• Journal of Korean Academy of Nursing Administration
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• v.6 no.1
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• pp.97-107
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• 2000

In human societies, there are various organizations which are unique and have different roles. Among them, hospital organization are much more complex than other organizations because of their multitude of professional groups each with its own goals. To achieve its purposes, hospital should manage each professional group effectively. Hospital nursing organizations are the core positions in hospitals for patient care. Therefore nursing organizations have have efficient nurse managers to lead nurses for their own purposes. First- line nurse managers have special tasks for patients and nurses, which include to motivating, managing communicating with the people. So they should have high self-efficacy, which is the belief that one can successfully perform the behaviors in question. Self-Efficacy of first line nurse managers that asked them for leading their staff, and their tasks, is essential to bring about self-realization of staff nurses through motivation and job satisfaction, taking advantage of sound surrounding which is able to operate her staff nurses in order to function efficiently. But there were few studies on the topic in a hospital setting. This study was designed to measure first-line nurse managers' self-efficacy. The subjects for this Study were 167 first-line nurse managers randomly selected from 18 university hospitals in Korea. The Self-Efficacy was measured using 'The general self-efficacy scale' developed by Sherer and Maddux(1982). The data were collected through questionnaires and analysed using SAS program, frequencies, percentages and Pearson' correlation coefficients. The results of this study were as follows : 1. The average of first- line nurse managers' self- efficacy was 66.7. 2. The correlation between first-line nurse managers' self- efficacy and general characteristics(age, education, career) was not significant. From the above findings, this study can suggest the following : 1. Repeat studies are needed in various hospital settings. 2. First-line nurse managers must be trained with special programs for each nursing organizations' purposes.

• Health Policy and Management
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• v.22 no.3
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• pp.297-314
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• 2012

Purpose : The purpose of this study was to analyze the trend of the number of nursing staffs and skill mix and to assess the effectiveness of hospital nurse expansion policies in Korea. Methods : The trend of the number of nursing staffs and skill mix were analyzed using time series data, which composed of yearly series data from 1975 to 2009. The impact of hospital nurse expansion policies was estimated by autoregressive integrated moving average(ARIMA) intervention model. Results : The number of general hospital and hospital nurses per 100 beds was decreased in late 1980s and late 1990s due to rapid growth of beds. As a result of the number of nurse aids per 100 beds decreased, skill mix became high in general hospital but nurse ratio among hospital nursing staffs was about 50%. Expansion of new nurse and revised differentiated inpatient fee were only effective in expansion of hospital nursing staffs. But they had no effect in general hospitals. Conclusion : In Korea, a few policies related to expansion of hospital nurses have an effect on increasing the number of hospital nurse. Nevertheless, level of hospital nursing staffs is inferior to that of general hospital.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.11 no.2
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• pp.195-202
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• 2004

Purpose: This descriptive study was conducted to project the number of nurse anesthetists needed in hospital settings, up to the year 2015. Method: Necessary data and information were collected from various funded reports, professional literature, web sites and personal visits to national and private institutions. The number of nurse anesthetists needed was projected after considering the total number of cases requiring anesthesia including deliveries, workload ratio for caesarean section to total number of deliveries, and percent of deliveries requiring and anesthesia. Result: The projected number of nurse anesthetists needed for hospital settings are as follows: 1. The number of registered anesthesia personnel in Korea in 2002 was 2,481 anesthesiologists and 543 nurse anesthetists but only 60% of anesthesiologists and 30% of nurse anesthetists (147) were actually practicing in the field of surgery. 2. By the year 2015, the total number of projected nurse anesthetists needed in hospital settings will be between 214 and 265. Conclusion: In order to match the supply to the need, the professional organizations should direct efforts towards enacting legislation. Educational systems should identify strategies to initiating an adequate number of nurse anesthetist programs at the master's level as well as standardizing curriculums across programs.

