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A Study on the Demand for Nurse Anesthetists in Korea (우리나라 종합병원과 일반병원의 마취 전문간호사 수요분석)

  • Shin Sung-Rae;Oh Pok-Ja
    • Journal of Korean Academy of Fundamentals of Nursing
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    • v.11 no.2
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    • pp.195-202
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    • 2004
  • Purpose: This descriptive study was conducted to project the number of nurse anesthetists needed in hospital settings, up to the year 2015. Method: Necessary data and information were collected from various funded reports, professional literature, web sites and personal visits to national and private institutions. The number of nurse anesthetists needed was projected after considering the total number of cases requiring anesthesia including deliveries, workload ratio for caesarean section to total number of deliveries, and percent of deliveries requiring and anesthesia. Result: The projected number of nurse anesthetists needed for hospital settings are as follows: 1. The number of registered anesthesia personnel in Korea in 2002 was 2,481 anesthesiologists and 543 nurse anesthetists but only 60% of anesthesiologists and 30% of nurse anesthetists (147) were actually practicing in the field of surgery. 2. By the year 2015, the total number of projected nurse anesthetists needed in hospital settings will be between 214 and 265. Conclusion: In order to match the supply to the need, the professional organizations should direct efforts towards enacting legislation. Educational systems should identify strategies to initiating an adequate number of nurse anesthetist programs at the master's level as well as standardizing curriculums across programs.

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Nurse Managers in a Difficult Situation on Caring Clients: A Critical Discourse Analysis (병동 간호관리자의 문제상황 관리 경험)

  • Cho, Myung Ok
    • Korean Journal of Adult Nursing
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    • v.19 no.5
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    • pp.56-69
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    • 2007
  • Purpose: This study aimed to explore the discourses and the patterns of problem solving behaviors among the nurse managers. The focus of the study was the difficult situations in caring with patients and their families. Methods: Field study was performed at a for-profit hospital from March, 2004 to March, 2007. The participants of the study were 5 head nurses and 2 nurses in charge. The data were collected with iterative interviews and participant-observations. For the analysis of the data, taxonomy and critical discourse analyzing were applied. Results: The nurse mangers who showed wholistic patterns of behavior took the role of a broker among the client system, professional nursing system, medical system, and other allied health system. The nurse managers whose approach was profession-centered took the role of protector of nursing system. The nurse manager who practiced nurse-oriented pattern of behavior tried not to have harm against other members of health system. The experiences of nurse managers were effected from the discourses of patriarchal and market mechanism. Conclusion: The situation that provoke conflict between clients and nurses become more common with the changes to the health care system and to society. Nurse managers take the role of these conflict problems. The successful solving of conflict in a nursing care setting promotes the quality of care and satisfaction of clients. Programs for enhancing nurse's problem solving competency should anchored be in their practices.

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Development of the DRG Fee Adjustment Mechanism Reflecting Nurse Staffing Grades (간호관리료 차등제를 반영한 DRG수가 조정기전 개발)

  • Kim, Yunmi;Kim, Se Young;Kim, Jiyun
    • Journal of Korean Clinical Nursing Research
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    • v.19 no.3
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    • pp.321-332
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    • 2013
  • Purpose: Korean health insurance extended application of the Diagnosis Related Groups (DRG) payment system to tertiary and general hospitals from July, 2013. This study was done to develop a DRG fee adjustment mechanism applied to levels of nurse staffing to assure quality nursing service. Methods: Nurse stafffing grades among hospitals in Korea were analyzed. Differences and ratio of inpatient costs by nurse staffing grades in DRG fees and differences of DRG fee between tertiary and general hospitals were compared. Results: In 2013, nurse staffing grades in tertiary and general hospitals had improved, but other hospital nurse staffing grades remained at the 2001 level. Gaps of inpatient costs between first and seventh nurse staffing grades were over 10% in 4 out of 7 DRG diagnosis; However differences of DRG fee between tertiary and general hospitals were only 4.51% and 4.72% respectively. A DRG fee adjustment mechanism was developed that included nurse staffing grades and hospitalization days as factors of the formula. Conclusion: Current DRG fees motivate hospitals to decrease nurse staffing grades because cost reduction is bigger than compensation. This DRG fee adjustment mechanism reflects nurse staffing supply to motivate hospitals to hire more nurses as a reasonable compensation system.

Perceptions of Adequacy and Job Performance of Nurse Assistant Nursing Jobs according to Registered Nurses and Nurse Assistants in Geriatric Hospitals, and Caregivers (요양병원 간호조무사의 간호업무 적절성과 수행여부에 대한 간호사, 간호조무사, 환자보호자의 인식 비교)

  • Cho, Myung Hee;Kim, Kye Ha
    • Journal of Korean Academy of Nursing Administration
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    • v.22 no.4
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    • pp.384-395
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    • 2016
  • Purpose: The purpose of this study was to investigate perceptions of adequacy and job performance of the nurse assistants' nursing job as evaluated by registered nurses and nurse assistants in geriatric hospitals, and by caregivers from the same hospitals. Methods: Participants included 62 registered nurses, 57 nurse assistants, and 64 patient caregivers who completed a measurement scale on the job of nurse assistants. Data collection was conducted from October to December, 2015. Data were analyzed using descriptive statistics and one-way ANOVA by IBM SPSS/WIN program version 21.0. Results: There were significant differences by items in perception of adequacy of nurse assistants' nursing job of among the three groups. There was also a significant difference in perception of the nurse assistants' job performance among the three groups. Conclusion: For nurse assistants in geriatric hospitals, the Ministry of Health and Welfare needs to develop an appropriate job practice guideline. In addition, there should be periodic courses of retraining and continuing education for nurse assistants.

