• Journal of Korean Academy of Nursing
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• v.19 no.3
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• pp.259-272
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• 1989

This study was designed to measure the degree of work stress perceived by clinical nurses working in psyciatric ward, and to identify the factors influencing the difference of work stress. The survey method was used and the subjects of this study consisted of 135 psyciatric nurses from 7 university hospitals and 4 provincial general hospitals. The data were collected from August 1 to 20, 1988. The instrument used for this study was PNOSS(Psychiatric Nurse Occupational Stress Scale) which was developed by Bai(1989). The confidence verification of this instrument was computed and the Cronbach $\alpha$ was 0.94050. Data were analysed by t-test and ANOVA on 5% significant level with SPSS program. The results of study were summerized as follow : 1) The degree of perceived stress among psychiatric nurses was considerably high(4.32 out of 6.00). 2) Among the stressors, inadequate staffing(5.04), hospital administrational problems (4.7) and the conflict of nurse-patient relationship were identified as the stress factors with high rank of degree of stress. 3) There was significant relationship between the degree of stress and the demographic variables of nurses such as the marital status, educational level, and the motivation of working in psychiatric ward. 4) There was significant relationship between the job-related variables such as the working duration, the motivation of working and nurse's attitude toward the psychiatric patients. 5) The relationship between several stress factors and some of the demographic and the job-related variables were significantly identified.

• Journal of Korean Academy of Nursing Administration
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• v.17 no.3
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• pp.357-367
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• 2011

Purpose: The purpose of this study was to examine the influence of decentralization, participation in decision making, job satisfaction on organizational commitment among hospital nurse managers. Method: The data were derived from the self-reported questionnaire responses of 198 nurse managers from January to March, 2006 at four general hospitals over 900 beds in Seoul and Gyungi province and analyzed by frequency and percentage, t-test, ANOVA and Sheffe's test and stepwise multiple regression. Result: Mean of decentralization was 3.53${\pm}$0.52, participation in decision making was 5.04${\pm}$0.83, job satisfaction 3.54${\pm}$0.48, and organizational commitment was 5.30${\pm}$0.76. There were significant differences between participation in decision-making and career of manager, field of practice, span of control, especially in staffing decision. A significant correlation was found between organizational commitment and decentralization (r=.22, p<.001), participation in decision making (r=.40, p<.001), job satisfaction (r=.64, p<.001). The job satisfaction has the highest significant predictor of organizational commitment ($R^2$=43%). Conclusions: Nursing managers' job satisfaction and organizational commitment will be promoted by granting participation in decision-making.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.16 no.2
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• pp.161-171
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• 2006

The objectives of this study were to ergonomically evaluate varying tasks performed in a general hospital and to propose their improving measures based on the evaluation results. The tasks found in the hospital were largely classified into two groups of manual materials handling and awkward posture related tasks. Ergonomic tools of NLE, 3-D SSPP and RULA were used for evaluating workload of the tasks. The major findings are: 1) L5/S1 compressive force of patient transferring by one person exceeded the maximum permissible limit(6,400N) by NIOSH. The L5/S1 compressive forces for most of the patient transferring tasks by 2-4 persons were larger than the action limit (3,400N), and the tasks by five persons were analyzed to be safe in the view of L5/S1 compressive force; 2) patient repositioning tasks by 2-3 persons were hazardous on the basis of L5/S1 compressive force, while most of the tasks by 4-5 persons were safe; 3) many tasks performed in wards were found to be stressful, most of which resulted from improper heights of their working tables or working points. Of varying tasks in general hospitals, patient transferring was the most stressful. Based on the results of this study and high prevalence of musculoskeletal disorders from other studies, it is recommended that the ergonomics program be introduced and enforced for doing improving activities systematically

• Journal of Korean Academy of Nursing Administration
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• v.15 no.4
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• pp.571-580
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• 2009

Purpose: The purpose of this study was to explore roles of cancer care coordinator's by developing job description, job specification and job process map using dynamic job analysis. Method: The development process consisted of three stages of vertical job analysis and three stages of horizontal job analysis by modifying Song(1997)'s dynamic job analysis. Focus group interview was used to validate the content of the job analysis. Results: Cancer care coordinator's job description was categorized into six major categories, fourteen intermediate categories and one hundred forty specific jobs. Major categories are professional nursing practice, consultation and counsel, coordination and collaboration, education, research and leadership. Cancer care coordinator's job specification included master's degree with over five years of clinical experience preferably relevant clinical area, professional knowledge on pathophysiology of cancer, case management and cost control, competency for communication and counselling skills and clinical decision making. Cancer care coordinator's job process map was framed with time(horizontal) and activities(vertical). Conclusion: The Outcomes of this study will guide to develop possible areas of oncology advanced practice nurses in hospital setting and facilitate the use of oncology nurse practitioners by developing care coordinator roles in cancer care.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.10 no.1
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• pp.5-14
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• 2003

