• 근관절건강학회지
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• 제2권1호
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• pp.41-72
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• 1995

The purpose of this study is to examine the effects of assertiveness training and value clarification training on nurse's conflict and conflict management mode. Fifty seven registered nurses participated in the study ; they were employed by three general hospital located in Daegu, Korea. The study employs two treatment groups. The assertiveness training group consisted of subjects who participated in 90-120 minutes sessions of assertiveness training nine times over five weeks. The other treatment group, was adiministed nine, 90-120 minutes sessions of value clarification during the same period. For the control group, nursing subjects were appointed the training after five weeks. Pre-test evaluation were administered to all subjects in three groups prior to one week of the treatment. Role conflict Inventory-general(RCI-G) and Communication Conflict Inventory-general (CCI-G) measure nurse's conflict management mode. Post-test evaluation were administered to all subjects in three groups two weeks after the last session by Role Conflict Inventory-Specific(RCI-S), Communication Conflict Inventory-Specific (CCI-S), Management Model-Specific(CMMI-S). The analysis of variance(ANOVA) and covariance(ANCOVA) on gain scores were running the SPSS program. In order to test statistical differences among mean scores of the scales obtained after treatment, multiple comparisons were carried out by Turkey method. Conclusions obtained from the results are as follows. 1. The assertiveness training and the value clarification training were effective in decreasing the nurse's role conflict. The value clarification was more effective than the assertiveness training in decreasing the nurse's role conflict. 2. Both assertiveness training and value clarification training were effective in decreasing nurse's communication conflict. There was, however, no differences between assertiveness training and value clarification training in decreasing the nurse's communication conflict. 3. The assertiveness training and the value clarification training were quite effective in compromizing and collaborating conflict management mode, to reducing the withdrawl and accomodate, force and accomodate conflict management mode to conflict. There was no difference in the effectiveness of assertiveness training and value clarification. In assessing the effects of the treatments, this study employed different measurements. It is unclear whether the measurement affected the test results. It is worth conducting a further test using the same measurements. The results of future studies can be compared with those of this study. The homogeneity of the control group and treatment group is questionable. Futher studies may employ homogeneous sample group to evaluate whether the sample characteristics bias the test results. Assertiveness training or value clarification training for nurses can be utilized in nursing intervention.

• 동서간호학연구지
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• 제12권1호
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• pp.14-24
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• 2006

Purpose: This study was conducted to describe and analyze about the degree of job satisfaction of nurses in a university hospital for basic data to develop the professionals and improve productivities, effectiveness in nursing practice. Methods: Design was the descriptive survey study. Sample were 97 nurses in K university hospital, and convenient sampling was used. Measures were job satisfaction of nurse for job satisfaction tool modified by Kim, S.N.(1998) and developed by Slavitt(1978). Data were collected from April 2005 to June 2005, and analyzed using SPSS PC+12 program. Descriptive statistics was used for general characteristics and characteristics related to job. F-test, t-test, and $X^2$ test were used for verification of differences. Results: 1. Scores in categories of job satisfaction were ranked for professional position(3.25), interpersonal relationship(3.19), autonomy(3.08), necessary job(2.88), payment and promotion(2.79), and administration(2.50) in order. 2. There were significant differences in age(F=3.343, p=.040) and satisfaction for current job(F=10.331, p=.000) in differences of job satisfaction by general characteristics and characteristics related to job. Conclusions: On the findings, authors suggest that more opportunities for direct nursing practice, appropriate time for the practice, and the intervention improving satisfaction for current job are needed to improve job satisfaction.

• 근관절건강학회지
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• 제29권1호
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• pp.41-49
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• 2022

Purpose: The purpose of this study was to assess the influence of nurses staffing level on patient health outcomes in intensive care units (ICUs) in Korea. Methods: The study was retrospective in nature. Information on patients and their outcomes, as well as nurse cohort data, were obtained from Korea's National Health Insurance Service Database. The observation period was from January 1, 2008 to December 31, 2018, and data for 2,964,991 patients were analyzed. Independent variables included patient' age and sex and hospital type, intensivist, and nurses staffing level. Results: The mortality rate in ICUs was significantly higher at tertiary hospitals with a level 3~4 (HR, 1.21; 95% confidence interval, 1.19~1.22) or level 5~9 nurse staffing (HR, 1.31; 95% confidence interval, 1.27~1.34) compare to that of tertiary hospitals with a 1~2 level. 28-day mortality rate was also higher at general hospitals with a level 3~4 (HR, 1.13; 95% confidence interval, 1.12~1.14), level 5~6 (HR. 1.34; 95% confidence interval, 1.32~1.36), level 7~9 nurse staffing (HR, 1.38; 95% confidence interval, 1.38~1.42), using level 1~2 as reference. Conclusion: Nurses staffing level is a key determinant of healthcare-associated mortality in critically ICUs patients. Policies to achieve adequate nurse staffing levels are therefore required to enhance patient outcomes.

