• Journal of Home Health Care Nursing
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• v.22 no.1
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• pp.59-68
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• 2015

Purpose: The purpose of this study was to analyze nursing research using data envelopment analysis and suggest directions for future research. Methods: We established -criteria literature search. e reviewed 45 from RISS, KISS, National assembly library and NDSL DB. Data were collected on December 17, 2013. developed analytic framework of literature reviews using Yun's study. This framework had 8 items related to approach of data envelopment analysis. Results: literature established -criteria. Average numbers of input and output variables were 2.4 and 4.2, respectively. All selected research conducted efficiency analysis, analysis, and inefficiency analysis. However only 3 research. Conclusion: he results of studysuggest that data envelopment are needed to enhance efficiencies of nursing organization as follows individual nurse's profiling to develop customized performance management plans; patient centered nursing interventions; and financial performance financial reports.

• Journal of the Korea Society of Computer and Information
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• v.23 no.10
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• pp.157-164
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• 2018

The purpose of this study was to investigate the effect of empowerment in nurses through a systematic literature review and meta-analysis. 23 studies were collected through a systematic process of using several databases such as NDSL, DBPIA, and KISS. Keywords included 'nurse', 'empowerment', and 'correlation' and the reviewed articles were published from 2002 to 2017. In order to estimate the effect size of correlation between empowerment, 3 variables (job satisfaction, organizational commitment, and nursing performance) were considered. Using the R program, meta-analysis was calculated by using random effects model, and effect sizes on three types were estimated. As the result, it was found, first, the effect size of correlation between job satisfaction and empowerment is .50. Second, the effect size of correlation between organizational commitment and empowerment is .45. Third, for the nursing performance and empowerment relationship, the effect of correlation is 0.50. Also, Egger's regression test, fail-safe N, trim-and-fill test, and funnel plot were showed to evaluate the results. These results highlights the need for appropriate policies of the relationship between empowerment and job satisfaction, organizational commitment and nursing performance in nurses.

• Journal of Korean Public Health Nursing
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• v.32 no.3
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• pp.424-437
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• 2018

Purpose: This study was to conducted to search for factors influencing the confidence of core fundamental nursing skill performance (CC) based on comparative analysis, of the relationship between problem solving ability (PS), self-directed learning ability (SL) and CC of nursing students. Methods: This study was conducted based on questionnaires (208) given to senior nursing students. Data were analyzed by the t-test, ANNOVA and Scheffe's test. Moreover, Pearson's correlation coefficient and hierarchical regression were conducted to determine the relationship between items. Results: Proving Solving ability differed significantly in SC. In addition, satisfaction with core fundamental nursing skills (SL) differed significantly by gender, academic performance of last semester, support for nursing, and SC. Moreover, PS was found to have a normal relationship with SL and CC, and SL was found to have a normal relationship with CC. Conclusion: Education strategy should include methods of increasing the PS of student to improve CC in nursing education. Moreover, SL education should be used to increase nursing tasks and effective adaptation to their circumstances as a clinical nurse after graduation.

• Journal of the Health Care and Life Science
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• v.8 no.2
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• pp.143-154
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• 2020

The aim of this study was to identify the performance and requirements of the visiting nursing care using Omaha system in public health center. The highest performance were 'personal hygiene', 'pain', 'medication regimen', 'nutrition', 'physical activity', 'sanitation', 'sleep and rest patterns', 'oral hygiene', 'mental health' in order. The lowest performance were 'sexuality', 'postpartum', 'income', 'family planning', 'pregnancy', 'spirituality', 'abuse', 'reproductive function', 'neglect' in order. Problems such as 'postpartum', 'pregnancy' and 'family planning' need to strengthen the role of visiting nurses according to the region. this result will be the basis for visitung nursing care.

• Korea Journal of Hospital Management
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• v.24 no.4
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• pp.57-69
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• 2019

Purpose: This study aimed to analyze the job performance efficiency of nurses in the Neonatal Intensive Care Unit (NICU) by using the Data Envelopment Analysis (DEA). Additionally, the study aimed to provide a detailed method to improve the currently inefficient way in which nurses perform their jobs by differentiating the reference group of more efficient nurses, and to compare the characteristics of the more efficient group of nurses to those of the less efficient group of nurses. Methodology: This study evaluated the relative job performance efficiency of nurses by applying DEA to 43 nurses in the NICU. The input variables for the efficiency analysis were working career (years), time spent in direct nursing care (hours), overtime (hours), and job-related training (hours); the output variables were the job performance scores of professional practice, research, leadership, and education. Data were analyzed using SPSS IBM 23.0 and Open Source DEA (OSDEA). Findings: The relative job performance efficiency of the 43 nurses was 0.933, and 20 nurses were evaluated as more efficient. In addition, the study confirmed the possibility of improving the overall job performance efficiency by improving leadership, while controlling the current input variables. Lastly, the more efficient nurses had significantly higher job performance scores for research (t=2.028, p=0.049), leadership (t=2.036, p=0.048), and education (t=2995, p=0.005) than those who were less efficient. Practical Implications: It is suggested that job performance be evaluated using DEA to improve the overall job performance efficiency of NICU nurses. The analysis results from DEA for nurses becomes evidence in support of establishing individualized goals for each nurse, thus resulting in a foundation for systematic human resource management of nurses, and ultimately contributing to increase in the job performance efficiency of nurses.

