• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.1
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• pp.604-611
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• 2020

This study was undertaken is to improve the working conditions by improving the job satisfaction of clinical research nurses and clinical nurses involved in and conducting clinical trials. The survey was conducted from November 6 to December 6, 2017 for 100 nurses working in Seoul and Gyeonggi-do. The accumulated data were analyzed by frequency analysis, reliability verification, and t-test using the SPSS program. Our results reveal that job satisfaction was higher for clinical nurses (2.94 ± 0.609 points) as compared to clinical research nurses (2.89 ± 0.620 points). Also, the satisfaction level of salary received was higher amongst the clinical nurses than the clinical research nurses. Furthermore, although career decision was relatively lower for the clinical nurse than the clinical research nurse, the importance of job performance and job stability ranked high. Considering importance of the role of clinical research nurses in clinical trials, it is necessary to enhance their job satisfaction by improving the clinical trial environment such as appropriate treatment and professional role, and the working environment including remuneration, professional status, and administrative work to establish their jobs.

• Journal of the Korea Convergence Society
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• v.13 no.4
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• pp.593-601
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• 2022

This study aimed to examine perception of disaster, attitude toward disaster and competency of disaster nursing in nurses of long-term care hospitals and determine correlations between these factors. The study sampled 123 nurses at seven long-term care hospitals in G metropolitan city and J province. The data collection period was from February 15 to April 30, 2021. The results showed that when the nurse is a head nurse or above (F=3.89, p=.023), has a total career length of 20 years or more (F=5.34, p=.002), and has received disaster nursing education (t=3.87, p<.001), participant's competency of disaster nursing is significantly high. In addition, competency of disaster nursing was found to have no significant correlation with perception of disaster but a statistically significant negative correlation with attitude toward disaster. The study findings suggest that a practice oriented disaster nursing education is required as an intervention program, along with improving the competency of disaster nursing in nurses of care hospitals. Therefore, the study results are expected to be utilized as basic data for improving the competency of disaster nursing of nurses at long-term care hospitals.

• Korean Journal of Occupational Health Nursing
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• v.6 no.2
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• pp.144-155
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• 1997

In December 1990, Occupational Safety and Health Law was amended to reinforce employer's responsibilities on employees' health and safety. Among the amended law it was important to expand the role of an occupational health nurse to the role of an occupational health manager. An occupational health manager should take charge of coordinating periodic health examination and environmental hazard evaluation, providing primary care, monitoring employees' health status, giving the workplace walk-through, selecting safe protection equipment, providing health information, counseling and health education, independently. This position of occupational health nurse is equivalent to the role of doctors or occupational hygienists. In 1991, government made a master plan to prevent occupational disease and injury. Under the plan, Korea Industrial Nursing Association (KINA) was established in 1994 with the purpose of improving health services and upgrading career opportunities for members. Therefore, this study was designed to analyze the transition of occupational health nursing education with the changes of law and policy in Korea between 1991 and 1996. In details, it was to analyze the rate of school providing occupational health nursing practice based lecture, lecture hours, lecture contents in undergraduate curriculum, program contents of graduate school, kinds of continuing education, etc. For this purpose, we conducted survey two times. In February 1991, baseline study was conducted with all nursing programs in Korea (19 BSN programs and 43 nursing departments of junior college). From April to May in 1996, the second survey was conducted with all nursing programs (38 BSN programs and 69 junior colleges). The first response rate was 66.1% and the second was 40.6%. Structured questionnaires were mailed to the deans or the community health nursing faculties. In the case of graduate school, telephone survey was conducted with 10 school of public health or environmental health area. Data from the yearbook of Industrial Safety Training Institute (ISTI), the history of Korea Industrial Health Association, and the journals of KINA were also included in the analysis. As the results, we found that there were remarkable improvement in undergraduate and graduate programs, obligatory as well as voluntary continuing education in terms of occupational health nursing expertise between 1991 and 1996. 1) The number of school providing occupational health nursing practice-based lecture was increased with the rate from 7.3% to 25.6%. The rate of school giving over 15 class-hours was increased from 33.3% to 46.6%. 2) Content areas were composed of introduction of occupational health, occupational epidemiology, industrial hygiene, occupational disease and injury, law and policy, health education, concept of occupational health nursing, role of occupational health nurse, occupational health nursing process, etc. Of content areas, occupational health nursing process was more emphasized with the increased rate from 43.9% to 88.4%. 3) In the case of graduate school, occupational health programs were increased from 4 to 10. One of them has developed occupational health nursing program as an independent course since 1991. 4) The law increased educational hours from 28 hours to 36 hours for introductory course at the time of appointment, and from 14 hours to 24 hours every 2 years for continuing education. Course contents were Occupational safety and health law, introduction of occupational health, health education methodology, planning and evaluation, periodic health exam, occupational disease care, primary care, emergency care, management, industrial environment evaluation, etc. In 1996, Korea Industrial Nursing Association has begun to provide continuing education after Industrial Safety Training Institute. 5) Various educational programs in voluntary base were developed such as monthly seminar, CE articles, annual academic symposium, etc. It was shown that changes of law and policy led rapid growth of occupational health nursing education in various levels. From this trend, it is expected that occupational health nurse expertise be continuously to be enhanced in Korea. Legal and political supports should proceed for the development of occupational health nursing in early stage.

