• 임상간호연구
• /
• 제21권3호
• /
• pp.401-411
• /
• 2015

Purpose: This study was performed to develop a valid and reliable Korean Patient Classification System for Critical Care Nurses (KPCSC). Methods: Tertiary and general hospitals with various levels of ICU nurse staffing were included. To verify interrater reliability, data collectors and staff nurses of 15 ICUs in 11 hospitals classified 262 patients. To verify construct validity, the staff nurses classified 457 patients according to KPCSC comparing difference by medical department and type of stay in ICU. For conversion index, 195 patients from 10 ICUs in 7 hospitals were classified and nursing time was measured by 174 nurses, 7 head nurses, 18 charge nurses, 37 nurse aids and 1 secretary. Results: The developed KPCSC has 11 categories, 82 nursing activities and 115 criterias. Reliability was found to have high agreement (r=.96). Construct validity was verified by comparing differences in medical department and type of stay in ICU. According to scores, four groups in the KPCSC were identified. One score on the KPCSC indicates 6.12 minutes of nursing time. Conclusion: The findings show that the KPCSC can be used to measure new and complex nursing demands including rehabilitation and the safety of ICU patients.

• 한국간호교육학회지
• /
• 제23권3호
• /
• pp.252-267
• /
• 2017

Purpose: This study aimed to investigate clinical nurses' perception on nursing managerial competencies. Methods: This was a descriptive study. The data were collected from 198 nurse managers who had worked in six general hospitals using a self-reporting questionnaire. Data were analyzed by descriptive statistics, t-test, ANOVA, and Importance-Performance Analysis. Results: Only 32% of the participants had experienced nursing managerial competency training. The mean score for perceived performance of nursing managerial competency was lower than that for perceived importance. There were significant differences in perceived importance, performance, and importance-performance gaps among head, charge, and staff nurses. Importance-performance analysis showed that three of the 30 nursing managerial competencies require further development: staffing, human resources development and education, and nursing standard development competency. There were significant differences in importance-performance gaps according to age, career years in current hospital, work shift, position, nursing delivery system, and nursing managerial competency-education experience. Conclusion: A training program for developing and improving nursing managerial competencies which is focused on the gaps in importance and performance level is needed for clinical nurses. In addition, it should be considered to improve nursing work conditions such as nursing delivery system and formal appointment in order to increase the performance of nursing managerial competencies.

• 간호행정학회지
• /
• 제13권4호
• /
• pp.553-561
• /
• 2007

Purpose: This study aimed to assess needs of training programs for APN practice courses and continuing education programs for APNs to provide baseline data to improve APN education and practice. Methods: A total of 98 questionnaires were distributed to professors in 38 nursing institutions and 64 (65.3%) were returned. Data collection was performed in November and December, 2007 through email. Results: Professors in charge of geriatric and home care nurse practitioner programs constituted 43.7% of the study participants. Forty-one percent answered that they were satisfied with the practice programs they currently have operated, while 36.5% responded to have difficulty in appointment of institutions for practice programs and 56.3% had problems in assignment of preceptorship. In case of developing training programs for APN practice courses, 58.7% answered that they are willing to participate, and 90.6% felt needs for development of continuing education programs for APNs. Regarding liability insurance for APN students, only 11.5% provided insurance policy. Conclusion: The study results indicated that standardized training programs are needed to assure quality of APN education, and continuing education programs are required to provide opportunities for APNs to improve competencies.

