• Journal of Korean Biological Nursing Science
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• v.17 no.2
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• pp.114-122
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• 2015

Purpose: This study attempted to test whether there are differences in the level and hemodynamic side effects (blood pressure, heart rate, $O_2$ saturation), and nausea & vomiting of spinal anesthesia using hyperbaric bupivacaine according to position (supine, lateral, and prone positions) in orthopedic surgery patients who received podiatric surgery under spinal anesthesia. Methods: This study was conducted with 53 patients who had received orthopedic surgery under spinal anesthesia at I General Hospital. Data were analyzed using SPSS 20.0 through repeated-measures ANOVA, post-hoc test, Chi-test, and Fisher's exact test. Results: The change of position after spinal anesthesia with hyperbaric bupivacaine caused a change in the level of spinal anesthesia (F=12.768, p<.001). However, no difference of blood pressure, heart rate, $O_2$ saturation and nausea and vomiting caused by the change in anesthesia level was observed, and in prone position, drug was administered for the correction of side effects. Conclusion: As expected, recognizing that there can be a change in the level of spinal anesthesia after the change of position in surgical patients, nurse anesthetists should monitor their conditions carefully and continuously.

• Journal of Korean Critical Care Nursing
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• v.10 no.1
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• pp.41-50
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• 2017

Purpose: The purpose of this study was to describe what critical care nurses perceived about life-sustaining treatment at end of life. Methods: A qualitative content analysis method was utilized. The unit of analysis was interview text obtained from fifty critical care nurses of a general hospital. Results: Seven categories in two content areas were abstracted. In the negative perception area, the following five categories were abstracted: patients' suffering, dying with damaged dignity, patients' isolation from family members, regret about choosing life-sustaining treatment, and family members' burden. In the positive perception area, the following two categories were abstracted: willingness to sustain life and duty as family members. Conclusions: Nurses have better competencies pertaining to understanding patients' responses and suffering than any other health care professions do. Nurses should play an important role in advocating for patients and their family in the process of end-of-life care decision making.

• Korean Journal of Occupational Health Nursing
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• v.14 no.1
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• pp.71-82
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• 2005

Purpose: This study analyzed domestic articles that studied job-stress of nurses using Meta Analysis to evaluate the responses resulted from job-stress and the factors affecting them. Method: To conduct this study, data were collected primarily from database of "richis" and additionally from 8 nursing journals and 5 theses for a degree on job-stress of clinical nurses. Result: As a result of Meta Analysis casual factor of job-stress, the result represented that two reasons; personal factor was the age, occupational factor were ward, duration of employment and position. By the result of analysis of effect of job-stress, satisfaction of the job, exhaustion, health status and immersion of the job were strongly related to job-stress. According to the general solution against job-stress that referred from job-stress related theses, there are several; Imagination Therapy, Assertive Training and Value Clarification Training could bring significant result. Conclusion: This study showed that because job-stress of clinical nurses had nothing to do with personal factors, job-stress management plans for nurses are needed to focus on occupational factors. Also the study suggested that various coping skills that proved to be effective are needed to be used to relieve job-stress and that's responses on nurses.

• Korean Journal of Occupational Health Nursing
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• v.24 no.2
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• pp.86-93
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• 2015

Purpose: This study was to identify the factors determining the turnover intention of nurses in Emergency Department (ED). Methods: The subjects were 123 ED nurses working at 10 general hospitals in Busan, Korea. The data were collected from August 15th to September 22nd, 2013. The collected data were analyzed using the SPSS program through descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients and stepwise multiple regression. Results: There were positive correlations between traumatic events experience and post-traumatic stress (r=.416, p<.001), between depression and traumatic events experience (r=.212, p=.001), between traumatic events experience and turnover intention (r=.289, p=.001), between post-traumatic stress and depression (r=.251, p=.005), and also between depression and turnover intention (r=.315, p<.001). Factors influencing turnover intention were depression and traumatic events experience with $R^2$ value 16.7%. Conclusion: Considering these results, it seems that the important factors determining the turnover intention of nurses in ED are depression and traumatic events experienced by nurses. Therefore, an active plan is needed to develop strategies for reducing nurses' depression and traumatic events experienced by nurses.

