• Title, Summary, Keyword: Nurse

Search Result 5,423, Processing Time 0.054 seconds

Competency of Nursing Performance and Job Satisfaction of Operating Room Nurse by Type of Nurse Staffing (간호인력배치유형에 따른 수술실 간호사의 업무수행능력 및 직무만족)

  • Ahn, Young-Mi;Park, Chai-Soon
    • Korean Journal of Women Health Nursing
    • /
    • v.11 no.2
    • /
    • pp.169-175
    • /
    • 2005
  • Purpose: This study was designed to investigate the relationships of the types of nurse staffing, the competency of nursing performance and job satisfaction by analyzing the types of nurse staffing in operating room. Method: The subjects were 472 nurses who work in operating room. The instruments used in this study were three tools: competency of nursing performance, job satisfaction and type of nurse staffing. Result: Type 4 was most in the type of nurse staffing of the subjects. According to the type of nurse staffing, the competency of nursing performance was significantly different. There was significant difference in the competency of nursing performance according to age, marital status, bachelor, employ, position, and career, and job satisfaction according to age, position, and career. In opinion about the ideal type of nurse staffing, type 2 was most regardless of career. Conclusion: Type 4 which has lower competency of nursing performance was adopted in many hospitals now but, type 2 which has highest competency of nursing performance was selected by many nurses as the best one. So, it should be considered the type of nurse staffing of in operating room and change it.

  • PDF

The Perception of Medical Doctors and Nurses on the Clinical Nurse Specialist System (임상전문간호사 제도에 관한 의사와 간호사의 인식)

  • Lee, Soon-Ok;Lee, Won-Chul
    • Journal of Korean Academy of Nursing Administration
    • /
    • v.1 no.2
    • /
    • pp.372-387
    • /
    • 1995
  • One-hundred eighty four medical doctors and 349 nurses out of 6 university hospitals and 1 general hospital were surveyed from Mar. 3, to Mar. 31, 1995, in order to appreciate the extent of their understandings on the clinical nurse specialist system. The difference was analyzed by the subjects' age, their position and department, the expected benefits of the system. the assigned department, the position and qualification, the required special educational organization and program, and the extent of autonomy of the function of clinical nurse specialists and the special nursing field. The results were as follows ; 1. The perception about the expected benefits of the introduction of clinical nurse specialist system was significantly different among the age groups of medical doctors, and the age group of 40s among them showed the most positive perception. 2. The extent of acquaintance with clinical nurse specialist was the higher in the older age groups of respondent nurses. Meanwhile, the experience of participation with clinical nurse specialists was the more in the older age group of medical doctors. 3. The opinion about the required position of clinical nurse specialists was significantly different by the age and position of the respondent nurses. The rank of head nurse was suggested by the respondent nurses of older age and higher positon, while the level of in-charge nurse was suggested by the staff nurses. Also, the duration of clinical experience required of clinical nurse specialists was the most frequently responded as 6 to 10 years by nurses, as 2 to 5 years by medical doctors. 4. The degree of educational background required of clinical nurse specialists was differently responded by the various position of medical doctors and nurses. Of the medical doctors, professors frequently responded bachelor degree and medical residents frequently responded master degree as the required educational background. Of the nurses, nursing administrators more frequently responded that master degree was required of clinical nurse specialists than staff nurses and clinical nurse specialists did. 5. The extent of acquaintance with clinical nurse specialist system was different among the various department of medical doctors, which was the highest in the doctors of psychiatry, internal medicine and pediatrics, respectively. The doctors of surgery were the least acquainted of clinical nurse specialist. 6. The nurses of special parts, of surgery and of obstetrics & pediatrics responded more frequently that clinical nurse specialists should belong to the nursing department than the nurses of internal medicine and of others did. 7. The Special parts that necessitate clinical nurse specialists were responded to be the more important by nurses than by medical doctors. Clinical nurse specialists were responded to be the more necessary in the parts of diabetics, oncology, pyschiatry, dialysis, organ transplantation, intensive care, and in cardiovascular part. They were responded to be the less important in the parts of intravenous therapy, computer informatics, nursing administration, the improvement of nursing quality.

