• 한국직업건강간호학회지
• /
• 제26권1호
• /
• pp.19-29
• /
• 2017

Purpose: The purpose of this study was to define and clarify the concept of reality shock in new graduated nurses. Methods: The hybrid model was used to develop the concept of reality shock. The model included a field study. The participants were 9 newly graduated nurses with a nursing career spanning less than a year. Results: The reality shock in newly graduated nurses was identified to have three dimensions and seven attributes. Specifically: 1) the dimension of performance included two attributes (conflict between theory and practice, and being overwhelmed by the workload), 2) the dimension of relationship included three attributes (loss of support, embarrassment from interference, and relational withdrawal), 3) the dimension of expectations included two attributes(value confusions and incongruity in personal life). Conclusion: Newly graduated nurses' reality shock was defined as a state of incongruence in their entire life that the new nurses experienced owing to value confusions that occurred due to the conflicts between theory and practice in an unfamiliar work environment, getting overwhelmed by the workload, and withdrawing establishing relationships with others due to the loss of support and excessive interference. These findings could help develop intervention strategies to decrease reality shock in newly graduated nurses.

• 임상간호연구
• /
• 제26권3호
• /
• pp.337-343
• /
• 2020

Purpose: This study is a descriptive study to identify the degree of workplace bullying experience of newly graduated nurses and the difference in coping and adaptation processing, organizational socialization in relation to workplace bullying experience. Methods: The Study participants were newly graduated nurses with 3 months to 1-year clinical experience (N=186) and conveniently sampled from a small to medium-sized hospital located in G Metropolitan City. Data were collected in July 2018, using structured questionnaires. Results: Half of the participants (50.0%) reported workplace bullying experience. Most bulling experiences were person or work related. Newly graduated nurses who experienced bullying in the workplace demonstrated significantly lower coping and adaptation process (t=3.34, p=.001) and organizational socialization (t=7.46, p=<.001) than nurses who did not experience bullying in the workplace. Conclusion: Orientation programs for newly graduated nurses need to include contents that can improve the coping and adaptation process. Nursing managers at small and medium-sized general hospitals should actively support the mentor-mentee program to promote the organizational socialization of newly graduated nurses.

• 임상간호연구
• /
• 제17권3호
• /
• pp.297-306
• /
• 2011

Purpose: This study was to identify the effects of a manual booklet as an aid to clinical performance in newly graduated nurses. Methods: The research design was a nonequivalent control group pretest-posttest design. The study was performed from June 14 to September 17, 2010 with an experimental group (n=23) and a control group (n=22) using a questionnaire with 45 new nurses who graduated from nursing colleges in 2010, and had less than 12 months work experience at a general hospital in B city. A pocketable nursing-work manual booklet was provided for the experimental group nurses so that they could use it as a reference in the work place. Results: Scores on performance of nursing work showed a significant difference between the experimental group and control group (t=-5.257, p=.001). Conclusion: Results of the present study indicate that a manual booklet of nursing work is very helpful in improving the clinical performance of new nurses. New nurses, who have some knowledge of nursing learned at school but have less clinical experience, can be helped effectively with a practical manual booklet for improving their work performance.

• 근관절건강학회지
• /
• 제31권1호
• /
• pp.12-21
• /
• 2024

Purpose: The purpose of this study is to identify the effects of preceptor's empathy, grit, and nursing environment recognized by newly graduated nurses on the organizational socialization. Methods: In this study, from June 22 to August 21, 2022, a convenience sample was perfored for new nurses working at general hospital in four cities. Analysis of the collected data was using the SPSS/WIN 26.0 software. The data was analyzed using independent t-test, one-way ANOVA, Scheffé test, Pearson's correlation coefficients, and hierarchical regression analysis. Results: The factors influencing the organizational socialization of new nurses were the type of work (β=.26, p<.001) and nursing work environment (β=.21, p=.037), in the order of these variables. These factors wew found to account for 16% of variance in the organizational socialization of new nurses (F=4.59, p<.002). Conclusion: To increase the organizational socialization of new nurses, medical institutions must make efforts to improve the nursing work environment.

