• 보건의료산업학회지
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• 제13권3호
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• pp.27-38
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• 2019

Objectives: The purpose of this study was to examine the influence of human rights sensitivity and nursing work environment on workplace bullying victimization among nurses in small- and medium-sized hospitals. Methods: The participants were 255 nurses from 5 general hospitals in Busan. A dataset was collected using a structured self-reporting questionnaire during the month of July 2018. The data were analyzed with SPSS WIN 23.0 software (IBM Corp., Armonk, NY, USA) using independent t-test, one-way analysis of variance, Pearson's correlation coefficient, and multiple regression analysis. Results: Nursing work environment showed negative correlation with workplace bullying victimization. Being a witness to bullying, organizational support, head nurse's leadership, and relationships with peers were found to influence workplace bullying victimization, and these 4 variables explained 37% of workplace bullying victimization. Conclusions: Formal procedures for cases of bullying and improvements in the leadership of head nurses and peer relationships are crucial to reducing workplace bullying victimization among nurses in small- and medium-sized hospitals. Hospital executives' efforts to provide sufficient physical and human resources for nursing services and to improve the welfare of nurses are also needed.

• 한국산학기술학회논문지
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• 제17권6호
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• pp.326-337
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• 2016

본 연구의 목적은 병원급별 간호사들의 감성지능과 직무만족, 간호서비스 질에 대한 상관관계를 확인하여 간호인력 관리와 간호서비스 질을 향상하기 위한 기초자료로 활용하기 위하여 시행되었다. 본 연구는 G도에 위치한 상급종합병원 1곳과 종합병원 2곳에서 일반간호사 195명을 대상으로 2014년 4월 7일부터 4월 28일까지 자료수집 하였으며, 수집된 자료는 SPSS 18.0 프로그램을 이용하여 분석하였다. 상급종합병원과 종합병원에서 감성지능과 간호서비스 질이 각각 높은 정적 상관관계가 있는 것으로 나타났다(r=.624, p<.001, r=.612, p<.001). 상급종합병원의 경우 감성지능과 직무만족이 정적 상관관계로 나타났다(r=.430, p<.001). 본 연구 결과를 바탕으로 상급종합병원과 종합병원 모두 간호사의 감성지능과 직무만족을 증진시킴으로써 간호서비스 질을 높일 수 있음을 확인하였다. 특히 감성지능과 간호서비스 질 간의 높은 관련성으로 볼 때 상급종합병원과 종합병원의 특성에 맞게 간호사의 감성지능을 강화시킬 수 있는 업무 환경 조성 및 감성지능 향상 교육프로그램을 개발하여 제공하는 것이 필요하며, 연령 및 경력이 낮은 간호사를 중심으로 감성지능을 높일 수 있는 적극적인 방안이 요구된다.

• International Journal of Advanced Culture Technology
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• 제7권3호
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• pp.35-45
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• 2019

The aims of the study to investigate the relationship between awareness, empowerment and performance of healthcare associated infections (HAIs) control and to identify factors influencing performance of HAIs among general hospital nurses. Data were collected from 230 nurses in two general hospitals in B city, with the questionnaire of an empowerment, awareness and performance of infection control tool. The data were analyzed by t-test, one-way ANOVA, Pearson's correlation coefficient and multiple regressions. The performance of infection control was significantly correlated with empowerment and awareness of infection control. The empowerment had a positive correlation with an awareness of infection control (r= .233, p <.001) respectively. The infection control performance was influenced by infection control awareness, empowerment and number of annual job training, which explained 42.2% of the performance of infection control. Infection management performance of general hospitals nurses is affected not only by infection awareness but also by empowerment and job education. Therefore, it suggests that HAIs management program could develop for the nurses and provide empowerment with job training to improve the management and performance of HAIs, also to reinforce via constant support by the hospital.

