• Journal of Digital Convergence
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• v.14 no.3
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• pp.287-297
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• 2016

This research paper is of a 'mixed method' research design: the quantitative analysis covering general data and the current condition of male nurses, the qualitative analysis being used on interview transcript data. The research subjects are 19 male nurses who work at a hospital and 29 female nurses who are doing Masters degrees in "J" province of the Republic of Korea. The data collection period was March 25 to April 1, 2015. The quantitative data was analyzed with SPSS WIN 19.0 software while the qualitative data was analyzed according to the 'contents analysis' method. The results show that the satisfaction of male participants in their profession is higher than average. The item 'growth as a professional' was rated highest as a satisfying aspect of working as a nurse. A difference was observed in the points of view of male and female participants, however, both male and female nurses have a positive view of male nurses which over comes traditional stereotypes. These results will be used to establish a positive image of nurses across genders.

• Quality Improvement in Health Care
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• v.15 no.2
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• pp.73-81
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• 2009

문제: 뇌졸중 환자를 돌보는 간호현장에서는 급성기 뇌졸중 환자의 증상악화에 대한 조기사정과 적절한 대처가 매우 중요한 문제이다. 그러나 임상현장에서는 이를 객관화하고 수치화하여 모든 의료진이 의사소통할 수 있는 유용한 도구를 사용하고 있지는 못하는 실정이다. 이러한 문제를 해결하기위해 NIHSS(National Institute of Health Stroke Scale)를 신경과 진료의사를 중심으로 활용하고 있지만 아직 간호현장에서는 보편적으로 사용하지 않고 있다. 이에 뇌졸중 환자 간호에 NIHSS를 활용하여 뇌졸중 증상악화의 조기사정과 빠른 대처로 궁극적으로는 뇌졸중 환자 간호의 질을 보다 향상시키기 위하여 본 활동이 시도되었다. 목적: 첫째, 간호사의 NIHSS 측정 신뢰도의 현수준을 점검하고 이를 향상시키기 위한 프로그램을 개발 적용한다. 둘째, 간호사가 급성기 뇌졸중환자에게 NIHSS 측정을 통하여 뇌졸중 악화를 얼마나 예측할 수 있는지 분석하고 이를 향상시킬 수 있는 방법을 모색한다. 셋째, 궁극적으로 급성기 뇌졸중 환자의 증상악화의 조기 발견과 치료를 위한 의료진의 올바른 대처지침을 마련하여 이를 적용한다. 의료기관: 경기도에 소재한 대학병원의 뇌졸중 집중치료실. 질 향상 활동: 첫째, 간호사의 NIHSS 측정 신뢰도 향상을 위해 "NIHSS 간호사 교육 프로그램"을 마련하였다. 둘째, NIHSS 측정을 통한 뇌졸중 악화 예측율 향상을 위하여 "뇌졸중 악화 발생 시 의사, 간호사 대처 활동 프로토콜"을 개발하고 추적 관찰하였다. 개선효과: NIHSS 측정 신뢰도는 질 향상 활동 전 89%에서 92%로 향상되었다. 그리고 간호사의 뇌졸중 악화 양성 예측율은 58.7%에서 87.1%로 향상되었다(참고 : 간호사의 뇌졸중 악화 음성 예측율 100% 유지). 즉 "NIHSS 간호사 교육 프로그램 활용", "뇌졸중 악화 발생 시 의사, 간호사 대처 활동 프로토콜"의 적용으로 뇌졸중의 조기 발견 및 치료가 가능하였고, 향후 환자 예후에 긍정적인 영향을 줄 수 있을 것이라 기대된다.

• Journal of Digital Convergence
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• v.11 no.1
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• pp.349-359
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• 2013

The study was conducted to identify the perception of patient-safety and the level of safety care activity among nurses in small-medium sized general hospitals. Data were collected at three hospitals among 344 nurses on April 2012 and administered questionnaire regarding the perception of patient-safety and safety-care-activity. Data analyzed by using descriptive statistics, inferential statistics was used to determine comparison, correlation and association (Pearson correlation, t-test, ANOVA, Scheffe test, multiple regression). The results revealed that there were significant differences in the level of perception of patient-safety according to the nurses' career, time of work, and work department in their hospitals. And also there were significant differences in the level of safety-care-activity according to the nurses' age, position, marriage, the nurses' career, time of work in their hospitals. Nurses with higher perceived level of patient-safety performed more safety-care-activities. The findings of the study suggests that in order to improve the nurse's perceived level of patient-safety and safety-careactivities, the hospitals need to establish the policies that support patient-safety, improvement the environmental system, proper working atmosphere to ensure appropriate work time, regulation nurse-patient ratio are also required.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.5
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• pp.125-136
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• 2016