Trends in Nursing Research on Community Nurse Practitioners as Reported in Korea from 1980 to 2006 (보건진료원 관련 국내 연구논문 분석)

  • Jang, Hee-Jung;Park, Kyung-Min;Kang, Young-Mee
    • Journal of Korean Academy of Rural Health Nursing
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    • v.2 no.1
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    • pp.43-50
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    • 2007
  • Purpose: The purpose of this study was to analyze the trends of research on Community Nurse Practitioners in Korea in order to suggest future directions for research on Community Nurse Practitioners. Method: A total of 109 studies published from 1980 to 2006 were analyzed according to the year of publication, research design, journal type, subject type, and major study concepts. Results: 1) The number of studies related to Community Nurse Practitioners increased by 28.4% from 1985 to 1989, and also by 28.4% from 2000 to 2004. 2) The most frequently used research design in the studies was a descriptive study design (90.8%). 3) There were 43 master's theses on Community Nurse Practitioners, and 16 studies in the Journal of Korean Community Nursing. 4) The most frequent participants were Community Nurse Practitioners (68.9%). 5) The most frequent major study concept was job analysis of Community Nurse Practitioner programs (27.5%). Conclusion: It is suggested that there should be more studies on Community Nurse Practitioner programs in the future and, particularly, experimental studies to exam the effects of interventions on health promotion by Community Nurse Practitioners are considered necessary.

A Study on the development of leadership training program for first-line nurse managers (일선 간호관리자를 위한 리더십 훈련 프로그램 개발)

  • Koh, Myung-Suk;Han, Sung-Suk
    • Journal of Korean Academy of Nursing Administration
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    • v.6 no.3
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    • pp.333-345
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    • 2000
  • The health care environment becomes more competitive every day. It has fallen to nurse managers - from vice presidents of patient care to nurse managers and their assistants - to recruit and develop a workforce that successfully meets the needs of both patients and the organization. This means employees who demonstrate advanced critical thinking skills, creative problem solving, and sound decision making skills combined with clinical skills and patient advocacy. The environment which nurse managers create and the way they relate to their workforce, are pivotal to organizational viability. Especially leadership of first -line nurse managers contributes to the success of their organizations. First-line nurse managers are deserved to be one of the most administrative supervisors through the middle stratum in a hospital organization as being a manager in the field service if assessed from the overall aspects of hospital, as being an interim managers in the nursing department as well as being a supreme supervisor in a unit in terms of an organizational structure in the hospital. Similarly, as a compete leader, the first-line nurse managers have not only a professional which is qualified to perform a role of appropriate coordination with medical staff and key personnel but also hold an important key position a being responsible for performing his or her given role. The first-line nurse manager is expected to manage human and fiscal resources in ways not required before. While an identified need for well-prepared first-line nurse manager continues to plague the profession, first-line nurse managers often have difficulty providing the leadership required. The need leadership training to function effectively in their positions. But we hardly find a useful leadership training program for first-line nurse managers, therefore the purpose of this study was to developed the leadership training program for them. The steps of leadership program development were below: 1st step, 2 studies were done before develop a leadership program. One was done to ask to first-line nurse managers what they want to learn through leadership training, the other one was to ask the staff nurses what their opinions are for their first-line nurse managers leadership. 2nd step was searching other leadership programs contents. The results of this study were below: The total amount of hours is 24. Leadership training program contents are : Future of nursing profession (210min), understanding basic factor's of leadership and leadership theories(310 min), self understanding as first- line nurse managers(320 min), basic principle and practice of interpersonal relationship(210 min), assertiveness training, conflict management (180min), and group study(210min). This is challenging time to be a leader, especially in nursing. As nurse managers look toward the new millennium, it seems as through the same struggles are ahead that are behind. So nurse managers need to embrace change with a positive attitude. They need to demonstrate risk taking and support it in their staffs. All these things are possible that after they participate the leadership training program.

