• 제목/요약/키워드: 간호업무

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공공데이터 기반 민원 소통 서비스 모델에 관한 연구 - 교사와 학부모 간 소통을 중심으로 - (A Study on Civil Complaint Communication Service Model Based on Public Data -Focusing on Communication Between Teacher and Student's Parents-)

  • 오창익;한택룡;최지훈;김동호
    • 융합보안논문지
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    • 제23권4호
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    • pp.53-59
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    • 2023
  • 교사와 학부모들이 휴대전화를 통해 직접 소통함에 따라 다양한 문제점이 발생하고 있으며, 휴대전화 번호를 통해 개인의 사생활 정보까지 연계되어 노출될 수 있는 점 또한 문제 요소이다. 본 연구에서는 교사와 학부모가 서로의 휴대전화 번호를 알지 못하는 상태에서 SNS 플랫폼을 통해 소통할 수 있는 서비스 모델을 제안하였다. 본 연구에서 제안한 공공데이터 기반민원 소통 서비스 모델은 공무원 공개 식별키와 민원인 공개 식별키로 구성된 소통키 세트를 공공데이터로 제공하여 민원인과 담당 공무원 간 관계 정보에 대한 무결성 검증을 지원하고, 범용 SNS 플랫폼이 해당 관계 정보를 바탕으로 소통을 연결하는 방식으로 구성된다. 본 모델은 일부 교육 플랫폼에서 제공하는 소통지원 서비스와 달리, 보편적인 SNS 서비스 플랫폼을 그대로 사용할 수 있는 점, 상호 신분을 확인하는 절차 등 일부 기능이 공공서비스로 구현된다는 점에서 차별성을 가지고 있다. 또한 본 모델은 교사뿐 아니라, ① 병사들을 관리하며 병사 부모와 소통해야 하는 장교, ② 환자 보호자와 수시로 연락하는 간호·보건·요양보호 업무 담당자, ③ 복지업무 담당 공무원 등에게도 적용할 수 있는 확장성도 가지고 있다.

일개 대학병원의 소아혈액종양 간호단위의 간호업무량 측정 (Calculation of nursing care hours in a pediatric oncology nursing unit)

  • 김영미
    • 간호행정학회지
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    • 제5권3호
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    • pp.513-524
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    • 1999
  • The shortage of nursing personnel was become one of the most serious problems in operating pediatric oncology nursing unit which was the first pediatric oncology nursing unit in Korea. The purpose of this study was to estimate the optimal number of nursing personnel by calculating nursing care hours. The subjects were 13 staff nurses and inpatients of pediatric oncology nursing unit at Seoul National University Hospital during the period of May 20, 1996, to June 2, 1996. The number of nurses' duty was 132, the number of patients treated was 1288 for these 2 weeks. The tools used for this study were pediatric patient classification indexes and direct & indirect care indexes. Each nurse measured the time that they spent for their activities by self record under the supervision of their nurse manager. The method used to calculate the number of nursing personnel was multiplication of the average number of nursing care hours per patient per day with the number of patients. Percentage, average, t-test, F-test were used for data analysis. The results of this study were as follows : 1) The distribution of patient class : Class I & II none, Class III 86.8%. Class IV 12.9% 2) Direct nursing care hours for a patient per shift according to patient classification: Class III : 27.64 minutes, Class IV : 54.64 minutes The average direct nursing service hours for a patient per shift(3 shift) was 31.54 minutes(94.62 m/day). The average indirect nursing service hours for each patient per duty(3 shift) is 21.3 minutes (63. 91 m/day). 3) The average nursing hours for a patient per duty was 52.80 minutes(2.64h/day). 4) The group of administering medications in direct care activities showed the highest percentage (38.9%). Checking vital signs among observation took the most time am.ong each direct care activity (6.88 minutes for a patient per duty). 5) Charting took the most time of each indirect care activity(52.53 minutes/ duty/nurse). 6) The average personal time per duty is 29.40 minutes, which 'was below 30 minutes of this hospital regulations. 7) The average nursing hours that a nurse provided for a duty was 8.60 hours, which meant that a nurse worked 1.10 hours overtime. 8) Standardizing to a 33 bed to a unit, 17 nurses were needed at the present nursing level.