The purpose of this study is to qualitatively examine the nature of the stress experience of nurses in reemployment after career interruption using a phenomenological method. The subjects were nurses who were reemployed after working in medical institutions and experiencing three years or more of career interruption. The collected data showed five categories of themes: "the gaps between reality and earlier expectations," "getting hurt because of the worsening relationship with younger superiors," "struggling to adapt oneself to the changing work environments," "getting exhausted as a supermom," and "struggling to survive as a professional." The findings suggest that career-interrupted nurses who are considering finding a new job should be educated to make decisions on where to work. They should be provided with the right information on the environments of hospitals and with educational programs before reemployment to establish their roles as professional nurses. In addition, it is important to increase the diversity and accessibility of retraining programs that can adapt to the changing healthcare environment. It is necessary to develop career break programs so that nurses can successfully adapt to reemployment, to promote professionalism in the work environment, and to look for ways that can inspire nurses who have experienced career interruption.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.3
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• pp.438-446
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• 2019

This study examined the effects of non - personality behavior of supervisors on the job exhaustion and organizational effectiveness of nurses. A survey in the form of a questionnaire was completed by 250 nurses working at three general hospitals located in Seoul and Gyeonggi from September 20 to October 31, 2014. The collected data were analyzed by frequency analysis, factor analysis, correlation, and linear regression analysis using the SPSS program. The results of the analysis were as follows. First, the effects of the non-personality behavior of supervisors on the job exhaustion of nurses were statistically significant. Second, the effects of non-personality behavior of supervisors on the organizational effectiveness of nurses were statistically significant in job satisfaction, organizational commitment, and organizational citizenship behavior. Third, the effects of job exhaustion on organizational effectiveness of nurses was statistically significant for job satisfaction, job exhaustion, and organizational citizenship behavior. Because the non-personality behavior of a supervisor can have a negative effect on the exhaustion of a nurse's job and the organizational effectiveness, there should be a wide range of human resources and effective task allocations in a hospital to reduce job burnout and increase job satisfaction. In addition, it is necessary for the boss to develop desirable leadership education, appropriate modeling, and reduce their negative influence in the workplace.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.2
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• pp.250-258
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• 2019

The purpose of this study is to investigate the work environment of nurses in long-term carer hospitals and to help in their work environment improvement through these results. A cross-sectional survey was conducted. A convenience sample of 179 subjects including staff nurses and nurse managers over head nurses working in long-term care hospitals located in Gwangju city were recruited. The data were collected from July to December 2015. A structured questionnaires were used as a study instrument, and included questions regarding subjects' general characteristics, hospital-related characteristics, and work environment. All statistical analyses were performed using SPSS ver. 22.0. The results showed that 73.2% of subjects were working in hospitals established by individuals. The most of long-term care hospitals accepted accreditation program. The ratio of nurses to nurse aiders of was 1:2. The numbers of off duty was 8 days, and average annual salary was 2,500~3,000 ten thousand won in nurses of long-term care hospitals. Based on these results, work environment of nurses of long-term care hospitals was not good. Therefore, the results suggest qualitative research to investigate deeply how to recognize on work environment like this for nurses of long-term care hospitals.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.3
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• pp.138-147
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• 2021

The purpose of this study was to develop a measuring tool for the health promotion behavior of Korean nurses. This would address the lack of a proven tool that reflects the nature of the nurses' nursing environment. This study was conducted on 530 nurses from January to December 2019. A literature review and focus group interview were conducted, data analysis was carried out to measure validity and reliability, and the conceptual framework was constructed by applying the IMB model. Five factors namely self-concept (2 questions), hospital life management (4 questions), knowledge and information regarding health (5 questions), physical and mental stress management (3 questions), and work adaptation (2 questions) were framed into 16 questions. The model fit was 346.23 (��<.001), Parsimonious Normed Fit Index (PNFI) was 0.60, and Parsimonious Comparative Fit Index (PCFI) was 0.63, which met the acceptance criteria, and the Root Mean Square Error of Approximation (RMSEA) was 0.10. Goodness of Fit Index (GFI) was 0.88, Comparative Fit Index (CFI) was 0.85, and Incremental Fit Index (IFI) was 0.85 which were found to be acceptable as per the applicable standards. All items had a Cronbach's �� score of .85, which ensured stable reliability. The nurse's health promotion behavior measurement tool developed in this study will be used to measure the nurse's health promotion behavior in terms of nursing practice which will help in understanding the broad contours of this behavior.