• Journal of the Korean Society of School Health
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• v.11 no.2
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• pp.189-201
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• 1998

The objectives of this study are first to develop the index of school health promoting behaviors, two, to measure those, third, to analysis the relative importance of factors that effect on school health promoting behaviors. School health promotion indexes were composed of 60 components of six areas which modify the element of health promoting schools are developed by world health organization. The survey data were collected by questionnaires from June to September in 1998. The number of subjects was 294 school nurses. The SAS-PC program was used for the statistical analysis. The major results were as follows: 1. The six areas of school health promoting behaviors are: school health politics (20 components), the school physical environment (17 component), the school social environment (7 component), community relationships (6 component), personal health skills (7 component) and health services (3 component). 2. The mean of total school health promotion indexes was highest at elementary school as 3.46. The order of area was health services, the school physical environment, school health politics, the school social environment, personal health skills, community relationships. 3. The regression model used in this analysis presented significant relationships between school health promoting behaviors and independent variables. The important variable affecting the area of school physical environment was education level of school nurses. The important variable affecting the area of the school social environment and personal health services were the location of school, credential education program. Age or career also were significant variables affect the community relationships and health services. In summary, The health promoting behavior of elementary school was higher than other school. It is mean that have to perform active promoting behavior at middle school and high school. Health service level was highest among areas of school health promoting behaviors. It is mean also that school nurse teachers is interested in activity for other areas to improve of school health. Furthermore, it is necessary to develop the specific program for school health promoting behavior.

• Korea Journal of Hospital Management
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• v.24 no.4
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• pp.57-69
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• 2019

Purpose: This study aimed to analyze the job performance efficiency of nurses in the Neonatal Intensive Care Unit (NICU) by using the Data Envelopment Analysis (DEA). Additionally, the study aimed to provide a detailed method to improve the currently inefficient way in which nurses perform their jobs by differentiating the reference group of more efficient nurses, and to compare the characteristics of the more efficient group of nurses to those of the less efficient group of nurses. Methodology: This study evaluated the relative job performance efficiency of nurses by applying DEA to 43 nurses in the NICU. The input variables for the efficiency analysis were working career (years), time spent in direct nursing care (hours), overtime (hours), and job-related training (hours); the output variables were the job performance scores of professional practice, research, leadership, and education. Data were analyzed using SPSS IBM 23.0 and Open Source DEA (OSDEA). Findings: The relative job performance efficiency of the 43 nurses was 0.933, and 20 nurses were evaluated as more efficient. In addition, the study confirmed the possibility of improving the overall job performance efficiency by improving leadership, while controlling the current input variables. Lastly, the more efficient nurses had significantly higher job performance scores for research (t=2.028, p=0.049), leadership (t=2.036, p=0.048), and education (t=2995, p=0.005) than those who were less efficient. Practical Implications: It is suggested that job performance be evaluated using DEA to improve the overall job performance efficiency of NICU nurses. The analysis results from DEA for nurses becomes evidence in support of establishing individualized goals for each nurse, thus resulting in a foundation for systematic human resource management of nurses, and ultimately contributing to increase in the job performance efficiency of nurses.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.7
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• pp.4745-4757
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• 2015

This research has been conducted to understand relations in general hospital nurses health level (SF-36), sociodemographic characteristics, health related factors, job related factors, and job stress. The subjects of the research are 572 nurses who are working in six different general hospitals with 250 beds. Data which has been collected from self administered questionnaire during the period from May 1st, 2014 to may 31th. The result has described, the health level(SF-36) of nurses has strong relation to sociodemographic characteristics, health related factors, job related factors, and even job stress. Especially the health level (SF-36) of nurses has risen when the nurses have less job stress, lower job pressure and more support from supervisor and coworkers. Therefore, the primary things to create are system development and atmosphere which controls the nurses' job stresses. Moreover, it is also important to develop programs for nurses' career satisfaction.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.3
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• pp.250-258
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• 2010

Purpose: The purpose of this study is to examine the effective factors of organizational commitment among hospital nurses. Method: The subjects were 250 registered nurses working in 3 hospitals in Busan. Data were obtained by self-reported questionnaires from the 10th of June to 30th of June, 2009. Data were analyzed by frequency and percentage, t-test, ANOVA and Sheffe's test and stepwise multiple regression. Result: Mean of job satisfaction was $60.56{\pm}9.25$ (range of scale: 20-100), internal marketing was 69.49 (range of scale: 25-125), job stress obtained $100.60{\pm}17.93$ (range of scale: 45-180), and organizational commitment got $47.78{\pm}6.84$ (range of scale: 15-75). The extent of the organizational commitment had differences according to the age (F=3.300, p=.039), educational level (F=3.21, p=.042), religion (F=3.30, p=.021), position (F=5.837, p=.003), and career length (F=2.642, p=.035). The influencing factors in organizational commitment of hospital nurses were job satisfaction, internal marketing, and age. $R^2$=.503. The job satisfaction has the highest significant predictor of organizational commitment. Conclusion: The influencing factors on organizational commitment were job satisfaction, internal marketing and age. Thus it is needed to improve the job satisfaction and internal marketing of hospitals' nurses and to provide care and support to younger nurses.

