• Title, Summary, Keyword: 간호업무성과

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Comparative Study of Clinical Nurses' Role Conflict, Emotional Labor and Nursing Performance between Comprehensive Nursing Care Service Wards and General Wards (간호·간병통합서비스 병동과 일반병동 간호사의 역할갈등, 감정노동, 간호업무성과 비교)

  • Kim, Taejin;Yu, Jungok
    • Journal of muscle and joint health
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    • v.25 no.1
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    • pp.12-20
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    • 2018
  • Purpose: The purpose of this study was to compare the role conflict, emotional labor, and nursing performance outcomes among nurses in comprehensive nursing care service wards and general wards. Methods: Data were collected 10 hospitals located in B city that operated a comprehensive nursing care service for more than one year. A total of 237 nurses were included in this study: 118 in comprehensive nursing care service wards and 119 in general wards. Data were collected using questionnaires and statistically analyzed with $x^2$ test and t-test. Data were analyzed using SPSS win 22.0 program. Results: Role conflict was lower among nurses in comprehensive nursing care wards than in general wards, and the difference was statistically significant. Conclusion: Therefore, organizational support interventions, such as sufficient understanding of others' roles and on-the-job training on nursing, should be planned to reduce role conflict and emotional labor, and systems and policies should be established to improve nursing performance outcomes.

The Relationship between Leadership, Empowerment, and Nursing Performance (리더십 ${\cdot}$ 임파워먼트 ${\cdot}$ 간호업무성과간의 관계)

  • Bak, Won-Sook
    • Journal of Korean Academy of Nursing Administration
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    • v.8 no.2
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    • pp.335-346
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    • 2002
  • Purpose: This study is to analyze the relationship between leadership, empowerment, organizational commitment, and nursing performance. Method: The method of the study is the establishment of the analytical framework of the theoretical model and the hypotheses for the empirical survey, analysis of the data collected by the empirical survey, and the provision of a revised model explaining more clearly the causal relationship between variables. Result: Transformational leadership has greater influence on empowerment and nursing performance than transactional leadership. Self determination and impact of empowerment factors greatly influence on organizational commitment, competence and impact significantly influence on nursing performance, and organizational commitment is closely related to the general nursing affair, the human relationship, and the job as an organizational member. Transactional and transformational leadership, in provision of the revised model by verification of goodness-of-fit of the hypothetical model, affects all parts of nursing performance by intervening competence and self determination of empowerment factors. Especially, transactional leadership directly influences on nursing performance without intervening the empowerment factor. Conclusion: The conclusion of the study is transformational leadership exerts a more positive influence on empowerment, organizational commitment, and nursing performance than transactional leadership.

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Development of a Performance Measurement Scale for Hospital Nurses (임상 간호사의 간호업무성과 측정도구 개발)

  • Ko, Yu-Kyung;Lee, Tae-Wha;Lim, Ji-Young
    • Journal of Korean Academy of Nursing
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    • v.37 no.3
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    • pp.286-294
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    • 2007
  • Purpose: The aim of this study was to develop a performance measurement scale for nurses in the hospital setting and to test the reliability and validity of the scale. Methods: This study was conducted in three phases including an application of conceptual framework, development of scale items, and test of validity and reliability of the scale. In order to test validity and reliability, data was collected from 1,966 nurses who work in twenty eight hospitals nation-wide. The data was analyzed by the SAS 8.0 program using descriptive statistics, factor analysis, and reliability coefficients. Results: The Performance measurement scale consisted of 4 factors which included competency, attitude, willingness to improve, and application of nursing process, and a total of 17 items. The Four factors explained 63.45% of the total variance, and Cronbach's alpha of the scale was.92. Conclusion: The performance measurement scale developed by this study is a reliable and valid instrument that is utilized effectively to evaluate the performance of hospital nurses. Furthermore, it could be used as a sloping stone to assess educational needs of nurses, develop professionalism among nurses, and improve quality of nursing care in the hospital setting.

Work Performance of Critical Care Nurses Based on the Job Characteristics Model (직무특성모형에 근거한 중환자실 간호사의 간호업무성과 설명요인)

  • Seong, Ji-Suk;Song, Rhayun
    • Journal of Korean Critical Care Nursing
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    • v.9 no.2
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    • pp.36-47
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    • 2016
  • Purpose: The study examined core job characteristics and job preference to explain work performance among critical care nurses. The theoretical model was constructed based on the job characteristics model with core job characteristics as exogenous variables, and work performance and job preference as endogenous variables. Methods: A total of 228 hospital nurses participated in the study from May to September, 2015. Data were collected through structured questionnaires and analyzed using structural equation modeling. Results: The model showed a good fit to the data with $x^2/df=2.90$, goodness of fit index = .91, root mean square residual = .20, comparative fit index = .93, and incremental fit index = .93. The core job characteristics explained 64% of the variance in job preference. The core job characteristics and job preference explained 52% of the variance in work performance. Conclusions: The core job characteristics can explain the work performance among critical care nurses through job preference. Effective strategies to improve the work performance among critical care nurses should focus on the application of the core job characteristic into a productive work environment. Further studies are warranted to explore the role of job preference of critical care nurses in promoting their work performance.