• Journal of Korean Clinical Nursing Research
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• v.19 no.3
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• pp.321-332
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• 2013

Purpose: Korean health insurance extended application of the Diagnosis Related Groups (DRG) payment system to tertiary and general hospitals from July, 2013. This study was done to develop a DRG fee adjustment mechanism applied to levels of nurse staffing to assure quality nursing service. Methods: Nurse stafffing grades among hospitals in Korea were analyzed. Differences and ratio of inpatient costs by nurse staffing grades in DRG fees and differences of DRG fee between tertiary and general hospitals were compared. Results: In 2013, nurse staffing grades in tertiary and general hospitals had improved, but other hospital nurse staffing grades remained at the 2001 level. Gaps of inpatient costs between first and seventh nurse staffing grades were over 10% in 4 out of 7 DRG diagnosis; However differences of DRG fee between tertiary and general hospitals were only 4.51% and 4.72% respectively. A DRG fee adjustment mechanism was developed that included nurse staffing grades and hospitalization days as factors of the formula. Conclusion: Current DRG fees motivate hospitals to decrease nurse staffing grades because cost reduction is bigger than compensation. This DRG fee adjustment mechanism reflects nurse staffing supply to motivate hospitals to hire more nurses as a reasonable compensation system.

• Perspectives in Nursing Science
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• v.10 no.1
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• pp.1-11
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• 2013

Purpose: Given the importance and impact of trust between nurse and pediatric patient on treatment adherence and nursing outcomes, this study was aimed to investigate how nurses perceive the trust between nurses themselves and children in a hospital setting using a qualitative research methodology. Methods: In depth interviews with 10 nurses working at pediatric units were conducted using semi-structured questionnaires, and data were analyzed using a thematic analysis. Results: Main themes were categorized as attributes of nurse-child trust and influencing factors. Attributes of trust can be divided into definition and characteristics of nurse-child trust. Nurses perceived nurse-child trust were not coercive, and changeable mutual relationship needing time and effort, and helpful for child's hospital adaptation and child's participation for care. There existed facilitating factors and interfering factors in developing nurse-child trust. Conclusion: The findings of this study would help nurses who are caring children in a hospital setting re-shape their points of views on 'trust between nurses and children' in day to day practice. It is also hoped that these results contribute to develop nursing guidelines on trust building with children in hospital in future.

• Journal of the Regional Association of Architectural Institute of Korea
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• v.20 no.6
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• pp.71-80
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• 2018

The path and visibility of nurses in general hospital wards have been treated as architectural planning factors. However, the analysis approach of existing studies shows limitations that only fixed physical elements are considered without considering the behavior of users using space. Consider factors for analysis of ward and models based on this study model. Select a case hospital to apply the analysis technique and conduct the nurse questionnaire and route survey of the hospital. Establish a framework for analysis model applied with the path of nurse movements. The analysis model applies to the case hospital. The analysis results are aggregated to derive design suggestion for reference to the spatial improvement of the ward. Visible visibility to observe the bedside in the nursing station, visibility to observe the beds in the nurse's path, and visibility to observe patients moving in the nurse's path were derived from visual access frequency and exposure frequency. The survey of nurses' movements at the site allowed the nurses to calculate the distance required to move. Reflecting the path of nurse movement, a model was presented for a comprehensive analysis of nursing distance and nursing visibility, which could lead to improvement in the observation and visibility of nurses and the layout of patient rooms or day rooms.

• Journal of Digital Convergence
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• v.15 no.12
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• pp.369-380
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• 2017

Purpose: This study was conducted to examine how nurse practice environment and organizational justice affected job embeddedness in the Small and Medium Sized Hospital Nurses. Methods: The data were collected from 233 nurses by means of self-reported questionnaires on August 23th to September 8th, 2017. Results: The model explained 49.7% of the total variance in job embeddedness scores. Hierarchical regression analysis showed that hospital nurses that had higher perceived nurse practice environment, higher organizational justice, and were older were more likely to have higher job embeddedness scores. Conclusion: To enhance nurses' job embeddedness, hospital and nurse leaders should improve nurse practice environment, particularly in relation to staffing and resource adequacy and collegial nurse-physician relations. Additionally, the nurse leaders can facilitate nurses' job embeddedness by creating and maintaining an organizational culture of fairness and justice.

