• Journal of Korean Academy of Nursing Administration
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• v.1 no.2
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• pp.372-387
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• 1995

One-hundred eighty four medical doctors and 349 nurses out of 6 university hospitals and 1 general hospital were surveyed from Mar. 3, to Mar. 31, 1995, in order to appreciate the extent of their understandings on the clinical nurse specialist system. The difference was analyzed by the subjects' age, their position and department, the expected benefits of the system. the assigned department, the position and qualification, the required special educational organization and program, and the extent of autonomy of the function of clinical nurse specialists and the special nursing field. The results were as follows ; 1. The perception about the expected benefits of the introduction of clinical nurse specialist system was significantly different among the age groups of medical doctors, and the age group of 40s among them showed the most positive perception. 2. The extent of acquaintance with clinical nurse specialist was the higher in the older age groups of respondent nurses. Meanwhile, the experience of participation with clinical nurse specialists was the more in the older age group of medical doctors. 3. The opinion about the required position of clinical nurse specialists was significantly different by the age and position of the respondent nurses. The rank of head nurse was suggested by the respondent nurses of older age and higher positon, while the level of in-charge nurse was suggested by the staff nurses. Also, the duration of clinical experience required of clinical nurse specialists was the most frequently responded as 6 to 10 years by nurses, as 2 to 5 years by medical doctors. 4. The degree of educational background required of clinical nurse specialists was differently responded by the various position of medical doctors and nurses. Of the medical doctors, professors frequently responded bachelor degree and medical residents frequently responded master degree as the required educational background. Of the nurses, nursing administrators more frequently responded that master degree was required of clinical nurse specialists than staff nurses and clinical nurse specialists did. 5. The extent of acquaintance with clinical nurse specialist system was different among the various department of medical doctors, which was the highest in the doctors of psychiatry, internal medicine and pediatrics, respectively. The doctors of surgery were the least acquainted of clinical nurse specialist. 6. The nurses of special parts, of surgery and of obstetrics & pediatrics responded more frequently that clinical nurse specialists should belong to the nursing department than the nurses of internal medicine and of others did. 7. The Special parts that necessitate clinical nurse specialists were responded to be the more important by nurses than by medical doctors. Clinical nurse specialists were responded to be the more necessary in the parts of diabetics, oncology, pyschiatry, dialysis, organ transplantation, intensive care, and in cardiovascular part. They were responded to be the less important in the parts of intravenous therapy, computer informatics, nursing administration, the improvement of nursing quality.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.3
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• pp.243-254
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• 2005

Purpose: The purpose of this study was to analyze the effects of motivation and hygiene factors on nurse's job satisfaction, organizational commitment, and organizational identification. Methods: The subject hospital was 4 tertiary general hospital located in Seoul and Incheon, Korea. The participants of this study were 521 nurses working in the subject hospitals. The data were collected by self-reporting questionnaires from April 1 to June 30, 2004. The data were analyzed using SAS 8.0 program for descriptive statistics and stepwise multiple regression. Results: The mean score of variables were as follows. The motivation factor's total was 3.22, hygiene factor's total was 2.98, job satisfaction was 2.94. organizational commitment was 2.94, and organizational identification was 3.62. The statistically significant predicting factors of job satisfaction were achievement, work itself and salary. In organizational commitment, the significant predicting factors were achievement, advancement, work itself, policy and administration, working conditions, and interpersonal relations. In organizational identification, the significant predicting factors were work itself, responsibility, interpersonal relations, and personal life. Conclusion: With these results, it was identified that the predicting factors of nurse's job satisfaction based on Herzberg's two-factor theory. The most statistically significant factors were salary on job satisfaction, policy and administration on organizational commitment and work itself on organizational identification. So these results will be used to develop the more effective strategy of nursing staff management. And also these will be contributed to developing the nurse's motivation enhancement plans.

