• 대한간호학회지
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• 제45권5호
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• pp.742-751
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• 2015

Purpose: The purpose of this study was to examine the current status of home care nursing services provided by community health nurses and to identify barriers to the services. Methods: A cross-sectional survey was conducted with three types of community health care nurses. Participants were 257 nurses, 46 of whom were hospital based home care nurses, 176 were community based visiting nurses, and 35 were long term care insurance based visiting nurses. A structured questionnaire on 7 domains of home care nursing services with a 4-point Likert scale was used to measure activities and barriers to care. Data were analyzed using SPSS WIN 21.0 program. Results: Hospital based home care nurses showed a high level of service performance activity in the domain of clinical laboratory tests, medications and injections, therapeutic nursing, and education. Community based visiting nurses had a high level of service performance in the reference domain. Long term care insurance based visiting nurses showed a high level of performance in the service domains of fundamental nursing and counseling. Conclusion: The results show that although health care service provided by the three types of community health nurse overlapped, the focus of the service is differentiated. Therefore, these results suggest that existing home care services will need to be utilized efficiently in the development of a new nursing care service for patients living in the community after hospital discharge.

• 보건행정학회지
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• 제22권3호
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• pp.347-364
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• 2012

Objective : The purpose of this study was to investigate the effect of preceptors' transformational leadership on job stress and clinical performance among new graduate nurses. Methods : The study subjects were 180 new nurses in three University Hospitals. General characteristics, leadership, job stress and clinical performance were collected using self-reported questionnaires. Transformational leadership consisted of charisma, intellectual stimulation and individual consideration. T-test, ANOVA, pearson correlation and multiple regression analysis were performed to access the effect of leadership on job stress and clinical performance. Results : Of 180 subjects, 94.4% were female. The mean scores of transformational leadership, charisma, intellectual stimulation and individual consideration were $3.9{\pm}.46$, $3.9{\pm}.46$, $3.9{\pm}.57$ and $4.0{\pm}.58$, respectively. In multiple regression analysis, overall transformational leadership(${\beta}$=.154, p=.006) and charisma(${\beta}$=.388, p=.008) significantly increased the job stress. On the other hand, individual consideration significantly decreased the job stress (${\beta}$=-.671, p=.048) and increased the clinical performance(${\beta}$=2.472, p=.024). Conclusions : Charisma of preceptors was associated with the increase of job stress, and individual consideration was associated with the decrease of job stress and improvement of clinical performance. Therefore, the preceptors' leadership focusing on individual consideration rather than charisma may reduce job stress and improve clinical performance in the University hospital organization.

• 한국간호교육학회지
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• 제29권4호
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• pp.395-404
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• 2023

Purpose: The purpose of this study was to identify the factors influencing the nursing practice readiness of newly graduated nurses. Methods: The participants were 120 new nurses with 1 to 12 months of work experience at two tertiary hospitals in Seoul and Gyeonggi Province. The data were collected through an online questionnaire from February 6 to April 30, 2023. The collected data were analyzed using the IBM SPSS 25 program, and the independent t-test, Mann-Whitney U-test, ANOVA, Pearson's correlation coefficient, and a multiple regression analysis were performed. Results: The participants' nursing practice readiness was found to be positively correlated with their confidence in core nursing skill performance, satisfaction with clinical practice, satisfaction concerning simulation education, satisfaction regarding preceptorship, length of preceptorship and length of current unit placement. The regression analysis showed that the significant variables affecting nursing practice readiness were confidence in core nursing skill performance and satisfaction with clinical practice, and the explanatory power of the variables on nursing practice readiness was 36.0%. Conclusion: In order for newly graduated nurses to achieve nursing practice readiness, it is necessary to develop a nursing education program that can improve their confidence in core nursing skills performance and satisfaction with clinical practice in the nursing college curriculum and further research on the factors affecting nursing practice readiness is needed.

