2026, Vol.16, No.1

Global Health and Nursing 2024 KCI Impact Factor : 0.57

pISSN : 2233-5560 / eISSN : 2671-5554
https://journal.kci.go.kr/rins

Purpose: This integrative review aimed to clarify the conceptual differences between reflection and reflective practice through an integrative review of relevant concept analysis studies. Methods: A comprehensive literature search was conducted across international and Korean databases between February 11 and March 23, 2025, with no restrictions on publication year. Search terms included “nurse,” “reflection,” “reflective practice,” and “concept analysis.” Only concept analysis studies of reflection or reflective practice in nursing were included. Out of 1,167 retrieved articles, nine were included in the review. Results: Reflective was primarily characterized as an internal cognitive and metacognitive processes aimed at gaining insight and support learning. In contrast, reflective practice emphasized the application of reflection to professional action, focusing on behavioral adjustment and practice improvement in clinical context. Approaches such as reflective thinking aligned with reflection, whereas reflection-in-action aligned more closely with reflective practice. Conclusion: Findings of this integrative review suggest that reflection can be more relevant in educational settings to foster critical thinking. On the other hand, reflective practice can better support clinical performance through action-based strategies. Promoting effective use of both concepts may involve developing complementary educational strategies tailored to their distinct features, along with institutional efforts to clarify their appropriate application.

Purpose: To inform the development of nursing interventions for enhancing successful dialysis management, this study examined the levels of self-efficacy, grit, and depression and identified predictors of self-management in patients undergoing hemodialysis (HD). Methods: Per the established eligibility criteria, the data were collected from 177 patients who were conveniently sampled from those undergoing HD at one healthcare facility in Metropolitan City U and two facilities in City Y over a period of six weeks (July 14 to August 31, 2024). Structured questionnaires were distributed to participants after informed consent was obtained. Seven incomplete questionnaires were excluded, and 170 completed questionnaires were included in the final analysis. Results: Multiple regression analysis identified depression (β=-.38, p<.001), grit (β=.20, p=.001), self-efficacy (β=.20, p=.004), and interdialytic weight gain(β=-.16, p=.010) as significant predictors of self-management, explaining 44.9% of the variance of self-management. Conclusion: The primary goal of HD is to preserve patients’ current health status and avert further deterioration, underscoring the pivotal role of self-management. The results of this study will serve as a foundational basis for developing strategies to enhance self-management and improve the quality of life for patients receiving HD.

Purpose: This study aimed to identify proactive personality, voice self-efficacy, and managers’ empowering leadership as factors influencing voice behavior among operating room nurses. Methods: A descriptive cross-sectional design was employed. Participants were 218 operating room nurses with more than one year of clinical experience from four university-affiliated hospitals (one tertiary and three general hospitals). Data were collected via an online survey between June 25 and September 7, 2024, using a structured self-report questionnaire that assessed demographic and job-related characteristics, proactive personality, voice self-efficacy, empowering leadership, and four types of voice behavior. Data were analyzed using descriptive statistics, independent t-tests, Mann-Whitney U tests, one-way ANOVA, Pearson correlation coefficients, and multiple linear regression with SPSS/WIN 29.0. Results: On a 5-point scale, the mean scores were 3.18±0.68 for constructive voice and 3.18±0.69 for supportive voice. Proactive personality (β=.25, p=.001), self-efficacy for voice (β=.27, p<.001), and empowering leadership (β=.13, p=.034) were identified as significant influencing factors of constructive voice with explaining 24.0% of the variance (F=23.99, p<.001). Proactive personality (β=.26, p=.002) was identified as a significant influencing factor of supportive voice with accounting for 12.0% of the variance (F=10.46, p<.001). Conclusion: OR nurses demonstrated moderate levels of constructive and supportive voice behavior. Enhancing proactive personality and self-efficacy for voice, along with promoting empowering leadership among managers, may help create a work environment that encourages positive voice behaviors and supports desirable organizational outcomes.