• Journal of Korean Academy of Nursing Administration
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• v.1 no.1
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• pp.35-45
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• 1995

This study was designed and carried out to identify the methodologies of the staff evaluation used by the headnurses and their perception on the purpose of the evaluations, and to measure the degree and type of perceived purpose and the degree of implementation of staff evaluation principles into preactice. A hundred and eleven from four general hospitals with 600 beds and over were conveniently sampled. Data were gathered from August 20, through September 10, 1994 ; demographic data of respondents and 'methodologies used for staff evaluation' by questionaires, level of 'perceived purposes of staff evaluation' and level of implementation of the 'principles of staff evaluation into practice' by Likert-type rating scales developed by the researcher. Raw and percentile scores and means were calculated and data were processed further by t-tests and ANOVA. Results are as follows ; 1. Traditional methodlogies : checklists(90.1%) and ranking methods(45.9%) revealed to be the two mostly prefered and used methods. 2. Of the 20 item-descriptions of the 'purpose of staff evaluation': 10 'control, evaluative' and 10 'non-control, developmental' the first(mean=3.19) to the ninth(mean=2.74) in rank order revealed to be the 'control, evaluative purpose', while the tenth in rank order revealed to be the first among the 'non-control, evaluative' item(mean-1.57). 3. Level of purpose of staff evaluation perceived as 'control ; evaluative'(mean=43.76, S.D.=5.01) revealed to be significantly(t=-3.86, p<.05) highter than 'non-control ; developmental'(mean=40.65, S.D.=3.41). 4. Level of implementation of 'staff evaluation principle into practice' revealed to be moderately high(mean=2.40).

• Journal of Digital Convergence
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• v.16 no.1
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• pp.389-397
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• 2018

The purpose of this study was to examine the relationships among dementia knowledge, empathy, attitudes toward to dementia in caregivers of older adults with dementia. Data were collected 147 caregivers who worked in long term care centers. The self-report questionnaire was used for data analysis. SPSS Win. 21.0 was used to analyze data via descriptive statistics, Pearson correlation coefficient, and multiple regression. The mean score of dementia knowledge was $20.18{\pm}3.58$ out of 30, and the means of empathy was $82.12{\pm}9.68$ out of 105 and the means of dementia attitudes was $96.45{\pm}13.72$ out of 140. Attitudes toward dementia in caregivers differed significantly depending on their age, motivation of job. Attitudes also had a positive correlation with dementia knowledge and empathy. The most significant preditors of attitudes were empathy, job of motivation and age. These factors explained 33.0% of the variance for attitudes toward dementia. Above results suggest that dementia education programs depending on age, job of motivation, and empathy level is needed.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.1
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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.

• Journal of the Korea Convergence Society
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• v.9 no.11
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• pp.539-547
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• 2018

The purpose of this study was to identify the influence of empathy and communication skill on clinical stress of college students in the convergence society. The participants were 211 college students, data were analyzed using t-test, ANOVA, Pearson Correlation, Multiple regression. It was found that: nursing students showed higher clinical stress in case of lower level of school satisfaction, major satisfaction, clinical satisfaction, the difficult of relationship with head nurse, and female student. Significant negative correlation were found between communication skill and clinical stress. The factors influencing clinical stress were clinical satisfaction, communication skill and gender. In order to reduce clinical stress among nursing students, it is needed to find various ways improving communication skills, such as educational courses and intervention, and to figure out associate variables and multilateral research to enhance clinical satisfaction.

• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.587-597
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• 2019

With the rapid aging of the nation's population and the increasing number of elderly people with difficulties in daily life, the elderly care system was implemented for social solidarity. Structural problems in the long-term care system that emerged after the introduction of the system are demanded, and the problem of functional readjustment between nursing hospitals and facilities is raised due to the lack of continuity of care for the elderly by institutional and salary types. In this study, we set up research problems related to personnel, staff, and services to address the problem and conducted FGI. Research has shown that the number of elderly and recognized people in the region, the number of elderly and elderly patients, needs to be reflected in long-term care demand, the direction of appropriate institutional and manpower supply policies, and the establishment of local government goals and plans to strengthen the long-care institutions. It was revealed that non-medical accident arbitration bodies are needed to apply the cost of food insurance, provide programs through links with relevant institutions, and manage the admission smoothly.

