• Title, Summary, Keyword: 간호등급

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Convalescent Hospital Doctors and Nursing Staff Awareness of the Differential Rating : Focused on Doctors, Nursing Staff (요양병원 의사 및 간호인력 차등등급에 따른 인지도 - 의사, 간호인력 중심으로)

  • Kim, Byung-Ho;Park, Young-Seok
    • The Journal of the Korea Contents Association
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    • v.15 no.12
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    • pp.285-293
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    • 2015
  • This study was performed in order to provide better quality health care services and satisfaction, the basis for the differential rating system to be operational by identifying how to recognize and respect in hospital operating efficiently and according to the rating differential with convalescent hospital doctors and nursing staff target was. The results of this study are as follows. Rating and doctors as a result of the independent sample t-test to analyze the differences of the nursing grade, second grade doctors were able to see that higher efficiency and improve the patient's rights organization in nursing improving patient safety in two grades, improve care and patient rights this product was confirmed to be enhanced higher. Doctor and as a result of the ANOVA analysis to analyze the differences in accordance with the nursing staff level, improve patient safety, hospital finances, the hospital doctor in the first grade, Nursing grade 2, the right to improve patient education and self-development, and two doctors, nursing grade 1 in was found that high. Overall, doctors, nursing staff of higher grade, first grade and second grade is the difference between me and a different result each category future convalescent hospital doctors and nursing staff of the differential rating system 1, it is necessary to consider restructuring among a calculation based on 2 ratings there will be.

The Care Giving Burden of Primary Caregiver based on Nursing Needs of Long-term Care lnsurance Grade (노인 장기 요양 보험 등급자의 간호요구에 따른 주 수발자의 부양부담감)

  • Kim, Mi-Kyoung;Park, Dahye;Ahn, Okhee
    • Journal of the Korea Convergence Society
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    • v.5 no.3
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    • pp.7-16
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    • 2014
  • The purpose of this study was to identify the factors influencing the level of nursing needs of a long-term care service user at home and the care giving burden of a primary caregiver. For this study, data were collected from 152 primary caregivers in J City with self-administered questionnaires and analyzed using multiple regression technique. Among the nursing needs of long-term care giving service users, the level of psychological and social requests was the highest. This study found that two characteristics variables(long-term care insurance benefit level and long-term care giving grade) had difference was statistically significant in physical nursing needs and psychological nursing needs. Out of care giving burden of primary caregivers, physical care giving burden was found to be the highest. Out of factors influencing care giving burden, daily care giving hours was the factor which had strongest influence. Basic living recipients and female primary caregivers showed higher care giving burden. The more care givers there were, the less care giving burden became.

간호인력 수급 및 간호관리료 차등제 실태 조사

  • 대한병원협회
    • Journal of the Korean hospital association
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    • v.37 no.2
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    • pp.65-73
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    • 2008
  • 대한중소병원협의회는 중소병원계의 최대 현안인 간호인력난 문제를 해결하기 위해 2007년 7월에「간호인력 수급 및 간호관리료 차등제 실태 조사」를 실시했다. 이는 근거(evidence)를 바탕으로 한 정책적 건의를 하기 위한 것이었다. 중소병협은 이 조사 보고서를 복지부에 건의한 결과 (1) 일부 군 지역(소득세법시행규칙상 의료취약지역)에 한해 7등급제 적용 유보 (2) 광역시를 제외한 지역에 소재한 병원 7등급 감산율을 5%에서 2%로 하향조정 (3) 요양병원 간호관리료 산정시 AN인력 포함 등의 성과를 거두었다. 중소병협은 중소병원계의 간호인력난 문제를 보다 더 근본적으로 해결하기 위해 현재 행정소송을 준비 중에 있다. 중소병협의 이러한 노력의 하나로 이루어진 간호인력난 실태 조사 보고서(요약본)를 게재한다.