  • PDF

The role of the Neonatal Nurse Specialist in 21st Century (21세기 신생아 전문 간호사의 역할과 전망)

  • Lee, Ja-Hyung
    • Korean Parent-Child Health Journal
    • /
    • v.3 no.2
    • /
    • pp.81-93
    • /
    • 2000
  • The role of the neonatal nurse specialist has been well established over the past decade and now reform in 21st century. Neonatal nurse specialists responsibilities in caring for critically and long-term chronically ill infants and their families are very important. Neonatal nurse specialists have a two fold responsibility in caring for these infants. First, through acquiring advanced practice education in complex neonatal care and diagnostic skills, neonatal nurse specialists meet the physiologic needs of the infant. Second, neonatal nurse specialists provide a more holistic approach to their care through evaluating the family in treatment plans and involving the family in discharge planning for the infant. In some institutions, neonatal nurse specialists are directly involved in institutional and/or home follow-up care and case management also. It is the neonatal nurse specialists responsibility to function collaboratively with the multidisciplinary team in managing critically or chronically ill infants from admission to discharge. The role of the neonatal nurse specialist case manager can be described as one that focuses on individualized care of the infant, while providing continuity of care to both the infant and family. The neonatal nurse specialist's role will vary depending on the neonatal intensive care unit(NICU). Therefore, the multidisciplinary collaborative approach to long-term management of infants in the NICU is extremely important to provide successful transition to home or to long-term rehabilitative care facilities because care for the chronically ill infant is complex and multifaceted. I suggest the role of neonatal nurse specialist in 21st century are as follows. 1. Diagnostic/patient assessment 2. Management of patient health/illness 3. Administering/monitoring therapeutic interventions and regimens 4. Monitoring/ensuring quality of health care practices 5. Organization and work role 6. Helping role 7. Teaching/coaching role 8. Management of rapidly changing situations 9. Consulting role The advanced practice nursing model of care delivered by neonatal nurse specialist's in the NICU incorporates medical and nursing role functions and emphasizes holism, caring, and a health perspective for critically and chronically ill neonates and their families.

  • PDF

A Study on Change of Nurse Image After Hospitalization Experience (입원경험 전.후의 간호사 이미지)

  • Kang, Young-Sil
    • The Journal of Korean Academic Society of Nursing Education
    • /
    • v.7 no.1
    • /
    • pp.22-37
    • /
    • 2001
  • This study analyzed change of nurse image after hospitalization experience. The data were collected though questionnaire survey on 87 patients, who were, for the first time, hospitalized for 5~7 days at five general hospitals in J city. The survey was performed during July 3~August 2, 2000. The nurse image was analyzed through the instrument conceived by Il-Sim Yang(1998) on the basis of four dimensions ; traditional, social, professional and personal. The collected data were processed through SPSS/WIN to examine t-test, ANOVA and paired t-test. The study results were summarized as follows ; 1. Before hospitalization, patients' score of nurse image was the highest in professional dimension, followed by personal, traditional and social in order. 2. The nurse image before hospitalization showed statistically significant differences in age(p=.009), sex(p=.027) and marital status(p=.000). 3. After hospitalization experience, the score of nurse image was the highest in personal dimension, followed by professional, traditional and social one. 4. The nurse image after hospitalization showed statistically significant differences in marital status(p=.002) only. 5. The difference of nurse image before and after hospitalization experience showed statistical significance in traditional (p=.007) and social (p=.037) dimensions. 6. The score of nurse image was improved in all dimensions after hospitalization experience. In conclusion, hospitalization experience helps improve the nurse image. Therefore, for better improvement of nurse image, it is necessary for nurses to offer their best care to hospitalized patients. In addition, efforts should be made to improve the social image of nurse, which showed lowest score.