• Journal of muscle and joint health
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• v.28 no.3
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• pp.242-251
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• 2021

Purpose: The aim of this study was to examine the relationship between calling, clinical performance, role conflict, and organizational socialization and to evaluate the factors associated with organizational socialization of new nurses. Methods: This study design was cross-sectional correlational study. The participants of this study were new nurses 171 at general hospitals in Jeollabuk-do. Data was collected between August 1 to 20, 2018 from questionnaire responses and were analyzed with descriptive statistics, independent t-test, one-way ANOVA, pearson's correlation coefficient, and multiple regression analysis. Results: The average calling rating was 2.47±0.59 (rated on a scale of 1~4), clinical performance rating was 3.55±0.52 (rated on a scale of 1~5), role conflict rating was 3.29±0.59 (rated on a scale of 1~5), and organizational socialization rating 3.19±0.41 (rated on a scale of 1~5). Calling, clinical performance, role conflict, gender, and work in the desired unit were the significant factors influencing organizational socialization of new nurses. Conclusion: These findings indicate that strategies are needed to improve organizational socialization of new nurses to ensure effective management of personnel. Moreover, it is necessary to develop a program to cultivate the nursing calling, enhance clinical performance, and resolve role conflicts among new nurses.

• Korean Journal of Occupational Health Nursing
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• v.32 no.4
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• pp.195-204
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• 2023

Purpose: The purpose of this study was to investigate the effects of nursing workplace spirituality, job embeddedness, and the nursing work environment on the organizational commitment of clinical nurses. The findings of the study will serveasafoundational resource for designinginterventions to improvenurses' organizational commitment. Methods: The samples of this study comprised 170 nurses working at general hospitals in B City. Data were analyzed through the SPSS 25.0 program using ANOVA, t-test, Scheffé test, Pearson's correlation coefficient, and multiple regression. Results: The primaryfactors impactingparticipants' organizational commitment were nursing workplace spirituality (β=.388, p<.001), nursing work environment (β=.232, p=.001), position (β=.145, p=.009),and pay satisfaction (β=.143, p=.012). These factors had an explanatory power of 51.4% with regard to organizational commitment. Conclusion: To improve nurses' organizational commitment, it is necessary to implementand developintervention programs aimed atincreasingtheir sense of workplace spirituality. Moreover, organizational management and policy initiatives are needed to foster apositivenursing work environment and pay satisfaction.

• The Korean Nurse
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• v.32 no.1
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• pp.61-76
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• 1993

This study was done in order La provide basic data to a Fee System for hospital based Home Health Care services in Korea in the future. It was done by investigating activities provided to possible Home Health Care clients who could be discharged early from genera] hospitals and then estimating the nursing care fee according to each nursing activity based upon the time used for activity. The subjects of the study were selected by convenience sampling and consisted of 35 clients who might be clients for Home Nursing Care and were presently admitted to a medical- surgical ward of Y University Medical Center located in Seoul, Korea. The data collection period was from September 1, 1991 to September 30, 1991. The research in strum nets utilized for the study were a client selection criterial for Home Health Care developed by Choo(l991) and a check-list of nursing activity developed by researcher. The results of the study were as follows : 1. There were 44 different nursing activities provided in the seven days but the time was calculated for only 25 of the nursing activities. 2. Fees for the 25 different nursing activities were calculated by multipling the median of the average wage of a staff nurse having five years experience in an A grade general hospital to the Lime of the nursing activity. The results were compared with the insurance fee which the government recognized as an appropriate fee for that activity. The nursing activities with a lower calculated fee than the insurance fee were suction, catheterization, exercise education and dressing change. The nursing activities with a higher calculated fee than the government recognized fee were 1M injection and vital sign check. 3. There was a range of 1-15 nursing activities provided daily to the client. For the average number of nursing activities per day of 6.26 events the nursing care fee was calaulated at W 6136 per day. 4. Based upon the results of the study, a recommentdation for a Home Health Care fee per visit based on the nursing activities provided could be formulated for a Home Health Care fee system. It could be formulated as following: 1) Home health Care fee per visit $=[(direct{\;} nursing{\;}fee(direct{\;}nursing{\;}care{\;}time{\;}per{\;}activity{\;}{\times}{\;}average{\;}nursing{\;}wage)+indirect fee]{\times}average$ nursing activity per visit]+management fee+ materials fee+a travel fee In this way a nursing fee could be calculated based upon the result of the study of the nursing fees per visit. 2) Nursing activity fees per visit. = $([direct nursing{\;}care{\;}fee+indirect{\;}nursing{\;}fee]{\times}average$ number of nursing activities provided per visit] (W 6, 136) + travel fee(\ 5, 542) +management fee material $fee({\alpha})\{\;}16, 436+{\alpha}$ The nursing fee per visit as calculated in this research of $\{\;}15, 0000+{\alpha}$ could be adjusted according to the patient's condition or the use of high technology nursing care or according to the amount of time spent for travel. The nursing care fee per visit presented in this study can be validated through a Home Health Care demonstration project.