• 종양간호연구
• /
• 제3권1호
• /
• pp.24-44
• /
• 2003

The purposes of this study was to identify and propose the expected role of the oncology nurse specialist by embodying role theory to oncology nurse specialist. The subjects of this study were 149 persons in 14 hospitals, who were classified to 4 groups, oncology nurse specialists(ONS) group, head nurses and charge nurses(HN & CN) group in hemato-oncology ward, registered nurses(RN) group in hemato-oncology ward, and hematologists & oncologists(H&O) group. The questionnaire which was consisted of 89 items for role of oncology nurse specialist, was made by researcher with a field study and literature review about role of oncology nurse specialist and verified by matrix delphi technique about content validity and construct validity. The data were collected from October 22, 2002 to November 5, 2002. All 4 groups proposed that ONS should perform an expert practitioner role first of all. But ONS group, RN group and H&O group proposed orderly expert practitioner, educator, researcher, consultant, and administrator & change agent, but HN & CN group did expert practitioner, educator, consultant, researcher, administrator & change agent. Expert practitioner had the most highest necessary degree in all groups and most highest performance degree in ONS group. That was consistent with results that all groups proposed role of expert practitioner at first. 4 items out of 20 items showed the meaningful differences between groups. For role of educator, oncology nurse specialist group proposed necessary degrees over 4.0 point out of 5.0 in all items. 4 items out of 18 items showed the meaningful differences between groups. For role of researcher, 3 nurses groups proposed a high necessary degree, but performance of ONS group was most lowest among 5 roles. 6 items out of 14 items showed the meaningful differences between groups. The role of consultant had high necessary degree in some items related to hematopoietic stem cell transplantation. 2 items out of 17 items showed the meaningful differences between groups. In nursing behaviors of administrator & change agent, those items about enacting principle, cost development and participation of professional academy had a high necessary degree. 4 items out of 18 items showed the meaningful differences between groups. Oncology nurse specialists group performed 5 roles orderly, expert practitioner, consultant, educator, administrator & change agent, researcher. This result was different from expected role of themselves as well as the other groups. There was a different necessary degree between role and embodied nursing behaviors of role. ONS group and RN group proposed orderly educator, researcher, administrator & change agent, expert practitioner, consultant, but the other groups did educator, expert practitioner, researcher, consultant, administrator & change agent. The expected standards of oncology nurse specialist in this study were usually master's degree, total career of 5-7 years, oncology career of 3-5 years and certification. But for the post, qualification and qualification institution, various opinions were suggested. In the conclusion, there was a different necessary degree between role and embodied nursing behaviors of role. All groups proposed expert practitioner at first in abstract role, but educator at first in embodied nursing behaviors of role. So we have to consider this difference carefully in the future research. ONS acted the role of expert practitioner first of all, but we should develope and expand the roles of researcher, and administrator & change agent. We should enact roles by role behaviors induced from mutual agreements in necessary degree and performance degree, and bargain the role behaviors that showed the meaningful differences between groups But, we should consider carefully which group's opinion we have to select. I suggested 36 items out of 89 items, in which ONS proposed necessary degree over 4.0 out of 5.0 and half of them performed as the nursing behaviors of oncology nurse specialist that did not induce role stress. For the future, We should role bargain the role with other groups based on these items.