• 간호행정학회지
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• 제6권1호
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• pp.147-159
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• 2000

This paper studied the factors that influence on RN staffing level in the 43 Specialized general hospitals. Market structure was analysed using the monopsony model. The degree of competition was estimated by Herfindal Index and market was defined as Great medical zone. As the result of the estimation, in the more competitive hospital market hospitals employed the higher level of RN staffing, so monopsony model was supported. Hospitals with above 1001bed employed more RN than hospitals with below 700bed did. Hospital type, hospital union and the number of medical doctor did not affect the level of RN staffing. There was positive correlation between the level of RN staffing and the number of nurse's aid. The structure of RN market in Specified general hospitals was proved monopsony market, it seems that government regulation will be needed to improve social efficiency and equity.

• 융합정보논문지
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• 제11권7호
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• pp.39-46
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• 2021

본 연구는 종합병원 간호사의 감정노동, 회복 탄력성, 및 조직몰입을 파악하고, 조직몰입에 영향하는 요인을 파악하고자 하였다. G시 종합병원 간호사 180명을 대상으로 구조화된 설문지를 이용하여 2020년 6월 7일부터 7월 16일 까지 자료를 수집하였으며 기술통계, t-test, ANOVA 및 다중회귀분석으로 분석하였다. 대상자의 감정노동은 평균 3.21±0.06점, 회복 탄력성은 평균 3.32±0.48점 이었으며 조직몰입은 평균 3.16±0.46점 이었다. 조직몰입에 영향을 미치는 요인은 간호직 만족도, 임상근무 총 경력, 회복 탄력성으로 나타났으며 39%의 설명력을 나타냈다. 이는 간호사의 조직몰입을 증진하기 위해서는 간호직 만족도 및 회복 탄력성을 높일 수 있는 간호조직과 병원 차원에서의 프로그램 개발 및 다양한 전략이 필요함을 함의한다.

• 한국응용과학기술학회지
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• 제39권6호
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• pp.727-737
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• 2022

본 연구는 종합병원 간호사의 감정노동과 감성지능이 소진에 미치는 영향요인을 확인하기 위한 서술적 조사연구이다. 연구대상자는 종합병원에 근무하는 임상경력 6개월 이상인 간호사 150명이었다. 수집된 자료는 SPSS 21.0 프로그램을 이용하여 t-test, ANOVA, Scheffe's test, Pearson's correlation coefficient, Multiple regression analysis로 분석하였다. 대상자의 소진에 미치는 영향요인을 검증하기 위해 다중회귀분석 결과, 감성지능(β=-.441, p<.001), 감정노동(β=.403, p<.001), 현 직위는 책임간호사 이상이(β=-0.111, p<.018), 지각된 건강상태는 건강한 경우(β=-.100, p<.029) 순이었다. 또한 추정된 회귀모형의 적합도에 대한 F통계량은 35.51(p<.001)으로 매우 유의하였고, 설명력은 79.7%인 것으로 나타났다. 따라서 간호사의 소진을 감소시키기 위해 감정노동을 줄이고 건강 및 감성지능을 향상 시킬 수 있는 방안을 모색하고 소진을 낮추기 위한 중재프로그램을 개발하는데 기초자료로 유용하게 활용될 것으로 사료된다.