Recently, there has been an increasing need for long-term care and comprehensive health care services in community settings. The Ministry of Health and Welfare introduced the Hospital-Based Home Nursing Care Program in 2000. Before this initiative, there was a Home Nursing Demonstration Center, affiliated with the Seoul Nurse Association, had offered home nursing services with the financial support from the local government. since 1993, the Center's nursing staff has been engaged in a general hospital in an effort to provide home nursing care services within Korea's health care system. The purpose of this study was to analyze and identify characteristics of community-based home nursing care supplied by a community-based home nursing team engaged in a general hospital. Also. visit nursing care services provided by public health centers were evaluated in terms of accessibility and supply versus demand, to enhance the accessibility of low-income patients living in Seoul to home nursing care services. Data were collected from home nursing insurance reimbursement claims submitted by the community-based home nursing care team from March 1 to October 30 in 2001 and a questionnaire survey on home-visit nursing services of 25 public health centers in Seoul. The subjects consisted of 197 patients and 12 public health centers. The result were as follows. First, medical institution's community-based home nursing care program was better in technical quality than health-center-based home-visit nursing care. In addition. the pattern of the subject patients was similar to that of hospital-based home nursing care program. Second, there was a high demand for community-based home nursing care while only a small number of home-visiting nurses served at public health centers in Seoul. As a result, many patients could not receive adequate care. Finally, we suggest that community-based home nursing care program should be introduced in the national health system to meet the at-home care needs of severely ill low-income patients. Furthermore, to better utilize home nursing and visit-nursing care resources and offer continued care for patients in community settings, an efficient referral network should be built among related institutions. This would require improvement of reimbursement system and amendment of the law related to health insurance system and community-based home nursing care services.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.1
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• pp.97-110
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• 2001

An image exists in the thought of every subjective person and it exercises its influence over everything, having a great power in the real world. An positive image of the nurse has an influence on her faith, value and confidence, therefore increasing her job satisfaction, helping to upgrade her level of profession of nursing through qualitative nursing service as a result, considering the necessity of such an image when it comes to improvement of the profession, the confirmation of the image is indispensable to its evaluation of a speciality in nursing. This study is intended to help that improvement of the nursing profession in the present so that the total effort in every field of nursing is made and to offer basic material for developing a strategy to improve the image of nurses. This study is designed to investigate such an image descriptively. The subjects include 105 nurses, 60 doctors, 68 office workers, 88 medical engineers, 127 patients and there protectors with a total of 448 adapted with accidental sampling, who work at Y and W general hospital in Chonju. The measuring instrument consists of 40 question, with the researcher amended and made from on of Inja Song(1993), Donsoon Lee(1995), Ilsim yang(1998), and its Cronbach's alpha coefficient is .95. Data were collected from March 1 2000 to March 20, 2000 using self-reported questionnairs, analyzed with SPSS WIN 7.5 after encoding. The results are as follows: 1. Most of the subjects thinks the nursing as a hard, stressful, always busy job(more than 75%), and consider nurses as good-looking, supportive and responsible to co-workers to above average degree($50.0{\sim}74.9%$), especially it shows the idea that nursing is independently academic job and has come to fasten itself upon the public. But it shows below the everage($25.0%{\sim}49.9%$) in regard to self development as a specialist, affection for there job, an association activity, service to the community, high intelligence level and direct given patient nursing service. It also rated low as a recommendable job, independently nursing accomplishment, social position. 2. The nurses, patients and there protectors expressed more positive opinions than doctors, medical engineers, office workers about the image of the nurse(F=18.80, p=.00). This fact indicates that the former group evaluated the image similarly contrary to lowness of the latter. 3. In the study on what influenced upon the image, it defines to 79.8% by direct contact in the hospital or acquaintance with nurses, and 16.3% by mass media. 67.3% answered that they saw the image in a new light through hospitalization, which suggests an important source for the image management originates from caring for the quality of nursing service. Considering the evaluation of the image above, we need strategies to lead a unique professional knowledge and technological development, insurance of professional self-determination, high social position, participation in group activities, dedication to lifetime job, in order that nursing comes to expand as a professional occupation. Also, as for generating more positive images, we must take the quality of nursing service into account and offer and monitor correct information about the expanded role and function of the nurse continuously so that mass media reflect a more accurate image of nurses in general.

