• 한국체육학회지인문사회과학편
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• 제58권5호
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• pp.201-217
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• 2019

본 연구는 방문요양보호사를 활용한 치매노인을 위한 방문 맞춤형 움직임프로그램을 개발하기 위해 델파이 방법을 이용하여 전문가들이 생각하는 치매노인을 위한 움직임프로그램에 필요한 구성요소를 고찰해보는 데 그 목적이 있다. 이러한 연구 목적을 달성하기 위하여 무용치료전문가 8명, 치매전공 의사 2명, 노인운동전문가 5명, 요양보호전문가 5명 총 20명의 전문가 패널을 선정하였다. 1차 델파이 설문지는 내용분석을 하였고, 2, 3차 델파이 설문지는 5점 Likert척도로 구성하였으며 적합도를 평가하기 위해 EXCEL 프로그램으로 핵심요소 항목별 평균, 표준편차, 사분위수 범위, 수렴도, 합의도, 내용타당도 비율(CVR)를 산출하였다. 전문가 패널들이 재가 치매노인을 위한 움직임프로그램 구성 시 적합하다고 합의한 필요한 요소는 고려요소 6개, 필요 요소 7개, 빈도 주 3회 1개, 시간 30분 1개, 운영방식 1개, 리듬표현운동 5개, 유산소 운동 4개, 근력운동 4개, 스트레칭 5개, 파트너운동 3개, 마사지 4개, 소도구 5개 등 총 46개 요소가 채택되었다.

• 간호행정학회지
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• 제20권2호
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• pp.195-205
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• 2014

Purpose: The purpose was to identify the influence the quality of head and clinical nurses' LMX (Leader-Member Exchange) on job satisfaction and organizational commitment. Methods: The participants were 42 head nurses and 202 clinical nurses who worked in 7 hospitals with more than 300 beds in I-city. The data were collected from March 10 to April 10, 2013 using a self-report questionnaire. Data analysis was performed using hierarchical regression with the SPSS/WIN 20.0 program. Results: The mean score for head nurses' LMX quality was 3.66 and for clinical nurses, 3.51. Clinical nurses' LMX quality and age had a positive impact on job satisfaction (F=8.00, p<.001). Clinical nurses' LMX quality and marriage (not single) had a positive impact on organizational commitment (F=6.76, p<.001). Conclusion: The LMX quality of head nurse was higher than that of clinical nurses, but did not positively affect clinical nurses' job satisfaction or organizational commitment indicating that the LMX quality of clinical nurses is more important than that of head nurse. Thus head nurses should make efforts to lead their units or teams in a positive and friendly way. This positive recognition will promote greater job satisfaction and organizational commitment of clinical nurses.

• 간호행정학회지
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• 제8권4호
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• pp.575-583
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• 2002

Purpose : The purpose of this study was examine the effects of Self-Development training on the Self-Identity for head nurses. Methods : The sample consisted of 24 head nurses in one university hospital in Seoul. The subjects were divided into two groups for the training. Self-Development training was developed by the researcher for during 4 sessions in two weeks that is, 2 hours a day/ 2 times a weeks / two weeks / each group. Self-Development training program consists of identification of self-development elements, self-identification I, self-identification II, and human relationship. Two-weeks before and 4-weeks after the training, subjects completed the questionnaires. Analysis was done by SPSS PC 10.0 for percentile, mean, standard deviation, paired t-test and correlation. Results : The results of this study showed that the Self-Identity had not significant differences before and after Self-Development Training. When compared 5 subscales, self-assertiveness is significant difference, and goal-directedness has the lowest score before and after training. 11(46%) of head nurses mean scores at the 4 weeks after training were slight higher. Conclusion: On the basis of the finding, the researcher makes the following conclusion. This study is one step towards understanding the impact of Self-Identity for the head nurses. It would be beneficial to replicate this study with larger, more diverse samples.

• 간호행정학회지
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• 제22권5호
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• pp.437-447
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• 2016

Purpose: The purpose of this study was to conduct a grounded theoretical analysis on the hospital accreditation experience of head nurses in order to understand their behavior on the adaption of this new system. Methods: The participants were 8 head nurses with more than 3 years of experience. The data were collected through in-depth interviews using audiotape recording analyzed by the constant comparative method described in Strauss and Corbin's methodology. Results: There were 113 concepts, 26 subcategories and 12 categories identified through the open coding process. In the axial coding, the following paradigm model was proposed: 1) the causal conditions were 'hardware problem' and 'software problem', 2) the contextual conditions were 'vertical relationship', 'individual preference', and 'family support', 3) the intervening conditions were 'passive conditions' and 'active conditions', 4) the action/interaction strategies were 'leading role' and 'dependent role', 5) the consequences were 'positive acceptance' and 'negative acceptance', 6) the central phenomenon was 'difficult situation' and 7) the core category was 'leading in harmony'. Conclusion: The new system led head nurses having difficulties as the middleman between the hospital administration and general nurses, but they made a continuous effort to overcome and adapt to it through a number of strategies.