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회복실의 간호업무에 관한 조사 연구 (A Study of Nursing Activities Performed by Nursing Personnel in Postanesthetic Room)

  • 최경숙
    • 대한간호학회지
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    • 제7권2호
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    • pp.22-30
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    • 1977
  • An analysis of the Nursing activities was carried out during the period of October 6 - 10, 1975 for five days, at postanesthetic room in Seoul National University Hospital. Continuous Time Study method was applied to this study by Observing and checking the activities performed by 8 nursing personnel at head nurse, staff nurse, and nurse aide level. Six nursing Students and 6 staff nurses observed and recorded all activities during the day and the evening for 5 days after certain process of training. Following results were obtained I 1. Percentages of nursing activity os were identified at each level of nursing personnel according to the skill Level 1) Thirty three point forty two Percent of the total head nurse's activities were spent by administrative activities, 21,33% by Clerical activities, 10.63% by Nursing activities, 6.54% by Messenger activities, 4.0% by Housekeeping activities, and 24. 08% by Unclassified activities, 2) Forty point forty two percent of the total staff nurses'activities were spent by Nursing activities, 12.7% by Administrative activities, 8.03% by Housekeeping activities, 3.08% by Clerical activities, 2.03% by Messenger activities, 0.08% by Dietary activities, and 34.19 o/e by Unclassified activities. 3) Thirty six point sixty three percent of the total nurse aide's activities were spent by Messenger activities, 14.4% by Housekeeping activities, 2.2% by Nursing activities, 1.0% by Clerical activities, 0.83% by Administrative activities, and 44.94% by Unclassified activities, 2. Percentages of nursing activities were identified at each level of nursing personnel according to area of activity. 1) Thirty three point ninety six percent of the total head nurse's activities were spent by Unit - Centered activities, 30.26% by Patient - Centered activities, 8.69 % by Personnel - Centered activities and 24.09 o/o by Other - Centered activities. 2) Fifty two point seventy four percent of the total staff nurses' activities were spent by Patient - Centered activities, 11.5 % by Unit -Centered activities, 1.68 % by Personnel -Centered activities and 34.02% by Other - Centered activities. 3) Forty nine point sixty seven Percent of the total Nurse aide's activities were spent by Unit -Centered activities, 5.13% by Patient -Centered activities, 0.27% by Personnel -Centered activities and 44.93%by Other -Centered activities. 3. Percentages of staff nurses' activities were identified at each skill Level according to their shifts. 1) Forty four point eighty one percent of the total day time activities were spent by Nursing activities, 13.62% by Administrative activities, 6.37% by Housekeeping activities, 2.08% by Clerical activities, 1.74 % by Messenger activities, 0.07% by Dietary activities and31.31 o/o by Unclassified activities. 2) Thirty three point eighty seven percent of the total evening time activities were spent by nursing activities, 10.51% by Housekeeping activities, 10.0% by Administrative activities, 4.58% by Clerical activities, 2.46% by Messenger activities, 0.09% by Dietary activities and 38.49% by Unclassified activities, 4. There was no great difference among activities of 5 days.

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정신적 병동 간호업무 개선에 관한 연구 (Studies on Improvement of the psychiatric Nursing)

  • 신영란
    • 대한간호학회지
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    • 제5권1호
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    • pp.59-69
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    • 1975
  • Author studied on various psychiatric nursing problems applying with the test of questionnaire to the 376 nurses who are attending at 13 general hospitals and one mental hospital in Korea from Apr. 1, 1974 to July 30. 1974. The results obtained were ai follows: 1. 13.095 of nonpsychiatric registered nurses wanted the psychiatric service for their most attractive assignment and this was the 3rd in order next to the general surgical and operating room. Among the psychiatric nurses, the popularity toward psychiatric ward was 31. 0% and they were 26.0%at the private general hospitals and 6, 0% in national public hospitals. 2, The feelings or attitudes of disgust and apprehension on nursing care of the patients at-flirted with infectious diseases were the highest responses (38.5%) and these 1.ends were also appeared in 6.9% of psychiatric nurses. 3. 85.5% of nonpsychiatric registered nurses have had received course lectures on psychiatric nursing and nursing care training on the psychiatric ward at their school of nursing. 38.0% of psychiatric nurses had received post graduate psychiatric nursing and they were higher in national public hospitals (27.0% ) than in private general hospitals (11.0%). 4. The responses of satisfaction and security on their employment were almost similar patterns between nonpsychiatric registered nurses and psychiatric nurses. But among the psychiatric nurses. they were more satisfied at private general hospitals (33.0%) than that of national public hospitals (10.0%). 5. Almost the half of the nurses (50.8%) were employed by the hospitals without considering their past educational or clinical experience or career. Among the psychiatric nurses, who were employed by hospitals without considering their past experience or career were 35.0% in national public hospitals and 12.0% in private hospitals. On the contrary, the nurses who were employed by their wishes fore more higher (26.0%) in private general hospitals than national public hospitals (2.0%). 6. The nurses who thought their employment was fit for their aptitude were 48.6% in nonpsychiatric registered nurses and 51.0% in psychiatric nurses. Among the psychiatric nurses, this response was higher in private general hospitals (34.0%) than the national public hospitals (17.0%). 7. Responses on wort loadings of nurses showed almost same patterns between nonpsychiatric registered nurses and psychiatric nurses. But. among the psychiatric nurses who felt much heavier than the nurses of other part were 24.0% in national public hospitals and 8.0% in private general hospitals. 8. 92.6% of nurses felt that the psychiatric nurses should have post graduate training in psychiatric nursing prior to their assignment. 9. 96.0% of nurses agreed to the risk coverage on the payment for the nurses assigned to the psychiatric ward and the ward for infection diseases.

