• 제목, 요약, 키워드: Nurse

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Monopsony Power of General Hospitals in Nurse Labor Market (간호사 노동시장의 수요독점에 대한 연구 - 종합병원을 중심으로 -)

  • Jeong, Hyun-Jin;Yang, Bong-Min
    • Korea Journal of Hospital Management
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    • v.5 no.2
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    • pp.40-58
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    • 2000
  • Nurses are medical personnel, who play a key role in supporting patient care, so it is important to supply them adequately in balance with ever increasing medical demand. But there appears severe shortage of nurses in some hospitals because of their uneven distribution, especially in small sized-hospitals and rural-hospitals. As nationwide distorted distribution of nurses in Korea is just like what monopsony model(a kind of market structure model) tells us, it is attempted to explain this situation of nurse labor market in Korea on the basis of monopsony model and presented in this paper. Specifically, determinants of nurse wage and the level of their relative employment were examined, and monopsony impact on their wage and the level of relative employment controlling those determinants were studied. Major results of this study arc as follows. The most important determinant of nurse wage level in this study was the wage level of a local community where each hospital located Hospital owner's characteristics an educational function of each hospital were also important factors. With these factor controlled, it was found that monopsony power of each hospital was negativel associated with nurse wage level as expected. 1% increase in monopsony power of hospital(measured by Herfindah-Hirschman Index) reduced nurse wage by $5,674{\sim}19,19$ won(in Korean currency). With regard to the level of relative employment, the most important determinant wa the capacity for supplying nurses of the local community. Again, hospital owner characteristics and educational function of each hospital were also important. With these factors controlled, it was found that monopsony power of each hospital was negative associated with the number of nurses per bed, as expected. 1% increase in monopsony power of each hospital(again measured by Herfindah-Hirschman Index) reduced the number of nurses per 100 bed as much as $0.46{\sim}0.67$. In conclusion. structural factors of nurse labor market influence the instability of nurse labor supply in Korea. Further consideration for these market structural characteristics needed for policy making related to nurse resource allocation.

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Computerization of Nurse Staffing and Scheduling according to Patient Classification (환자분류에 의한 간호인력 산정 및 배치과정 전산화)

  • Park, Jung-Ho;Park, Hyeoun-Ae;Cho, Hyon;Choi, Yong-Sun
    • Journal of Korean Academy of Nursing
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    • v.26 no.2
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    • pp.399-412
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    • 1996
  • Even though Korean medical law stipulates that number of patients attended by a nurse is 2.5 for hospitalization and 30 for ambulatory care, the number of patients cared by a nurse per day is much greater than the standard prescribed by the medical law. Current nursing productivity of nurses is not desirable unless the quality of care considered. Moreover. nursing manpower staffing based on neither current nurses' productivity nor standard of medical law cannot respond properly to dynamic situation of the medical services. As for the nurse scheduling, the critical problem of it in the hospital is determining the day-to-day shift assignments for each nurse for the specified period in a way that satisfies the given requirements of the hospital. Nurse scheduling, however, involves many factors and requirements, manual scheduling requires much time and effort to produce an adequate schedule. Under these backgrounds, the necessity of more efficient management of nursing manpower occupying 1/3 of total hospital workers has been recognized by many nursing administrators. This study was performed to develop a system computerizing nurse staffing and scheduling based on the patient classification. As a preliminary step for the system development, nursing workload in a secondary hospital was measured from Sep. to Oct. 1994. On the grounds of this result, computerization of nurse staffing and scheduling was proceeded with three options. First one is based on the current medical law. Second one is based on the assigned number of nursing staff. And the last is based on the request by patient classification. Computer languages used in this study were MS Visual Basic 3.0 for the staffing and Access 2.0 for the scheduling, respectively. Prospective users may operate this system easily because icons and mouse are used for easier graphic user interface and reducing the need for typing efforts. This system can help nurse administrators manage nursing manpower efficiently and nurses develop quick and easy schedule generation and allow more time for the patient care.