• Journal of muscle and joint health
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• v.26 no.2
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• pp.81-89
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• 2019

Purpose: The purpose of this study is to explore factors affecting the retention intention of nurses working at long-term care hospitals. Methods: Data were collected from 147 nurses working in 10 long-term care hospitals using self-report questionnaires of role conflict, job satisfaction, professional pride and retention intention T-test, ANOVA, Pearson correlation and multiple regression were used to analyze the data. Results: The mean age of subjects was $47.4{\pm}10.1$ (22~65). Average length of clinical experiences was $170.12{\pm}98.99$ months. The level of retention intention was significantly different by the educational level (t=4.21, p=.017). Retention Intention was significantly associated with professional job satisfaction (r=.36, p<.001) and professional pride (r=.69, p<.001), but were not significantly correlated with role conflict (r=-.07, p=.376). The multiple regression analysis shows that significant factors, affecting the retention intention were professional pride (t=9.87, p<.001) and job satisfaction (t=3.37, p=.001), which explained 46.1% of the retention intention collectively. Conclusion: It is crucial to make substantial efforts to increase professional pride and job satisfaction in order to increase nurses' retention intention.

• The Journal of the Korea Contents Association
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• v.22 no.10
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• pp.330-348
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• 2022

The purpose of this study is to derive useful theoretical and practical implications for the prevention and overcoming of burnout of visiting caregivers by conducting a qualitative case study researb on the burnout experience of visiting caregivers. To this end, we analyzed the context in which visiting caregivers experienced relationships with the elderly 65 years of age or older and their family carers for long-term care benefit service, and the dispatched home elderly welfare center. As a result, a total of 12 high-level categories were derived, Which were 'I fell into a suspicious person', 'Fallen self-esteem', 'Visiting caregiver activity I don't want to do anymore', 'Oppressed being', 'In a violent situation Exposure', 'Devaluated care worker', 'Work that is difficult to be recognized as a professional occupation', 'Labor where the boundaries of work are not clear', 'Disappointment with family guardians', 'Social awareness and effort that is not easy to improve', 'Poor treatment of dispatching agencies' and 'Distrust of dispatching agencies'.

• The Research Journal of the Costume Culture
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• v.30 no.5
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• pp.752-765
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• 2022

Clothing, as a signsystem, implies many different meanings according to different circumstances. Korean fashion designers' designs also imply various meanings. Therefore, the purpose of this study is the exploration of Korean fashion designers' design characteristics through Greimas' Semiotic Square. As sublimity is the most representative characteristic of modern fashion design, this study discusses the in-depth aesthetic meaning innated in Korean fashion design through the semiotic square proposed by Greimas. To fulfill this goal, Korean fashion designers were sought after on the internet; consequently, four Korean designers became subjects for the analysis. Their collections were analyzed according to predefined criteria adopted and modified from previous studies. Sublimity characteristics were applied to Greimas' and Floch's semiotic squares for further interpretation. Results of the study indicate that sublimity, which is typically found in Korean fashion designs, varies depending on different points of view. In terms of culture, this study discovered a relationship of contrariety between sublimity and beauty. This finding opposes the theory of Greimas' semiotic square, in which sublimity stands as a contradictory of the technician. According to the culture industry theory, suggested by Held, the technician is an implication of sublimity. Through a technician, sublimity may pose as a complementarity or implication of beauty. Finally, sublimity might substitute beauty as well; furthermore, it constitutes practical valorization in the semiotic square of Floch. Moreover, the artist present as a ludic valorization stands as a contradictory, while art, serving as a utopian valorization, enacts as a contrary.

• Journal of Korean Academy of Nursing
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• v.19 no.2
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• pp.212-222
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• 1989

