• Journal of Korean Academy of Nursing
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• v.42 no.1
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• pp.66-75
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• 2012

Purpose: The purpose of this study was to explore violent experiences of home visiting health care workers in Korea. Methods: This study was a cross-sectional survey. Data were collected using self-report questionnaires from 1,640 health care workers. Data collection was done between September 1, 2009 and June 30, 2010. Results: Of the respondents, 70.6% had experienced work-related violence. Shouting (51.9%) was the most common verbal violence, followed by verbalizing sexual remarks to the health care workers (19.0%) and touching the hands (16.5%), the most common acts relating to sexual harassment. Of the respondents who had experienced violence, 50.9% told their peers about the incidents. However, the major reasons why they did not report these incidents was due to the fact that they felt it was useless to file reports and that they expected such incidents to occur as part of their job. The majority of the respondents (86.4%) wanted education on how to deal with such violence at work. Conclusion: The results of this study indicate that efforts should be made to increase awareness and to minimize violence in the workplace. Also, educational programs should be designed to improve knowledge and to prevent workplace violence.

• Research in Community and Public Health Nursing
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• v.28 no.4
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• pp.513-523
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• 2017

Purpose: We evaluated the psychometric properties of a questionnaire on the acceptance of the quality improvement information system (QIIS) among long-term care workers (mostly nurses). Methods: The questionnaire composes of 21 preliminary questions with 5 domains based on the Technology Acceptance Model and related literature reviews. We developed a prototype web-based comprehensive resident assessment system, and collected data from 126 subjects at 75 long-term care facilities and hospitals, who used the system and responded to the questionnaire. A priori factor structure was developed using an exploratory factor analysis and validated by a confirmatory factor analysis; its reliability was also evaluated. Results: A total of 16 items were yielded, and 5 factors were extracted from the explanatory factor analysis: Usage Intention, Perceived Usefulness, Perceived Ease of Use, Social Influence, and Innovative Characteristics. The five-factor structure model had a good fit (Tucker-Lewis index [TLI]=.976; comparative fit index [CFI]=.969; standardized root mean squared residual [SRMR]=.052; root mean square error of approximation [RMSEA]=.048), and the items were internally consistent(Cronbach's ${\alpha}=.91$). Conclusion: The questionnaire was valid and reliable to measure the technology acceptance of QIIS among long-term care workers, using the prototype.

• Journal of Convergence for Information Technology
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• v.8 no.1
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• pp.43-51
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• 2018

The purpose of this study was to develop a mentoring program to support the professional growth of new nurses and to check the effectiveness. This mentoring program was developed by research teams and mentoring professionals based on Benner's theory. The data was analyzed using SPSS 18.0 program. The average of satisfaction of mentoring program in the mentees is 4.31 higher than mentor as 3.77. The highest scored item was 'need of mentoring program', the lowest one was 'mentoring program period and number of meetings'. Finally based on the results of the research, the duration of the mentoring program was changed to the six months. A steady support of the organizational policy about mentoring program is required to secure an outstanding nursing workforce.

• Journal of Korean Academy of Nursing
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• v.36 no.5
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• pp.691-700
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• 2006

Purpose: This study was done to analyze variations in unit staffing and recommend policies to improve nursing staffing levels in intensive care units (ICUS). Method: A cross-sectional study design was used, employing survey data from the Health Insurance Review Agency conducted from June-July, 2003. Unitstaffing was measured using two indicators; bed-to-nurse (B/N) ratio (number of beds per nurse), and patient-to-nurse (P/N) ratio (number of average daily patients per nurse). Staffing levels were compared according to hospital and ICU characteristics. Result: A total of 414 institutions were operating 569 adult and 86 neonatal ICUs. Tertiary hospitals (n=42) had the lowest mean B/N (0.82) and P/N (0.76) ratios in adult ICUs, followed by general hospitals (B/N: 1.34, P/N: 0.97). Those ratios indicated that a nurse took care of 3 to 5 patients per shift. Neonatal ICUs had worse staffing and had greater variations in stafnng ratios than adult ICUs. About 17% of adult and 26% of neonatal ICUs were staffed only by adjunct nurses who had responsibility for a general ward as well as the ICU Conclusion: Stratification of nurse staffing levels and differentiation of ICU utilization fees based on staffing grades are recommended as a policy tool to improve nurse staffing in ICUs.

