Adequate nurse staffing should be ensured to reduce unmet nursing needs and improve patient outcomes.

Background Despite the increasing number of homecare workers, a reliable and valid tool with which to measure burnout among Korean homecare workers is still lacking. The aim of this study was to examine the reliability and construct validity of the Korean version of the Copenhagen Burnout Inventory (CBI-K). Methods The study population consisted of 465 homecare workers. Data were collected in 2016 through a self-administered questionnaire including the three subscales of the CBI-K, the Center for Epidemiologic Studies Depression Scale (CESD-10), a measure of work–life conflict, and questions about respondents’ sociodemographic characteristics. Results The confirmatory factor analyses results showed that the model fit indices of the refined three-factor model, in which the PB, WRB, and CRB subscales each contained six items, were acceptable (CFI = 0.924, SRMR = 0.049, RMSEA = 0.091). Furthermore, based on the results for construct reliability, discriminant validity of the refined three-factor model and job characteristics of homecare workers, we proposed that an abbreviated two-factor scale using the PB and CRB subscales could be used, with appropriate model fit indices (CFI = 0.950, SRMR = 0.047, RMSEA = 0.084). Each of the PB, WRB, and CRB subscales of CBI-K were associated with depressive symptoms even after controlling for covariates. Conclusions The CBI-K has adequate reliability and validity for use with homecare workers. To increase its practicality, we suggest a refined form comprising only PB and CRB subscales can be used rather than a three-factor model.

Purpose: This study identified the prevalence of depressive symptoms and explored correlates of depressive symptoms among Korean women care-workers caring older adults living in community. Methods: A total of 465 participants were recruited for the study. Depressive symptoms was measured by the CES-D10 and distress was assessed using a single question given 5 Likert scale. Results: The prevalence of depressive symptoms and distress among care-workers were 32.5% and 32.0% respectively. Work environment safety, violence exposure experience, work-family conflict, weekly care work time, and poor health status were significantly associated with depressive symptoms. Only violence exposure experience and poor health status were associated with distress. Conclusion: Our findings suggest more attention on mental health of care-workers and their risky work condition such as violence. This is an open access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/ by-nc/3.0), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.

This is an Open Access article distributed under the terms of the Creative Commons Attribution NoDerivs License. (http://creativecommons.org/licenses/by-nd/4.0)If the original work is properly cited and retained without any modification or reproduction, it can be used and re-distributed in any format and medium. Purpose: This study aimed to analyze the impact of increasing the supply of newly licensed nurses on improving the hospital nurse staffing grades for the period of 2009~2014. Methods: Using public administrative data, we analyzed the effect of newly licensed nurses on staffing in 1,594 hospitals using Generalized Estimating Equation (GEE) ordered logistic regression, and of supply variation on improving staffing grades in 1,042 hospitals using GEE logistic regression. Results: An increase of one newly licensed nurse per 100 beds in general units had significantly lower odds of improving staffing grades (grades 6~0 vs. 7) (odds ratio=0.95, p=.005). The supply of newly licensed nurses increased by 32% from 2009 to 2014, and proportion of hospitals whose staffing grade had improved, not changed, and worsened was 19.1%, 70.1%, and 10.8% respectively. Compared to 2009, the supply variation of newly licensed nurses in 2014 was not significantly related to the increased odds of improving staffing grades in the region (OR=1.02, p=.870). Conclusion: To achieve a balance in the regional supply and demand for hospital nurses, compliance with nurse staffing legislation and revisions in the nursing fee differentiation policy are needed. Rather than relying on increasing nurse supply, retention policies for new graduate nurses are required to build and sustain competent nurse workforce in the future.

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