• Journal of Korean Clinical Nursing Research
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• v.17 no.3
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• pp.349-362
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• 2011

Purpose: The purpose for this study was to identify the present working status and tasks of nurse administrators in response to requirements of expanding nurses' roles in hospitals. Methods: The design of the study was descriptive-exploratory. The participants were 338 registered nurses who were working in hospital administrative departments. The data were collected from January 17, to March 20, 2011, and analyzed with descriptive statistics. Results: The majority of nurse administrators worked in quality assurance departments while no nurse administrators assigned in finance/taxation departments. Duties of nurse administrators were developed as 117 tasks in 11 divisions. Conclusion: These results suggest that expanding nurses' roles require developing job descriptions, nursing curricula emphasizing hospital administration, positive relationships with other health professions and a supportive system.

• Journal of Korean Academy of Nursing
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• v.26 no.2
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• pp.399-412
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• 1996

Even though Korean medical law stipulates that number of patients attended by a nurse is 2.5 for hospitalization and 30 for ambulatory care, the number of patients cared by a nurse per day is much greater than the standard prescribed by the medical law. Current nursing productivity of nurses is not desirable unless the quality of care considered. Moreover. nursing manpower staffing based on neither current nurses' productivity nor standard of medical law cannot respond properly to dynamic situation of the medical services. As for the nurse scheduling, the critical problem of it in the hospital is determining the day-to-day shift assignments for each nurse for the specified period in a way that satisfies the given requirements of the hospital. Nurse scheduling, however, involves many factors and requirements, manual scheduling requires much time and effort to produce an adequate schedule. Under these backgrounds, the necessity of more efficient management of nursing manpower occupying 1/3 of total hospital workers has been recognized by many nursing administrators. This study was performed to develop a system computerizing nurse staffing and scheduling based on the patient classification. As a preliminary step for the system development, nursing workload in a secondary hospital was measured from Sep. to Oct. 1994. On the grounds of this result, computerization of nurse staffing and scheduling was proceeded with three options. First one is based on the current medical law. Second one is based on the assigned number of nursing staff. And the last is based on the request by patient classification. Computer languages used in this study were MS Visual Basic 3.0 for the staffing and Access 2.0 for the scheduling, respectively. Prospective users may operate this system easily because icons and mouse are used for easier graphic user interface and reducing the need for typing efforts. This system can help nurse administrators manage nursing manpower efficiently and nurses develop quick and easy schedule generation and allow more time for the patient care.

• Quality Improvement in Health Care
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• v.1 no.1
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• pp.96-108
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• 1994

Background: An appropriate use of hospital beds can improve productivity of hospital significantly. The authors' previous study revealed that approximately one third of Korean hospital bed days and one sixth of admissions were inappropriately used, when it was measured by Appropriateness Evaluation Protocol(AEP) and Delay Tool modified into Korean situation by the authors. This study aims to evaluate applicability of the instruments in a new hospital. More specifically the study aims to measure appropriateness of the instruments used by newly trained nurse reviewers at a new hospital setting. Methods: In order to evaluate applicability of these instruments, agreement rates of the scores recorded by newly trained nurse reviewers with by skilled nurse reviewer and also compared with the scores recorded by physician's implicit decision were assessed. Agreement rates were derived from concurrent application of AEP and Delay Tool to 52 admissions and 104 patient days from internal medicine, pediatrics, and general surgery of one university hospital. Overall agreement rate, specific nonacute agreement rate, and kappa statistics were used to indicate level of agreement. Results: Overall agreement rates on appropriateness between newly trained nurse reviewers and skilled nurse reviewer were 100% in admission and 98% in bed days. Overall agreement rates on reason for inappropriateness between newly trained nurse reviewers and skilled nurse reviewer were 96% in admission and 91% in bed days. Overall agreement rates between newly trained nurse reviewers and physician reviewer were 86% in admission and 87% in bed days. Conclusion: Results indicated that AEP and Delay Tool were applicable to a new hospital in detecting inappropriate utilization of beds and reasoning of the inappropriateness. These instruments could contribute to enhance efficiency of hospital use, through continuous monitoring of level of inappropriate hospital use at national or individual hospital level.