• 4차산업연구
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• 제3권2호
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• pp.19-26
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• 2023

Purpose - This study is to suggest a model of field education in the Assistant Nurses curriculum using edutech and to produce competent Assistant Nurses students reflecting the requirements of various medical fields. This model expects to upgrade the quality of the field education and to provide an Assistant Nurses school with standardized field education tools using edutech. Research design, data, and methodology - Throughout the review of the related thesis, most of them were studied on Assistant Nurses' job satisfaction, conflicts with other jobs in hospitals, and Assistant Nurses' job area in nursing hospitals. To study the current field education for Assistant Nurses students in hospitals, it used interviewing the heads of the hospital nursing department and reflecting on their interview results to develop the model of field education. Result - The field education model with edutech is processed with flipped class. Each area in flipped class is designed by applications and webs which is friendly to both teachers and students. Conclusion - This study presents a simple and easy process of field education using edutech. In the next study, it needs to find the precious results of comparison between students educated by the new model in field education in the Assistant Nurses' curriculum or not.

• 한국산학기술학회논문지
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• 제18권4호
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• pp.317-324
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• 2017

본 연구는 신규간호사의 간호근무환경과 현실충격과의 관계에서 사회적 지지 및 자기효능감의 효과를 규명하여 신규간호사가 경험하는 현실충격을 감소시키기 위한 대안을 마련하고자 시행되었다. 연구기간은 2015년 6월 15일부터 2015년 8월 31일까지였으며, 연구대상은 일 지역 소재 3개의 종합병원과 2개의 대학병원에서 근무하는 1년 미만의 신규간호사를 대상으로 편의추출 방식으로 수집하였으며 260명을 표본으로 하였다. 자료는 기술적 통계, 단순회귀분석, 조절 회귀분석으로 분석하였다. 연구결과는 대상자의 간호근무환경은 평균 $3.06{\pm}.313$점, 현실충격은 평균 $2.73{\pm}.401$점, 사회적 지지는 평균 $3.90{\pm}.623$점 그리고 자기효능감은 평균 $3.73{\pm}.519$점이었다. 현실충격에 대해 사회적 지지(F=16.744, p<.001) 및 자기효능감(F=40.616, p<.001)은 직접효과가 있는 것으로 검증되었다. 또한, 간호근무환경과 현실충격과의 관계에서 사회적 지지(F=7.743, p<.001) 및 자기효능감(F=14.676, p<.001)이 현실충격에 대해 조절효과가 있는 것으로 검증되었다. 따라서 신규간호사가 간호근무환경에서 경험하는 현실충격을 감소시켜 줄 것으로 기대되는 사회적 지지 및 자기효능감을 향상시키기 위한 프리셉터 교육의 표준화 및 맞춤형 멘토 프로그램 등의 프로그램 개발과 자기효능감을 높일 수 있는 프로그램 운영을 제언하는 바이다.

• 대한간호학회지
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• 제27권4호
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• pp.880-891
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• 1997

The purpose of this study was (1)to undertake a survey to identify the profile of inactive nurses, who account for 42.2% of the 130,000 RN(Registered Nurses) in Korea, (2)to identify factors related to the inactivation of these nurses, (3)to identify reasons behind the high turnover rate of nurses, and (4)to delineate measures for inactive nurses to participate in professional nursing activities so as to upgrade the quality of the health care delivery system in Korea. For these purposes, this study surveyed existing literature on the turnover of nurses and, used the nominal group technique of action research, to collect ideas from hospital/nurse administrators, inactive nurses, nurses on the job, graduate students in nursing, part-time nurses, patients, and their families to formulate strategies to mobilize inactive nurses. The findings are as follows : Frist, institutional supports should be provided to mobilize inactive nurses. To be more specific : (1) A data-base needs be created at the Korean Nurses Association to link inactive nurses with jobs available. (2) Retraining programs need be established to equip inactive nurses for new jobs. (3) Comprehensive information related to employment needs should be made available. Second, a conducive environment needs to be created to draw in inactive nurses to the job market. To be more specific : (1) A system of part-time work needs to be introduced in hospitals. (2) Nurse-specialists need to be promoted. (3) Potential jobs need to be created. (4) Working environment and terms and conditions for nurses need to be improved. (5) Competent nurses need to be secured in the health care delivery system. To achieve the goals presented above, this paper presented 55 specific strategies that may help mitigate the turnover rate of nurses and, in turn, help make the Korean Nurses Association effective in implementing its policies.

