• 가정간호학회지
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• 제6권
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• pp.46-58
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• 1999

The purpose of this research was to find out the state of the nursing performance of the home care nurses in Seoul in order to provide the data for the practical work guide. The data were collected from fifty home care nurses working in 22 institutions located in Seoul. The research tool used for this research was modified and tested by Song Jong-Rye(1999) which was originally modified the standard tool of American Nurses Association (1998) and was partly supplement and adjusted for this research. The reliability of this tool was Cronbach's $\alpha$=.0982. The collected data were statistically processed using SAS for t-test, ANOVA. $Scheff\'{e}$ test. Among the surveyees, 50% have been working as a home care nurse more than three years and 74.0% of them were married. And 52% have B.S degree with certification of home care nurse from the certification program for Home Care Nurses affiliated at nursing schools. Half of the home care nursing organizations were based on the general hospitals, and most(78%) of the responsible senior personnels of those organizations were nurses. The following results are drawn from this research. 1) The level of nursing performance by the task sectors General performance level of home care nurses was relatively high in grade of 3.06 from total 4.00. Among the task sectors. the ethical field scored the highest points, and the next were nursing intervention, professional training, and data gathering, and the research sector scored the lowest point. 2) The level of nursing performance by general features of home care nurses Statistically relevant correlation between performance according to the duration of working experience as a nurse(p=0.8951) and performance according to the duration of working as home care nurse(p=0.2263) did not emerge. Also, performance by marriage status(p=0.2218), education(p=0.5733), and taking the certification program for home card nurse(p =0.1560) has no statistically meaningful correlation. 3) The level of nursing performance by the type of home care nursing organizations There exists a significant difference(p=0.002) between performances by the types of organizations. Most of the responsible senior personnels of the home care nursing organization were nurses. The level of nursing performance of the home care nursing organization under nurse management was relatively higher than that of home care nursing organizations led by medical doctors or non-medical professional, but this was not proved as statistically meaningful(p =0.3617). 4) The level of nursing performance by task sectors according to the characteristic of home care nursing service organization There exists a significant difference between nursing performances by task sectors according to the characteristics of home care nursing organization(p=0.002). In case of model research center of one College of Nursing, the nursing performance in the sectors of organization, theory, and data gathering were lower than that of in hospital based home care nursing service. And in case of local home care centers, performances in sectors of organization, theory, data gathering, nursing intervention. professional training, and research sectors were significantly low. Based on the obtained results, overall performance of home care nurses can be appraised as relatively good. Especially, performances in sectors of the nursing intervention, nursing plan. and data gathering including the in direct nursing were recorded high scores. From this, it can be concluded that high quality of nursing is relatively practicing for home patients at these days. Since the high quality of nursing for patients was directly related to the level of nursing performances of home care nurses, it is required to improve practical performance level of them by making constant evaluation and running continual education program and supplementing curriculum for the sectors with low scores.

• 한국학교보건학회지
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• 제1권2호
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• pp.34-49
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• 1988

The purpose of this study is to identify the status of school health and analyze affecting factors of school nurses' self confidence and nursing activities of the secondary school in Seoul. The data was collected from 13th of August to 30th of October. The self reported questionairs were distributed during one of the school nurses seminars held in Seoul and 93 secondary school nurses answered. Analysis of the data was done utilizing SPSS for percentage, mean, T-test ANOVA and Pearson Correlation Coefficients. The results of study are summerized as follows; 1. General Characteristics The mean age of the subjects was 33.4 and mean length of experience as a school nurse was 7.3 years. 79.5 percent of them had clinical experiences and the mean clinic experience was 2.1 years. The majority of them were graduate of the baccalaureate nursing programs and 82.8 percent of them were married. 72.0 percent of the sample had religion, and 60.2 percent of them were in the national or public schools. 90.3 percent of them had independent duty. 2. The status of school health resources In average, there were 2,445 students, 37 classes and 63 teachers per school nurse. 48.4 percent of them were aware of the school budget. The budget for school health was 585,000 won per school in average. 30.0 percent of the schools had school health organization. The schools whose health clinics were on the first floor consisted of 79.3 percent, among them 42.9 percent were on the center of the building office. 3. Activities of school health nursing The average number of students using health clinic were 430 per month. The majority of the problem was digestive problem. There were 7.5 times of mean correspondences with parents per year. The activities of the school nurses were clinic management (29.0%), health care services (23.5%) and health education (14.1%). 4. The degrees of self confidence of the school nurse and nursing activities Self confidence measured by 6 items of self-reported questionaires scored by 4 point Likert Scale revealed. The nurses' self-confidence was 2.922 in clinic management, 2.909 in health education, 2.759 in program planning and evaluation, 2.757 in health care services, 2.692 in management of school environment, and 2.250 in operation of school health organization. The nursing activities scored by 2 point. The nursing activities was 1,870 in program planning and evaluation, 1.853 in health education, 1.843 in clinic management, 1.739 in health care services, 1.696 in management of school environment and 1.265 in operating of school health organization. 5. Factors affecting self confidence and nursing activities of school nurses The general characteristics of the school nurses and the school health resources were related to self confidence and nursing activities. The most significant variable to nurses' self confidence was type of the school ownership and the presence of school health organization was the most significant factor to nursing activities.

