• Journal of the Korea Convergence Society
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• v.7 no.3
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• pp.111-120
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• 2016

The goal of this thesis is to have a subjective and general insight to the working experience of non-regular outpatient nurses working in general hospital to understand them. As for the study subjects, 7 non-regular outpatient nurses working in general hospital with rich working experience were randomly selected, and they were analyzed by Colaizzi's phenomenological qualitative research method which drew out 4 categories and 8 subcategories. As the result, non-regular outpatient nurses, due to its distinct characteristics of employment as contract worker, felt satisfaction in working environment on the surface, but found out there were reversed emotion in feeling dissatisfaction for the compensation or development. The results mentioned above will provide useful data in understanding the essence of working experience of non-regular outpatient nurses, and expect these results will be the supporting grounds to have interests and access to realistic problem that the non-regular outpatient nurses are facing.

• Quality Improvement in Health Care
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• v.15 no.1
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• pp.79-87
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• 2009

문제: 본원의 외래 상황은 진료의가 짧은 시간 내에 많은 환자를 진료해야 하고, 진료 환자 모두에게 충분히 만족하도록 설명해주는 것은 매우 어려운 실정이었다. 2007년의 의료기관 본 평가에 앞서 병원 자체 평가 결과 외래환자의 설명 만족도는 57점으로 저조하였다. 목적: "이해하기 쉽게 설명하는 서울대학교 병원" 이라는 슬로건 하에 설명간호사 제도를 운영하기 시작하여, 설명간호사실 운영 활성화를 통한 외래 환자 만족도를 향상시키고자 한다. 의료기관: 서울시 종로구에 소재한 대학병원 질 향상 활동: 설명간호사실 방문율 증가 및 one-stop service care을 실현할 수 있는 방안을 모색하였고, 검사 시행 이유, 귀가 후 주의사항 검사 결과, 검사일정 외래 진료 안내 브로셔 및 표준화된 교육 자료를 개발하였다. 또한 설명간호사의 역할 및 업무의 확립을 위한 업무기술서를 개발 및 설명간호사실 환경을 개선하였다. 개선효과: 설명간호사실의 방문율이 내과는 2배, 신경과는 3배 정도 증가하였다. 표준화된 교육 자료 개발로 설명 요구도를 충족시켰고, '환자의 알 권리'와 '설명을 들을 권리'를 보장하였다. 업무기술서 개발로 설명간호사의 업무 및 역할을 확립하였으며 설명간호사실의 환경 개선으로 개인 신상 비밀을 보호받을 권리를 보장하였다. 외래 설명만족도가 2007년 57점에서 2008년 74점으로 향상되었다. 설명간호사실 자체 설문조사에서도 97%가 만족한다고 답하였고, 100% 모두 재방문 의사를 보였다. one-stop service care를 제공함으로써 외래가 복잡하다는 부정적인 이미지를 긍정적인 이미지로 변화시켰다.

• Journal of Korean Academy of Nursing Administration
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• v.23 no.1
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• pp.90-100
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• 2017

Purpose: The purpose of this study was to develop a tool to evaluate the nursing competency of ambulatory nurses and to verify the reliability and validity of the developed tool for use in general hospitals. Methods: The evaluation tool for ambulatory nursing competency was developed through a literature review and tests for validity and reliability. Results: Subsequent to a review of the literature on nursing performance of ambulatory nurses, a 12 item questionnaire was developed. Through factor analysis, 12 items in a 2 factor solution were derived. Cronbach's ${\alpha}$ coefficient of the final instrument was .86. Conclusion: The assessment tool developed in this study allows for objective assessments of nursing competencies in relation to the competencies expected of ambulatory care nurses. It is hoped that the assessment tool can be used for empirical verification and to provide basic data for establishing the necessary policies to secure outstanding human resources.

