• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.8
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• pp.482-491
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• 2018

This study was conducted to identify the conceptual definition and attributes of nurses' Tae-um based on the conceptual analysis method of Walker and Avant. The attributes of nurses' Tae-um were derived from the organizational culture, inexperienced new nurses that are victims, senior nurses that are perpetrators, alteration of teaching, verbal and physical violence experiences, and psychological and physical symptoms. The antecedents were due to excessive work, high work intensity, job stress, lack of workforce, poor working environment, lack of job ability of new nurses, organizational hierarchy, and power imbalance. Moreover, the consequences were physical and psychological symptoms, decreased efficiency, increased distrust, increased turnover intention, and decreased quality of patient care. Improvements of working conditions and social supports for expanding nursing staff and building a culture in which communication and mutual cooperation are used to solve the antecedents of Tae-um among nurses is necessary. This study suggests the need for more qualitative research on Tae-um in nurses, the development of tools that reflect the attributes of Tae-um in nurses, and the development of a program to improve the culture of Tae-um in nurses. This study is significant in that it provides a rationale for development of an adaptation program for new nurses by suggesting the antecedents of Tae-um and solutions for it.

• Women's Health Nursing
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• v.1 no.1
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• pp.97-118
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• 1995

The purpose of this study was to compare the nurses' perceptions with the women's about the women's needs in premature labor and to find out how to accomplish effective nursing intervention for the women to cope with their crises in premature labor. The objects of this study consisted of 33 hospitalized mothers in post partum because of premature labor, who were delivered of new born, in four university hospitals, a general hospital and a lower general hospital which has a neonatal intensive care unit in Seoul during 17 days(Oct. 4, 1994 to Oct. 20, 1994) and 32 nurses who have worked at delivery rooms in the hospitals above for 6 months or more, accomplishing nursing intervention. The results of this investigation were as follows : 1) General characteristics of women : Their mean age was 29.4 years(SD 4.37) and the mean of their gestational periods 3 days over 34 weeks(SD 2.48). Most of them were the married(93.9%) and held high school degree or more(93.9%). And some of them were the deligious(68.7%), multiparae(59.4%) and had their jobs(21.2%). The also had hospitalized experience due to premature labor(51.5%), experienced in premature delivery(33.3%), the prental care(78.6%), cesearean section(63.6%), and pregnancies less than twice(62.5%). The most mothers were included in 34 weeks and a day to 37 weeks(60.6%). It was also confirmed that most of the sustaining presences in labor were their husbands(81.2%). 2) General characteristics of nurses : Their mean age was 27.6 years(SD 4.50), and their carrier with the service on the average 6 months over 3 years long(SD 3.63). Numbers of them were staff nurses(84.4%), maiden ladies(71.9%), graduated from junior colleges of nursing(71.9%), and had no experiences in delivery(78.1%).Besides, none of them had experiences in premature labor. 3) The whole mean of needs perceived by pregnant women was identified as 3.086 points and the degree of their perception was given much weight in order of interdependence need(3.14), self concept need(3.11), physical physiologic need(3.09), and role function need(2.74). So it was proved that they regarded interdependence need as being the most important need in crises caused premature labor. 4) The whole mean of needs felt by the nurses was 3.092 points and the degree of their feelings was given much weigh in order of physical physiologic need(3.22), self concept need(3.15), interdependence need(3.06) and role function need(2.75). So it was ascertained that they felt physical physiologic need the most important, differing from the women in it. 5) There were few differences on the degrees of the perceptions that the nurses and the women showed on each of the four parts. 6) On each part of the questionnaires, it was examined that the women felt the need for the fetus to be the most important generally while the nurses perceived the need with the women to be more important than that. 7) The primiparae(40.6%) felt role function need be more important than multiparae(59.4%) (p<0.05), and the women from universities and above(39.4%) perceived self concept need to be more important than those holding the high school degrees and below(60.6%). (p<0.05) 8) The nurses having experience in delivery(21.9%) perceived interdependence need and role function need to be more important than important than those having no experiences(78.1%). (p<0.05) So far most of the nurses have concentrated their efforts on nursing for safety for the women in premature labor hospitalized in delivery rooms. But the women are not satisfied with just it because of having perceived the need for the fetus more important above all. In nursing for the future, therefore, every nurse caring for the women should offer them all the informations that they will want for their fetuses to adapt them to the crises effectively, understanding such their needs and making most of honest and simple terms for them, I insist. Through this study, I'm sure that inquiring into the need of women in premature labor minetely will show the way of more effective nursing interventions in clinic. And I suggest that the various kinds of studies about the more objects be done for the generalization of the results of this study in the future.