• 간호행정학회지
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• 제11권2호
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• pp.129-145
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• 2005

Purpose: This research was, by investigating the relations between the cultural types of a nursing organization in military hospital and performance, to ascertain the cultural types to be able to improve performance. Method: The date were gathered from 255 nurse officers who were in 19 military hospitals by using the self-report type of questionnaire. The period of data collection was from April 20, 2003 to July 15, 2003. For this research, the following tools were used: the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment. For data analysis the SPSS Win 12.0 program was used. Result: 1) Most of the cultural types of a nursing organization in military hospital is Relation-oriented. 2) In the relation between general the characteristics of subject and the organizational cultural type, there was a difference in the innovation-oriented, relation-oriented, hierarchy-oriented, and task-oriented culture according to nurse officers careers, hospital types, year in hospital, marital status, and unit(p<0.05). 3) In the relation between general characteristics of subject and organizational performance, there was a difference in the job satisfaction, affective commitment, transactional commitment, and normative commitment according to nurse officers careers, education, madrigal status and unit(p<0.05). 4) In the relationship between the of a military hospital were correlated with the type of each culture(p=0.00), 5) In the relation between the organizational culture type of military hospital and its performance, there was a positive correlation among job satisfaction and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with job satisfaction(p<0.05). There was a positive correlation among affective commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with affective commitment(p<0.05). There was no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture. The types to have an influence upon nurse officers' job satisfaction were relation-oriented culture and innovation-oriented culture(p=0.00). And relation-oriented culture and innovation-oriented culture were major variances for affective commitment and only relation-oriented culture was influential variance for normative commitment(p=0.00). Conclusion: The organizational culture type was found which had an influence upon nurse officers' job satisfaction and organizational commitment. These result are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• 간호행정학회지
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• 제5권1호
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• pp.5-21
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• 1999

Nursing organization culture is common patterns of believing, thinking and behaving resulted from a variety of experiences and interaction nurses in the same setting. This study was performed based on the assumption of existence of different subcultures within meta-culture, to identify the differences of subculture among 5 nursing units and to analyze the relationship between nursing organization culture and organizational commitment In this study, two kinds of instruments were used. One was the instrument of nursing organization culture developed by researcher through literature review and interview with nurses. The other one was Mowday's Organizational Commitment Questionnaire to measure organizational commitment of nurses. Both of them were structured with 5 scale. The answers were analyzed using SPSS program. The results were as follows : The meta-culture of the nursing organization culture was the people stable culture. There were significant differences in people development culture and people stable culture among 5 nursing units and all 5 units had different culture score. Especially, emergency room had strong development culture, and stable culture was dominant in operating room. Other units except emergency room and operating room had high scores in people stable culture than other culture types, but revealed different distribution. There were significant differences of the nursing organizational culture types -people development, task development, people stable, task stable-among 5 units. Four types of nursing organizational culture consisted of competing values in one organization. Nurses's organizational commitments were sign ificantly different among the units. The score per ceived by nurses who work in emergency room, operating room and leu was higher commitment score than that of medical/surgical nursing units Nurse's commitment to nursing organization was also related to total work period as nurse in any setting and work period in this hospital. Organizational commitment was significantly different among the nursing culture types, indicating that the scores of developmental culture were higher than stable culture. In conclusion, there were many different subcultures in nursing organization. In subculture, the organizational commitment was different. Therefore, the change of nursing organization culture or nursing unit culture needs to be considered to hire, give orientation, teach. and reallocate nurses efficiently. Research on nursing organization culture using both qualitative and quantitative method needs to be further considered. Furthermore, the strategy in nursing organization culture for nursing administrator to manage human resources efficiently and to change nursing unit effectively, needs to be developed.