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Differences of Upgrading Nurse Staffing in Nursing Care Activity, Work Performance Outcomes, and Job Satisfaction (간호등급 상향에 따른 직접간호활동, 간호업무성과와 직무만족 비교)

  • Kim, Ju Yeun;Lee, Young Whee;Chung, Mi Kyoung
    • Korean Journal of Adult Nursing
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    • v.28 no.3
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    • pp.256-265
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    • 2016
  • Purpose: This study examined differences in nursing care activity, work performance outcomes, and job satisfaction associated with upgrading nurse staffing of a nurse-to-patients ratio. Methods: Descriptive design was used in this study. In total, 148 medical and surgical nurses were recruited from one university hospital. Three instruments were used for data collection: Scale of Nursing Care Activity, Nurses' Work Performance Outcome Measurement Scale and Nurses' Job Satisfaction Scale. Data were analyzed by using descriptive statistics, t-test, ANOVA, and paired t-test. Results: There were significant differences in nursing care activity (t=-5.06, p<.001), in work performance outcomes (t=-5.46, p<.001) and in job satisfaction (t=4.61, p<.001) when the grading for the nursing staff was changed from three to two indicating increasing number of nurses. Conclusion: The findings from this study showed that there were more nursing care activities, better work performance outcomes, and higher job satisfaction when numbers of nurses were increased. The changes in the scale to evaluate nursing staff influence nursing activities, work performance and job satisfaction.

Changes in Nurse Staffing Grades in General Wards and Adult and Neonatal Intensive Care Units (의료기관의 일반병동, 성인 중환자실, 신생아 중환자실의 간호등급 변화)

  • Hong, Kyung Jin;Cho, Sung-Hyun
    • Journal of Korean Clinical Nursing Research
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    • v.23 no.1
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    • pp.64-72
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    • 2017
  • Purpose: This study aimed to explore the distributions of nurse staffing grades and to report changes in staffing grades in general wards and adult and neonatal intensive care units(ICUs) by hospital type and location. Methods: Data collected from the Health Insurance Review and Assessment Service were analyzed. Nurse staffing was categorized from grades 1 to 6 or 7 for general wards, 1 to 9 for adult ICUs, and 1 to 4 for neonatal ICUs based on the nurse-to-bed ratio. Results: The staffing grade for the general wards improved during 2008-2016 in 69.8% of the tertiary hospitals, 58.5% of the general hospitals, and 31.7% of the non-general hospitals. The adult ICUs at tertiary hospitals exhibited a greater improvement in staffing grades (48.8%) than did those of general hospitals (44.2%) during 2008-2015. Tertiary hospitals in non-capital regions showed a greater improvement than those in the capital region. The majority of neonatal ICUs (67.1%) had no change in the staffing grade during 2008-2015. Conclusion: Improvements in nurse staffing differed by hospital type and location. Government policies to improve nurse staffing in non-tertiary hospitals and those in non-capital regions are required to reduce variations in nurse staffing.

The Cognition Level on Patient Safety and Safe Nursing Activities According to Nurse-patient Ratios (간호관리료 등급별 환자안전 및 안전간호활동 인식 비교)

  • Nam, Mun Hee;Choi, Sook Hee
    • Journal of Korean Clinical Nursing Research
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    • v.17 no.2
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    • pp.138-149
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    • 2011
  • Purpose: The objective of this research was to explore levels of patient safety and safe nursing activities depending on the level of nurse staffing, in order to provide effective management of nurse personnel. Methods: The research was conducted with 455 nurses from eight hospitals in B city. Data were collected according to the level of nurse personnel from second (nurse vs. patient ratio of 2.0-2.5) to fifth (ratio of 3.5-4.0) rank. The survey tools were, 'Questionnaire on Patient Safety, a Hospital Survey on Patient Safety Culture developed by AHRQ (2007), and 'Questionnaire on Patient Safety Nursing Act, in which the questions were selected from nursing-related items (Medication 6 & Safety Nursing Assurance Act 4) in the Safety Evaluation developed by Evaluation Institute of Medical Institution. Data were analyzed with SPSS PC 12.0 program using descriptive statistics, $x^2$ test, ANCOVA and $Scheff{\grave{e}}$. Results: The nurses' overall cognition level on patient safety and safe nursing activities showed that nurses who are in the second and third rank had higher scores than those in lower ranks. Conclusion: The results of this study indicate that hospitals need a higher ratio level for nurse personnel in order to assure patient safety and safe nursing activities.

A Study of the Job Satisfaction of Clinical Nurses Related to Nurse Staffing (간호등급별 병원 간호사 직무만족 조사)