• Journal of Korean Academy of Nursing
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• v.29 no.4
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• pp.963-976
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• 1999

This study was undertaken to investigate the general characteristics of students, which include the degree of satisfaction, motives of admission, the recognition of advantages and disadvantages, opinion of students on self-directed learning, and planning and anticipatory effects after graduation. Data was collected through a questionnaire survey over a period of four months, from May 1997 to August 1997. The subjects used for this study consisted of 322 RN students sampled from six RN-to-BSN programs in Korea using the census sampling method. Statistical methods employed for this study included discriptive statistics, M ANOVA, and F-test. The results of the study are as follows 1. The RN students' motives of admission to RN-to-BSN programs were ‘for personal advancement’, ‘to earn a BSN degree’, and ‘for professional development’ in this order. 2. The RN students' responses to the advantages of RN-to-BSN programs were ‘acquisition of new knowledge and a BSN degree’ and ‘to gain professional thinking and a broader view’, while as the disadvantages of RN-to-BSN programs were ‘geographical isolation of institutions’, ‘limitation of information’, and ‘underdeveloped school environments’ in this order. 3. The survey based on opinions toward self-directed learning showed that there was a need of detailed guidelines for self-directed learning. Most agreed that it was a very effective learning method for a RN student, and the self-directed learning method Increases motives for learning. 4. The students' anticipatory effect after graduation were ‘self-achievement’, ‘development of professional skills’, and ‘admission to post-graduate school or programs to study abroad’. 5. The students were very satisfied with the quality of faculty members, and satisfied with the quality of lectures and teaching. However, students were unsatisfied with rented lecture rooms, and very unsatisfied with self-directed learning methods. 6. School nurses showed higher statistical significances in the need for teaching material and anticipatory effect after graduation than other RN students working in hospitals and public health agencies. Also, school nurses, public health nurses, and industry nurses showed higher statistical significances in motives of admission than RN students working in hospitals. Further more, staff nurses, school nurses, and industry nurses showed higher levels of satisfaction toward a RN-to-BSN programs than nurses in higher positions, such as administrators or directors of nursing. 7 City residents were more satisfied with RN-to-BSN programs than rural residents. Otherwise, the rural residents had higher motives for admission, a bigger need for teaching materials, and recognition of the disadvantages of RN-to-BSN programs than city residents. Finally, RN students who earned below a monthly income of ￦1,000,000 showed higher motivation for admission than those who earned more than ￦1,000,000.

• Korea Journal of Hospital Management
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• v.6 no.1
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• pp.18-40
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• 2001

This study purports to investigate the readiness of the university hospital employees in the knowledge-based management. Data were collected from 550 employees including administrative, nursing, and technical staff of 9 university hospitals located in Seoul and Kyunggi Province through the self-administered questionnaires. The response rate was 79% and 425 questionnaires were used as final data and analyzed using 2 test, t-test, and ANOVA. The main findings of the study are as follows. 1) It seems that most employees of the study hospitals have basic knowledge on the concept of knowledge-based management. This finding implies that the implementation of the knowledge-based management in Korean university hospitals will not likely to face strong resistance from their employees. 2) The results show that Korean hospital employees are still not so accustomed to using e-mail as the main communication tool. This finding suggests that it is necessary to use various communication tools which include electronic data interchange, teleconference, and cyber chatting for facilitating the knowledge-based management in Korean university hospitals. 3) It is desirable to appoint a chief knowledge officer(CKO) for operating knowledge-based management system effectively. 4) A reward system for employees who show a distinguished performance in the creation and sharing of new knowledge should be established. Knowledge mileage system, selection of the best knowledge employee and team will be a good example of the effective reward system. 5) The participation and support from the chief executive officers (CEO) of the hospitals is an important factor for successful knowledge-based management. Furthermore, to make physicians actively participate in the knowledge-based management is another important factor for obtaining valuable outputs from the system. 6) It is found that the knowledge and skills of the hospitals employees on the information technology (IT) are not sufficient for making knowledge-based management more popular. This implies that it is very important to select IT-oriented employees and educate them continuously on the knowledge-based management.

• Health Policy and Management
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• v.8 no.1
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• pp.232-265
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• 1998

