Nurses' attitudes toward information security can influence the hospital's information resources management and development. This study investigated the relationships between nurses' information security policy compliance, information competence, and information security attitudes, which are factors that influence information security behavior. Data were collected during September 2020. The participants were 200 clinical nurses from a general hospital in Korea. The self-reported questionnaire included questions on nurses' general characteristics, information security policy compliance, information competence, and information security attitudes. Information security policy compliance (r = 0.554, P < .001) and information competence (r = 0.614, P < .001) were positively associated with information security attitudes. Predictors of nurses' information security attitudes were information competence (β = .439), information security policy compliance (β = .343), prior information security–related education (β = .113), and job position (nurse manager; β = .101). Implications for practice include the need for strategies to develop information security policy compliance and information competence to improve information security behavior, including different approaches tailored to nurses' job positions and previous information security education.

The increase in clinical nurse turnover is an important issue in human resource management worldwide. Factors influencing it include health-related risk factors such as sleep quality and presenteeism, which need further exploration. We examined differences in job survival time of clinical nurses in relation to nurses’ sleep quality and presenteeism. Participants were 857 Korean clinical nurses with more than three months’ experience providing direct patient care. Data were analyzed using a time-independent Cox proportional hazard regression analysis of factors affecting actual turnover of clinical nurses. Average job survival times of competent, proficient, and expert nurses were 33, 64, and 143 months, respectively. Sleep quality and presentism significantly affected turnover risk. For clinical nurses with less than three years of experience, sleep quality significantly influenced the risk of turnover. For clinical nurses with more than six years of experience, presenteeism significantly affected the risk of turnover. The findings of this study offer a clinical career-based approach to reduce the turnover rate of clinical nurses. A differentiated approach based on work experience is necessary to establish a turnover management strategy for clinical nurses.

Aim: The aim of the study was to understand nurses' information security attitudes towards patient information. This study developed the Information Security Attitude Questionnaire (ISA-Q) to measure the physical, technical and administrative aspects of information security for nurses and assessed its validity and reliability. Design: Cross-sectional study and scale development. Methods: Exploratory and confirmatory factor analyses and correlation analyses were performed to assess construct, discriminant and convergent validity; Cronbach's alpha and test-retest reliability were examined. Results: Exploratory and confirmatory factor analyses yielded a 6-factor, 30-item solution. Six factors accounted for 60.19% of the total variance. The confirmatory factor analysis was achieved through structural equation modelling. Discriminant and convergent validity were confirmed. The internal consistency of the ISA-Q was 0.94, and the test-retest reliability was 0.74. The ISA-Q is an appropriate questionnaire for identifying information security attitudes of nurses, making it useful for developing systematic performance methods to enhance nurses' information security levels.

Introduction: As global health issues become more important, nursing education is undergoing change to reflect the changing global health environment and new knowledge. Nurses are required to be able to understand and interact with patients of diverse cultural backgrounds and characteristics and have relevant global health competencies. Objectives: The aims of this study were to determine the GHC status of nurses and to analyze the association between GHC and nurse characteristics. Methods: This study was a cross-sectional descriptive survey using a convenience sampling method. Data were collected from 473 nurses to collect information about participants’ GHC and general characteristics, including gender, age, nursing experience (years), experience of caring for foreign patients, English communication skills, learning experience in global health, and global preparedness. Multiple regression analysis was used to determine the relationship between GHC and nurse characteristics. Results: The mean GHC score of nurses was 2.21 out of 4. “Nursing practice in globalization” was the most important global health competency, while “resource management in globalization” was the one that was most necessary. In addition, “Resource management in globalization” was the highest priority for global health competency. Global preparedness ( β = .25, p < .001) and the perceived necessity of GHC in nursing practice ( β = .28, p < .001) were statistically significant factors influencing the global health competency of nurses. Conclusion: Based on the relationship identified between GHC and the characteristics of nurses, it is essential to develop an education program for enhancing global preparedness and perception of the necessity of GHC.