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Educational Need of Nursing Managerial Competency in the Hospitals (병원에서의 간호관리역량 교육요구도)

  • Kim, In-Sook;Kim, Eun-Hyeon;Jung, Ja-Ne;Kang, Kyeong-Hwa;Lee, Tae-Wha
    • Journal of Korean Academy of Nursing Administration
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    • v.12 no.1
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    • pp.113-121
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    • 2006
  • Purpose: This study was aimed to investigate educational need of nursing managerial competency in the hospitals. Method: The data were collected from 296 nurses(nurse manager and nurse) who had worked in 9 hospitals using the structured questionnaires. Data was analysed by the SPSS for Windows 12.0 program. Results: Educational needs of the nurse managerial competency development were very high. Most of items in the areas of 'human resource management', 'leadership', 'ethic/ law responsibility' and 'quality improvement' were needed for nurse managerial competency development. Current level of the nurse managerial competency level in practice was lower than education need. However nurses had moderate level ability in the areas of 'ethic/ law responsibility', 'human resource management' and 'nursing information management'. There were significant differences in current level and need of the nurse managerial competency(p=.000). Education needs of the nurse managerial competency were influenced by age, clinical career, position, education level, experience of nurse manager education(p<.05). 5) Education program operations were preferred to 'the theme course', 'lecture', 'external education institution'. Conclusion: Education program of the nursing managerial competency development is urgently needed for nurses who have worked in a hospital.

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Health Risk Factors of Nurses in the Operating Room (수술실간호사의 건강위험요인)

  • Noh, Won Ja
    • Korean Journal of Occupational Health Nursing
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    • v.7 no.1
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    • pp.55-64
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    • 1998
  • In order to investigate and compare the health risk factors of nurses in the operating room(OR nurse) and ward (WARD nurse), the questionnaire survey for subjective symptoms was carried out on 553 nurses(132 OR nurses and 421 WARD nurses) who were employed at seven hospital. The self-administered questionnaries were composed of low back pain, subjective fatigue symptoms, musculo-skeletal symptoms, psychological stress and reproductive function. The results were as follows : 1. In the type of working posture and working environment, there were significant difference between two groups for working posture, waist form, height of working table, satisfaction of chair, lifting & carring. 2. Job satisfaction, duration of work, height of working table, satisfaction of chair, lifting & carring were significantly associated the low back pain. 3. In the complaints of subjective fatigue symptoms, the total mean score was higher in OR nurse than WARD nurse, but there was not significant. The items that the mean score of OR nurse was significantly higher than WARD nurse were 'head feels muddled', 'apt to forget', 'feel choky'. 4. In the complaints of musculo-skeletal syrrptoms, the total mean score was higher in OR nurse than WARD nurse, but there was not significant. The item that the mean score of OR nurse was significantly higher WARD nurse was 'wrist discomfort or pain'. 5. The comparison of spontatenous abortion in married nurses who had the experience of pregnancy were significantly associated the stress risk group. 6. In all of OR and Ward nurses, the job satisfaction is associated with subjective fatigue symptoms, musculo-skeletal symptoms, and stress. In conclusion, it suggested that working posture, working environment, stress, and job satisfaction were health risk factors of nurses working in the operating room. Further prospective intervention studies should be conducted to educate right working posture, improve of working environment, decrease of stress, and increase of job satisfaction.

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Subjectivity of Leadership Behavior for Nurse Manager in Hospital

  • Kim, Moon-Sil;Han, Su-Jeong;Kim, Jung-A
    • Journal of Korean Academy of Nursing
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    • v.29 no.5
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    • pp.1072-1086
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    • 1999
  • This study has been attempted using the Q methodology to clarify leader type of nurse managers that head nurses and general nurses recognize, and to clarify its relative relation. Sixty-three statements were extracted through interviews with general and professional people interested in the subject of nurse leaders to extract the Q population. A total of 314 Q population was formed added with 251 questions extracted from related documents. Final 32 Q samples were selected by reorganization of 314 Q population after reexamining statements through inquiry of 1 professor of the nurse department, 2 students in course of nurse science masters degree and 2 students in course of doctoral degree. The P sample selection standard of this study were 25 nurses and 30 head nurses. Examination subjects themselves filled out 32 statements classified in a measure of 9 points from agreeable items to disagreeable items. Principal component factors were analyzed using the QUANL pc program after grading the contents of the P sample. Nurses recognizing subjective structure for leader behaviors of nurse manager were analyzed to be 3 factors: vision presentation type, self-capability consideration type, relationship consideration type, and head nurses recognizing subjective structure were analyzed to be 2 types: task pursuit leader type, and concord pursuit type. Nursing manager's leader behavior, expected by staff nurse are more complex and higher level which may combined with task pursuit leader type in concord pursuit leader of head nurse. Also according to Horsey and Blanchard theory(1977), the effectiveness of leadership becomes to be larger as the accordance rate between the behaviors of nurse leaders and followers reaction increase Two suggestions have been made based on the conclusion. 1. Studies on creating strategies in relation to development, management, selection of nurse leaders should be made based on this study. 2. There is a need for relative study of production and degree of similarity of leadership types based on this study.