• 부모자녀건강학회지
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• 제5권1호
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• pp.1-23
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• 2002

The purpose of this study was to find out the effect of in-service education on the nurse-newborn play interaction. The research design adopted the pre-experimental design applied only for one pretest-posttest group and Barnard's mother-infant interaction model was used as a conceptual framework. The subjects were 26 nurses who were selected from 2 nurseries in general hospital in Pusan, and 52 healthy newborns who were after 4 days from birth during data collection period at the same hospital. The data were collected from June 1st to October 5th in 2001, by video-taping for the interactive behaviors between the nurse and the newborn, played for 5 minutes in nurseries 2 weeks before and after in-service education. The in-service education consisted of the newborn's behavior responses focused on the newborn baby's states, behavior, cues and state modulation, 3 times per 1 week, 90 minutes per 1 time, lecture, demonstration and hand out project. The experimental tool used for this research was Ha Young-Soo's Korean translation of the Maternal-Infant Play Interaction Scale by Thompson, Jody Baird, Sara Gordman, Bryant(1982), some parts of which were adapted to be suitable for the purpose of this research. Mother and baby scale by Wolke & James-Roberts(1987) was also modified and used as the criterion of nurse's perception of a newborn baby. The results of this study were as follows: 1. This result supported the major hypothesis : After the intervention of in-service education, the nurse and newborn play interaction was promoted. 2. After intervention of in-service education, the nurse perception of newborn, especially the criteria of newborn's reaction was promoted., The results of this research confirm that in-service education on the newborn's behavior responses such as states, behavior, cues and state modulation is an effective way to improve the interaction between the nurse and the baby. It elevated the nurse's sensitivities to the baby's needs. Therefore, in-service education can change the conditions of current nursing practice mostly centered on physical care into a better one in which nurses consider the emotional, social, and intellectual development stages of babies. Accordingly, in-service education contributed to promoting the effective nurse-newborn play interaction so positively.

• 보건교육건강증진학회지
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• 제14권1호
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• pp.97-113
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• 1997

It is very important to estimate the patients satisfaction level with medical services, to classify the objectvies according to the patients characteristics and sub-satisfaction factors. The purpose of this study is to determine the factors affecting satisfaction in oriental hospital. The 549 patients' hospitalized in five oriental hospital in Taegu city and one oriental hospital in Kyungbuk province were selected for this study. The results summarized are as follows. l. The general characteristics of 549 objectvies were included gender, age, education, occupation, income level, length of stay, health status of hospitalized, and expectation for medical care. 2. Patients characteristics affecting patients total satisfaction, as for age(b=0.05), health status of patients(b=-0.052), and expectation for medical care(b=0.117) were significant, while gender, education, job, income level, and length of stay were not. As the factors according to patients satisfaction, accessibility(b=0.09l), doctor's kindness(b=0.357), staff kindness(b=0.137), nurse's skills(b=0.111), hospital facilities(b=0.211), and medical fee(b=-0.160) were significant. In total patients' satisfaction, Doctor's kindness was the most significant of prediction variables. In general the factors affecting In-patient satisfaction of oriental hospital was highly associated with doctor's kindness.

• 한국간호교육학회지
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• 제15권2호
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• pp.205-215
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• 2009

Purpose: This paper was intended to identify various kinds of specialized in-service educational programs in the hospital. Method: The data was collected from June to July, 2006. The subjects were 67 general hospitals in Korea. Result: Specialized in-service educational programs were present at 36 general hospitals. Thirty-three programs were operating in the field of intensive care nursing. The purposes of specialized in-service education programs were to improve the quality of nursing care. Conclusion: Since the clinical nurse specialist was legally established in 2005 in Korea, various kinds of specialized in-service education programs for nurses are needed under the organized framework of the career development system.

• 한국컴퓨터정보학회논문지
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• 제25권10호
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• pp.95-102
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• 2020

본 연구는 간호간병통합병동과 일반병동에 근무하는 간호사의 업무수행능력 차이를 확인하기 위한 서술적 조사연구이다. D광역시의 S병원에 근무하는 간호사 185명을 대상으로 자료를 수집하여 간호전문직관은 윤은자 등(2005)이 개발한 간호전문직관으로, 업무수행능력 정도는 이원희 등(1990)이 개발한 임상수행능력 측정도구를 이용하여 측정하였다. 자료는 SPSS 20.0 프로그램을 이용하여 기술통계, t-test, ANOVA, Duncan test, Pearson's correlation coefficients, multiple regression을 이용하여 분석하였다. 본 연구결과 간호간병통합병동 간호사가 일반병동 간호사보다 간호전문직관이 높게 나타났고, 간호간병통합병동과 일반병동의 간호사 모두 간호전문직관이 업무수행능력 향상에 영향을 미치고 있음을 확인할 수 있었다. 그러므로 향후 간호사의 간호전문직관을 정립하는 방안을 모색하여 간호업무의 수행능력을 향상시키는 방안으로 활용할 수 있을 것이다.