• 한국산학기술학회논문지
• /
• 제21권5호
• /
• pp.312-319
• /
• 2020

본 연구는 신규간호사의 이직 의도에 미치는 영향요인을 확인하여 신규간호사의 인적자원의 유지관리 프로그램 개발의 기초자료를 활용하기 위해 시도되었다. 연구대상은 D시 종합병원에서 근무하는 신규간호사로 2016년 5월부터 2018년 4월까지 설문 조사를 통해 자료수집을 하였다. 연구목적에 자발적으로 동의한 232명의 설문지를 최종분석하였다. 수집된 자료는 IBM SPSS 21.0 프로그램을 이용하여 분석하였으며 기술통계, t-test, ANOVA, Scehffe test, Pearson's correlation coefficient, 다중 회귀분석을 실시하였다. 신규간호사의 일반적 특성 중 업무량이 선도적 행위, 조직몰입, 사회적 지지, 이직 의도에서 유의한 차이가 있었다. 신규간호사의 조직몰입, 상사의 지지, 동료의 지지와 이직 의도가 음의 상관관계가 있었다. 신규간호사의 이직 의도에 영향을 미치는 요인은 조직몰입과 업무량으로 나타났고 이직 의도에 대한 설명력은 36.1%였다. 조직몰입이 높을수록 업무량이 적절할수록 이직 의도가 낮다는 것을 확인할 수 있었다. 따라서 신규간호사의 이직률을 감소시키기 위해서 업무분석을 통해 적절한 업무 배정이 필요하며 병원의 정책 수립 및 추진 시 신규간호사의 참여도를 높일 수 있는 다양한 중재 전략과 선도적 행위를 높일 수 있는 프로그램이 개발하는 것이 필요하다.

• 대한간호학회지
• /
• 제42권7호
• /
• pp.1019-1026
• /
• 2012

Purpose: To examine geographical imbalances by analyzing new graduate nurses' migration patterns among regions where they grew up, attended nursing school, and had their first employment and to identify factors related to working in non-metropolitan areas. Methods: The sample consisted of 507 new graduates working in hospitals as full-time registered nurses in South Korea. Migration patterns were categorized into 5 patterns based on sequential transitions of "geographic origin-nursing school-hospital." Multiple logistic regression analysis was conducted to identify factors associated with working in non-metropolitan hospitals. Results: Nurses who grew up, graduated, and worked in the same region accounted for the greatest proportion (54%). Sixty-five percent had their first employment in the region where they graduated. Nurses tended to move from poor to rich regions and from non-metropolitan to metropolitan areas. Working in non-metropolitan hospitals was related to older age, the father having completed less than 4 years of college education, non-metropolitan origin, non-capital city school graduation, and a diploma (vs. baccalaureate) degree. Conclusion: Admitting students with rural backgrounds, increasing rural nursing school admission capacities, and providing service-requiring scholarships, particularly for students from low-income families, are recommended to address geographical imbalances.

• 임상간호연구
• /
• 제26권3호
• /
• pp.327-336
• /
• 2020

Purpose: The purpose of this study was to describe changes in positive psychological capital, organizational commitment and burnout according to work periods for new nurses. Methods: A longitudinal study was done using surveys of 91 nurses from a tertiary hospital located in Seoul, South Korea. Data were collected from these newly graduated nurses during the period from July 2018 to September 2019, three times (2 months, 4 months and 6 months after starting to work). Results: Hope of positive psychological capital decreased after 6 months of work (F=7.11, p=.001) and organizational commitment decreased after 4 months of work (F=15.30, p<.001). Factors influencing participants' burnout included the optimism of positive psychological capital and continuance of organizational commitment. These factors explained 51.3% of the variance in burnout (F=48.47, p<.001). Conclusion: Organizational support for new nurses is urgently needed. It is necessary to develop programs to strengthen the positive psychological capital of newly graduated nurses to reduce their burnout and to help their job adaptation.

