• 간호행정학회지
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• 제20권4호
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• pp.437-445
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• 2014

Purpose: The aim in this study was to identify head nurses' nursing performance according to their managerial competencies and professional nurse autonomy. Methods: From January 15 to January 31, 2013 a survey was distributed to 200 head nurses working in 5 tertiary hospitals in B city and J city. The response rate was 80% (160 responses). The survey content included the Managerial Competencies Scale (MCS), Schutzenhofer professional nurse autonomy Scale (SPNA), and Nursing Performance Scale (SPNA). Results: The score for MCS was 4.53, for SPNA, 177.05, and for SPNA, 4.62. Nursing performance was related to managerial competencies (${\beta}=0.741$; p<.001; SE=0.059) and professional autonomy (${\beta}=0.135$; p=.010; SE=0.001). These factors accounted for 64.8~67.3% of the variability in nursing performance. Conclusion: Results indicate that head nurses' performance would be improved through increased nursing managerial competencies and expansion of professional autonomy suggesting a need to develop work systems designed to achieve high managerial competency and professional autonomy in head nurses.

• 보건의료산업학회지
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• 제12권3호
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• pp.41-52
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• 2018

Objectives: This study investigated the effect of mentoring function on job motivation and nursing performance through self-efficacy and outcome expectation. Methods: It was conducted with 226 nurses working in the 5 hospitals of B and G cities. The collected data were analyzed using SPSS Windows 18.0 and AMOS 16.0. Results: Mentoring was found to have a direct effect on outcome expectation (${\beta}=0.314$, p < 0.001), and outcome expectation had a direct effect on job motivation (${\beta}=-0.333$, p < 0.001) and nursing performance (${\beta}=0.341$, p < 0.001). Job motivation was found to affect nursing performance (${\beta}=0.268$, p < 0.001). Conclusions: The results of this study suggest that mentoring function plays an important role in improving nursing performance, so it is necessary to develop and apply a mentoring program for nurses.

• 임상간호연구
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• 제17권2호
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• pp.123-137
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• 2011

Purpose: This study was conducted to develop standards ensuring nursing process-based care of patient admission and discharge, to develop a performance measurement tool evaluating the care applied according to the standards, and finally to determine validity of the standards and the tool. Methods: The standards and the tool were reviewed by a panel of experts and refined based on the panel's suggestions. Validity of the standards and the tool were examined through surveying a total of 302 hospital nurses. Results: The mean validity scores of the performance measurement standards and the tool were 4.11 and 4.09, respectively, out of 5.00. So the performance measurement standards and the tool in this study were found to be acceptable in evaluating quality of nursing care provided at patient admission and discharge. Conclusion: This result indicates that the performance measurement standards and the tool developed in this study are valid instruments to monitor and improve quality of nursing care for patient admission and discharge.

• 디지털융복합연구
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• 제20권4호
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• pp.779-790
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• 2022

본 연구의 목적은 간호정보역량에 대한 국내 연구의 동향을 파악하고 간호정보역량과 관련된 후속 연구 방향을 제시하기 위해 시행되었다. 본 연구는 주제범위 문헌고찰 연구로 Arskey와 O'Malley의 방법론적 기틀을 사용하였다. 전자 데이터베이스를 이용하여 2000년부터 2021년까지 출판된 연구를 대상으로 하였다. 최종 분석에 포함된 연구는 총 18편으로, 분석틀은 연구의 일반적 특성과 주제분석으로 구성하여 분석하였다. 간호정보역량에 대한 연구는 2010년 이후 증가하였으며, 간호사 대상의 양적연구가 대부분을 차지하였다. 간호정보역량에 영향을 미치는 일반적 특성은 교육 정도와 직위였으며, 관련 핵심 변수는 업무수행능력, 셀프리더십, 직무만족, 간호업무성과, 간호조직문화, 간호근무환경이었다. 본 연구는 주제범위 문헌고찰 방법을 적용하여 국내 간호정보역량 연구를 체계적으로 고찰하고 후속 연구방향을 제시했다는 의의가 있다. 간호사, 간호대학생의 간호정보역량 향상을 위해서 보건의료시스템과 간호업무환경의 변화를 반영하고, 간호정보역량 향상 교육프로그램을 지속적으로 개발하여 적용하는 후속연구를 제언한다.