• Korean Journal of Occupational Health Nursing
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• v.21 no.3
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• pp.283-289
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• 2012

Purpose: The purpose of this study was to identify the effects of the social support and ego-resilience on the nursing performance among hospital nurses. Methods: The subjects of this study were 369 nurses in a senior general hospital. We used the self-reported questionnaire to assess the level of ego-resilience, social support and nursing performance of hospital nurses. The data were analyzed using descriptive statistics, frequency, t-test, ANOVA, Pearson's correlation coefficient and stepwise multiple regression. Results: This study showed the positive relationship between the social support and ego-resilience on tne the nursing performance of hospital nurses. The higher group of the social support and ego-resilience showed the more performance of hospital nurses. And, the influencing factors on the performance are age, ego-resilience, social support, night working days a month in the order. Conclusion: Further studies will be needed to promote the performance of nurse in hospital and policies to be develop to elevate the social support and ego-resilience of nurses.

• Journal of Korean Clinical Nursing Research
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• v.26 no.3
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• pp.337-343
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• 2020

Purpose: This study is a descriptive study to identify the degree of workplace bullying experience of newly graduated nurses and the difference in coping and adaptation processing, organizational socialization in relation to workplace bullying experience. Methods: The Study participants were newly graduated nurses with 3 months to 1-year clinical experience (N=186) and conveniently sampled from a small to medium-sized hospital located in G Metropolitan City. Data were collected in July 2018, using structured questionnaires. Results: Half of the participants (50.0%) reported workplace bullying experience. Most bulling experiences were person or work related. Newly graduated nurses who experienced bullying in the workplace demonstrated significantly lower coping and adaptation process (t=3.34, p=.001) and organizational socialization (t=7.46, p=<.001) than nurses who did not experience bullying in the workplace. Conclusion: Orientation programs for newly graduated nurses need to include contents that can improve the coping and adaptation process. Nursing managers at small and medium-sized general hospitals should actively support the mentor-mentee program to promote the organizational socialization of newly graduated nurses.

• Journal of Digital Convergence
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• v.11 no.1
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• pp.349-359
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• 2013

The study was conducted to identify the perception of patient-safety and the level of safety care activity among nurses in small-medium sized general hospitals. Data were collected at three hospitals among 344 nurses on April 2012 and administered questionnaire regarding the perception of patient-safety and safety-care-activity. Data analyzed by using descriptive statistics, inferential statistics was used to determine comparison, correlation and association (Pearson correlation, t-test, ANOVA, Scheffe test, multiple regression). The results revealed that there were significant differences in the level of perception of patient-safety according to the nurses' career, time of work, and work department in their hospitals. And also there were significant differences in the level of safety-care-activity according to the nurses' age, position, marriage, the nurses' career, time of work in their hospitals. Nurses with higher perceived level of patient-safety performed more safety-care-activities. The findings of the study suggests that in order to improve the nurse's perceived level of patient-safety and safety-careactivities, the hospitals need to establish the policies that support patient-safety, improvement the environmental system, proper working atmosphere to ensure appropriate work time, regulation nurse-patient ratio are also required.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.1
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• pp.145-163
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• 2001

The purpose of this research is to identify antecedent variables and outcome variables of the empowerment in clinical nurses, and to suggest managerial strategies for increasing their empowerment. Data were collected from October 12 to 18, 2000 through questionnarie taken by 566 nurses in 3 general hospitals. The 5 structured instruments were used for collecting the data : Spreitzer's Items Measuring Empowerment, Bass's Multifactor Leadership Questionnaire-1, Moorman's Equity of rewards scale, Mobley's turnover intention scale, and the Organizational Commitment Scale developed by Mowday, Porter & Steers. The data obtained were analyzed using frequency, percentage, mean, standard deviation, t-test, one-way ANOVA, Scheffe' test, Pearson's Correlation Coefficients, Factor Analysis, Cronbach's alpha Coefficients, Multiple Regression. The results were as follows; 1. Head nurse's transformational leadership showed an positive correlation with empowerment(r=.304, p=.00). Regression coefficient between transformational leadership and empowerment was significant(${\beta}=.326$, p=.00), However, there was no a correlation between equity of rewards and empowerment. 2. The general characteristics of nurses were significant differences with empowerment. As for position, age, working experience, and education background showed significant difference with empowerment(F=10.979, 11.224, 6.812, 5.411, p<.01). 3. Empowerment showed a positive correlation with organizational commitment and a negative correlation with turnover intention (r=.387, -.274, p=.00). Regression coefficient between empowerment and organization commitment was significant(${\beta}=.365$, p=.00). In conclusion, the more head nurse took the transformational leadership, the higher nurses perceived empowerment. The higher their empowerment level, the higher organizational commitment they perceived. On the contrary, the higher their empowerment level, the lower their turnover intention. Therefore, in order to increase nurses' organization commitment and decrease their turnover intention, their empowerment should be increase. And it is necessary to develop the transformational leadership of head nurses so as to increase empowerment.