• Journal of Digital Convergence
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• v.18 no.3
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• pp.275-285
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• 2020

The aims of this study was to examine the effect on the hand disinfection performance, the performance rate, and the satisfaction with the use of the belt-type hand sanitizers in clinical nurses. The study is a one group pre-post test quasi-experimental design. Effectiveness of using the belt-type hand sanitizers was measured with a self-reporting questionnaire. As a result, the performance of hand disinfection and the performance rate were significantly higher after using the belt-type hand sanitizers, and also, the satisfaction with the use of the belt-type hand sanitizers was significantly high. The belt-type hand sanitizer is effective method to improve both hand disinfection performance and its performance rate. Therefore, if the belt-type hand sanitizer is used in clinical practice, it may contribute to the improving the hand disinfection performance and its performance rate.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.20 no.3
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• pp.278-288
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• 2013

Purpose: The purpose of this study was to investigate the influence of communication competence and burnout on nursing performance in intensive care units (ICU). Method: The participants were 209 nurses from four university hospitals. Measurements included a socio-demographic and job related survey, communication competence inventory, the Maslach burnout inventory and a nursing performance scale. Data were collected from February 6 to 24, 2012, with a self-report questionnaire. The statistical analyses were performed with SPSS 18.0 software. Results: The mean scores for communication competence, burnout and nursing performance were 50.49, 84.72, and 62.18, respectively. Communication competence (r=.44, p<.001) and burn out (r=-.32, p<.001) were significantly correlated with nursing performance. In the multiple linear regression, factors influencing nursing performance were communication competence, age and burnout. These variables explained about 46% of the total variance of nursing performance. Communication competence (${\beta}$=.34, p<.001) was the most influential factor. Conclusion: Nurses' poor communication skills and burnout can influence the occurrences of medical errors in ICU nursing performance. The results suggest that good communication and burnout resolution skills programs should be implemented to improve nursing performance efficiency.

• The Journal of Korean Academic Society of Nursing Education
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• v.17 no.1
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• pp.80-89
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• 2011

Purpose: The purpose of this study was to discover the effect of emotional intelligence on organizational performance in clinical nurses regarding anger expression, job satisfaction, job commitment, and turnover intention. Methods: Data were collected by self-administered questionnaires from 162 clinical nurses in three university hospitals in 2008, and analyzed by the SPSS 14.0 Window program, using descriptive statistics, pearson correlation, and stepwise multiple regression. Results: Emotional intelligence showed a statistically significant association with each of anger expression-in, anger expression-control, job satisfaction, job commitment, turnover intention, and organizational performance. The multiple regression analysis also showed that organizational performance was statistically significant with job satisfaction, job commitment, and emotional intelligence respectively. 38.0% of the variation of organizational performance was explained by these variables. Conclusion: Emotional intelligence significantly affected organizational performance together with job satisfaction and job commitment. From this result, it could be concluded that nursing interventions for emotional intelligence have a positive effect on improving organizational performance. Further studies are needed to develop nursing intervention programs for emotional intelligence and test its effects on organizational performance.

• Journal of Digital Convergence
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• v.17 no.7
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• pp.139-146
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• 2019

This study was done to explore the correlation among sense of humor, optimism, and nursing performance and identify factors related nursing performance among nurses. A survey was conducted for April 2018 with self-report questionnaire. Participants were 181registered nurses working in three tertiary hospitals. Sense of humor was positively correlated optimism, and nursing performance. Factors affecting nursing performance included educational background, work shift, clinical career. Nursing performance had a positive correlation with sense of humor and optimism. And work shift, sense of humor and optimism accounted for 38.6% of the variance in nursing performance. Therefore, quality management for developing nursing professionalism support for improving nursing performance and sense of humor and optimism . Future research will be needed to clarify the effects of the sense of humor and optimism promotion program on nursing performance.

• Korean Journal of Occupational Health Nursing
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• v.6 no.2
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• pp.156-167
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• 1997

In Korea, based on the Revised Law of Occupational Safety and Health a new entity of institution was set up in 1990 to provide occupational health services to SSE in which three sorts of personnel as a team have to be involved. These institutions, in charge of scores to hundreds of workplace area-wide, have been providing occupational health services without payment from employers or employees, and government reimburses through the Occupational Injury Prevention Insurance since 1993. As a service provider, a team is composed of doctors, nurses and industrial hygienists. Undergraduate and postgraduate educations for the SSE occupational health are not specified and the question on the performance of the personnel has been raised. This study was designed to analyze the facilitating factors of and barriers to the performance and its improvement of these personnel. In 1997, the survey was conducted with all 58 institutions. Structured questionnaires were mailed to 200 personnel who were providing the occupational health service for SSE. The response rate was 51.7% for doctors, 58.6% for nurses, and 60.3% for industrial hygienist, respectively. Results are as follows : 1) There is a guideline for occupational service mandated by the government. Under the guideline, the minimum frequency of visiting workplace is assured with six times of doctors, 17 times for nurse and industrial hygienist in a year. There are one doctor for every 200 factories, one nurse and one hygienist for every 100 factories. 2) All respondents have basic qualification for occupational health service. About 16.7%. of doctors are certified in industrial medicine or preventive medicine, and 64.7% of industrial hygienists had first grade certification. Totally 66.7% of personnel have been involved in occupational health for more than one year. 3) As a support system for the performance improvement, 66.3% respond that they have been provided with educational materials, advice related to industrial environment and guidance of MSDS from Korea Industrial Safety Corporation. Most respondents indicate the lack of concern of employers and employees as a main barrier to the improvement of the service. Also they are in the need of the training opportunity more focused on SSE. The Governments policy for SSE is a principal facilitating factor. Training program focused on SSE situation, manpower, technical support, etc. are areas to be improved to have a better occupational health service for SSE in Korea.