• Asian Oncology Nursing
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• v.4 no.1
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• pp.49-61
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• 2004

Purpose: The purpose of this study was to suggest the projected manpower of oncology nurses & Advanced oncology certified nurses needed in the future. Method: Need models, ratio models and expert opinion were used for projecting the number of oncology nurses & Advanced oncology certified nurses. Resul: 1. The demand for the oncology nurses was estimated 6,043 in the year 2003, 6,548 in the year 2005, and 4,556 in the year 2010. 2. The demand range of the advanced oncology certified nurses centering on the number of hospitalized patients were estimated 358-538 in the year 2003, 388-583 in the year 2005, and 448-672 in the year 2010. 3. The demand range of the middle and long term advanced oncology certified nurses centering on the number of sickbed were estimated 507-787 in the year 2005, 523-810 in the year 2010, and 540-837 in the year 2020. 4. The demand range of the advanced oncology certified nurses centering on the number of organizations were estimated 374 in the year 2003, 399 in the year 2005, 410 in the year 2010. 5. The total demand range, concerning the numbers of hospitalized patients, hospital bed, and organizations are estimated 358-538 in the year 2003, 388-787 in the year 2005, 428-840 in the year 2010, and 540-837 in the year 2020. 6. In the demand of developed country's level oncology nurses are OCN's level 1,495, AOCN's level 102 in the year 2003, OCN's level 1,613, AOCN's level 111 in the year 2005, OCN's level 1,879, AOCN's level 128 in the year 2010 in case of the United States, and in case of Canada, 765 in the year 2003, 826 in the year 2005, and 956 in the year 2010.

• Perspectives in Nursing Science
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• v.6 no.1
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• pp.67-76
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• 2009

Recently, small and medium-sized hospitals which are located in rural areas have many difficulties in securing high quality nurses. That is because working environments for nurses in small and medium-sized hospitals in rural areas are poor compared with those of big hospitals in urban. As a result, the migration of nurses from small and medium-sized hospitals in rural areas to big hospitals in urban is continuously happening. In general, big hospitals provide nurses with high level of salary and fringe benefits. To prevent the migration of nurses, chief executive officers of small & medium hospitals in rural areas have been interested in improving nurses' working conditions including wages. Also, they have raised nurses' salary and improved working conditions. But, basically these individualized efforts have some limit. In connection with this, medical interest groups have produced various voices in terms of interpretation and solutions for these issues. However, from the future perspectives, it seems evident that two approaches for both manpower supply and demand plans of nurses are necessary. They should contain not only accurate estimation of the supply-demand of nursing manpower but also the improvement of working conditions and wages of nurses. Estimation of nursing manpower supply-demand depends on the standards and criteria being used. Supply and demand may be met or not in accordance with the points emphasized on the decision. In the articles, issues regarding nursing manpower, levels of salary, other working conditions and social support system for child care are discussed. According to Joe's report (2005), most health institutions did not meet the guidelines of nurse staffing in Medical Law. The wages of nurse vary on every hospital and there is a big difference in wages' range. The average starting salary for a nurse is 22 million won a year. In case of tertiary hospitals, it reaches up to 30 million won a year. Nurse as a profession should have a strong responsibility and should take care of the patients for 24 hours with three working shifts. Also, most of them are female who have the burden of child rearing. Therefore, it is suggested to increase the salary, to provide comfortable working conditions, and to have social support system for nurses with household affairs.

• Journal of Convergence for Information Technology
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• v.11 no.4
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• pp.211-219
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• 2021

The purpose of this study is to investigate the level of verbal abuse experiences, emotional labor, and health-promoting behaviors of nurses in small and medium hospitals and to identify the relationship between them. Participants were 138 nurses from 2 small-medium sized hospitals. Collected data were analyzed using t-test, ANOVA, and Pearson's correlation coefficients with the SPSS 20.0 for Windows Program. As a result of the study, 82.7% of them experienced verbal abuse, and there were differences in the degree of health- promoting behavior according to gender (p=.032) and department (p=.009). Besides, it was found that emotional labor was related to health-promoting behavior (p=.039), and spiritual growth (p=<.01), and stress management (p=.028) as sub-factors. Accordingly, this study will be used as basic data for developing strategies and customized programs to reduce emotional labor, increase health-promoting activities, and contribute to the stable securing of nursing personnel.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.303-313
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• 2020