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Nurse Image Perceived by Elementary and Middle School Students (초등학생과 중학생의 간호사에 대한 이미지 비교)

  • Cho, Kyoul-Ja;Ji, Eun-Sun
    • Journal of East-West Nursing Research
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    • v.9 no.1
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    • pp.83-90
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    • 2004
  • Purpose: This study was to investigate the image of nurse perceives by students of elementary and middle schools in Seoul, Korea. Methods: The data were collected through questionnaire survey on 860 students. The survey was performed during May to Jun. 2003. 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 analyzed using SPSS 11.0 with frequency, mean, standard deviation and t-test. Results: The results of this study were as follows. 1. There was a significant difference in the nurse's image between elementary and middle school students(p=.000), and the elementary students had more positive image. 2. The nurse's image of elementary school students had more positive than middle school students in traditional(p=.000), social(p=.000), professional(p=.000) and personal dimension(p=.015). In elementary school students, score of nurse's image was the highest in personal dimension, followed by traditional, professional and social in order. In middle school students, score of nurse's image was the highest in personal dimension, followed by professional, traditional and social in order. 3. The difference of nurse's image not showed statistical significance in sex, religion, experience of hospitalization(self), experience of hospitalization (family), nurses in family by general characteristics. Conclusion: As a result, elementary school student had more positive nurse's image than middle school student in all the aspects. But as they grow old, it changed negative. It is required to develop public information or education fit with student's age to image making by broadcasting and to improve the image nurses themselves.

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A Comparative Study on Job Stress and Coping of the Nurses in ICU and Cancer Ward (중환자실 간호사와 암병동 간호사의 직무스트레스와 대처에 대한 비교 연구)

  • Baek, Myung-Wha
    • The Korean Journal of Rehabilitation Nursing
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    • v.10 no.2
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    • pp.81-89
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    • 2007
  • Purpose: The purpose of this study was to identify the degree of Job stress and Coping of the nurses in ICU and Cancer ward, and to compare the Job stress and Coping between two groups, and finally to get the basic information about the adequate method to promote Coping about Job stress of the nurses in ICU and Cancer ward. Method: The subjects of this study were 131; 62 nurses in ICU and 69 nurses in Cancer ward. Data were collected from 27th August to 14th September in 2007. The instruments for this study were Job stress scale(55 items) developed by Kim(1989), and Coping scale(32 items) developed by Lazarus and Folkman(1984) and revised by Han and Oh(1990). For the data analysis, SPSS PC/win 12.0 program was utilized for descriptive statistics, $X^2$-test, t-test, Pearson correlation. Result: The results of this study were the followings; The mean score of Job stress(range 1-5) was 2.93 in ICU nurse and 2.58 in Cancer ward nurse. There was a significant difference (t=4.453, p<.01)between them. There were significant differences in subscale of Job stress between the two groups, such as Nursing job(t=3.717, p<.01), Job circumstances(t=4.558, p<.01), Personal relations(t=3.425, p<.01), Hospital administration and ward management(t=2.94, p<.01). The mean score of Coping(range 1-4) was 2.55 in ICU nurse, and 2.54 in Cancer ward nurse; there was no significant difference. But one subscale of the Coping(Search of social support) showed significant difference(t=-2.865, p<.01). There was no significant correlation between Job stress and Coping of ICU nurse vs Cancer ward nurse except one subscale in cancer ward(correlation between Nursing Job and Coping). Conclusion: The ICU nurse is higher than the Cancer ward nurse in the Job stress score significantly and lower than the Cancer unit nurse in the Coping. Based on the study results, it is needed the program development using the Coping methods in accordance with ward speciality to relieve Job stress.

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Policy Implications of Nurse Staffing Legislation (간호사 배치기준에 대한 정책적 함의)

  • You, Sun-Ju
    • The Journal of the Korea Contents Association
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    • v.13 no.6
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    • pp.380-389
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    • 2013
  • The nurse staffing level in the acute care hospitals affects patient safety and performance, and the nurse staffing legislation can be an important tool to guarantee the minimum nurse staffing. In Korea, although the medical law suggests the nurse staffing standards, it is necessary to revise the medical law for quality of nursing care and patient safety. Firstly, the nurse staffing standards in the current medical law enacted in 1962 needs to be revised to reflect changes in health care environment. Secondly, legal nurse staffing standards in the medical law are the minimum nurse staffing that medical institutions should comply with and thus must be managed so that all medical institutions should abide by them. Thirdly, the nurse staffing standards should apply on the basis of RN-to-patient ratios per shift in order to help patients understanding and ensure the easy management. Fourthly, the information of nursing staff level by the nursing unit and nursing shift in hospitals shall be released.