• Journal of Korean Clinical Nursing Research
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• v.26 no.3
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• pp.285-295
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• 2020

Purpose: The purpose of this study was to develop and validate a education nurse specialist-led educational satisfaction scale for nurses working at comprehensive nursing care service wards. Methods: A methodological study was conducted. A total of 237 nurses working at comprehensive nursing care service wards in a general hospital participated in this study. The scale was developed through literature reviews, in-depth interview, development of preliminary items, verification of content validity, development of secondary items, evaluation of construct validity, and extraction of final items. Analysis included exploratory factor analysis, pearson's analysis, and reliability analysis using cronbach's α. Results: The education nurse specialist-led educational satisfaction scale for nurses working at comprehensive nursing care service ward consisted of 21 items. Two factors (critical thinking disposition and clinical competency) were identified which explained 63.5% of the total variance. Cronbach's α of each factors were >.95. Conclusion: The results suggested that the education nurse specialist-led educational satisfaction scale for nurses working at comprehensive nursing care service wards demonstrated acceptable validity and reliability. Items of the instrument can assess the level of satisfaction with regards to education led by education nurse specialist among nurses working at comprehensive nursing care service wards.

• Research in Community and Public Health Nursing
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• v.11 no.1
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• pp.222-230
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• 2000

Complementary & Alternative Medicine(CAM) have become increasingly popular with health care consumer in recent years. The nurse's attitude and beliefs about CAM will influence the response. to the patient's demands and inquiries. The purpose of this study is to evaluate the attitude and beliefs of nurses about CAM. The study was performed in 600 nurses from October to December in 1999 : Nurses were working one university hospital & one general hospital were located in TaeGu city. and two general hospitals located in Kyung Buk city. The study used specially designed questionnaire to 600 nurses, and analyzed by using descriptive statistics, ANOVA data based on 460 completed questionnaire. The findings of the study are as following. 1. The credible forms of subject about CAM were ranked acupunture (66.1%). herbal medicine(56.5%), Sooji chim (50.4%) et al. 2. In the credibility of subject about CAM there were not significant difference by age. clinical career, marriage, health status. The most reason of positive credibility was 'Being human perspective and spiritual supporting'. While the most reason of negative credibility was 'the lack of science test and doubt of disease treatment'. 3. In the experienced rate of subject about CAM there were significant difference not by health status but by age($x^2$=10.096, p= .006), clinical career($x^2$=7.648 p= .022), marriage($x^2$=9.317. p= .002). In the satistied rate of subject about CAM there were not significant difference by age, clinical career, marriage, health status 4. The most usable forms of subject about CAM in nurse's practice was Music therapy(55.9%), and ranked massage (50.9%), acupressure(32.8%). Sooji chim (27.8%) et al.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.2
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• pp.123-136
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• 1997

The purpose of this study was to confirm the classification of nursing activity and to analyze the time of nursing workload in a new open hospital. The data were collected from 20 nurses working in 6 general nursing units by 4 trained observers. The tools used for this study were an observation recording sheet and a classification sheet of nursing activity. The classification sheet was constructed to be adaptable to each hospital system based on the instrument described in the literature. The results of the study are as follows : The direct nursing activities consisted of 6 sections, 33 subsections and the indirect nursing activities consisted of 14 sections, 53 subsections. The direct nursing activities included medication, measuring and observation, care of therapies, care of physical comfort, laboratory and treatment. The indirect nursing activities included preparation of medical utensils, collection of information and assessment, recording, phone communication, professional interaction related to patients, personal time, assigning work to staff, patient eaucation and training, interaction with lab, transfer of administration of utensils, checking physician's order, dietary service, management of pollution and contagion, guide direction. Nurses spent 127.6min for direct nursing activity during day duty. It was 24.5% of total nursing activity. Within that activity medication had the highest percentage of time(40.09%), followed by communication and education with patient(24.76%), measuring and observation (16.93%), laboratory and treatment (12.85%), care of therapies(3.21%) and care of physical comfort (2.16%). The time breakdown for indirect nursing activities is as follows ; the preparation of medical utensils 22.3%, collection of information and assessment 20.29%, recording 20.27%, phone communication 8.14%, professional interaction related to patients 7.33%, personal time 7.24%, with the remaining timeshared by staffing, patient education and training, interaction with lab, transfer of administration of utensils, checking physician's order, dietary service, management of pollution and contagion, guide direction. In the analysis of the relationships between the working time and the work allocation characters of the nurses(including nurse's experiences. nurse-patients ratio, nurse-rooms ratio, and character of nursing unit) ; There were no significant differences in direct-indirect nursing times between nurse's career years. There was significant difference in direct nursing time between assigned patient numbers. The nurses assigned larger number of patients spent significantly more time in direct nursing care than that of the smaller. On the other hand, there was no significant difference in indirect nursing workload between the assigned patient numbers. There were no significant differences in direct-indirect nursing time between an allocated patient's room numbers. There was significant difference in working time between working places. The nurse in the medical unit spent more time in direct nursing care than her counterpart in the surgical unit. However there was no difference in direct nursing time between two groups. The study results indicate that nurses spent less time in the direct nursing care than in the previous studies even though the hospital system has been modernized. On the other hand they spent much more time for the coordinating role within the interdisciplinary team and for the overlapping paperwork. Therefore it is recommended that patient oriented job description and more efficient usage of modernized utilities be made.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.3
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• pp.425-444
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• 1999