• 간호행정학회지
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• 제22권5호
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• pp.553-561
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• 2016

Purpose: This study was conducted to identify the mediating effect of affective commitment on the relationship between ethical leadership and job satisfaction. Methods: Participants were 216 nurses drawn from three general hospitals in C city. Data were analyzed using descriptive analysis, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Results: The findings from multiple regression were as follows. First, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on affective commitment. Second, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on job satisfaction. Finally, when ethical leadership factors and affective commitment were entered into the regression model at the same time, ethical leadership factors showed no significant effects on job satisfaction, however, affective commitment showed a significant effect and so affective commitment had a mediating effect between ethical leadership and job satisfaction. Conclusion: Results of this study indicate that affective commitment with an effect on the relationship between ethical leadership and job satisfaction plays a full mediating role. Thus, developing ethical leadership training programs for head nurses would likely increase the affective commitment and job satisfaction of staff nurses.

• 간호행정학회지
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• 제16권3호
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• pp.336-347
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• 2010

Purpose: The purpose of this study was to identify the effect of head nurse's emotional leadership on nurse's job satisfaction & organizational commitment Methods: The subjects of this study were 385 nurses from four general hospitals and one university hospital. SPSS WIN 14.0 was used for data analysis. Results: Stepwise multiple regression analyses were used to examine the influences of research variables. The variable which predict nurse's job satisfaction were head nurse's emotional leadership (F=76.027, p<.01, adjusted R square=.166). The variables which predict organizational commitment were emotional leadership (F=27.839, p<.01, adjusted R square=.066), marital status (F=20.928, p<.01 adjusted R square=.03), respectively. Conclusions: As a result of this study, head nurse's emotional leadership was defined as a important influential on both job satisfaction and organizational commitment of nurses. Therefore, it is needed to develop education programs for activating head nurse's emotional leadership.

• 간호행정학회지
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• 제21권1호
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• pp.133-141
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• 2015

Purpose: The purpose of this study was to identify the mediating effect of head nurses' emotional leadership as perceived by nurses in the relationship between nurses' job stress and job satisfaction. Methods: Study participants were 278 staff nurses currently working at two university hospitals in Busan, Korea. SPSS/WIN 21.0 program was used for data analysis to analyze descriptive statistics, t-test, correlation, and stepwise multiple regression. The significance level was set at p<.05. Results: Nurses' job satisfaction had a significant correlation with job stress (r=-.31, p<.001) and emotional leadership of nurse managers as perceived by nurses (r=.53, p<.001). Also, head nurses' emotional leadership experienced by nurses had a partial mediating effect in the relationship between nurses' job stress and job satisfaction. Conclusion: The results of this study show that the nurse managers' emotional leadership has an important influence on nurses' job stress and job satisfaction. Therefore, head nurses' emotional leadership is very important for effective human resource management and the hospital should offer education and training to booster head nurses' leadership by developing emotional intelligence to promote staff job satisfaction.

• 한국간호교육학회지
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• 제20권1호
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• pp.37-46
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• 2014

Purpose: This study was to measure and identify the differences of perceived confidence in practice of core basic nursing skills performed by new graduate nurses in Korea. Methods: The tool used in this study was a questionnaire for measuring the confidence in 20 items of core basic nursing skills which was structured based on Korean Accreditation Board of Nursing Education tool. 231 new graduate nurses participated in this study. The reliability of this questionnaire had Cronbach's ${\alpha}$ .918. Results: Subjects who experienced simulation education and standard patient education were 86.6% and 35.9%, respectively. Item enema intervention, tracheostomy care, and blood transfusion showed low practice confidence level. These items showed significant differences on whether the subjects experienced simulation and clinical practicum or not. Conclusion: Developing and managing clinical education program under deep cooperation between practicum agency and clinical instructor are needed. Simulation practicum will complement insufficient core basic nursing skills between newly graduated nurses before they allocate at the clinical department.

• 한국직업건강간호학회지
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• 제27권2호
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• pp.89-98
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• 2018

Purpose: This descriptive study investigated the effects of authentic leadership and coworker support on psychological well-being of staff nurses. Methods: The participants were 166 staff nurse working in university hospital located in D city. Data were collected from July 1 2017 to 31, 2017. Data analysis was performed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and hierarchical regression. Results: The regression model that included demographics and coworker support explained about 40.0% of psychological well-being. Marital status, nurse satisfaction, turnover experience, and coworker support were the predictors of psychological well-being in staff nurses. Conclusion: Coworker support was an important predictor of the psychological well-being of staff nurse. Therefore, strategics to improve coworker support are needed to increase psychological well-being in the clinical field.

• 동서간호학연구지
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• 제26권1호
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• pp.71-79
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• 2020

Purpose: The purpose of this study was to examine the effect of head nurses' authentic leadership to nurses' organizational politics perception and organizational silence. Methods: A descriptive research design was used with a convenience sample of 201 nurses. Data were collected from Aug 7 to Sep 13, 2018 using self-reported questionnaires. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. Results: The mean scores of authentic leadership of the head nurses perceived by nurses and nurses' organizational politics perception and organizational silence were 3.44 out of 5, 2.57 out of 5 and 2.62 out of 5, respectively. Nurses' organizational silence was negatively correlated with authentic leadership of the head nurse and positively correlated with nurses' organizational politics perception. Factors influencing on nurses' organizational silence were organizational politics perception, clinical career, authentic leadership of the head nurses and work life satisfaction which explained 38% of the variance. Conclusion: Based on the finding of this study, it is necessary to develop education and intervention programs in order to improve unreasonable and unfair job environment, enhance head nurses' authentic leadership, manage nurses' careers appropriately and raise the level of their work life satisfaction.