• 간호행정학회지
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• 제12권1호
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• pp.151-158
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• 2006

Purpose: This study was undertaken in order to suggest self-leadership as a way to promote organization efficiency of nursing organization. So the relation between self-leadership and outcome of nursing practice in organization was studied. Method: The subjects of study were nurses as a population who were working for the 2 of university hospitals which have over 500 beds in Kyong Ki Province as well as who have been working for over 6 months. The data was collected by questionnaires from 215 nurses and analyzed using descriptive statistics, perason correlation coefficient, t-test and ANOVA on SAS Program. Results: Self-leadership of nurse got 3.51 grade out of 5 as a mean point. Each of the segments got 3.74 in self-compensation, 3.57 in self-expectation, 3.53 in goal-setting, 3.45 in rehearsal, 3.37 in self-criticism and 3.30 in constructive thinking in order. Independent performance of nursing practice at each items of outcome of nursing practice showed the highest correlations with the self-expectation among self-leadership segments. Constructive thinking, self-compensation, rehearsal, goal-setting were related like this in order, but self-criticism was related just a little. Dependent nursing practice has the highest correlation with the self-expectation, goal-setting, rehearsal, constructive thinking, self-compensation were similar as aboves in order, but self-criticism didn't show any similar correlations. Relationship practice has the highest correlation with the self-expectation, and goal-setting, constructive thinking, self-compensation, rehearsal were similar, while self-criticism did not show any correlations. Conclusion: In conclusion the result was obtained that self-leadership is much correlated with outcome of nursing practice. Therefore, as a way to promote efficiency of nursing organization, the constant study about self-leadership with the various aspects is needed focusing on self-management and inner motivation as a new leadership paradigm.

• 한국간호교육학회지
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• 제19권4호
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• pp.617-626
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• 2013

Purpose: This study was to investigate the effect of nurses' core competencies and cognition of job competency of senior nurses on work performance. Methods: Three hundred two nurses participated in the study. The collected data were analyzed with SPSS/WIN 20.0. Frequency, t-test, ANOVA and stepwise multiple regression were utilized. Results: The level of nurses' core competencies was 3.65 (${\pm}.40$) points, cognition of job competency of senior nurses was 4.02 (${\pm}.60$) points, and work performance was 4.04 (${\pm}.55$) points. In accordance with the participant's general characteristics, work performance was found to be significant in their age, marital status, educational level, total clinical experience, length of time on the present ward, and their income. Cognition of job competency of senior nurses was found to be the most effective factor in work performance, followed by core competencies and total clinical experience, and these factors accounted for 63.4%. Conclusion: The study suggested that work performance was highly affected by the nurses' core competencies and cognition of job competency of senior nurses. Therefore, effective education programs are required to provide an appropriate experience to both entry-level and experienced nurses, as well as to help in enhancing nurses' and senior nurses competency at the same time.

• 간호행정학회지
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• 제17권4호
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• pp.391-401
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• 2011