The purpose of this study is to survey evaluation of the nurse on the current Performance Appraisal System. the need for future performance of the nurse and the opinions about the job rotation, and suggest the direction of improvement by obtaining basic data to improve personnel management of the nurse in a hosipial, the subject of the investigation. The study was conducted self-reporting questionniare survey of 330 nurses working at C hospital located in Chonbuk Province and the data was collected from May 4. 1999 through May 14. The research used measuring instrument developed by researcher for evalution about the present performance appraisal. the need for the future performanc appraisal system and the opinion of job rotaion. The analysis of the collected data was computerized using SPSS/PC+ program, calculated frequency, percentage, the mean and standard deviation and used Pearson, s Correlation Coefficients, t-test, chi- square test. Major findings are as follows. 1) As for the purpose of the current performanc appraisal, the appraiser recognized it as a security of promotion standard, while the employee saw it as a means for control as guidance and supervison of work. 2) With regard to use the result of the present performance appraisal, appraiser picked ambiguous appraisal standard, employees recognized unilateral evaluation of superior eliminated the participation of them as the highest priority. 3) In relation to the current criteria for promotion of the nurse, both appraisers and employees placed more weight on the length of clinical than performance appraisal score. 4) There is much possibility of the appraiser making an error to evaluate considering the length of performance appraisal. 5) Both appraisers and employees indicated that prospective result of performance appraisal should be used for the ability development & motivation of the individual. 6) Concerning employee's participation for performance appraisal both sides wanted by far more participation. 7) Regarding the most ideal appraisal method, both parties favored most the way added up the evaluation of the head nurse and peer review and followed by the manner the revaluation of the head nurse by considering self-evaluation. 8) As to the individual interview after the appraisal, more than 60% of appraisers responded it's not necessary, while above 88.5% of employees answered it is essential so that it is showed significantly difference between the appraisers and the employees. 9) As far as open of the evaluation result is concerned. 75% of the appraiser were against it but 80% of the employee were for it so that it showed significantly between them. The most principal reason that the employee want is that it motivates the individual's ability development and the fairness of the appraisal increases. 10) Whether the periodical rotation is necessary or not, 80% of appraisers and employees answered it's necessary, however, over 70% of them did not want the rotation. 11) Work-group Cohesiveness level within the nursing unit was attentive different from desire of the rotation, that is, the work group cohesiveness level of nurses wanting rotation was significantly lower than that of the group not desiring it.

• Journal of Korean Clinical Nursing Research
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• v.20 no.3
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• pp.359-371
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• 2014

Purpose: This study was done to identify the core concepts and structure of difficult experiences of charge nurses in general hospitals. Methods: Data were collected from August 1 to September 5, 2014. Participants were 10 nurses from general hospitals in D and S cities. Parse research method was applied to examine lived experiences of the participants. The procedure of study was based on dialogical engagement and data were analyzed by extraction-synthesis and interpreted heuristically. The research question was "Would you tell me about your difficult experiences as a charge nurse?" Results: Job-related difficulties of the charge nurses were conflicts due to ineffective communication, heavy workload, not feeling respected, role conflict, and struggling to overcome difficulties with sense of responsibility to the work. The conceptual integration was: to be in the process of being originated and transformed through connecting-separating and enabling-limiting with valuing. Conclusion: Structural conversion of these concepts reveals that charge nurses suffer from the job-related difficulties identified in this study, but they endure to proceed with a sense of mission. It is suggested that supportive interventions should be made to let charge nurses express their feelings, identify their needs, and develop self-care or coping skills for themselves.