• Journal of Industrial Convergence
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• v.20 no.7
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• pp.97-105
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• 2022

Objectives: This study was performed to analyze the effect of nurse-led education on results for patients with gout. Methods: The face-to-face education was conducted by a specialist nurse. Patient satisfaction and drug adherence, serum uric acid was assessed. Results: Patient satisfaction was significantly higher in the nurse-led education group than in the usual care group. The serum uric acid level on the second visit was lower after patient education. In addition, the mean drug adherence in the nurse-led group was significantly higher than in the usual care group on the second and third visits. Conclusion: The nurse-led education about gout improves patient satisfaction, drug adherence, and serum uric acid level in patients with gout.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.83-92
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• 2013

Purpose: This study was to compare job stress and job satisfaction between ward nurses and outpatient nurses, and to identify the correlation between job stress and job satisfaction. Methods: The subjects of this study were 200 ward nurses and 85 outpatient nurses in G and I University Hospital in Incheon. The data were collected in March 2010 and analyzed with t-test and Pearson correlation coefficient. Results: There was no significant difference in overall job stress between two groups, but slightly higher stress level for ward nurses. In sub-area of job stress, 'nursing duty' was primary for both groups. And in 'nursing duty' (t=2.05, p=.041), 'conflict with patients' (t=2.73, p= .007), and 'working environment' (t=3.37, p<.001) ward nurses showed significant higher level of stress than outpatient nurses. For job satisfaction, outpatient nurses showed higher level significantly (t=-2.98, p=.003). And both groups of nurses' job satisfaction was negatively correlated with job stress significantly (r=-.31, p<.001). Conclusion: It will be possible to reduce job stress and promote job satisfaction level for both groups of nurses by adding staffs, and specifically for ward nurses by improving facilities for relax and appropriate supply, and for outpatient nurses by managing interpersonal stress and reducing side tasks.

• Korean Institute of Interior Design Journal
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• v.23 no.3
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• pp.64-74
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• 2014

This study attempts to evaluate the interior space of outpatient department of general hospital in aspects of nurses. The subjects are 97 nurses who work in outpatient department of H general hospital, Busan. Evaluating items are ones related to space layout, furniture, interior climate, color and finishes of outpatient department. Also, evaluating spaces are waiting area, doctor's room, treatment room, nurse station, and resting and dressing area for nurses in outpatient department. The results are ; 1) The space layout type of outpatient area in general hospital which each department consists of waiting area, doctors offices, treatment room and etc. was evaluated positively by nurses. 2) The waiting area and doctor's room was evaluated relatively positive, the treatment room was more negatively than these two rooms. But nurse related spaces such as nurse station and resting and dressing room were evaluated relatively negative. 3) In aspects of interior elements, furniture, and color and finishes were rated to be relatively positive. However, air conditions were rated negatively. 4) The finishes and dressing area in treatment room were rated relatively low. This would be a basic data for planning the outpatient area of general hospital.

• Journal of Yeungnam Medical Science
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• v.13 no.2
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• pp.324-346
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• 1996

A survey was conducted to study attitudes of physician, nurse and patient towards physician's and nurse's uniform, from March 1 to March 31, 1996. The study population was 130 physicians and 147 nurses engaged in Yeungnam University Medical Center and 211 inpatients of Yeungnam University Medical Center. A questionnaire method was used to collect data. The following are summaries of findings: In the respect of physician's uniform, both physicians and nurses preferred other type of gown to the traditional coat-typed one and especially, nurses preferred more than physicians. Patients showed no difference in the preference of the traditional one and other form of gown as a whole but those who had higher educational level preferred other form of gown(p<0.01). Regarding the color of physician's gown, 73.6% of physicians and nurses liked white color, and 86.3% of the patients also liked the white color. Male physicians preferred the white color more than female physicians and nurses(p<0.01). Patients showed no meaningful difference for the color. The opinion of insisting on wearing a necktie when physician see patients was given by male physicians, physicians of fifty or more, physicians working in the field of medicine and professors, which showed significantly higher percentage than other groups(p<0.01). In the group of patiens， the same opinion was given by female, the group of sixty or more, the group of elementary school graduates or less and people residing in other cities and counties more than male, the group of other ages, the group of having higher educational level and people of Taegu city(p<0.01). It tended to agree wearing casual wear of physician during the working time of weekend and holiday as a whole. Younger physicians showed significantly higher preference for it(p<0.05). Regarding the nurse's uniform, both physicians and nurses preferred trousers, and 96% of the nurses did. Especially, nurses who were forty years old or more and who served at outpatient department and administrative and aid parts expressed 100 percent partiality to trousers. For the patients, those who had lower educational level preferred skirt and those who had higher educational level preferred trousers. As to the color of nurse's gown, 46.7% of the physicians and nurses liked white color. The physicians preferred white and nurses preferred other color(p<0.01). Of the patients, 79.1% liked white color. Regarding the wearing cap, 95.9% of the nurses replied it didn't have to wear the cap. The nurses who were fifty or more and who served at outpatient department and special parts gave whole answers of not having to wear the cap. On the other hand, 77.7% of the patients answered nurse had to wear the cap. From the above findings, it would be advisable to give a change to the forms and colors of the gowns to match with the trend and sense of the time instead of insisting on the traditional typical ones.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.5
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• pp.160-168
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• 2017