When the head nurse who is pivotal in the nursing service administration of the hospital performs efficiently as a first-line manager, the effectiveness of the nursing unit, which includes the quality of nursing care, the jab satisfaction of staff members, and the cohesiveness of staff members is increased. With this point of view in mind, the researcher carried out a study to determine the actual work (the content of the work, the work process, the role of the head nurse, the activity media, and the purpose of the work) of the head nurse in a university hospital in Korea. In addition, this study was also carried out for the purpose of preparing an ideal model for the work of the head nurse. The research subjects were 39 head nurses. This included all the head nurses in two university hospitals except those who were working in outpatient care, operating rooms, central supply, nursing administration, in-service education and emergency care. Data were collected from September 24th to October 21th, 1987 and April 4th to 12th, 1988. A work activity record on which the head nurse recorded directly in a chronological narrative form, was used as the research instrument. The 234 work activity records, 39 head nurse's continuous recording over 6 days(from Monday to Saturday) were collected and analysed. The results were as follows ; 1. With regard to the work content for the total daily work of the head nurse, 45.2% of the activities were managerial activities but 58.1% of the head nurse' s time was spent in direct patient care. 2. With regard to the work process of the head nurse, specifically the location, the size and membership of groups contacted, the results were as follows : 1) Of the total daily work activities 92.4% were carried out in the nursing unit and this occupied 84.5% of total daily work time. Direct patient care was generally performed on the nursing unit and managerial work was performed in other areas. 2) Of the total daily work activities, 73% was with one or more persons and 51.2% of total daily work time was spent in groups. 3) A total of 51 persons, working in different capacities were contacted. These included 21 persons giving patient care, 19 persons working in nursing unit management, and 7 persons working in human resource management. 3. With regard to the head nurse's role in work activity, 53.3% of total daily work activities involved the informational role, 26.9%, the interpersonal role and 19.9%, the decisional role. With regard to time, 57.7% was spent in the informational role, 23.9%, in the interpersonal role and 18.3%, in the decisional role. When the head nurse performed managerial work, she gave nearly equal emphasis to all three roles when she gave direct patient care the informational role was increased. 4. With regard to the activity media, the number of unscheduled activities accounted for 27.1% of the activities, scheduled activities, 24.3%, desk work activity, 22.1%, rounds, 12.5% and telephone calls, made or received, 14.0%. In daily total work time managerial work related to desk work and scheduled activities were high, ranging from 29.8% to 29.9% but for direct patient care time, scheduled activities and unscheduled activities were high, ranging from 23.6％ to 35.3%. 5. With regard to the purpose of the work performed, 54.4% of the total daily work was concerned with the team and 41.4% was concerned with the agency. The managerial work was concerned mainly with the team and the direct patient care was concerned mainly with the patient. When the frequency of an activity and time were compared no significant difference was found between the days for which the work was recorded for any of the variables : the work content, the work process, the work role, the activity media and purpose of the work. On the basis of this study the following are proposed as an ideal model for head nurse work in Korea : The managerial work should be increased to 70%. The decisional role activities should be increased to 40%. Twenty percent of the work activity should be allocated to agency, community and profession. It is believed that this model for the head nurse's work can contribute to guidelines for job description development. Finally, educational programs, organizational and structural devices, and administrative support are needed for the proper function of the head nurse in this proposed model.

• Journal of Preventive Medicine and Public Health
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• v.24 no.4 s.36
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• pp.531-548
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• 1991

To assess the adequacy of medical manpower and medical fee for the newborn nursery care, the author visited 20 out of 24 hospitals with the pediatric training program in Youngnam area between July 29 and August 14, 1991. Total number of newborn, both normal and sick, admission and discharge in 1-30 June 1991 was obtained from the logbook of nursery. Head nurse and staff pediatrician of the nursery were interviewed to get the current staffing for the nursery and their subjective opinion on the adequacy of nursery manpower and the difficulties in recruiting manpower. Average medical fee charged for the maternity and normal newborn nursery care was obtained from the division of self-audit of medical insurance claim of each hospital. Average minimum requirement of nursing care time for one normal newborn per day was 179.5 (${\pm}58.6$) minutes; 202.3(${\pm}50.7$) minutes for the university hospitals and 164.2(${\pm}60.5$) minutes for the general hospitals. The ratio of minimum requirement of nursing care time and available nursing time was 1.42 on the average. Taking the additional requirement of nursing care for the sick newborns into consideration, the ratio was 2.06. The numbers of R. N. and A. N. in the nurserys of study hospitals were 31%, and 17%, respectively, of the nursing manpower for the nursery recommended by the American Academy of Pediatrics. These findings indicate that the nursing manpower in newborn nursery is in severe shortage. Ninety percent of the head nurses and 85% of the staff pediatrician stated that the newborn nursery is short of R.N. and 75% of them said that the nurse's aide is also short. Major reason for not recruiting R.N. was the financial constraint of hospital. For the recruitment of nurse's aide, short supply was the second most important reason next to the financial constraint. However, limit of quarter in T.O. was the mar reason for the national university hospitals. Average total medical fee for the maternity and newborn nursery cares of a normal vaginal delivery who stayed two nights and three days at hospital was 219,430won. Out of the total medical fee, 20,323won(9.3%) was for the newborn nursery care. In case of C-section delivery who stayed six nights and seven days, total medical fee was 732,578won and out of the total fee 76,937won (12.0%) was for the newborn care. Cost for a newborn care per day by cost accounting was 16,141won for the tertiary care hospitals and 14,576won for the all other hopitals. The ratio of cost and the fee schedule of the medical insurance for a newborn care per day was 5.0 for the tertiary care hospitals and 4.9 for the all other hospitals. Considering the current wage level of the medical personnel, capital investment for the hospital facilities and equipments, and the cost for hospital maintenance, it is hard to expect adequate quality care in the newborn nursery under the current medical insurance fee schedule.