• Journal of Korean Public Health Nursing
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• v.5 no.2
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• pp.53-66
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• 1991

The Purpose of this study is to provide the basic data necessary for the high level of nursing service and the efficiency plan of nurse's man power by analyzing job satisfaction level of public health services. The study population included all public health services(118) in health care center within Jeon Buk province. A Survey was conducted to collect data by a self-administered questionnaire from September I to December B, 1990. A Forty item questionnaire was designed to elicit data concerning how nurses feel about the factors of job satisfaction. All the data were analyzed by means of percentage, mean, anova, T-test, Pearsen's correlation coefficient. The Results of this study were summerized as follows. 1. General characteristics of PHN : age: $33.9\%\;20\~29$ years old education level: $52.6\%$ professional nursing college marital status: $75.5\%$ married religion: $50.5\%$ protestant clinical experience: $40.7\%$ no clinical experience public health nursing career: $47.9\%$ low 5years 2. Influencing factor of Job satisfaction desired duration of employment: $65\%$ needed duration, $18.3\%$ lifetime duration motives of employment: $40.8\%$ no special motive of employment desired organ of leave: $19.3\%$ public health clinic 3. Level of job satisfaction with job satisfaction components. The level of job satisfaction showed an average score 3.39 out of 5.0. Job prestige 4.09 was the highest among the components of Job satisfaction and was presented organizational requirement 3.69, Human relationship 3.66, task requirement 3.36, Autonomy 3.10, pay 2.46. 4. Level of job satisfaction with general characteristics. General characteristics(age, educational level, manital status, clinical experience, public health nursing carrier, duties, lincense and qualification) and job satisfaction was no relationship. 5. Level of job satisfaction with Influencing factor. Duration of desired employment (p<0.01) and motives of employment(p<0.001) was presented. 6. Relationship composing factor of job satisfaction and level of job satisfaction 6 components of job satisfaction was related all of job satisfaction. organizational requirement (r=0.93). Autonomy (r=0.93), Human relationship(r=0.92), task requirement (r=0.90), job prestige (r=0.83), pay (r=0.81)

• Korean Journal of Adult Nursing
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• v.12 no.1
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• pp.77-87
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• 2000

This study tried to suggest the basic materials that can be efficiently applied in clinical cases by understanding problems through a content analysis of an adult nursing assessment tool and opinion agreement about nurse's practical usage presently used in the hospital. The study was carried out in 36 attached hospitals in nationwide universities from May to December, 1999, the two hundred and twenty five reports were for analysis. The contents of the collected nursing assessment tool were analyzed. It was found that the tool had been used with various names and content and there were instances of partial omission of a number of items, such as documentation and time records. Other results revealed that they mostly had a systematic classification of items, formation of details a form of a check list, and the effect of saving time. In spite of the adult nursing assessment tool, it was suggested that its style be subdivided according to the specialized of a department and that standardized style be amended and supplemented. The respondents also answered that there had to be education about continuous and sufficient health assessment skills on the physical examination record. The most frequently suggested items to be added were: past history, marital status, patient and caregiver's address and telephone number. It was found that a patient's education career, economic status, religion, hygienic practice, sexual life and hobby were the most frequently omitted items on record. The reason given wes because the items were associated with his/her privacy. These results highlight the importance of analyzing the content with an complete data collection, supplying basic content for a more accurate nursing record, computerization, sharing information and standardization of the form.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.3
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• pp.233-242
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• 2015

Purpose: This was a correlational study to identify effects of perception of clinical ladder system on job satisfaction and intention to leave in perioperative nurses. Methods: Participants were 154 of perioperative nurses from larger general hospitals in Seoul. Data were collected from April, 16 to 22, 2013 using self-report questionnaires which included items on perception of clinical ladder system, job satisfaction, and intention to leave. Data were analyzed using frequency, t-test, ANOVA, $Scheff{{\acute{e}}$ test, Pearson correlation coefficients, and multiple stepwise regression. Results: The average mean score for perception of clinical ladder system was midline at 2.69 point out of 4 point. Perception of clinical ladder system correlated positively with job satisfaction (r=.38, p<.01) and negatively with intention to leave (r=-.88, p<.01). Perception of clinical ladder system was the factor which most influenced job satisfaction explaining 17.1% of the variance, also perception of clinical ladder system was the factor which most influenced intention to leave, explaining 12.7% of the variance. Conclusion: Results of this study suggest that there is a need to enhance the perception of the clinical ladder system and to find ways to fulfill the expected effects for improving perioperative nurses' job satisfaction and reducing the intention to leave.