This study was conducted to identify the effects of perception of job characteristics, personal-organizational fit and emotional labor on the turnover intention. 228 nurses working in across 11 hospitals in U city participated in this study. Data were analyzed descriptive statistics t-test, one way, ANOVA, Pearson's correlation, and Hierachial Regression analysis. The factors affecting the turnover intention of the subject are the marriage (β=-.106, p=.044), personal-organizational fit (β=-.441, p=.001), emotional labor (β=.318, p<.001) and the three variables could be sufficiently explained by 47.7%. therefore, it is necessary to create an environment where nurses can adapt to their organizations, and to find a way to reduce their emotional labor to decrease nurses's turnover intention.

• The Journal of the Convergence on Culture Technology
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• v.10 no.2
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• pp.225-236
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• 2024

This study was conducted to identify research trends on the integrated community care system in Korea and suggest future research directions. The scoping review method was conducted according to the JBI methodological guidelines. A literature search was conducted in 5 databases (RISS, DBpia, NDSL, KISS, NAL), and 34 papers were selected for the final analysis. The analysis was categorized into user and provider aspects related to community care, and the results from the user aspect showed that variables related to service satisfaction and physical health status were used the most and showed positive results. Provider aspect results mainly studied problems and improvements due to service provision, and many studies showed the need to revitalize inter-agency collaboration systems and the lack of manpower to perform services. Based on the results of this study, in the future expansion of the integrated community care system, it will be necessary to not only establish criteria for selecting subjects, but also secure the expertise of service providers, establish a collaboration system between regions and institutions, and prepare measures to resolve service differences.

• Journal of agricultural medicine and community health
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• v.26 no.2
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• pp.15-41
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• 2001

Since medical clients and the community they live in are expected to be center of future public health and medical care system, new service programs must be developed with patients focused on in line with widening public access of information and social participation. Patients- focused service shall mean the area- oriented provision of public health service. In this study, health officers working at public health centers, public health sub- centers and medical offices in Jeonbuk- do area were taken for population in order to investigate their attitudes toward and knowledge about the service area assigning system under the public health programs. Findings from the survey to 260 health officers, divided by general category, are as follows : Government officers at public health organizations appeared to have high grade of understanding to the service area assigning system and also great appreciation for the necessity of it. Regarding the timing for the system to be introduced, they support the gradual implementation and, as for the type of service to be provided, they preferred home nursing and treatment of chronic diseases. Highly positive responses were centered on the health classes under the health promotion projects, and as far as health projects for the old are concerned, services for home nursing, for the disabled and for home- alone people are favored most. On the other hand, budgeting, manpower and reorganization are rated as prerequisite to establishment of the service area assigning system. From the viewpoint of system side, the improvement of working conditions is rendered as most urgent, while the information system for establishing the service area assigning system is conceived far from satisfactory. Proper assignment of specialists was noted as mostly important to establish the delivery system for medical service through the service area assigning system by team. As merits of the service area assigning system, it is pointed out that, through the system, health clients can better be managed and the nursing quality will be improved thank to the enhanced specialization. It is also perceived that the district health service is not well prepared to respond to the increased and diversified needs of community people and, furthermore, service programs of health centers have not been fully developed. The most serious problem standing in the way to expansion of health projects is, it is noted, uniformity (formality) of the project. Based on the results of the survey which suggest time has ripen to introduce the service area assigning system, following strategies are proposed to anchor down the system as soon as possible: First, we should introduce the system gradually, starting from the area selected, and in consideration of area specialities, refraining from the hitherto stereotyped way of providing health service. Second, we should seek to properly assign the specialists and improve the working conditions of the assigned officers by securing sufficient budget, since it is a most urgent step to lay foundation for the service area assigning system. Third, best service program should be developed to meet the satisfaction of community people by responding to their needs and solidifying the management of medical clients. Fourth, wide scope of study should further be conducted in order to help this system take roots in the central living of community residents since pilot project on the experimental base attended by specialists only can not win popularity among the masses.