능력을 향상시킬 수 있으며, 특히, 비판적 사고성향을 강화시키는 것이 더 효율적임을 검증하였다.

The rapid spread of novel infectious diseases, driven by globalization and transportation, has caused significant global damage. This study aimed to deeply explore the meaning of nursing experiences from nurses who performed holistic care for COVID-19 patients. Methods: Nurses from a tertiary hospital's COVID-19 isolation ward from January 1 to March 31, 2021, were included. Data were collected through 1:1 in-depth interviews with 17 nurses who understood the research purpose and agreed to participate. The transcribed interview data were analyzed using thematic analysis. Results: Five themes and 13 sub-themes were derived from 47 codes. The five themes included 'The beginning of new nursing,' 'New nursing while wearing personal protective equipment,' 'End-of-life care for patients,' 'Fruitfulness of nursing for COVID-19 patients,' and 'Demands for better nursing.' Conclusion: Nurses provided holistic and high-complexity nursing care to COVID-19 patients, experienced personal growth, and recognized the importance of colleagues. The unique context of 'isolation' for COVID-19 patients has resulted in profound end-of-life care experiences for nurses, highlighting the demand for support programs to address this issue. Furthermore, it shows the necessity for staffing support tailored to patient care.

This study was attempted to investigate effects of ethical climate and workplace bullying on nurses’ turnover intention of nurses working in medium to large sized general hospitals in Korea. This study was conducted on 187 full-time nurses working in the general hospitals with more than 400 beds. Data were collected from the online communities of nurses using Google Foam from April 22 to April 24, 2024. The average values were 3.64±0.64 (out of 5 points) for ethical climate, 2.43±0.75 (out of 4 points) for workplace bullying, and 3.33±0.95 (out of 5 points) for nurses’ turnover intention. While ethical climate had a non-significant relationship with nurses' turnover intention, workplace bullying had a significant relationship with nurses' turnover intention. Nurses’ turnover intention was influenced by verbal attack, inappropriate task, working department, and educational level. These four variables can explain 53.0% of nurses' turnover intention. To prevent the turnover of nurses working at medium to large sized general hospitals, nursing managers need to pay more attention to nurses with low educational level and working at comprehensive wards and special wards. In addition, nursing managers should provide communication training to nurses and assign nursing tasks and working departments according to the nurses' abilities and wishes.

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.

본 연구는 수도권 지역 혈액원에서 근무하는 간호사들의 재직의도와 직무스트레스 관계에서 긍 정심리자본의 매개 효과를 파악하기 위한 서술적 조사연구이다. 167명의 간호사를 대상으로, 2021년 5월 부터 2022년 4월까지 구조화된 설문지를 사용하여 자료수집하였다. 자료는 SPSS ver.25를 이용하였다. 일 반적 특성은 빈도와 백분율, 평균과 표준편차를 사용하였으며, 직무스트레스와 재직의도의 관련성은 독립 표본 t-test, ANOVA, Pearson’s 상관관계로 분석하였다. 가설분석은 위계적 다중회귀분석, PROCESS macro model 4를 사용하였다. 연구결과, 재직의도와 긍정심리자본이 직무스트레스에 음의 영향력을 가진 다는 가설1이 지지되었다. 가설2는 재직의도와 직무스트레스 간에 긍정심리자본의 영향성은 부분 간접매 개효과가 존재하여 유의미한 매개효과를 제공하고 있는 것으로 증명되었다. 따라서, 혈액원 간호사의 재 직의도를 높이기 위하여 직무스트레스 수준을 낮추고 긍정심리자본은 높일 수 있는 인력관리제도가 필요 하며, 특히 혈액원에서의 긍정심리자본 수준을 향상시켜야 함을 파악할 수 있었다. 본 연구는 혈액원 간호 사의 직무스트레스 수준을 감소시키기 위한 효율적인 인력관리 및 역량강화교육에 필요한 실증적 근거를 마련함으로써 혈액원 간호조직의 성과 및 간호의 질 향상에 기여할 수 있을 것으로 기대한다. 또한, 혈액원 간호사의 재직의도를 높이고 직무스트레스를 줄이기 위해 긍정심리자본 중재 프로그램을 개발할 것을 제 언한다.