• 간호행정학회지
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• 제6권3호
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• pp.333-345
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• 2000

The health care environment becomes more competitive every day. It has fallen to nurse managers - from vice presidents of patient care to nurse managers and their assistants - to recruit and develop a workforce that successfully meets the needs of both patients and the organization. This means employees who demonstrate advanced critical thinking skills, creative problem solving, and sound decision making skills combined with clinical skills and patient advocacy. The environment which nurse managers create and the way they relate to their workforce, are pivotal to organizational viability. Especially leadership of first -line nurse managers contributes to the success of their organizations. First-line nurse managers are deserved to be one of the most administrative supervisors through the middle stratum in a hospital organization as being a manager in the field service if assessed from the overall aspects of hospital, as being an interim managers in the nursing department as well as being a supreme supervisor in a unit in terms of an organizational structure in the hospital. Similarly, as a compete leader, the first-line nurse managers have not only a professional which is qualified to perform a role of appropriate coordination with medical staff and key personnel but also hold an important key position a being responsible for performing his or her given role. The first-line nurse manager is expected to manage human and fiscal resources in ways not required before. While an identified need for well-prepared first-line nurse manager continues to plague the profession, first-line nurse managers often have difficulty providing the leadership required. The need leadership training to function effectively in their positions. But we hardly find a useful leadership training program for first-line nurse managers, therefore the purpose of this study was to developed the leadership training program for them. The steps of leadership program development were below: 1st step, 2 studies were done before develop a leadership program. One was done to ask to first-line nurse managers what they want to learn through leadership training, the other one was to ask the staff nurses what their opinions are for their first-line nurse managers leadership. 2nd step was searching other leadership programs contents. The results of this study were below: The total amount of hours is 24. Leadership training program contents are : Future of nursing profession (210min), understanding basic factor's of leadership and leadership theories(310 min), self understanding as first- line nurse managers(320 min), basic principle and practice of interpersonal relationship(210 min), assertiveness training, conflict management (180min), and group study(210min). This is challenging time to be a leader, especially in nursing. As nurse managers look toward the new millennium, it seems as through the same struggles are ahead that are behind. So nurse managers need to embrace change with a positive attitude. They need to demonstrate risk taking and support it in their staffs. All these things are possible that after they participate the leadership training program.

• 간호행정학회지
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• 제13권1호
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• pp.24-31
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• 2007

Purpose: This study was designed to analyze effects of learning organization on organizational commitment based on the MBTI personality type. Methods: The participants were 521 nurses working in the 4 general hospitals located in Seoul, Incheon and Kyunggido. The data were collected by self-reporting questionnaires. The data were analyzed using SAS program for descriptive and Stepwise multiple regression analysis. Results: The most frequent identified personality type was ISTJ and the least identified personal types was ENFJ. It is differ to recognize the learning organization according to personality type. In an aspect of organizational commitment, the statistically significant learning organizational factors according to nurse's MBTI personality type is revealed slightly different. In other word, Shared Vision is a statistically significant factor in ISTJ, ISTP, ISFP, ESTJ and ESFJ. System Thinking is a statistically significant factor in ISFJ. Team learning is a statistically significant factor in ESTP and ISTP. Mental Model is a statistically significant factor in ISTP. Conclusion: As our results, the effects of learning organization on organizational commitment were different according to the nurse's MBTI personality type. So these results will be used to develop the more effective strategies to enhance nurse's organizational commitment using construction of learning organization.

• 한국보건간호학회지
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• 제3권2호
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• pp.109-132
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• 1989

I studied the problems of the field practice of nursing student teacher for school nurse from March, 1986 to April, 1989 at several primary schools of Wonju City. The Significant problems on the field practice and the results of questionnaire research were summarized as follows: 1. Suggestion of educational goal(both physical and mental aspect rather than only physical aspect as concept of health and disease changes. 2. A need of change in educational organization of school nurse: unify the two educational organization (junior college of 3yrs and college of 4yrs) by raisin g junior college to regular college status of 4yrs_ 3. Experience of questionnaire research for health problem in field practice(such as questionnaire research for detection of the problem of emotion and physical and mental status and a case report of effective training method of teeth brushing in children). 4. The improvement of school facilities for better child health education by the educational practice in primary school. 5. The educational goals for new roles of school nurse: 1) Role in exact recognizing the school health problem. 2) Role in dealing with mental problem. 3) Role in organized activity. 6. Improvement of educational act for activating teachers' role.

• 대한간호
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• 제7권2호통권34호
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• pp.50-54
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• 1968

• 대한간호
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• 제7권2호통권34호
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• pp.55-56
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• 1968

• 대한간호
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• 제10권4호통권54호
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• pp.8-11
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• 1971

• 대한간호
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• 제19권4호통권107호
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• pp.33-34
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• 1980

• 한국학교보건학회지
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• 제2권1호
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• pp.91-107
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• 1989