Purpose: The purpose of this study was to explore the effect of empowerment on nursing performance, job satisfaction, organizational commitment and turnover intention in hospital nurses. Method: The subjects were 345 nurses at a general hospital in D city. Data were collected by structured questionnaire from January 10 to February 15, 2009. Data were analyzed by using descriptive statistics, ANOVA, Scheffe's test, and Pearson correlation coefficient, multiple regression by SPSS win 17.0 program. Results: The mean scores were 3.60(${\pm}.43$) of empowerment, 3.80(${\pm}.38$) of nursing performance, 3.49(${\pm}.55$) of job satisfaction, 4.70(${\pm}.74$) of organizational commitment, and 2.34(${\pm}.84$) of turnover intention. Empowerment was correlated with nursing performance, job satisfaction, and organizational commitment positively, but correlated with turnover intention negatively. As a result of multiple regression, empowerment has 34.3% of the explanatory power on nursing performance, 24.0% on job satisfaction, 30.7% on organizational commitment, and 15.6% on turnover intention. Conclusion: Empowerment was a critical variable affecting nursing job performance, job satisfaction, organizational commitment, and turnover. Also, if various variable - active and adequate child-care support system, provided conditions continue to study, and adequate and appropriate compensation for nursing performance - affecting empowerment are managed, nurses' empowerment level will rise at the same time.

• 기본간호학회지
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• 제20권3호
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• pp.278-288
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• 2013

Purpose: The purpose of this study was to investigate the influence of communication competence and burnout on nursing performance in intensive care units (ICU). Method: The participants were 209 nurses from four university hospitals. Measurements included a socio-demographic and job related survey, communication competence inventory, the Maslach burnout inventory and a nursing performance scale. Data were collected from February 6 to 24, 2012, with a self-report questionnaire. The statistical analyses were performed with SPSS 18.0 software. Results: The mean scores for communication competence, burnout and nursing performance were 50.49, 84.72, and 62.18, respectively. Communication competence (r=.44, p<.001) and burn out (r=-.32, p<.001) were significantly correlated with nursing performance. In the multiple linear regression, factors influencing nursing performance were communication competence, age and burnout. These variables explained about 46% of the total variance of nursing performance. Communication competence (${\beta}$=.34, p<.001) was the most influential factor. Conclusion: Nurses' poor communication skills and burnout can influence the occurrences of medical errors in ICU nursing performance. The results suggest that good communication and burnout resolution skills programs should be implemented to improve nursing performance efficiency.

• 한국직업건강간호학회지
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• 제23권2호
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• pp.55-66
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• 2014

Purpose: The purpose of this study is to analyze the structural model on the Nursing Task Performance of Hospital Nurses. Methods: Data collection was done by the 200 hospital nurses from May 1st to May 20th, 2013 in Seoul city. The sample variance-covariance matrix was analyzed using AMOS 19.0 and the maximum likelihood minimization function. The goodness of fit was evaluated using the SRMR, RMSEA and its 90% confidence interval, CFI, and TLI. Results: First, hospital nurses' organizational justice and empowerment was not found to have a significant direct effect on nursing task performance. Second, organizational justice and empowerment had a direct effect on job satisfaction and organizational commitment. Third, organizational commitment was found to have a significant direct effect on nursing task performance. Forth, hospital nurses' empowerment was found to have a significant direct effect on nursing task performance. Conclusion: Nurses' nursing task performance was influenced by organizational justice, empowerment, and organizational commitment. In order to increase the degree of nursing task performance in hospital nurse, it is necessary to develop the nursing program and its application considering hospital nurses' organizational justice and empowerment and organizational commitment.

• 간호행정학회지
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• 제15권1호
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• pp.45-53
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• 2009

Purpose: This study was to analyze the relationship between head nurse's leadership, staff nurse's health promotion life style and job satisfaction and nursing work performance. Method: The duration for investigation took place from September 11 to 29, 2006 and 501 staff nurses. Results: Nursing work performance of 3 groups of nurses that group of nurses who evaluated leadership of head nurse is high in authority aspect but is low in harmony aspect(p<.05), group of nurses who evaluated leadership of head nurse is low in authority aspect but is high in harmony aspect(p<.01), and group of nurses who evaluated leadership of head nurse is high both in authority aspect and in harmony aspect(p<.001), was all statistically much higher than group of nurses who evaluated leadership of head nurse is low both in authority aspect and in harmony aspect. Conclusion: nursing work performance of staff nurses are compositively affected by social psychological factor such as job factor, health promotion conduct, and job satisfaction and leadership factor of head nurse.