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A Study on Recognition and Expectation on School Nurse's Work at the Primary, Secondary School Students and Their Teachers in Suwon (양호교사(養護敎師) 업무(業務)에 대(對)한 인지(認知) 및 기대(期待) 조사연구(調査硏究))

  • Park, Youug Nam
    • The Journal of the Korean Society of School Health
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    • v.4 no.1
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    • pp.100-115
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    • 1991
  • The purpose of this study is to provide the necessary data for the effective performance of school nurse's work by comparing with the recognition and expectation on school nurse's work by the students and their teachers in school settings. The sample of this study was consisted of the 441 students and 535 teachers in Suwon. The data were collected by means of a structured questionnaire from 24th, Sept, to 29th, Sept. 1990. The collected data were analyzed utilizing SAS/PC program for percentage, frequency, mean, standard deviation and chisquare test. The major findings of this study were as follows: 1. The result of analysis in recognition on school nurse's work. There is no statistically significant difference 'depending on teachers' school level, sex, age and career with school nurse(P>0.05). The students show significant difference on their school level and sex(P>0.05). Also, in the areas of school nurse's work, school clinic management has the highest recognition and school environment management has the lowest recognition. 2. The result of analysis in expectation on school nurse's work. There is statistically significant difference depending on teachers' and students' school level: the order of expectation is elementary, middle, and high school(P<0.05). In the result of comparison with students' and teachers' expectation in the same school level, there is significant difference only in elementary school(P<0.05). However, there is no statistically significant difference depending on teachers' sex, age, career with school nurse and students' sex(P>0.05). Also, in the areas of school nurse's work, school clinic management has the highest expectation and school environment management has the lowest expectation. Synthesizing the result of the study, we can have the conclusion like following. First, students' recognition on school nurse's work is lower than teachers' because most of school nurse's work is performed through their homeroom teachers or other teachers. That can be the limitation for students to recognize school nurse's work. So, there must be a chance of regular meeting between school nurse and students to perform school nurse's work effectively. For this. we must change our educational system and make school nurse charge regular lesson. Second, in each area of school nurse's work, both students' and teachers' recognition and expectation about the area of school environment management has much lower score than the other areas. This indirectly shows the school nurse don't do the work of the area actively. So, school nurses must make an effort to do the work of the area actively. And we must enforce the education of this area in education for new school nurses or re-education for school nurses.

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The Effect of Head Nurse's Emotional Leadership on Nurse's Job Satisfaction & Organizational Commitment (수간호사의 감성 리더십이 간호사의 직무만족과 조직몰입에 미치는 영향)

  • Kim, Myeong-Hwa;Jung, Myun-Sook
    • Journal of Korean Academy of Nursing Administration
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    • v.16 no.3
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    • pp.336-347
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    • 2010
  • Purpose: The purpose of this study was to identify the effect of head nurse's emotional leadership on nurse's job satisfaction & organizational commitment Methods: The subjects of this study were 385 nurses from four general hospitals and one university hospital. SPSS WIN 14.0 was used for data analysis. Results: Stepwise multiple regression analyses were used to examine the influences of research variables. The variable which predict nurse's job satisfaction were head nurse's emotional leadership (F=76.027, p<.01, adjusted R square=.166). The variables which predict organizational commitment were emotional leadership (F=27.839, p<.01, adjusted R square=.066), marital status (F=20.928, p<.01 adjusted R square=.03), respectively. Conclusions: As a result of this study, head nurse's emotional leadership was defined as a important influential on both job satisfaction and organizational commitment of nurses. Therefore, it is needed to develop education programs for activating head nurse's emotional leadership.

Nurse Manager Competency: Views from Executives in Thai Community Hospitals

  • Tongmuangtunyatep, Kanjananat;Lynn, Marry;Kunaviktikul, Wipada
    • Asian Journal for Public Opinion Research
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    • v.4 no.2
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    • pp.88-107
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    • 2017
  • Background: Adolescent mothers may find the transition to motherhood to be Aim: The aim of this study was to investigate the viewpoints of nurse managers and directors of nursing services in community hospitals regarding the essential competencies of head nurses. Methods: A qualitative descriptive design was used to investigate the perspective of nurse managers and directors of nursing services about essential competencies of nurse managers in community hospitals. A total of ten participants (four directors of nursing services and six nurse managers) were interviewed. Findings: Nurse managers and directors of nursing services identified leadership, management, communication, professional ethics, and policy and healthcare environment as the essential competencies for their positions in community hospitals. Conclusions: These findings can be used by executives of community hospitals and nursing institutes to plan for competency development for nurse managers. They should be included in nursing administration programs.

A Critical Review of Nurse Demand Forecasting Methods in Empirical Studies 1991~2014 (간호사 인력의 수요추계 방법론에 대한 비판적 검토: 1991~2014년간의 실증연구를 중심으로)

  • Jeong, Suyong;Kim, Jinhyun
    • Perspectives in Nursing Science
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    • v.13 no.2
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    • pp.81-87
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    • 2016
  • Purpose: The aim of this study is to review the nurse demand forecasting methods in empirical studies published during 1991~2014 and suggest ideas to improve the validity in nurse demand forecasting. Methods: Previous studies on nurse demand forecasting methodology were categorized into four groups: time series analysis, top-down approach of workforce requirement, bottom-up approach of workforce requirement, and labor market analysis. Major methodological properties of each group were summarized and compared. Results: Time series analysis and top-down approach were the most frequently used forecasting methodologies. Conclusion: To improve decision-making in nursing workforce planning, stakeholders should consider a variety of demand forecasting methods and appraise the validity of forecasting nurse demand.