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의사소통 훈련 프로그램이 간호사의 의사소통능력, 감성지능(EQ), 자존감 및 대인관계능력에 미치는 효과에 대한 사례연구 (A case study on the effect of communication training program on nurse's communication ability, emotional intelligence (EQ), self - esteem and interpersonal ability)

  • 유미자
    • 한국산학기술학회논문지
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    • 제19권6호
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    • pp.280-290
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    • 2018
  • 본 연구는 의사소통 훈련을 받은 실험집단과 그렇지 않은 대조집단 사이의 의사소통능력, 감성지능, 자존감과 대인관계능력의 차이를 비교하는 비동등성 유사실험 연구이다. 연구대상은 C시 소재의 D대학병원에 근무하는 21명의 간호사를 실험집단으로, 21명의 간호사를 대조집단으로 구성하여 2017년 4월부터 5월까지, 실험집단에게는 의사소통능력, 감성지능, 자존감 및 대인관계능력 향상을 위한 의사소통 훈련 프로그램을 주 1회 2시간씩 총 4회기를 진행하였고, 연구의 효과성 검정을 위하여 사전, 사후 검사를 실시하였다. 자료 분석은 SPSS for Window 23을 이용하여 사전사후검사의 평균과 표준편차, 독립표본 Mann-Whitney의 U검증, 대응표본 Wilcoxon 부호 순위 검증을 실시하였다. 연구결과 실험집단과 훈련을 받지 않은 대조집단에서 의사소통능력(Z=-3.361, p<.05), 감성지능(Z=-2.209, p<.05), 자존감(Z=-1.633, p<.05), 대인관계능력(Z=-2.577, p<.05)으로 나타나, 의사소통훈련 프로그램 후 실험집단의 의사소통능력, 감성지능(EQ), 자존감 및 대인관계능력 점수가 모두 유의하게 증가하였으며, 모든 가설은 지지되었다. 이러한 결과를 볼 때 임상현장에서 간호업무 수행 시 의사소통 훈련프로그램을 활용한다면 의사소통능력, 감성지능(EQ), 자존감 및 대인관계능력의 향상으로 치료적인 의사소통과 효과적인 간호를 제공하여 환자의 만족감을 높이고 간호의 질 향상에도 기여할 것이다.

초등학교 보건교사의 직업정체성: 근거이론적 접근 (Professional Identity of Elementary School Health Teachers: A Grounded Theory Approach)

  • 권진옥;오진아;김은하;한대동
    • Child Health Nursing Research
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    • 제21권1호
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    • pp.64-73
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    • 2015
  • 목적 초등학교 보건교사의 직업정체성을 포괄적으로 이해하고 분석함으로써 보건교육에 대한 현장의 경험에 근거한 시각을 제공하고 초등학교 보건교사의 행동과 사고를 이해할 수 있는 직업정체성의 유형을 탐색하고자 하였다. 방법 눈덩이표집법에 의해 편의추출된 초등학교 보건교사 15명을 대상으로 근거이론연구방법을 이용하여 심층면담을 통한 자료의 수집과 분석을 반복적이고도 순환적으로 시행하여 개방코딩, 축코딩, 선택코딩, 도형화의 단계를 거쳤다. 결과 연구결과 15개의 범주와 35개의 하위범주, 그리고 120개의 개념이 도출되었고 핵심범주는 '간호를 베풀며 교사로 살아가기'로 나타났다. 초등학교 보건교사의 직업정체성 형성은 '보건교육중시형', '간호-교육 병행형', '간호제공위주형'의 3가지 유형으로 파악되었으며, 참여자별로 한 가지의 유형으로 파악되지 않고, 세 유형이 조금씩 혼합되어 나타났다. 결론 초등학교 보건교사의 명확한 보건업무의 해석이 필요하며, 보건교사를 지지할 수 있는 프로그램의 개발과 지원이 필요하다. 또한 초등학교 보건교사의 직업정체성 형성 과정을 둘러싼 불평등한 제도 개선 즉 성과급제도와 승진 제도에 대해서 심층적 연구가 필요하다.