• 한국산학기술학회논문지
• /
• 제17권11호
• /
• pp.376-385
• /
• 2016

본 연구는 신규간호사의 현실충격의 개념을 정립하고 정의하기 위해 시행되었다. 연구 분석 방법은 Schwartz-Barcott와 Kim의 혼종모형(Hybrid model)을 이용하였으며, 자료 수집은 S시와 G시에서 일하고 있는 6명의 신규간호사와 현실충격과 관련된 문헌으로부터 수집하였다. 본 연구 결과, 신규간호사의 현실충격은 3개의 영역과 9개의 속성으로 도출되었다. 3개의 영역은 인지적 영역, 정서적 영역, 상황적 영역으로 도출되었다. 인지적 영역은 현실충격을 일으키는 요인을 인지하는 것이며, 정서적 영역은 현실충격을 일으키는 상황을 직면한 후 나타나는 부정적인 정서 반응이며, 상황적 영역은 현실충격을 일으키는 상황을 말한다. 즉, 신규간호사의 현실충격 정의는 신규간호사는 (i) 학교에서 배운 것과 실무와의 차이, (ii) 이상과 현실의 가치 차이를 인지하고 (iii) 선임 간호사들의 전문성 부족, (iv) 간호사로서 존중받지 못하는 현실, (v) 생각했던 것보다 역할가중을 경험하게 되면서 무력감, 관계의 어려움, 혼란, 압박감과 같은 부정적인 정서를 갖게 되는 것을 말한다. 결과적으로 본 연구는 신규간호사의 현실충격의 개념을 정립함으로 인해 신규간호사의 현실충격을 경감할 수 있는 전략에 실제적인 밑거름이 될 수 있는 자료를 제공했다는데 의의가 있다.

• 기본간호학회지
• /
• 제18권2호
• /
• pp.201-209
• /
• 2011

Purpose: The purpose of this study was to evaluate the learning experience, knowledge, and performance of cardiopulmonary resuscitation (CPR) in newly graduated nurses, and to identify differences related to learning experience. Methods: The participants were 114 new nurses in the hospital. They were asked to complete a questionnaire, which included CPR learning experience. They were evaluated by a written test and a skill test using a manikin and check list. Results: All participants attended CPR lectures and underwent practice while in university. Only 12.28% of participants were taught by a certified Basic Life Support (BLS) instructor. The mean scores of the written and skill tests were $79.82{\pm}12.69$ and $64.41{\pm}11.71$, respectively. The nurses lacked CPR knowledge related to checking breathing, the frequency of 30 chest compressions, compression rate, and automated external defibrillator use. They also lacked skill in performing CPR related to checking breathing and pulse and giving 2 breaths. CPR performance differed according to learning time (p=.047) and BLS educator (p=.029). Conclusion: The findings of this study reveal that CPR performance by newly graduated nurses is poor and suggest that CPR education by trained instructors, practice-based education, and reeducation programs must be provided to newly graduated nurses in the hospital.

• 한국콘텐츠학회논문지
• /
• 제21권10호
• /
• pp.656-667
• /
• 2021

본 연구의 목적은 신규간호사의 극복력에 대한 경험을 확인하고 그 의미를 심층적으로 이해하기 위함이다. 연구대상자는 상급종합병원에 근무하는 12개월 미만의 신규간호사 9명이었으며, 반구조화된 심층 인터뷰 자료를 이용한 현상학적 연구방법을 적용한 질적연구이다. 자료분석은 Colaizzi의 방법에 근거하여 이루어졌다. 신규간호사의 극복력 경험을 분석한 결과 의미 있는 진술은 총 86개이었으며, 이로부터 13개의 주제가 도출되었으며, 4개의 주제모음으로 통합되었다. 도출된 4개의 주제모음은 '부족함을 인정하고 자기개발하기', '참고견뎌보기', '주변인들의 지지', '환기하고 승화하기' 이었다. 이에 신규간호사의 극복력을 이해하고 강화하여 간호전문성을 향상시키고 업무스트레스를 감소시켜 신규간호사의 이직률을 줄이는데 기초자료로 활용될 것이다.