Taiwan has experienced rapid economic growth during the past two decades. As a result, the demand for health care in Taiwan has increased rapidly. To meet the rising demand, Taiwan implemented a National Health Insurance (NHI) program on March 1, 1995. This program now covers more than 96 percent of Taiwan's citizens. Implementation of the NHI in 1995 represents fulfillment of a primary social and health policy goals of Taiwan. The goals of the NHI program is to eliminate financial barriers of health care for the citizens, to improve the quality of care. To achieve these goals, the NHI was designed on the following principles: 1. All Taiwan citizens are compul내교 joined the NHI program by law; 2. The NHI program provides comprehensive services; 3. The NHI is run by one single govt' subsidy; 5. The NHI adopt fee-for-services scheme to pay medical expenses and copayment to avoid abouse of medical services. However, the scheme did not bring in the efficient use of health care C. National Health Council, 1986 NARC, Aging in Japan, International Publication Series 1991;2 Kahana EF. Kiyak HA. Attitude and behavior of staff in facilities for the aged, 1984 Naoki I, John CC. Health polic report japan's medical care system, New England Joumal of Medicine 1995; 333(19) National Economic Research Associates, The Health CAre System in Japan, NERA, 1993. National Federation of health Insurance Societies (KEMPOREM), Health Insurance and Health Insurance Societies in Japan, 1995. Owe Ahlund, Aging and housing in sweden, Paper presented at the International Symposium, Long term Care Facility, 1993. Statisitics Jahrbuch, Statistisches Bundesamt, 1992. Stein S. Linn, MIW. and Stein EM. Patient's anticipation of stress in nursing home care, 1985. U. S. Senate Special Committee on Aging, A Report of the special Committee on Aging, Washing D. C, 1992. U.S. Bureau of the Census, 1994.

• Health Policy and Management
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• v.10 no.3
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• pp.19-49
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• 2000

This study was conducted to help staff members of health centers manage personnel by examining the staff members' recognition level of organization structure of health centers, their motivation, their job satisfaction level and its related factors. Data were collected from 471 staff members of 14 health centers from March 3, 1999 to April 30, 1999. The results of this study are summarized as follows. In recognition levels of organization structure of health centers, the recognition level of necessity of discretion right was highest(3.55 points on the base of 5 points), while the recognition level of the location of decision making right was lowest(2.77 points). The general recognition of organization structure of health centers was 3.06 points, the suitability of division of duties was 3.05 points, and the optimum of manpower and budget was 2.93 points. The staff members' general recognition level of the organization structure appeared significantly higher in case of the groups of small and medium sized cities, above fifties, below high school graduate, above the sixth grade, public service experience of above 20 years, service period of below 2 years at present post, and average monthly salary of one million, eight hundred and ten thousand won. In the recognition level of the location of decision making right, the groups of big cities, male, the married, above the sixth grade, health and administration posts, average monthly salary of one million, three hundred and ten thousand won to one million, and eight hundred thousand won were significantly higher than the other groups. The recognition level of necessity of discretion right was higher in case of the groups of the twenties, the unmarried, above college graduate, nursing post, public service experience of below 5 years, service period of below 2 years at present post, and average monthly salary of below eight hundred thousand won. In the recognition level of suitability of division of duties, the groups of small and medium sized cities, the married, medical technicians, public service experience of above 20 years, and service period of below 4 years at present post were significantly higher than the other groups. In the staff members' recognition levels of organization management, the recognition level of opinion response when making decision was highest(2.92 points). The recognition level of rationality of the target amount establishment method was 2.88 points and the recognition level of personnel management was 2.63 points. The recognition level of personnel management was significantly higher in case of the groups of small and medium sized cities, the forties, above the sixth grade, medical technicians, public service experience of above 20 years, service period of below 2 years at present post, and average monthly salary of above one million, eight hundred and ten thousand won. In the recognition level of opinion response when making decision, the groups of small and medium sized cities, female, the eighth grade, health and administration posts, and service period of below 2 years at present post were higher than the other groups. The recognition level of rationality of the target amount establishment method was significantly higher in case of the groups of above fifties, below high school graduate, above the sixth grade, medical service post, and public service experience of 15 to 20 years. The factors significantly influencing sanitation were sex, education level, the period of public service experience, general recognition of organization structure, recognition of necessity of discretion right, recognition of suitability of division of duties, and recognition of opinion response when making decision. The factors which significantly influenced motivation were marital status, grade, recognition of the location of decision making right, recognition of necessity of discretion right, recognition of division of duties, recognition of opinion response when making decision, and sanitation. Sex, education level, recognition of suitability of division of duties, recognition of the target amount establishment method, and motivation influenced job satisfaction significantly. The factors significantly influencing organization culture were age, the period of public service experience, service period at present post, recognition of optimum of manpower and budget, recognition of suitability of division of duties, recognition of opinion response when making decision, and recognition of rationality of the target amount establishment method. In the coming days, the staff members' job satisfaction level must be increased through motivation and efficient conduct of duty must be accomplished through rational organization structure and management. Moreover, change of the staff members' consciousness and administrative system which are suitable for local autonomy system have to be established with increase of local residents' consciousness level and education level. Forming organization culture by reformative idea which fits the new era, public health service by the Community Health Act and health education service by the Health Promotion Act must be carried out efficiently. In doing so, financial support of central government and active efforts and concerns of local governments have to be devoted in order to get public health service in which peculiarity of the community is considered to be pursued well.