임상간호사의 조직공정성이 조직시민행동에 미치는 영향 : 2차 의료기관을 대상으로 (The Effect Organizational Justice on Organizational Citizenship Behavior focus on Nurses in Secondary Hospitals)

  • 장경화
    • 한국산학기술학회논문지
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    • 제16권11호
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    • pp.7648-7655
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    • 2015
  • 간호서비스 질에 대한 대상자들의 요구가 점점 높아지고 있는 현실에서 간호서비스 질은 간호사의 직무태도와 행동에 따라 달라질 수 있다 하였다. 그 것은 자발적이고 능동적인 조직시민행동으로 설명할 수 있다. 임상실무에서는 간호사들의 업무성과에 영향을 미치는 조직시민행동이 매우 중요하며 조직공정성은 조직시민행동의 중요한 영향요인이다. 본 연구는 조직공정성이 간호사의 조직시민행동에 미치는 영향관계를 파악하고자 시도된 서술적 조사연구이다. 연구대상은 K지역 소재 500병상 미만의 2차 의료기관 3곳에서 근무하는 간호사 230명을 대상으로 하였다. 데이터 분석은 SPSS Win18.0을 사용하여 기술통계, t-test, ANOVA, Perason's correlation coefficient, Multiple Regression을 하였다. 연구결과에서 총 조직공정성과 그 하위요인 인 분배, 절차, 상호작용공정성은 조직시민행동에 유의한 정(+)의 상관관계를 나타내었다(r=.172~.540, p=.000). 또한 총 조직공정성은 29.1%의 설명력을 가지고 총 조직시민행동에 유의한 영향(${\beta}$=.540)을 미쳤다(F=93.777, p=.000). 하위요인을 살펴보면, 절차공정성을 제외한 분배공정성(${\beta}$=.283)과 상호작용공정성(${\beta}$=.249)은 조직시민행동에 유의한 영향을 미치는 것으로 나타났다. 따라서 간호사의 조직시민행동을 유도하기 위해서는 성과, 보상에 대한 분배공정성과 사회적 관계인 상호작용공정성에 초점을 맞춘 간호관리 전략이 필요하다.

통합보건지소 운영 평가 (Evaluation on Management of Unified Health Subcenters)

  • 강복수;이경수;황태윤;김창윤
    • 농촌의학ㆍ지역보건
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    • 제28권1호
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    • pp.67-77
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    • 2003
  • 통합보건지소의 운영실태를 조사하고 이를 평가함으로써 지역주민에게 더욱 효율적이고 지역주민의 요구에 부합하는 서비스를 제공하는데 필요한 사업방향을 제시하는 것이 연구의 목적이다. 경상북도의 통합보건지소 3개소와 경상남도의 통합보건지소 2개소, 총 5개소의 통합보건지소를 2000년 12월 부터 2001년 1월까지 방문하여 보건지소 통합 전후의 인력, 시설, 장비, 진료 및 보건사업의 내용과 통합운영의 문제점 및 개선방안에 대한 면담을 실시하였다. 조사 대상 통합보건지소의 통합 전후 인력변화는 전체 인력은 6.8명에서 9.6명으로 2.8명 증가하였으며, 근무자 수는 통합보건지소는 6-14명으로 변이가 컸다. 통합 전후의 인력은 의사와 치과의사, 간호인력은 비슷하였고, 임상병리사와 방사선사는 한 명도 근무하지 않다가 3개 통합보건지소에 배치되었다. 보건지소 통합 후 일반진료와 치과진료는 약간 증가하였고, 방사선검사와 물리치료, 임상병리검사는 크게 증가하였다. 보건사업의 변화는 방문보건사업 건수와 이동진료 건수, 보건교육 연인원은 통합 전에 비하여 통합 후에 크게 증가하였으며, 예방접종과 자궁경부암 검진은 비슷하였다. 고혈압과 당뇨병 등록 환자수는 약간 증가하였다. 보건지소 통합 이후에 검사건수가 증가하였으나 서비스의 질은 높아졌다고 보기 어려우나, 방문보건, 이동진료, 보건교육사업은 크게 증가하여 긍정적인 현상으로 보인다. 보건지소 통합의 문제점은 인력간 업무의 내용의 불명확성, 과다하게 넓은 건물의 관리의 어려움, 보강되지 않은 장비, 운영비의 미책정, 보건교육을 위한 전문교육의 부족 등이었다. 향후 통합보건지소 기능 활성화를 위하여 의사, 간호인력 및 행정직을 배치하기 위한 최소배치 기준을 보건지소의 기준과는 별도로 설정하여야 할 것이며, 진료 및 방문서비스의 질을 향상시킬 수 있는 기본장비를 확충하는 것이 필요하다. 또한 인력간 업무의 분장을 명확히 하고, 업무관련 가이드라인을 개발하여 제공함으로써 업무의 효율성을 증대시켜야 한다.

