Purpose
The purpose of this study was to identify the relationship between triage competency, nursing task performance, and self-efficacy among nurses working at local emergency departments, and to identify factors that affect triage competency.
Methods
Participants in this descriptive study were 111 nurses working at 20 local emergency departments. Data were collected from August 1 to August 31, 2019, and then analyzed in terms of Independent t-test and one-way ANOVA, Pearson's correlation coefficient, and multiple regression by using the SPSS/WIN 21.0 program.
Results
Triage competency was positively correlated with nursing task performance, and self-efficacy was positively correlated with nursing task performance. There were significant predictors of nursing task performance (β=.41, p<.001) and self-efficacy (β=.35, p<.001), thus explaining the 60.4% variance in triage competency.
Conclusion
Nursing task performance was identified as the most significant factor affecting the triage competency of nurses working in emergency departments. Going forward, it is recommended to conduct a follow-up study to confirm the impact of developing a program for increasing triage competency by expanding subjects and scope in terms of regions.

PURPOSE
The purpose of this study was to develop and test a predictive model on the male nurses' turnover intention.
METHODS
This study utilized the model-testing design based on the Price's causal model of turnover. This study collected data from 306 male nurses on a national scale with structured questionnaires measuring job opportunity, kinship responsibility, positive emotion, work autonomy, role conflict, work satisfaction, organizational commitment, and turnover intention. The data were analyzed using SPSS/WIN 22.0 program and AMOS 20.0 program.
RESULTS
As the outcomes satisfied the recommended level, the hypothetical model appeared to fit the data. Twenty-seven of the 38 hypotheses selected for the hypothetical model were statistically significant. 54.2% of turnover intention was explained by job opportunity, kinship responsibility, positive emotion, work autonomy, role conflict, work satisfaction and organizational commitment.
CONCLUSION
The hypothetical model of this study was confirmed to be adequate in explaining and predicting male nurses' turnover intention. Findings from this study can be used to design appropriate strategies to decrease the male nurse's turnover intention.

Citations

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