• The Journal of the Korea Contents Association
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• v.20 no.10
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• pp.424-435
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• 2020

The study was descriptive survey research for establishment of patient safety culture in small and medium-sized hospitals as providing baseline data of educational program regarding safe medication and prevention of near miss on medication, checking influencing factors of nurses near miss experience on medication in small and medium-sized hospital. The collected data was analyzed by SPSS/WIN 20.0 program to obtain mean, frequency, x²-test, independent t-test, one-way ANOVA, logistic regression. The influencing factors of near miss experience on medication was working department and patient safety culture among general characteristic. The nurses who were working in general ward had lesser chance to experience near miss rather than nurses working in special department (Odds ratio:2.23, 95%, Confidence Interval: 1.07~4.67, p=.032). The 1 point higher in patient safety culture, the lesser chance to experience in near miss (Odds ratio: 2.24, 95% Confidence Interval: 1.02~4.95, p=.045). To sum up the result of this study, nurses working in special department had higher chance to experience near miss rather than nurses working in general wards. The higher patient safety culture awareness was the lower near miss was experienced. Thus, miss surveillance system for improvement of nurses' patient safety culture awareness should be developed. Moreover, educational program for medication considering nurses' career and department' character should be requested with simulation training considering and theory education.

• 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.

• Journal of Korean Academy of Nursing
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• v.25 no.3
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• pp.441-456
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• 1995

This study was done to determine direct and in-direct nursing time in nursing units in hospital to ap-plied computer system and expect that those results contribute to measure efficiency of nursing practice and planning of nursing manpower. The design for study was a descriptive study. The study results are as follows. 1. Patients admitted to the Internal Medicine and General Surgery units were grouped into four. Group Ⅰ, 32.9% of the total patients, consisted patients whose condition was considered minor Group Ⅱ, 26.1%, was of those whose condition was considered moderate, Group Ⅲ, 41. 8%, moderate severe and Group Ⅳ, 29.2% the most severe. 2. Nursing intervention times by care type were as follows four minutes spent for suction eight minutes, for simple position change, ten minutes, for sheet change, seven minutes for a hot or cool compress, six minutes for dressing change, four minutes for Ⅰ.M. injection, six minutes for patient health education and five minutes for body temperature check. 3. Direct care time by patient group revealed the following : Group Ⅰ rquired 191.4 minutes, Group Ⅱ required 331.1 minutes, Group Ⅲ rquired 499.4 minutes, and Group Ⅳ rquired 1328.0 minutes. 4. The ratio of time for adequate nursing care and direct care time in the Internal Medicine and Goneral Surgery units was 67.4%-83.4% and 94.7%-99.3% in the Intensie Care Unit. 5. Average daily direct care time per patient was 5.5 hours in the Internal Medicine unit and 11.5 hours in the Intensive Care Unit. 6. Time spent in indirect care was 48.3 minutes for computer recording,34.8 minutes for giving and receiving patient information for shift duty, 28.0 minutes for eating and resting time, 26.6 minutes for transfering and identifying patients, 25.6 minutes for identifying Doctor's order, 23.9 minutes for recording vital signs. 7. Time spent in indirect care was 282.2 minutes by head nurses (charge nurses), 258.7 minutes by nurses and 261.6 minutes by nurse aids. 8. The average nurse's workload was 9.3 hours and daily indirect nursing time required 46.3%-50. 5% of above mentioned workload time. .9. The average daily indirect care time per patient was expected to be 57.7 minutes in the Internal Medicine unit and 3.3 hours in the Intensive Care Unit.