  • Kim, Jong-Gyeong;Park, Seong-Ae
    • Journal of Korean Academy of Nursing Administration
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    • v.9 no.4
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    • pp.529-539
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    • 2003
  • Purpose : The objective of this research is to explore the job satisfaction of clinical nurses by the rank of nurse staffing in order to provide effective management for nurses. Method : The research has been conducted on three hundred twenty nurses working at tertiary eight hospitals which were from 2nd rank of nurse staffing to 5th. rank of nurse staffing in Seoul, from August 1 to September 30 of 2003, through survey. For the experimental tools, used Park-Yoon's job satisfaction for nurses(1992) which was modified Stamp's job satisfaction test(1978). The acquired data were analyzed through SPSS program using descriptive method, $x^2$-test, ANCOVA, and LSD. Results : Overall job satisfaction of nurses showed fairly high level of 3.17; in the order of high score, 3.84 for interaction, 3.00 for autonomy, 2.63 for administration. Analysis based of the rank of nurse staffing showed that hospitals of 2nd rank and 3rd. rank of nurse staffing which were higher ratio of patient vs nurse were more satisfied with nurses' job satisfaction than other nurses who were 4th. rank and 5th. rank of nurse staffing. Conclusion : The result of this study revealed that hospital which was higher the rank of nurse staffing was more influenced of nurses' job satisfaction and especially interaction, administration and autonomy which were sub-category of job satisfaction were different among the ranks of nurse staffing.

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Development of a Nursing Competency Scale according to a Clinical Ladder System for Intensive Care Nurses (중환자실 간호사의 임상등급 (clinical ladder)별 간호역량 측정도구 개발)

  • Park, Ji Eun;Kim, So Sun
    • Journal of Korean Academy of Nursing Administration
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    • v.19 no.4
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    • pp.501-512
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    • 2013
  • Purpose: This study was done to develop a nursing competency scale according to a clinical ladder system for intensive care nurses. Methods: Index of content validation was done by 20 clinical experts and 80 nurses in Intensive Care Units (ICU). Results: The process and results of study are as follows. First, 12 nursing competencies were used in the establishment of the clinical ladder system (Jang, 2000). Second, the first draft of the competency lists was developed. It was based on the clinical nurses' behavioral indicators of nursing competency by Jang (2000), and was modified and supplemented through various literature reviews including competency standards for specialist intensive care nurses in Australia and consultation with 2 clinical nurses with over 10 years experience in the ICU. Third, the draft was examined by 20 clinical experts for content validity. Finally, the final draft was analysed using clinical validity where 20 nurses in each ladder participated. The final number of items was fixed at 309. Conclusion: The tool represents expected nursing competency of nurses working in ICU. Intensive care nurses can recognize their strengths and weaknesses, and identify directions for their professional growth by analysing results of their competency evaluation using this tool.

Effects on Long-Term Care Hospital Staff Mixing Level after Implementing Differentiated Inpatient Nursing Fees by Staffing Grades (간호등급제가 요양병원의 간호인력 확보수준에 미치는 영향)

  • Kim, Donghwan;Lee, Hanju
    • Journal of Korean Academy of Nursing Administration
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    • v.20 no.1
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    • pp.95-105
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    • 2014
  • Purpose: The purpose of this study was to examine trends in number of nursing staff and skill mix. Methods: Nursing staff and skill mix were measured using the number of nursing staff including nurse aids and registered nurses per bed. Descriptive and panel data regression analyses were conducted using data on long-term care hospitals which included yearly series data from 2006 to 2010 for 119 hospitals. Results: The number of nursing staff per bed increased significantly but percentage of registered nurses decreased significantly from 2007 to 2010. The regression model explained this variation as much as 34.9% and 43.8%. Conclusion: The results showed that in long-term care hospitals there were more nurse aids employed instead of registered nurses after the implemention of differentiated inpatient nursing fees. Thus clarifying the job descriptions for nurses and nurse aids is needed and appropriate hospital incentive policies should be implemented.

Nursing outcomes of inpatient on level of nursing staffing in long term care hospitals (요양병원 간호인력 확보수준에 따른 입원환자의 간호결과)

  • Kim, Eun Hee;Lee, Eunjoo
    • Journal of the Korean Data and Information Science Society
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    • v.26 no.3
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    • pp.715-727
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    • 2015
  • This study was conducted to explore the impact of nursing staffing on inpatient nursing outcomes in long term care hospitals. A secondary analysis was done of national data from the Health Insurance Review and Assessment Services including evaluation of long term care hospitals. Patients per RN was a significant indicator of foley catheter ratio in high risk group and low risk group. Patients per RN&NA was a significant indicator of decline in ADL for patients with dementia, non dementia, urinary incontinence and new pressure ulcer development in the high risk group. The average nursing outcome of inpatient in high grade was higher than that low grade in long care hospital. This higher level of nursing staffing and the higher the grade shown a positive effect on the nursing outcomes of the inpatient. We therefore recommend modifying the above nurse staffing policy so as to make it more effective in improving nursing outcomes.