  • PDF

Advanced Practice Nurse System and Unlicensed Medical Practice (전문간호사 제도와 무면허 의료행위 - 대법원 2010.3.25. 선고, 2008도590 판결 중심으로 -)

  • Kim, Kyoung-Reay
    • The Korean Society of Law and Medicine
    • /
    • v.11 no.1
    • /
    • pp.173-198
    • /
    • 2010
  • There is a system in Korea named "Advanced Practice Nurse System" qualified by the Minister of Health, Welfare and Family Affairs for Advanced Practice Nurse besides nurse licence. Medical practice is, in today's medical law, understood as a general concept colligating medical practice, nursing practice and midwife practice and so on, for it is defined as a deed of medical technique practiced by medical personnel. Referring to the fact that the Supreme Court recognizes medical personnel as people who have medical expert knowledge, nursing practice can be recognized as a region of medical business and therefore it is not necessary to prescribe nursing practice separately from the definition of medical practice on a precedent, because nurse belongs to medical personnel. According to the precedent regarding 'Unlicensed Medical Practice of Advanced Practice Nurse for Anesthesia' recently sentenced by the Supreme Court, the medical practice is only allowed a doctor because it is 'in need of special knowledge and experience because of high danger on human body' and it is judged to be an unlicensed medical practice prohibited in medical law if it is to be done by a nurse. When considering the actual situation that System for Advanced Practice Nurse for Anesthesia is established under the circumstance that an anesthetist is in want and therefore the operation has not been performed on time, and that it is being expected an anesthetist to be in need, it is necessary to legislate for the range of medical practice of Advanced Practice Nurse so that Advanced Practice Nurse System can be practically legalized, for the role of Advanced Practice Nurse has the great possibility of shrinking because the precedent has considered Advanced Practice Nurse for Anesthesia doing anesthetic operation in clinic today as a potential wrongdoer.

  • PDF

A Study of Hospital Nurse's Intention to Keep Nursing Job (병원간호사의 재직의도)

  • Lee, Eun Hee;Cho, Kyung Sook;Son, Haeng-Mi
    • Journal of Korean Clinical Nursing Research
    • /
    • v.20 no.1
    • /
    • pp.15-27
    • /
    • 2014
  • Purpose: The purpose of this study was to identify nurse's intention to keep current job in the hospital. Methods: Data were collected from 1,143 nurse's working in over 300 beds hospital. The questionnaire with 47 items was developed by researchers to measure nurse's intention to keep his/her current nursing job in hospital. The questionnaire was developed through a focus group interview asking nurse's about their work experiences and literature review, and validated by researchers. Using descriptive statistics, data were analyzed in frequency and severity of nurse's intention to keep nursing job. The Cronbach's ${\alpha}$ of the questionnaire was .906. Results: The mean score of nurse's intention to keep current nursing job was 2.66. The highest mean scores of item of nurse's intention to keep nursing job was "as a nurse it is my duty to help others" ($3.19{\pm}0.45$), and the lowest was "the rotating shift helps me doing housework and raise for my kids" ($1.77{\pm}0.64$). And there are significant differences between period of working (F=9.71, p<.001), current position (F=5.91, p<.001), educational level (F=13.44, p<.001), and impulse experience of changing a job (F=71.20, p<.001). Conclusion: The findings of this study showed possibilities to develop programs for heightening the pride of professional nurse and increasing nurse's intention to keep nursing job in order to increase nurse's professional satisfaction and achievement.

Impact of Unit-level Nurse Practice Environment on Nurse Turnover Intention (간호단위별 간호근무환경이 간호사의 이직의도에 미치는 영향)

  • Lee, Youngjin;Seomun, GyeongAe
    • Journal of Digital Convergence
    • /
    • v.14 no.6
    • /
    • pp.355-362
    • /
    • 2016
  • The purpose of this study was to conduct the impact of unit-level nurse practice environment on turnover intention among nurses in a tertiary hospital. A cross-sectional study was carried out using questionnaires with 267 nurses in 24 nursing units of hospital in Seoul. Data were collected in November 2013 and were analyzed using SPSS/WIN 23.0. The results of the study indicate that nurse turnover intention is associated with the nurse practice environment at the unit level. In addition, the model including age, unit-level nurse practice environment explained 23.0% of the variance for nurse turnover intention. Hospital can improve nurse retention and lower turnover intention by changing the nurse practice environment of unit, such as nurse participation in hospital affairs, improvement of the nurse manager leadership and nurse-physician collaborative relationships.