• 한국응급구조학회지
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• 제16권2호
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• pp.91-102
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• 2012

Purpose : This study was designed to identify factors influencing burnout of nurses in emergency medical center. Methods : Data were collected by questionnaires from 178 emergency room nurses randomly selected from 6 general hospitals in two metropolitan cities. Measures were burnout, QEC, depression, decision latitude and job demand. Data were analysed using frequencies, means, standard deviation, t-test or one way ANOVA, Pearson's correlation coefficients and multiple regression with SPSS/win 18.0 version. Results : The mean score for burnout in emergency room nurses was 2.59 out of possible 4. There were significant differences in burnout according to exercise, leisure, position, job demand and depression. Burnout correlated negatively with exercise and leisure, and positively with job demand and depression. Factors influencing burnout in emergency room nurses were identified as exercise(${\beta}$=-.399, p<.001), leisure(${\beta}$=-.354, p<.001), job demand(${\beta}$=.301, p=.006) and depression(${\beta}$=.189, p=.021). These factors explained 49.8% of burnout reported by emergency room nurses. Conclusion : The result indicate which factors are major factors influencing burnout in emergency room nurses in general hospitals. Therefore, these factors may serve as predictors of burnout in emergency room nurses.

• 산업융합연구
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• 제20권11호
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• pp.149-155
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• 2022

본 연구는 종합병원과 요양병원 간호사의 환자 안전 문화 인식의 정도를 비교하기 위하여 수행한 서술적 조사연구이다. 연구대상자는 3개 시에 위치한 종합병원 2곳과 요양병원 4곳에서 6개월 이상 근무 중인 일반간호사 150명이었으며, 자료는 2021년 10월부터 12월까지 수집되었다. 환자 안전 문화는 이순교가 개발한 환자 안전 문화 측정 도구를 사용하였다. 자료는 교차분석, 이원배치 분산분석과 t-test를 SPSS 20.0 프로그램을 이용하여 분석하였다. 연구 결과 간호사의 연령(F=44.17, p= .000), 총 임상 경력(F=62.86, p=.000), 현 근무부서 임상 경력(F=26.27, p=.000)이 많을수록 환자 안전 문화 인식이 높았으며, 요양병원 간호사의 환자 안전 문화 인식 하위영역 중 리더십(t=2.07, p=.040)과 환자 안전 우선순위(t=2.18, p=.031) 영역이 종합병원 간호사에 비해 높은 것으로 확인되었다. 연구 결과를 바탕으로 병원 및 요양병원에서 환자 안전 문화 수준을 높이기 위한 프로그램 개발이 활발히 이루어지기를 기대한다.

• 중환자간호학회지
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• 제16권3호
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• pp.109-122
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• 2023

Purpose : This study aims to explore nursing activities after the decision to discontinue life-sustaining treatment, awareness of a good death, and perception of life-sustaining treatment decisions among nurses in intensive care units (ICUs) at tertiary general hospitals. Methods : Participants were 173 nurses working in two tertiary general hospitals. The data were collected using structured questionnaires and analyzed using an independent t-test, paired t-test, one-way ANOVA, Scheffé's test, and Pearson's correlation coefficient. Results : Participants were 173 nurses working in two tertiary hospitals. The nursing activity increase was the greatest in the spiritual domain, and the physical domain was where the activities decreased the most. There were significant associations between Awareness of good death (Clinical) and Perception of life-sustaining treatment decision(r=.26, p <.001), Awareness of good death (Closure) and Perception of life-sustaining treatment decision(r=.36, p <.001), and Awareness of good death (Personal control) and Perception of life-sustaining treatment decision(r=.49, p <.001). Conclusion : Based on the results, systematic education programs and job training are required to improve the awareness regarding good death and perception of life-sustaining treatment decision for nurses in ICUs where discontinuing life-sustaining treatment decisions are made.

• 임상간호연구
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• 제16권3호
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• pp.85-98
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• 2010

Purpose: This study was aimed to investigate the awareness and attitudes towards withdrawal of the life-sustaining treatment among nurses, physicians, and the families of intensive care unit (ICU) patients in general hospitals. Methods: The data were collected using a questionnaire from 80 ICU nurses, 80 physicians, and 80 families of ICU patients in general hospitals. Data were collected from February 22nd to May 31st, 2010. Rusults: ICU nurses, physicians, and families of ICU patients felt that objective and ethical guidelines were needed in making a decision to withdraw the life-sustaining treatment. The main reason for withdrawal of the life-sustaining treatment was found that the patients could not recovered despite many efforts. The role of nurses in decision making process on withdrawal of the life-sustaining treatment was considered very positive from the view of physicians and family members. The most important role of nurses for those patients in ICU was found to try their best to care for the patients. Conclusion: ICU nurses should play a major coordinating role in communication among patients, their families, and medical teams. Also, an appropriate roles of nurses in the process of the withdrawal of the life-sustaining treatment should be established.