• Korean Journal of Adult Nursing
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• v.14 no.4
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• pp.591-601
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• 2002

Purpose: This study was conducted to investigate the relationship of hardiness, job stress, and burnout in nurses, and to identify predictors of burnout. Method: Empirical data were collected from 154 staff nurses at one university hospital in Gwangju city. Self- reported questionnaires were composed of the Personal Views Survey(PVS), job stress scale, Tedium scale, and 7 items asking nurse's general characteristics. Data analysis was done with a SAS package. Result: In correlation analysis, hardiness, job stress, and nursing satisfaction had significant correlation with burnout. In stepwise multiple regression, 28.7% of the variance in burnout was accounted for by nursing satisfaction (19.9%), job stress (6.0%), and hardiness (2.8%). Among subscales of hardiness, only commitment was a significant predictor, so nursing satisfaction, job stress, and commitment explained 28.9% of variance in burnout. Conclusion: Based on the findings of this study, the development of program for nurses to increase nursing satisfaction is needed, and more studies to examine causal relationship between nursing satisfaction and burnout is also highly recommended.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.3
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• pp.347-356
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• 2000

The purpose of this study was to identify the relationship between the nursing organizational characteristics and job satisfaction. Subjects were 362 nurses at a general hospital in Seoul. Data were collected from November 1, 1999 to November 31, 1999 with the structured questionnaires and analyzed by $SPSS-PC^+$ 8.0 for descriptive statistics, ANOVA, Pearson correlation, and stepwise multiple regression. The results were as follows; 1. The average score of the nursing organizational characteristics was 3.7. The score of head nurse's leadership was highest and supervisor's was lowest. The average score of the job satisfaction was 3.1 and was similar to the results of other studies. 2. Being regarded to the nursing organizational characteristics and job satisfaction by general demographic variables, The head nurse's leadership, the supervisor's leadership and interaction, and the overall nursing organizational characteristics showed significant differences by year of career, position status, and service-department(p<.1, p<.05). The job satisfaction showed significant difference by position status(p<.01). 3. There were correlations between the nursing organizational characteristics and job satisfaction(r=0.358-0.815). 4. The most important variable in the job satisfaction was 'organizational climate' and it was explained 32.0% out of the total variance of job satisfaction and 'all of nursing organizational characteristic factors' explained 47.5%. According to the results of this study, the suggestions were as follow: 1. To improve nurses' job satisfaction, the strategy for the development of the cooperative nursing organizational climate and for the strengthening of 'the nursing manager's leadership and interaction' in the nursing department are necessary. It should to be considered the differences in the nursing organizational characteristics and job satisfaction by nursing manager and staff nurses. 2. Further study needed to analysis the organizational climate for the management of the nursing organization. Also it is necessary for further investigation regarding to the relationship between the nursing organizational characteristics and job satisfaction of pre and post-organizational change.

• Journal of muscle and joint health
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• v.27 no.2
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• pp.103-111
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• 2020

Purpose: This study aimed to investigate the relationship between general hospital nurses' work environment, resilience, and intention to remain, as well as to identify the factors associated with nurses' intention to remain. Methods: Study participants were nurses at a general hospital in Jeollabuk-do, South Korea. Data collection was undertaken from July 6th to 20th, 2017, through questionnaire responses from 257 nurses. Descriptive statistics were employed for data analysis, including: independent t-test, one way ANOVA, Pearson's correlation coefficient, and multiple regression analysis using SPSS/WIN 22.0. Results: Nurses' work environment, resilience, and intention to remain were found to have a statistically significant correlation. Intention to remain showed statistically significant positive correlations with the nurse's work environment (r=.72, p<.001), resilience (r=.50, p<.001). Factors found to influence intention to remain were work environment, resilience, job satisfaction, and health status. Conclusion: The study findings support the development of a specialized program to strengthen nurses' intention to remain. During the program's formulation, it is necessary to improve nurses' work environment and find ways to bolster the resilience of individual nurses.