Research in Community and Public Health Nursing

Original Articles

[English] Factors Associated with Work Engagement of Home-Visit Care Workers Based on Job Demands–Resources Model: A Quantitative Cross-Sectional Study: Hanyi Lee, Hyeon Sik Chu; Res Community Public Health Nurs. 2025;36(4):396-406. Published online December 31, 2025; DOI: https://doi.org/10.12799/rcphn.2025.01221

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Abstract PDF: Purpose
The aim of this study is to identify the factors associated with work engagement among home-visit care workers in South Korea, the Job Demands–Resources (JD-R) model was used as a guiding theoretical framework. Methods: This descriptive correlational study used secondary data from the 2020 Survey on the Service Environment of Home Care Workers by the Korea Institute for Health and Social Affairs. Participants were 509 certified home-visit care workers from Seoul and Chungcheong, each caring for one recipient. Measures included emotional labor, self-rated health, relationship quality with care recipients, and work engagement. Data were analyzed using hierarchical multiple regression. Results: Work engagement was negatively associated with emotional labor and positively associated with self-rated health, relationship quality with care recipient, and satisfaction with the care environment. Emotional labor remained a significant negative relationship, while self-rated health and relationship quality with care recipients emerged as key positive relationships. The final model explained 17.0% of the variance. Conclusions: These findings support the applicability of the JD-R model in understanding work engagement among home-visit care workers. Although job demands such as emotional labor may hinder engagement, individual and relational resources play protective and motivating roles. The diminished influence of physical and environmental factors in the presence of strong personal resources highlights the importance of a balanced approach that strengthens the emotional, physical, and relational capacities to support sustainable engagement.

[English] Influencing Factors for Work Engagement of COVID-19 Response Workers in Public Health Centers: Based on the Job Demands-Resources Model: Songran Park, Yeongmi Ha; Res Community Public Health Nurs. 2024;35(1):64-75. Published online March 29, 2024; DOI: https://doi.org/10.12799/rcphn.2023.00346

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Abstract PDF: Purpose
This study aimed to identify the influencing factors for work engagement of COVID-19 response workers in public health centers based on the JD-R model.
Methods
The participants were 119 civil servants and professionals of 20 public health centers with at least 6 months of work experience and have experience of COVID-19 response tasks in cities, districts and counties. The collected data were analyzed by descriptive statistics, t-test, ANOVA, Pearson’s correlation coefficient and multiple regression using IBM SPSS 27.0.
Results
The factors influencing work engagement were age, career development opportunity, and person-job fit. The explanatory power of these variables was 61%.
Conclusion
In order to enhance the work engagement of public health center workers in responding to future infectious disease outbreaks, it is necessary to develop various strategies such as assigning job roles that aligned with individual characteristics, providing career growth opportunities even during infectious disease outbreaks, and designing tasks by taking into account age.

[English] The Effects of Emotional Labor and Job Satisfaction on Organizational Commitment in Staffs by the Size of Facility: Hye Young Jang, Eun Ok Song, Yu Jin Suh; J Korean Acad Community Health Nurs. 2020;31(1):1-12. Published online March 31, 2020; DOI: https://doi.org/10.12799/jkachn.2020.31.1.1

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Purpose
The purpose of this study was to identify the factors influencing organizational commitment of staffs according to the size of long-term care facility.
Methods
A cross-sectional descriptive study was designed. Data collection was conducted for a total of 315 employees in long-term care facilities located in Seoul, Gyeonggi, Gangwon, Gyeongbuk, and Chungnam. Data were collected from July 2018 to October 2018 using questionnaires which included emotional labor, job satisfaction, organizational commitment, and general characteristics. In order to confirm the differences in the size of the facility, the facilities with less than 30 beds, those with 30-99 beds, and those with more than 100 beds were analyzed. Data were analyzed using descriptive statistics, t-test, ANOVA, Mann-Whitney U test, Kruskal-Wallis H test, Pearson's correlation analysis, and multiple regression.
Results
The job satisfaction and organizational commitment were significantly different according to the size of long-term care facility. Organizational commitment was influenced by ‘external job satisfaction’ in less than 30 beds, was influenced by ‘external job satisfaction, and attentiveness to required display rules of emotional labor’ in 30~99 beds, and then was influenced by ‘type of job, and internal job satisfaction’ in more than 100 beds. The predict variables accounted for 23.0%, 41.0%, and 34.0% of organizational commitment respectively.
Conclusion
These findings show that tailored interventions should be provided depending on the size of facility in order to increase organizational commitment. In addition, organizational commitment programs should be developed by considering strategies to reduce the emotional labor and to increase job satisfaction.

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Factors Associated with Work Engagement of Home-Visit Care Workers Based on Job Demands–Resources Model: A Quantitative Cross-Sectional Study
Hanyi Lee, Hyeon Sik Chu
Research in Community and Public Health Nursing.2025; 36: 396. CrossRef

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