A Study on the Role Conflict of Head Nurse (수간호원의 역할 갈등에 관한 연구)

  • 박성애;이병숙
    • Journal of Korean Academy of Nursing
    • /
    • v.15 no.1
    • /
    • pp.44-51
    • /
    • 1985
  • The purpose of this study was to investigate the role conflict of head nurse; to identify the degree of the role conflict, the sources of the conflict, and the relation between the degree of the conflict and the general characteristics of head nurse. During the period from July 23, 1984 to August 4, 1984, data were collected from 109 head nurses working in 7 general hospitals in seoul. The results of this study were: 1. The degree of the role conflict of head nurse was moderate. But among the three areas in performing head nurse's role, the degree of role conflict as a operational manager was slightly serious. 2. In the various sources of the role conflict of head nurse, the main sources were the shoratage of personnel (20.7%), lack of equipment (19.3%), and lack of time. (17.6%). 3. In comparison of the degree of role conflict of head nurse, there is no significant difference in the general characteristics of head nurse. But the role conflict of head nurse as a operational manager, there is a significant difference in hospital types in which the head nurse were working. (p <0.01). And as a operational manager, there is a significant difference of role conflict in educational levels. (p <0.01).

  • PDF

Methods and Applications to estimate the Conversion Factor of Resource-based Relative Value Scale for Nurse-Midwife's Delivery Service in the National Health Insurance (조산원(助産院)의 분만간호서비스에 대한 건강보험수가 산출방법과 적용방안)

  • Kim, Jin-Hyun;Jung, Yoo-Mi
    • Journal of Korean Academy of Nursing
    • /
    • v.39 no.4
    • /
    • pp.574-583
    • /
    • 2009
  • Purpose: This paper analyzed alternative methods of calculating the conversion factor for nurse-midwife's delivery services in the national health insurance and estimated the optimal reimbursement level for the services. Methods: A cost accounting model and Sustainable Growth Rate (SGR) model were developed to estimate the conversion factor of Resource-Based Relative Value Scale (RBRVS) for nurse-midwife's services, depending on the scope of revenue considered in financial analysis. The data and sources from the government and the financial statements from nurse-midwife clinics were used in analysis. Results: The cost accounting model and SGR model showed a 17.6-37.9% increase and 19.0-23.6% increase, respectively, in nurse-midwife fee for delivery services in the national health insurance. The SGR model measured an overall trend of medical expenditures rather than an individual financial status of nurse-midwife clinics, and the cost analysis properly estimated the level of reimbursement for nurse-midwife's services. Conclusion: Normal vaginal delivery in nurse-midwife clinics is considered cost-effective in terms of insurance financing. Upon a declining share of health expenditures on midwife clinics, designing a reimbursement strategy for midwife's services could be an opportunity as well as a challenge when it comes to efficient resource allocation.

Nurse's Image:Perceived by Students of Elementary, Middle and High Schools in Taegru, Korea (대구지역 초.중.고등학생의 간호사 이미지에 관한 조사)

  • 허금희;이병숙
    • Health Policy and Management
    • /
    • v.9 no.2
    • /
    • pp.157-173
    • /
    • 1999
  • The purpose of this study was to investigate the image of nurse perceived by students of elementary. middle and high schools in Taegu. Korea. Also the details for establishing the image were analyzed. The subjects of this study were 1.119 students from elementary. middle and high schools in Taegu. Data were collected from July 1. to July 16. 1998 and analyzed with Frequency. X 2-test. t-test. ANOVA. and Stepwise Multiple Regression in SPSS 7.5. The results of this study were as follows; (1) There was a significant difference in the nurse's image among the three groups(F= 168.42. p= .000). and the elementary students had the most positive image among the groups. (2) There was a significant difference in the nurse's image between male andfemale students. and the male students had more positive image(t=3.20. p = .001) than female students. (3) The experiences of hospitalization. books. and mass media affected on establishing the image of nurse, and experienced students had more positive image than those who was not. (4) 22.3% of the nurse's image was explained by the educational years. (5) The students who could distinguish between nurses and nurse aids, who had a nurse in their family, and who had experiences of nurse by TV had more positive image than those who had not. The students who had experiences of family member's hospitalization had more negative image than those who had not.

  • PDF