This study examined the awareness of the healthcare accreditation system, job stress, organizational commitment, and the turnover intention to determine the effects of these factors on the turnover intention of small and medium sized hospitals. A total of 202 nurses who worked in hospitals with less than 500 beds located in Gyeonggi-do, participated in this study. Questionnaires were given to the nurses who experienced healthcare accreditation, and data were collected between 1 December 2015 and 30 March 2016. As a result, the factors and general characteristics, influencing the turnover intention were found to be age (F=4.68, p<.001), marital condition (F=3.92, p<.001), and department of work (F=3.23, p<.008). The turnover intention was negatively correlated with the awareness of the healthcare accreditation system (r=-.46, p<.001) and nursing organizational commitment(r=-.35, p<.001), but positively correlated with the job stress (r=.21, p=.002). Regression analysis showed that the turnover intention of nurses from small and medium sized hospitals had 22.0% on the organizational commitment, department type, and job stress. Therefore, to decrease the nurses' the turnover intention, managers of small and medium sized hospitals need to draw up measures to support job involvement and policy improvement. The results also showed the difference in turnover intention according to the department type. Accordingly, there is a need for a differentiated approach according to the department of work, such as a special unit, ward, and outpatient department.

• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.94-106
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• 2016

Purpose: This study was to identify internal marketing, nursing professionalism, emotional exhaustion, personal accomplishment that influence turnover intention among hospital nurses and to predict in turnover intention. Methods: A cross-sectional sample of 270 hospital nurses from 2 university hospitals in Seoul and Chungbuk, South Korea. The data were collected from May to June, 2013 and using analyzed with t-test, ANOVA and stepwise multiple regression by using SPSS 19.0 program. Results: The mean score for nurse turnover was $3.91{\pm}0.53$, internal marketing $2.58{\pm}0.48$, nursing professionalism $3.30{\pm}0.64$, emotional exhaustion $3.23{\pm}0.64$, and personal accomplishment $3.24{\pm}0.41$. The significant factors of turnover intention were emotional exhaustion, internal marketing, nursing professionalism, work unit, nurse position, and education. And these factors explained 25.1% of the variance in turnover intention. Conclusion: The results from this study indicated a need to develop the intervention program to prevent turnover intention. These findings establish a baseline that will lead to further research.

• Journal of Korean Academy of Nursing
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• v.44 no.1
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• pp.64-74
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• 2014

Purpose: This study was done to develop and implement the Nursing KMS (knowledge management system) in order to improve knowledge sharing and creation among clinical nurses in outpatient departments. Methods: This study was a methodological research using the 'System Development Life Cycle': consisting of planning, analyzing, design, implementation, and evaluation. Quality Function Deployment (QFD) was applied to establish nurse requirements and to identify important design requirements. Participants were 32 nurses and for evaluation data were collected pre and post intervention at K Hospital in Seoul, a tertiary hospital with over 1,000 beds. Results: The Nursing KMS was built using a Linux-based operating system, Oracle DBMS, and Java 1.6 web programming tools. The system was implemented as a sub-system of the hospital information system. There was statistically significant differences in the sharing of knowledge but creating of knowledge was no statistically meaningful difference observed. In terms of satisfaction with the system, system efficiency ranked first followed by system convenience, information suitability and information usefulness. Conclusion: The results indicate that the use of Nursing KMS increases nurses' knowledge sharing and can contribute to increased quality of nursing knowledge and provide more opportunities for nurses to gain expertise from knowledge shared among nurses.