• 한국보건간호학회지
• /
• 제3권2호
• /
• pp.77-108
• /
• 1989

The purpose of this study was to find out the present condition of clinical practice and to develop a scheme on the efficiency of clinical practice for nursing education in junior college of nursing in korea. This study was conducted by 2 sections. Ist section was to find out the present condition of clinical practice to 42 directors of nursing collegd and data were collected July 8 to September 30, 1988. 2nd section wat to develop a scheme on the efficiency of clinical practice for nursing education and subjects were nursing professors 258: and clinical nurses 223 in 42 junior nursing colleges their clinical settings in korea. So total subjects were 481. Data were collected july 8, 1988 to June 30, 1988 and were analysed to get the mean, standand deviation, frequency, percentage, t-test, x-test used by SPSS - pc. Major findings were as follows: 1. The present condition of clinical education in junior college of nursing in Korea. 1) 32 colleges (76.2%) were managed by a-yeas system. 2) 25 colleges (59.5%) were performed by individual practice for each subject. 3) 4 weeks interval between class education and clinical education was a major type among total colleges(36.6%, J5 colleges) 4) 30 colleges (71.4%) provided clinical education for all subjects that should be practiced. Nursing administration wes not practiced in 5 colleges (41.9%) among the remainder(12 colleges). The main cause that all practice subjects were not practiced was the lack or absence of suitable clinical settings(8 colleges. 66.7%) 5) 18 colleges (42.9%) responded that a clinical educator was, subject-charged professor. 6) 12 colleges (29.3%) responded that a clinical instructor was in charge of 6~10 students. 7) The evaluation ration ratio(professor to head nurse) by each evaluator was mostly 50% to 50 % and 60% to 40%, respectively 11 colleges(27.5%) The most common evaluation methods were evaluation by head nures, report, presence, conference (11 colleges, 27.5%) 8) The field carrier of professor was mostly 2 years (79 persons, 20.7%) and mean was 3.2 years. The education carrier of a professor was mostly over than 6 years (261 persons, 66.4%) and mean was 9.2 years. The charge hours per-week of a professor were mostly 16-18 hours (16 persons, 131.8%) 9) 34 colleges (82.9%) approved that clinical practice hour was class hour and 18 colleges (43.9 %) counted that 2 hours of clinical education equaled 1 hour of class education. 2. A study 'on the efficiency of clinical practice for nursing education. L) general characteristics of subjects were as follows: kung-sang province (145 persons, 30.5%), 30-34 years (190 persons, 39.8%), graduated degree (245 persons, 51.5%), 6-10 years of carrier (199 persons, 41.4%) were the majority. 2) suitable clinical setting was responded the systematic ward with responsible clinical educator by 210 persons(43.8%) The response by working field of subjects showed a significant difference (p< 0.01) 3) 259 subjects (54.0%) responded that the desirable qualfication of clinical instructor was 3-5 years of clinical experience with master degree or higher. 4) The mean score of desirable quality degree of clinical instructor was 3.43 professors, score (3.54) was significantly higher than clinical nurses' (3.28) (p<0.01) 412 subjects (86.0%) responded that the insufficient guality of instructor was improved by continuing to seek more new information in reference. 5) 196 subjects (41.4%) responded that desirable qualification of head nurse was more than 2 years of head position among 5 years of clinical experience. The response by working' field of subjects showed a significant difference (p<0.05) 6) The mean score of desirable quality degree of head nurse was 3.18 Clinical nurses' score(3.38) was significantly higher than professors' (3.01) (p<0.01) 419 subjects (87.8%) responded that the insufficient of head nurse was improved by continuing relationship with instructor and being responsible from planing of clinical education. 7) The mean score of performance level of the desirable clinical education guide incollege was 2.91 Professors' score (2.96) was significantly higher than clinical nurses' (2.84) (p<0.01) 340 subjects (71.1%) responded that the possible resolution for poor performance was the more specified syllabus of clinical education and the satisfiable orientation for students. 8) The mean score of performance level of the desirable clinical education guide in hospital was 3.03 9) 141 subjects (29.6%) responded that the desirable clinical evaluator was the group of professor, head nurse, staff nurse. Response by working field of subjects was a significant difference (p< 0.05) 10) The mean score of performance level of the evaluation content needed in clinical education was 3.50 Clinical nurses' score (3.56) was significantly higher than professors' (3.45) (p<0.01) 11) 433 subjects (90.2%) responded that6 desirable evaluation method for clinical education was the presence. 12) The mean score of performance level about how personal difference among clinical educators was minimized was 2.89 and response by working field of subjects was not significant. The cause of poor performance was too much workload at clinical settings and too many students st colleges by 386 subjects (81.1%).

• 간호행정학회지
• /
• 제11권2호
• /
• pp.129-145
• /
• 2005

Purpose: This research was, by investigating the relations between the cultural types of a nursing organization in military hospital and performance, to ascertain the cultural types to be able to improve performance. Method: The date were gathered from 255 nurse officers who were in 19 military hospitals by using the self-report type of questionnaire. The period of data collection was from April 20, 2003 to July 15, 2003. For this research, the following tools were used: the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment. For data analysis the SPSS Win 12.0 program was used. Result: 1) Most of the cultural types of a nursing organization in military hospital is Relation-oriented. 2) In the relation between general the characteristics of subject and the organizational cultural type, there was a difference in the innovation-oriented, relation-oriented, hierarchy-oriented, and task-oriented culture according to nurse officers careers, hospital types, year in hospital, marital status, and unit(p<0.05). 3) In the relation between general characteristics of subject and organizational performance, there was a difference in the job satisfaction, affective commitment, transactional commitment, and normative commitment according to nurse officers careers, education, madrigal status and unit(p<0.05). 4) In the relationship between the of a military hospital were correlated with the type of each culture(p=0.00), 5) In the relation between the organizational culture type of military hospital and its performance, there was a positive correlation among job satisfaction and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with job satisfaction(p<0.05). There was a positive correlation among affective commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with affective commitment(p<0.05). There was no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture. The types to have an influence upon nurse officers' job satisfaction were relation-oriented culture and innovation-oriented culture(p=0.00). And relation-oriented culture and innovation-oriented culture were major variances for affective commitment and only relation-oriented culture was influential variance for normative commitment(p=0.00). Conclusion: The organizational culture type was found which had an influence upon nurse officers' job satisfaction and organizational commitment. These result are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• 대한간호
• /
• 제37권4호
• /
• pp.58-71
• /
• 1998