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Role of Self-leadership and Social Support in the Relationship between Job Embeddedness and Job Performance among General Hospital Nurses (종합병원 간호사의 직무배태성과 간호업무성과와의 관계에서 셀프리더십과 사회적 지지의 역할)

  • Lee, Hyun Sook;Yom, Young-Hee
    • Journal of Korean Academy of Nursing Administration
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    • v.21 no.4
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    • pp.375-385
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    • 2015
  • Purpose: The purpose of this study was to identify the relationship of nurses' job performance with job embeddedness, self-leadership and social support and the role of self-leadership and social support in the relation between job embeddedness and job performance among general hospital nurses. Methods: The participants for this study were 244 nurses from 3 general hospitals in Seoul and Gyunggi Province. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, $Scheff\acute{e}$ test, Pearson correlation and Hierarchical Multiple Regression. Results: Job performance showed positive correlations with job embeddedness (r=.56, p<.001), self-leadership(r=.68, p<.001), organizational support (r=.30, p<.001), supervisors' support (r=.31, p<.001) and colleagues' support (r=.31, p<.001). Job embeddedness and self-leadership had significant influence on nurses' job performance. However self-leadership and social support did not show moderating effects of job embeddedness on nurses' job performance. Conclusion: These findings indicate that job embeddednes and self-leadership are important factors to enhance nurses' job performance. Therefore, promoting activities for job embeddedness and self-leadership might be a way to increase nurses' job performance. As there was no moderating effects of self-leadership and social support on job embeddedness and job performance, further studies are necessary to refine these findings in different environments.

Evaluation of Nursing Outcomes among Advanced Practice Nurses in a Tertiary Hospital (분야별 전문간호사의 전문간호업무에 대한 성과 평가: 일개 병원을 중심으로)

  • Seol, Miee;Yi, Myoung Sun
    • Journal of Korean Critical Care Nursing
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    • v.5 no.2
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    • pp.37-48
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    • 2012
  • Purpose: The purpose of the study was to evaluate how advanced practice nurses (APNs) recognized their work by analyzing nursing outcomes. The ultimate goal was to examine the utility of APNs by connecting their work to the outcomes. Methods: Cross-sectional survey was conducted to collect the data from 59 APNs in a tertiary hospital lovated in Seoul, Korea. The questionnaire with 84 outcome indicators for advanced practice nurses was used. Descriptive statistics were used to analyze the data. Results: Among 84 outcome indicators, 11 indicators were associated with the work of APNs. Majority of these findings were included in the categories of clinical results and satisfaction. Items identified to be associated with the work of APNs were different among oncology nursing area, surgical speciality area, emergency care area, and critical care area. Conclusion: The results of the study indicated that the works of APNs were relevant to education/counseling/training and interpersonal relationship with other health professionals. The results of the study could be helpful to delineate the work characteristics of APNs and increase the utility of APNs in Korea where roles of APNs are not yet clearly delineated in most clinical settings.

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Effects of Social Support and Ego-resilience on Nursing Performance of Hospital Nurses (사회적 지지와 자아탄력성이 병원간호사의 간호업무 성과에 미치는 영향)

  • Lee, An Saeng;Yoon, Chi-Keun;Park, Jin Kyu
    • Korean Journal of Occupational Health Nursing
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    • v.21 no.3
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    • pp.283-289
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    • 2012
  • Purpose: The purpose of this study was to identify the effects of the social support and ego-resilience on the nursing performance among hospital nurses. Methods: The subjects of this study were 369 nurses in a senior general hospital. We used the self-reported questionnaire to assess the level of ego-resilience, social support and nursing performance of hospital nurses. The data were analyzed using descriptive statistics, frequency, t-test, ANOVA, Pearson's correlation coefficient and stepwise multiple regression. Results: This study showed the positive relationship between the social support and ego-resilience on tne the nursing performance of hospital nurses. The higher group of the social support and ego-resilience showed the more performance of hospital nurses. And, the influencing factors on the performance are age, ego-resilience, social support, night working days a month in the order. Conclusion: Further studies will be needed to promote the performance of nurse in hospital and policies to be develop to elevate the social support and ego-resilience of nurses.