• 간호행정학회지
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• 제12권4호
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• pp.564-573
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• 2006

Purposes: This study was to provide basic data to explain the effect of the organizational effectiveness factor on hospital nursing, to construct an appropriate model to examine the validation and relationship with variables and to provide basic data for improving the organizational effectiveness of hospital nursing. Method: This study was a descriptive correlation research. Subjects of the study were 348 nurses, 219 patients, and 89 nurses for nursing quality. Twelve measurement variables and nine paths were established in the hypothetical model. Results: The fitness indices of the model were GFI=0.91, NFI=0.90, and PGFI=0.49. Five among the nine paths proved to be statistically significant : level of nurse manpower to organizational effectiveness, conflict to organizational effectiveness, organizational climate to organizational effectiveness, level of nurse manpower to organizational climate, and leadership to organizational climate. Level of nurse manpower and leadership influenced organizational climate. Organizational climate accounted for 43% by the predictor variables, and the level of nurse manpower, conflict, and organizational climate influenced the organizational effectiveness, which accounted for 77% by the predictor variables. Conclusion: This study identified that the level of nurse manpower, leadership, conflict, and organizational climate are important factors affecting organizational effectiveness.

• 한국직업건강간호학회지
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• 제25권3호
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• pp.177-187
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• 2016

Purpose: This cross-sectional descriptive study was to explore the relationship among practice environment, organizational justice, and job satisfaction of male nurses. Methods: Subjects were 115 male nurses who were the member of the Korean man nurses association, and they were asked to complete self-administration questionnaires via internet site for this survey which included nurse's practice environment, organizational justice, and job satisfaction. Collected data were analyzed using SPSS/WIN version 21.0 software. Results: The mean scores of the nurse's practice environment, organizational justice, and job satisfaction were 2.9, 3.0, 3.1 out of 5 Likert scale respectively. The job satisfaction was positively correlated with the nurse's practice environment (r=.70, p<.001) and organizational justice (r=.78, p<.001). The job satisfaction was affected by procedure-related justice, interpersonal justice, adequacy of staffing and resources in nursing work environment, compensation justice, and good healthy status. These variables explained 68.6% of male nurse's job satisfaction. Conclusion: This finding suggest that suitable organization management for male nurses are necessary through improvement of practice environment and organizational justice in hospital.

• 한국병원경영학회지
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• 제14권3호
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• pp.1-22
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• 2009

Purpose : The purpose of this study was to examine the effects of nursing organizational culture and head nurse's leadership on the job satisfaction. Methods : For the purpose, a structured questionnaire was conducted. The subjects were 232 nurses who were working in the 2 general hospitals. The data were collected from Sep. 1 to Sep. 20 of 2006. Data were analyzed using descriptive statistics, one-way ANOVA, t-test, Pearson Correlation Coefficient, and multiple regression. Results : The dominant organizational culture of nursing organization was rank-oriented culture. The mean score of head nurse's transformational leadership and transactional leadership was 3.20 and 2.79 respectively. The best group of job satisfaction was affiliative-oriented culture group(3.31). The score of job satisfaction of transformational leadership's group was higher than that of transactional leadership's group. Job satisfaction was positively correlated with affiliative-oriented culture, innovative-oriented culture, task-oriented culture, and transformational leadership. Concerning of the job satisfaction, affiliative-oriented culture, rotation time and age explained 25.7%. Conclusion : The organizational culture and head nurse's leadership was correlated with job satisfaction. Especially affiliative-oriented culture and task-oriented culture influenced the job satisfaction. Based on the results, further development should be continued to develop the effective head nurse's leadership and organizational culture to improve the job satisfaction of nurses.