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간호사의 직무특성과 개인의 성격이 직무스트레스, 직무만족 및 이직의도에 미치는 영향 (The Effect of job Characteristics and Personal Factors on Work Stress, Job Satisfaction and Turnover Intention)

  • 이상미
    • 대한간호학회지
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    • 제25권4호
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    • pp.790-806
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    • 1995
  • The present study examined the causal relationships among nurses' job environment /job characteristics(work overload, lack of autonomy, professional role conflict, interpersonal relationships), maturity, job stress, job satisfaction and turnover intention by constructing and testing a theoretial framework. Based on Katz and Kahn's (1978) theory of organizational open system and Kahn, Wolfe, Quinn, and Snoek's (1964) theory of stress, nurses' turnover intention, job satisfaction and job stress were conceived of as outcomes of the interplay between personal characteristics and work environment. Personal aspects associated with outcome variables included professional knowlege and skill, and maturity(challenge, commitment, control, responsibility). The work environment factors involved work overload, lack of autonomy, professional role conflict, and interpersonal relationships (social support). Three university hospitals located in Seoul were selected to participate. The total sample of 443 registered nurses represents a response rate of 96 percent. Linear structural relationships (LISREL) technique was used to test the fit of the proposed conceptual model to the data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently, revealing considerable explanatinal power for job stress and job satisfaction. The explanatory power of turnover intention was relatively lower than those of stress and satisfaction. In predicting nurses' stress, satisfaction and turnover intention, the findings of this study clearly demonstrated that professional role conflict might be the most important variable of the all the environmental variables and personal characteristics. The results were dis-cussed, including directions for the future research and practical implications drawn from the research were suggested.

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간호정보역량이 간호사의 직무만족 및 간호업무성과에 미치는 영향 (The Influence of Nursing Informatics Competency on Job-Satisfaction and Nursing Performance)

  • 이전마;강인순;유수정
    • 보건의료산업학회지
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    • 제9권1호
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    • pp.109-122
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    • 2015
  • This study carries out a declarative survey research designed to ascertain nursing informatics competency, job satisfaction and nursing performance of nurses and investigates the influence of nursing informatics competency on job satisfaction and nursing performance. The research was performed with 274 nurses who have been working for at least 6 month in P national university hospital in Y city, during the 30-day period of 15th October 2014 to 15th November 2014, using a questionnaire composed of questions on nursing informatics competency(30 items), job satisfaction(20 items), and nursing performance(23 items). The collected data underwent descriptive statics, t-test, ANOVA and Scheffe'test. Pearson correlation coefficients were also obtained and a stepwise multiple regression was performed by the SPSS WIN 19.0 program. The regression coefficient is positive between nursing informatics competency and conducting an information search(${\beta}=.20$, p=.012), in the case of job satisfaction,; It was also positive between nursing competency and computer related information management(${\beta}=.19$, p=.011), perception of informatics(${\beta}=.17$, p=.010), conducting an and information search(${\beta}=.17$, p=.004) in the case of nursing performance. We conclude that, in the nursing process, if nurse do their best to accomplish their tasks and strive to increase the productivity and efficiency of nursing tasks, they will achieve the organization's goals and balanced development.