• Journal of the Korea Convergence Society
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• v.11 no.5
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• pp.353-361
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• 2020

Objectives: This study was attempted to confirm the convergence education effect of donning and doffing Personal Protective Equipment(PPE) for Non-medical Personnel. Method: Three training sessions in 2018 were conducted for 28 dedicated staff who met Level D personal protective equipment. After the training, the scores of PPE donning and doffing were collected. Friedman and Wilcoxon's Signed-Ranks Tests were performed. Results: As the number of training increased, the score of doffing PPE increased significantly. And the differences by frequency, the score of the donning PPE was significantly increased in the 3rd rather than the 1st. However, the score of doff was increased in the first to third cases, but it was not significant. Conclusion: The results of this study found that the effect of doffing PPE education was relatively lower than that of donning practice. so the increase in the number of training sessions or the periodic training is important.

• Journal of Yeungnam Medical Science
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• v.16 no.2
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• pp.193-199
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• 1999

Background: Measurement of body temperature is an important parameter in patient management in many clinical conditions. Failure to reach minimal acceptable body temperature standards has been associated with physiological derangements and has necessitated the application of additional therapy. The authors developed a new, simple, accurate thermometry system, which could be used to undertake precise temperature measurement for various clinical conditions. Materials and Methods: A new thermometry system using a specially designed temperature detecting and display system was developed. This system contains a temperature detecting sensor(LM 35CZ), which enables multiple serial checking of heat, data collection and processing computer, and 3-dimensional display system. It provides real time volumetric visualization of temperature distribution of a defined volume and stores and prints the data. Results: With this system, temperature can be measured at multiple interesting sites simultaneously, demonstrated as a 3-dimensional temperature distribution and stored. In well-controlled, systematic experiments a significant correlation has been observed between standard temperature and temperature using this system at various measuring points. Conclusion: This thermometry system is a real-time measurement system, which can demonstrate 3-dimensional heat distribution in experimental phantom and human body and can be used for diagnosing abnormal clinical conditions. In addition, this system reduces the nursing staff work load, providing them more time for long term care to patients.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.1
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• pp.517-526
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• 2018

The purpose of this study is to provide convenience to the senior center staff and policy makers through a research of "Life satisfaction" in the senior centers with a systematic review and meta-analysis of the considerations of the elderly, published in foreign journals for the past 10 years. We searched published studies in the Medline Complete, Pub-med central and Scopus databases from January 2007 to November 2017. The main key words used "Elderly AND(And OR aged) AND Personal Satisfaction/ or life satisfaction" and out of 595 searched articles a total of 6 studies were selected. After qualitative analysis of the contents of the study, meta - analyzes were conducted for factors with more than three quantitative values. The factors affecting life satisfaction of the elderly were physical health (pooled effect size 0.582, p = .000), mental health (pooled effect size 0.423, p = .000), economic problems (r = .51, p =. 001), social activities, and daily living. It is expected that this study which provides an understanding of life satisfaction of the elderly would contribute to provide general information for developing social consensus on the employment in the super aging society should help improve the quality of welfare facilities for senior citizens in the future.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.10
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• pp.6158-6167
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• 2014

The aim of this study was to perform comparative analysis of the duties of 7 new roles of HIMs in Malaysian and Korean hospitals of a similar scale. A Malaysian general hospital with a scale of 272 hospital beds was chosen. The researcher visited a Malaysian hospital in person and interviewed the staff in charge over a 2 week period from July 22nd 2013 to August 2nd 2013. For domestic hospitals, 13 general hospitals with 270 hospital beds, similar to the Malaysian general hospital, were chosen. Phone interviews with the department recorded the duty recording work. Regarding 7 new roles of Health Information Manager (HIM), although the role as a Health information manager and Security Officer in Malaysian general hospital was not defined, 30.8% performed their role in Korean general hospitals. The classification of disease & procedure within the role of Clinical data specialist was performed by both countries, and while the tumor registry was done in a Malaysian general hospital, only 15.4% of Korean general hospitals were operating. The statistics of the discharged patients were not measured in the Malaysian general hospital but 76.9% of Korean general hospitals recorded these statistics. Although 22.1% of Korean general hospitals operated registration work of special disease, Malaysian general hospital not only had a total legal contagious disease registration, but also took charge of information registration of hospital births and deceased ones. Other than these, the Patient Information Coordinator, Data Quality Manager, Document and Repository Manager, Research and Decision Support Analyst roles were not done by either country. The new role of HIM is operated in a low percentage in Korean middle and small hospitals. Therefore, to clearly establish the role of HIM in Korea, and have middle and small hospitals to operate such a role, it is essential for the related association to give continuous education and provide support to clarify the role within the hospital working environment. It is desirable to benchmark Malaysian general hospital's registration work on special diseases and others, and expand the work to improve overall.