• 간호행정학회지
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• 제14권4호
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• pp.448-457
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• 2008

Purpose: This study examines how the types of organizational culture at a public health center affect job satisfaction and organization commitment of nurses. Method: The study selected 139 nurses from six public health centers located in G city, J province as subjects. The data was collected from April 1 to May 31 in 2008. Result: In regard to type of organizational culture had significant correlation with both job satisfaction and organization commitment, job satisfaction and organization commitment also showed high correlation. Concerning type of organizational culture, two variables of affiliated culture and innovative culture explained 26.3% of job satisfaction and 29.3% of organization commitment. Conclusion: The job satisfaction and organization commitment of nurses varied according to types of organizational culture of a public health center, and showed high correlation. The more affiliated and innovative the organizational culture was, the higher job satisfaction and organization commitment turned out. Therefore, it is advisable to develop a strategy that systematically creates a affiliated and innovative organizational culture that pays attention to goal achievement of the nurse.

• 간호행정학회지
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• 제1권2호
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• pp.372-387
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• 1995

One-hundred eighty four medical doctors and 349 nurses out of 6 university hospitals and 1 general hospital were surveyed from Mar. 3, to Mar. 31, 1995, in order to appreciate the extent of their understandings on the clinical nurse specialist system. The difference was analyzed by the subjects' age, their position and department, the expected benefits of the system. the assigned department, the position and qualification, the required special educational organization and program, and the extent of autonomy of the function of clinical nurse specialists and the special nursing field. The results were as follows ; 1. The perception about the expected benefits of the introduction of clinical nurse specialist system was significantly different among the age groups of medical doctors, and the age group of 40s among them showed the most positive perception. 2. The extent of acquaintance with clinical nurse specialist was the higher in the older age groups of respondent nurses. Meanwhile, the experience of participation with clinical nurse specialists was the more in the older age group of medical doctors. 3. The opinion about the required position of clinical nurse specialists was significantly different by the age and position of the respondent nurses. The rank of head nurse was suggested by the respondent nurses of older age and higher positon, while the level of in-charge nurse was suggested by the staff nurses. Also, the duration of clinical experience required of clinical nurse specialists was the most frequently responded as 6 to 10 years by nurses, as 2 to 5 years by medical doctors. 4. The degree of educational background required of clinical nurse specialists was differently responded by the various position of medical doctors and nurses. Of the medical doctors, professors frequently responded bachelor degree and medical residents frequently responded master degree as the required educational background. Of the nurses, nursing administrators more frequently responded that master degree was required of clinical nurse specialists than staff nurses and clinical nurse specialists did. 5. The extent of acquaintance with clinical nurse specialist system was different among the various department of medical doctors, which was the highest in the doctors of psychiatry, internal medicine and pediatrics, respectively. The doctors of surgery were the least acquainted of clinical nurse specialist. 6. The nurses of special parts, of surgery and of obstetrics & pediatrics responded more frequently that clinical nurse specialists should belong to the nursing department than the nurses of internal medicine and of others did. 7. The Special parts that necessitate clinical nurse specialists were responded to be the more important by nurses than by medical doctors. Clinical nurse specialists were responded to be the more necessary in the parts of diabetics, oncology, pyschiatry, dialysis, organ transplantation, intensive care, and in cardiovascular part. They were responded to be the less important in the parts of intravenous therapy, computer informatics, nursing administration, the improvement of nursing quality.

• 디지털융복합연구
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• 제13권8호
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• pp.387-400
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• 2015

연구의 목적은 국내 간호사 소진과 관련된 선행연구를 바탕으로 보호변인과 위험변인의 효과크기를 확인하는 것이다. 2005년에서 2014년 까지 석박사학위, 학술지 논문 총116편을 메타분석을 실시하여 융복합적인 결론을 제시하였다. 간호사 소진 보호변인군의 가장 큰 효과크기는 직무변인군이었으며, 하위변인은 공감만족이었다. 간호사의 소진 관련 위험변인군의 효과크기는 조직변인군이 가장 큰 변인군이었으며, 하위변인의 효과크기는 폭력반응이 가장 높았다. 본 연구 결과를 바탕으로 간호사 소진을 억제하는 보호변인을 강화하고, 소진을 유발하는 위험변인 감소를 대응하기 위해서 적절한 개입과 중재를 위한 다양한 프로그램 개발과 정책방안이 구축되어야 할 것이다.