This study was designed to evaluate current level of school health practice in Chonbuk province and to analyze the relationship between school health practice and variables. All the subjects in this study were 140 schools themselves in Chonbuk province. Survey data was collected through the interviewed checklists from the widly accepted school health responsibilities of administration and practice and the direct observation by the interviewer. It was conducted from 1st of Nov. to 17 th of Dec, 1988. The major findings of this study are as follows: A. Level of school health practice was relatively low in score (Mean=64.5). $\cdot$ Healthful School Living -76.14 $\cdot$ School Health Service -71.29 $\cdot$ School Health Instruction -47.98 B. Strengths and Weakness field in School Health Practice. 1. Healthful School Living: Strengths: Waste disposal, Seating, Playground. Weakness: School site, Safety control. 2. School Health Service : Strenths : Health Appraisal, Follow up and Counseling. Weakness: Dental Health, Prevention and Control of Communicable Disease, Facilities and Equipment of Health Clinic. 3. School Health Instruction : Strength : None, Weakness : Program Organization, Curriculum Planning and Evaluation, Curriculum Content, Instructional Aids. C. Significance between degree of School Health Practice and Variables. 1. Healthful School Living : (1) Toilet : Area (p<0.001), No.of Class (p<0.001), School Nurse (p<0.05) (2) Water Supply : School Nurse (p<0.05) (3) Safety Control : School Nurse (p<0.05) 2. School Health Service : (1) Health Appraisal : School Nurse (p<0.05) (2) Follow up and Counseling : School Nurse (p<0.001) (3) Dental Health : Area (p<0.05), Level of School (p<0.05) (4) Prevention and Control of Communicable Disease : Level of School (p<0.001), School Nurse (p<0.05) (5) Emergency Care : Area (p<0.001), No. of Class (p<0.001), School Nurse(p<0.001) (6) Facilities and Equipment of Clinic : Level of School (p<0.001), No.of Class (p<0.001), School Nurse (p<0.001) 3. School Health Instruction: (1) Program Organization : No. of Class (p<0.05), School Nurse (p<0.001) (2) Curriculum Planning land Evaluation : School Nurse (p<0.001) (3) Instructional Aids : Level of School (p<0.001), School Nurse (p<0.05) Recommendation for the Improvement of School Health Practice are as follows : A. There should be further study to strengthen the school health practice, especially in the field of school health instruction. B. It is strictly required to employ and utilize school nurse at each school level not only for the school health service but also for the school health in struction. C. There should be much considerations about adequate size and easily accessible distance in school site.

• 한국학교보건학회지
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• 제6권2호
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• pp.76-88
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• 1993

The purpose of this study is to analyze correlation between the view of teaching profession and the role performance of school nurse. For the achievement of this purpose 188 school nurses in Tae-Gu city and Kyung-Sang Buk-Do are randomly selected in 1992. Major findings of this study were as follows: 1) Role performance of the school nurse showed school health room, health planning, health education, disease control, environment sanitation and management of health organization, in the order named. 2) Degree of school nurse role performance showed 84.7% of the total respondents as highly. 3) Relationship between the view of teaching profession and the role performance was statistically significant correlation. 4) Role performance of school nurse was explained 29.4% by the view of teaching profession (public life, human relation & leading student) of the total variables.

• 지역사회간호학회지
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• 제1권1호
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• pp.503-517
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• 1989

This study is to analyze factors affecting the school nurse's activities. The survey was undertaken during Sept. 1-Nov. 30, 1986. The subjects were 137 school nurses from elementary, junior-high, and senior-high schools in Daegu City and Kyungppk Province. The results are as follows: 1. Correlational findings between school nurse's self-confidence and their general characteristics 1) Program Planning & Evaluation: Health Experinece(r=-0.1803, p<0.05) Salary Step(r=-0.1741, p<0.05) 2) Clinic Management: Salary STep(r=-0.2580, p<0.01) 3) Health Education: Salary Step(r=-0.1929, p<0.05) 4) Management of School Environment: Salary Step(r=-0.2501, p<.05) 5) Health Care Services: Health Experience(r=0.1901, p<0.05) Salary Step(r=-0.2424, p<0.05) 2. The degrees of school nurse's self-confidence(high: 4 point, low: 1 point) 1) Clinic Management: 2.92 2) Health Education: 2.86. 3) Program Planning & Evaluation: 2.74 4) Health Care Services: 2.73 5) Management of School Environment: 2.67 6) Operating of School Health Organization: 2.42 3. Significances to self-confidence on school nurse's activities 1) Program Planning as Evaluation: Expending Times for Health Care Services (r=-0.2262, p<0.05) Expending Times for Health Education (r=0.2943, p<0.05) Size of Clinic(r=0.2163, p<0.05) Location of Clinic(t=2.43, gH0.047) Use of Clinic(t=2.06, p<0.007) 2) Clinic Management: Location of Clinic (t=3.36, p<0.010) 3) Health Education: Purchase of Medicine(r=-0.1736, p<0.05) No, of Classes (r=-0.1794, p<0.05) (4) Management of School Environment: School Health Budget(r=0.1731, p<0.05) Home Message(r=0.1805, p<0.05) Location of Clinic(t=4.46, p<0.0001) 5) Operating of School Health Organization: School Health Budget(r=0.1878, p<0.05) Use of Clinic(t:1.90, p<0.018) 6) Health Care Services: School Health Budget(r=1.90, p<0.018) Expending Times for Health Education(r=0.2577, p<0.05) Size of Clinic(r=0.4336, p<0.001) Location of Clinic(t:5.10, p<0.001)