• 한국노년학
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• v.41 no.4
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• pp.455-468
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• 2021

This study was performed to utilize for foundation data of research related nursing communication and developing nursing intervention by examining the relationship between nurses' perception of the elderly and communication. This study is a descriptive research using a set of questionnaires that examines the relationship between nurses who provide care to the elderly by confirming their perception of the elderly, communication difficulties with the elderly, communication behavior, and satisfaction with communication. After IRB approval, data were collected either face-to-face survey or by online survey. A total of 292 nurses participated in this study. The collected data were analyzed as descriptive statistics, t-test and ANOVA, Duncan test and Pearson's Correlation Coefficients, Multiple Regression Analysis by using SPSS/WIN 26 program. As a result, a significant correlation was identified between perception of the elderly and communication disorders, communication behavior, and communication satisfaction. We found that nurses who had more positive perceptions about the elderly had less communication disorders, better communication behaviors, and higher communication satisfaction with the elderly. From this result, we suggest that nurses caring for the elderly should receive education on communication methods with elderly to improve their perception. Furthermore, we suggest future studies to improve nurse's perception of the elderly and communication.

• Journal of Industrial Convergence
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• v.20 no.1
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• pp.77-86
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• 2022

This study is a descriptive research study to understand the level of communication awareness between doctors and nurses, who are professional medical professionals, and the detailed areas and satisfaction of communication. Data were collected from 372 doctors and nurses at general hospitals located in C city from March to May 2021. The collected data were analyzed with descriptive statistics, mean and standard deviation, t-test, ANOVA, Scheffe test, and correlation analysis, using the SPSS/WIN 20.0 program. As a result, there was a difference in the awareness level of communication between doctor and nurse groups. Specifically, out of the detailed areas of communication recognized by doctors and nurses, there were statistically significant differences in openness(t=9.91), mutual understanding between occupations(t=5.25), and satisfaction(t=8.13) between the two groups. In addition, a positive correlation was found between the detailed areas and the communication satisfaction in both groups, showing that nurses have higher communication satisfaction with the higher openness(r=.72, p<.001), mutual understanding between occupations(r=.71, p<.001) and similarly, doctors also have higher communication satisfaction with the higher mutual understanding between occupations(r=.79, p<.001), timeliness(r=.73, p<.001). Therefore, these result suggest that it is necessary to develop a communication program that can effectively improve the weak areas such as mutual understanding between occupations and openness in nurses and doctors in order to ensure patient safety and provide quality medical care.

• Journal of Industrial Convergence
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• v.21 no.2
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• pp.43-52
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• 2023

This study was conducted to examine the relationship of the COVID-19-related anxiety, self-efficacy, resilience, and professional competence of nurses working in hospitals where COVID-19 patients are hospitalized. Additionally, this study attempted to identify factors that affect the professional competence of nurses. Using a cross-sectional descriptive study design, an online survey of 120 nurses working at hospitals where COVID-19 patients were hospitalized was conducted between February 9 and February 19, 2021. Pearson's correlations were used to assess correlations between the main variables, and stepwise multiple regression was used to identify factors influencing professional competence. Results of the study showed that the professional competence of nurses was positively correlated with self-efficacy (r=.58, p<.001) and resilience (r=.56, p<.001). The correlation between professional competence and COVID-related anxiety was not significant (r=-.03, p=.766). Factors affecting professional competence included self-efficacy (β=.36, p=.004) and resilience (β=28, p=.021). The model explained approximately 35% of the variance in nurse professional competence (F=33.65, p<.001). To fully demonstrate the professional competence of nurses during the COVID-19 pandemic, institution-based programs should be developed and applied to improve their self-efficacy and resilience. In order to prevent the burnout of nurses in the longer-than-expected COVID-19 pandemic, efforts and policies at the nursing organization level are needed to systematically manage and monitor self-efficacy and resilience of nurses.