• 보건의료산업학회지
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• 제12권3호
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• pp.1-11
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• 2018

Objectives: The purpose of this study is to evaluate patient experience assessment of inpatients, and to prepare measures to improve the quality level of medical services and guarante patient rights. Methods: The study was conducted among 199 patients admitted to hospitals and general hospitals in the metropolitan area. The analysis method used was crossover analysis, including a comparison of means, and logistic regression analysis. Results: The overall average score of satisfaction with healthcare service was 3.39 for nurses, 3.35 for hospitals and 3.42 for general hospitals. Age at the time of hospitalization affected satisfaction. The overall average score of healthcare service satisfaction was 3.09 for doctors, 3.14 for hospitals, and 3.04 for general hospitals. The factors affecting hospital satisfaction were gender and subjective health status. The factors affecting satisfaction in general hospitals were education, medical department, and hospitalization route. Conclusions: Hospitals should also introduce a systematic management system of general hospitals and strengthen the guarantee of the rights of patients who can improve the quality of medical care through positive communication between medical personnel and patients.

• 한국보건간호학회지
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• 제16권2호
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• pp.271-284
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• 2002

This study was to provide basic materials to help reduce the fatigue by analyzing what effective factor the fatigue of hospital nurses in Gwangju and Jeonnam region. and what causes their fatigue. This descriptive research by Questionaires includes two hospitals in Gwangju. and seven hospitals in Jeonnam region, total 9 hospitals sampled at convenience sampling. The periods of collecting data was from Jul.22, 2002 to Jul. 30, 2002. Multidimensional Fatigue Scale; MFS, developed by Jang Se-Jin(2000) was taken to measure the fatigue. All collected materials were got the statistics by SAS for Windows Release 8.01. The result of this study was as follows. 1. This study included total 740 nurses, whose age ranged from 22 to 50; 30 years old by average. Nurses fatigue mean score was 90.24 (the scope by the measuring instrument is 19-133). Nurses at University Hospitals marked 92.36 and those at General Hospitals marked 87.91 in the mean score of fatigue. 2. They kept tired at work, and felt more tired while working at computer in the hospital. 3. The part of body in which they felt fatigue was the calf and $feet(36.6\%)$, the shoulders and back of the $neck(30.7\%)$, and the whole $body(10.8\%)$ and the reason that they felt tired at work was mental $stress(33.0\%)$, overworking(25.2\%)$, and irregular working $conditions(14.7\%)$ in order. 4. The solution to their fatigue at work appeared nothing by $50.1\%$, and the way of releasing fatigue after work indicated getting some $sleep(30.8\%)$, and taking a bath or a $shower(21.7\%)$ in order. 5. The degree of fatigue depending on whether they were satisfied with their pay and labor condition appeared low: and when they were satisfied with doctors. and when they were getting on well with caregivers. 6. The effective factor of the degree of fatigue appeared: the influence that fatigue in the hospital makes on daily life was $10.6\%$, the cause of fatigue at work, $9.3\%$, time of fatigue at work, $7.8\%$, the relationship with caregivers, $5.3\%$. and these explanatory$(R^2)$ variables.$33\%$. To conclude. the degree of nurses' fatigue appeared high. and it was higher in nurses at University Hospitals than in ones at General Hospitals. In addition, the influence that fatigue from the hospitals made on daily life was the most explanatory.

• 한국직업건강간호학회지
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• 제31권2호
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• pp.66-76
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• 2022

Purpose: This study aimed to explore the constructs and context of hospital nurses' organizational silence. Methods: In-depth interviews were conducted with 17 nurses in small-middle general hospitals as well as big university hospitals. We then derived the key themes using grounded theory method. Results: Nine themes and 30 sub-themes were derived: "Willing to be recognized for performance rather than saying", "Getting used to the hard-to-speak climate", "Face the reality that does not change when said", "Complicated situation that prevents self-regulating decision-making", "Conflicts that are difficult to confront", "Unfair responsibilities that I want to evade", "Leaders who don't support me", and "Being blocked in communication". Consequently, the nurses learned to adopt a climate of silence and "learned organizational silence" behavior. They experienced that prosocial silence was essential for obtaining approval as a member of the group, and defensive silence for protecting themselves in the hierarchical structure and unfair responsibilities. Acquiescent silence originated from a futile relationship with their supervisors, one-way communications, and the unsupportive management system, in which three types of silence appeared sequentially or in combination with each other. Conclusion: Based on these results, nursing managers should identify the context of nurses' organizational silence and should lessen these silence behaviors.