The purpose of this study was to contribute the improvement of nursing staff development by implementing of effective and organized orientation program using the measure of effectiveness in the application of preceptor program with the reduction of the time of New entry nurse orientation. The subjects were comprised of 116 new entry nurses(59 new entry nurses were employed at June, 1996 and 57 at May & July, 1997) and 79 preceptors, who were in charge of new entry nurse orientation at 1997. These date were collected from June 18, 1996 to August 29, 1997. The characteristics of questionairs applied in this study were general characteristics(7 questions), knowledge of nursing care(138 questions); attitude toward her profession(40 questions) and the degree of satisfaction for the program(5 questions). The questionnairs were developed by the researchers of Asan Medical Center. The Check-list for basic nursing skill were used for the measurement of nursing skill which was developed by nursing department of AMC. The data were analyzed for the mean, standard deviation, difference of mean, ANOV A & t-test. The results of this study are as follows : 1) The changes in knowledge of nursing care : After three months of training the difference of mean between before and after the orientation was higher than the result of two month period training. However, the result was insignificant(p= .469). 2) Performance in nursing practice : Two month period orientation was more effective than three-month training period, however, the statistical significance can not be reached than 3 month period, which resulted in insignificant difference(p=.150). 3) The change in attitude toward her profession : After three-month of orientation, the difference of mean between before and after the orientation was higher than 2 month period orientation, which resulted in significant difference (p=.000). 4) The degree of satisfaction for the program with the time of new entry nurse orientation : After two-month of orientation, the mean of points was 2.57 where the score is higher than 3 month period with mean of 2.30. It resulted in significant difference(p=.000).

• 한국병원경영학회지
• /
• 제20권2호
• /
• pp.1-14
• /
• 2015

Purpose : The aim of this article is to describe the nurses' experiential learning mechanism on patient safety. Methods : To analyze nurses' learning experiences on patient safety cases, a focus-group interview method was used. The Kolb's experiential learning model was used as a reference model. Findings : Without deep reflective reasoning about specific experiences, there is no creative or innovative solutions to experiment actively. Nurses are likely to be reluctant learners when there is no systemic support from formal departments which is in charge of patient safety and quality of care. Conclusion : In order to build patient safety culture in hospital, there should be efforts to make nurses as active learners on patient safety as well as to build learning environments in medical units.

• 지역사회간호학회지
• /
• 제30권2호
• /
• pp.226-233
• /
• 2019

Purpose: Improving productivity in nursing practice is an important issue. This study investigated factors affecting nursing productivity of Korean clinical nurses. Methods: A structured survey tool was used in a cross-sectional design with a convenience sample of 239 nurses working in university hospitals. Stepwise multiple regressions were done to identify influential factors. Results: The level of nursing productivity was at a moderate level (3.3 out of 5). Those nurses who were over 36, married, over master-graduated, regularly employed, on day duty, and with experiences as a charge or head nurse reported better achievements in nursing productivity than the other groups of nurses. All three independent variables, age, and employment status explained 55.4% of the variance in nursing productivity. Conclusion: The leaders and managers of nursing organizations should develop educational programs aimed at increasing nurses' competencies in relation to emotion controls and communication skills, which consequently should improve nursing productivity.

• 기본간호학회지
• /
• 제1권2호
• /
• pp.193-205
• /
• 1994

The Study was carried out for the purpose of investigating the degree of perception in nursing activities. The data of this study were collected by self-reported questionnaire composed of 5 point rating scale measure the ideal level and the performance level of nurses activity. For the analysis of the data, percentage, MANOVA and ANOVA were 231 nurses in 3 general hospitals in Taegu. Data was administrated from October 4 through 14, 1994. The results were as follow : 1. The average mean score for the ideal level was 4.19 with a maximum possible score 5points. The highest mean score was Infection Controll and the lowest mean score was nutrition The average mean score for the performance level was 3.75, the highest mean score was fluid and electrolyte, the lowest mean score was nutrition. In the desirable nursing pergormance, Education was found the highest response above charge nurse, Medication was found the highest response above General nurse, environment was found the highest response above aide. 2. In the analysis of the relationship between the ideal level and th performance level, significant defference was found in age, position, career, marital status, occupation satisfaction, Nursing unit, parent. 3. In the analysis of the relationship between the ideal level and the performance level and the general characteristics, significant difference was found in marital status in the ideal level of direct nursing care, significant difference was found in age, position, marital status, nursing unit in the ideal level of indirect nursing care, significant difference was found in age, position, career, marital status, occupation satisfaction, nursing unit in the performance level of direct nursing care. significant difference was found in age (25-29) and above 30 career(4-7 and 7), occupation satisfaction(good and moderate, good and poor) in scheffe test of the performance level of direct nursing care.