Extended nursing and/or increased starter diet allowances for low weaning weight pigs

  • Craig, Aimee-Louise;Muns, Ramon;Gordon, Alan;Magowan, Elizabeth
    • Asian-Australasian Journal of Animal Sciences
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    • v.33 no.8
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    • pp.1301-1309
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    • 2020
  • Objective: To evaluate the use of nurse sows and post-weaning nutrition strategies for low wean weight (WW) pigs on lifetime growth and efficiency. Methods: Animals (n = 270) were assigned to one of five treatments at 28 d. Low WW pigs (<6 kg) were either weaned and offered a special dietary regime recommended for low WW pigs (WEAN) or placed on a nurse sow (NURSE) and weaned at 49 d. Normal WW pigs (9 kg) (NORM) were also weaned at 28 d. After weaning, NORM and NURSE pigs were offered either a 'high' (4 kg/pig of starter 1 diet followed by 8 kg/pig of starter 2 diet) or 'low' (8 kg/pig of starter 2 diet) starter diet allowance in a 2×2 factorial arrangement. A typical grower diet was then offered, followed by a typical finisher diet until 147 d of age. Results: NORM pigs where heavier throughout their life compared to NURSE pigs (91.4 kg vs 76.2 kg at 147 d; p<0.001). WEAN pigs were heavier at 70 d compared to NURSE pigs (23.9 kg vs 21.0 kg; p<0.001), but there was no significant difference at 147 d between NURSE and WEAN treatments. NURSE pigs had reduced feed intake throughout the finishing period (1.6 kg/d; p<0.001) compared to WEAN (2.0 kg/d) and NORM (1.9 kg/d) pigs. Feed conversion ratio (FCR) of NURSE (2.20) was lower than NORM and WEAN during the finishing period (2.40 and 2.79, respectively). Conclusion: Extended (up to 49 d) nursing for low WW pigs resulted in improved FCR during the finishing period, but no overall improvement in growth rate compared to low WW pigs weaned at 28 d and offered a specialised starter regime. Normal WW pigs where significantly heavier than low WW pigs throughout the study.

Professional Self Concept of Psychiatric Mental Health Nurse Practitioner and General Nurse in Psychiatric Ward (정신병동의 정신보건간호사와 일반간호사의 전문직 자아개념)

  • Park Mi Sun;Yang Soo;Yu Sook Ja
    • Journal of Korean Public Health Nursing
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    • v.16 no.1
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    • pp.95-104
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    • 2002
  • Purpose : This study was conducted to investigate the extent to which the professional self concept between the psychiatric mental health nurse practitioner (PMHNP) and general nurse in psychiatric ward was comparable. The results were expected to provide basic data for developing the construct of professional self concept and making awareness of the importance of the program increasing professional self concept. Method : The subjects of this study were 227 PMHNP and 436 general nurse in psychiatric ward. The instruments used for this study were PSCNI by Arthur (1990), PSI by Heppner and Peterson(1982) and the index of work satisfaction by Slavitt et al.(1978). With the aid of the SAS, t-test. two-way ANOVA and stepwise multiple regression were conducted. Result : 1. The average item score of PSCNI of PMHNP was $2.82\pm0.27$. and that of general nurse was $2.66\pm0.27$. Statistically significant difference between two groups was found(p=0.0000) 2. There was statistically significant difference between two groups in the score of professional practice(p=0.0000), satisfaction(p=0.0024), leadersbip(p=0.0000) , flexibility(p=0.0000) and skill (p=0.0000). 3. Statistically significant differences between the two groups were observed in terms of age(p=0.0003), marital status(p=0.0001). education(p=0.0005), religion(p=-.0144), motive (P=-.0001), length of service as a nurse(p=0.0121), the length of service in psychiatric unit(p=0.0143). However there were no significant interaction effect with group and age, marital state. education, religion, motive, length of service as a nurse, length of service in psychiatric unit. 4. Job satisfaction (JS) and problem solving inventory score(PS) were found to be the highest factor predicting the professional self concept between the PMHNP and general nurse. JS and PS accounted for $43.4\%$ in the professional self concept of PMHNP, whereas PS, JS, age and religion accounted for $53\%$ in the professional self concept of general nurse in psychiatric ward. In conclusion, this study suggested that we need to develop programs and polices to increase the professional self concept of nurse, particularly of psychiatric mental health nurse practitioners.

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