• 융합정보논문지
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• 제10권12호
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• pp.39-48
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• 2020

본 연구는 간호사를 대상으로 병원조직에서 겪은 태움에 관한 경험의 의미와 본질적인 구조를 파악하기 위한 질적 연구이다. 참여자는 해당 병원의 협조를 받아서 직장내 SNS를 통하여 연구에 참여하겠다고 동의한 자를 대상으로 10명을 선정하여 면담을 진행하였다. 수집된 자료는 Colaizzi의 현상학적 방법을 적용해 분석하였다. 연구 결과 간호사의 병원조직 내 태움은 4개의 범주(지독한 첫발 내딛기, 끝날 것 같지 않은 힘듦의 연속, 스스로 버텨봄, 적응을 위한 비상의 날갯짓 하기)와 16개의 주제들로 도출되었다. 결론적으로 태움은 신규간호사 뿐만 아니라 경력을 쌓은 간호사들조차도 여전히 현재진행형이므로 힘든 병원조직에 적응을 하고 있음을 확인할 수 있었다. 따라서 간호사들을 위한 심리적 지원프로그램을 도입한다면 태움 문제를 해결하고, 간호사들이 존중 받는 조직문화를 이루는데 기여할 것이다.

• 간호행정학회지
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• 제15권4호
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• pp.563-570
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• 2009

Purpose: The purpose of this study was to develop specialized mentor program to improve adaptation for new nurses of intensive care unit and to identify the effect of the program on early resignation rate. Methods: The study adopted nonequivalent control group, non synchronized design. Based on the identification of problems and the needs of new nurses, a 6 month specialized mentor program was developed. The program was consisted of three parts; developing knowledge, improving interpersonal relationship and increasing coping competency for emergency situation. Data were collected between July 2006 and 2008 from 37 nurses and the early resignation rate was compared before and after the implementation of the mentoring program. Results: Early resignation rate of the nurses who received the mentor program was significantly lower than that of the nurses who didn't. The resignation rate within 1 year dropped from 44.5% to 8.3%(p=.034). Conclusions: The specialized six month mentoring program was effective in reducing early resignation rate.

• 임상간호연구
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• 제14권1호
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• pp.85-97
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• 2008

Purpose: This study was conducted to develop an organizational instrument on socialization for new graduate nurses in the workplace, and to test its reliability and validity. Method: A methodological design was used to develop the instrument. Data were collected from new clinical nurses in 188 hospitals nationwide in Korea. In the first stage, 159 items were developed through a literature review. In the second stage, seven experts conducted a content validity test and the number of items was reduced to 155. In the third stage, factor analysis was performed to analyze the data collected from 198 nurses in 8 hospitals using the modified instrument. A total of 65 items were included and a five-point Likert scale was used. In the fourth stage, the final evaluation instrument was finalized as comprising 11 factors in 7 domains, using 39 items developed from analysis of the data collected from 1,410 nurses using the 40 items. It was comprised of 11 factors in 7 domains. The SPSS 11.0 windows program was used. Results: Accumulated variation for the 11 factor-39 items nurse organizational instrument on socialization was 67.22%. The results of the reliability test indicated that Cronbach's coefficient for the total 39 items was over 0.97. Conclusion: The instrument developed in this study has a high degree of reliability and validity.

• 대한간호학회지
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• 제42권7호
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• pp.1079-1086
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• 2012

Purpose: The purpose of this study was to develop and evaluate psychometric properties of the instrument, Resuscitation Self-Efficacy Scale for nurses. Methods: This was a methodological study for instrument development and psychometric testing. The initial item pool derived from literature review and experts resulted in 30 items linked to resuscitation self-efficacy. A convenience sample of 509 Korean nurses from eleven academic teaching hospitals participated in a survey to examine psychometric properties of the scale. To examine construct validity, exploratory factor analysis and known-group comparison were used. Cronbach's coefficient alpha was used to determine the scale's internal consistency reliability. Results: The final scale included 17 items with four-component structure termed 'Recognition', 'Debriefing and recording', 'Responding and rescuing', and 'Reporting'. These four factors accounted for 57.5% of the variance. Each subscale and the total scale demonstrated satisfactory internal consistency: .82; .88; .87; .83; and .91 respectively. Experienced nurses reported significantly higher self-efficacy mean scores in both total and subscales compared to new graduate nurses. Conclusion: The Resuscitation Self-Efficacy Scale for nurses yields reliable and valid results in appraising the level of resuscitation self-efficacy for Korean nurses. Further study is needed to test and refine the scale.