Effects of Nurses' Practice Environment and Job Embeddedness on Turnover Intention in Medium-small sized Hospital (중소병원 간호사의 병상규모별 간호업무환경과 직무배태성이 이직의도에 미치는 영향)

  • Kim, Moonja;Lee, Ji-Won;Park, Jeong-Suk
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.18 no.1
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    • pp.222-230
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    • 2017
  • The purpose of this study was to investigate the effects of turnover intention of nursing according to the nurses' practice environments and job embeddedness in medium-to-small sized hospitals. A total of 131 nurses working in a hospital with less than 200 beds, and 145 nurses in a hospital with 200 to 400 beds were included in this study. Data were collected from 10th to 24th of August, 2015 and analyzed using the SPSS/WIN 18.0 program. The results were as follows: (a) Nurses' practice environment and job embeddedness showed no significant differences between the two groups, but there were significant differences of turnover intention between the two groups; (b) turnover intention was negatively correlated with nurses' practice environment and job embeddedness in each group; and (c) in hospital of less than 200beds, the factors of influencing turnover intention were job embeddedness, age and nurses' practice environment. Conversely, in a hospital with 200 to 400 beds, the factors of influencing turnover intention were job embeddedness, pay, and nurses' practice environment. This study suggests that to reduce turnover intention, we have to improve the practice environment of nurses and to enhance job embeddedness for nurses in medium-to-small sized hospitals.

The Relation between Self-leadership and Outcome of Nursing Practice (간호사의 셀프리더십과 간호업무성과간의 관계)

  • Chang, Sung-Ok;Cho, Kyung-Hee;Kim, In-A;Lee, Su-Jeong;Seomun, Gyeong-Ae
    • Journal of Korean Academy of Nursing Administration
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    • v.12 no.1
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    • pp.151-158
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    • 2006
  • Purpose: This study was undertaken in order to suggest self-leadership as a way to promote organization efficiency of nursing organization. So the relation between self-leadership and outcome of nursing practice in organization was studied. Method: The subjects of study were nurses as a population who were working for the 2 of university hospitals which have over 500 beds in Kyong Ki Province as well as who have been working for over 6 months. The data was collected by questionnaires from 215 nurses and analyzed using descriptive statistics, perason correlation coefficient, t-test and ANOVA on SAS Program. Results: Self-leadership of nurse got 3.51 grade out of 5 as a mean point. Each of the segments got 3.74 in self-compensation, 3.57 in self-expectation, 3.53 in goal-setting, 3.45 in rehearsal, 3.37 in self-criticism and 3.30 in constructive thinking in order. Independent performance of nursing practice at each items of outcome of nursing practice showed the highest correlations with the self-expectation among self-leadership segments. Constructive thinking, self-compensation, rehearsal, goal-setting were related like this in order, but self-criticism was related just a little. Dependent nursing practice has the highest correlation with the self-expectation, goal-setting, rehearsal, constructive thinking, self-compensation were similar as aboves in order, but self-criticism didn't show any similar correlations. Relationship practice has the highest correlation with the self-expectation, and goal-setting, constructive thinking, self-compensation, rehearsal were similar, while self-criticism did not show any correlations. Conclusion: In conclusion the result was obtained that self-leadership is much correlated with outcome of nursing practice. Therefore, as a way to promote efficiency of nursing organization, the constant study about self-leadership with the various aspects is needed focusing on self-management and inner motivation as a new leadership paradigm.

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Influence of Communication Competence and Burnout on Nursing Performance of Intensive Care Units Nurses (중환자실 간호사의 의사소통 능력, 소진이 간호업무성과에 미치는 영향)

  • Son, Youn-Jung;Lee, Youn A;Sim, Kyoung Nan;Kong, Seong Sook;Park, Young-Su
    • Journal of Korean Academy of Fundamentals of Nursing
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    • v.20 no.3
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    • pp.278-288
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    • 2013
  • Purpose: The purpose of this study was to investigate the influence of communication competence and burnout on nursing performance in intensive care units (ICU). Method: The participants were 209 nurses from four university hospitals. Measurements included a socio-demographic and job related survey, communication competence inventory, the Maslach burnout inventory and a nursing performance scale. Data were collected from February 6 to 24, 2012, with a self-report questionnaire. The statistical analyses were performed with SPSS 18.0 software. Results: The mean scores for communication competence, burnout and nursing performance were 50.49, 84.72, and 62.18, respectively. Communication competence (r=.44, p<.001) and burn out (r=-.32, p<.001) were significantly correlated with nursing performance. In the multiple linear regression, factors influencing nursing performance were communication competence, age and burnout. These variables explained about 46% of the total variance of nursing performance. Communication competence (${\beta}$=.34, p<.001) was the most influential factor. Conclusion: Nurses' poor communication skills and burnout can influence the occurrences of medical errors in ICU nursing performance. The results suggest that good communication and burnout resolution skills programs should be implemented to improve nursing performance efficiency.