• 한국보건간호학회지
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• 제10권2호
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• pp.15-36
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• 1996

It is clear that the women's participation in social activity is dramatically increased in civilian field as well as military profession. Because of the characteristics of military nursing service, there are many difficulties. Frequent move, medical insurance, baby care. and the education are typical forms of difficulties for nurse officers in the military. The purpose of this research is to contribute to the perfect execution of nursing service. guarantee the active attitude for research and improve the combat strength by solving those private and economic problems. The method of research was analysis of question survey and the review of related literatures. The subject of research was 300 active nurse officers who work at the Army Hospitals. The survey was conducted 14 days from Oct 15 to Oct 28. The collected data was processed by computer using SPSS(Statistical Package of Social Science). Frequencies and percentages were used to examine the demographic characteristics of subject, and T-test was also used in the case of necessity. The result showed as follows; As the general characteristics of subject group; 28.7 years of average age, 73.6 months of service period, 63.4% of married. In regard of specialty; General 57.7%. Intensive Care 12.7% and Psychiatries 8.8%. The dissatisfactory factors about military welfare system were the difficulties in children education (36.9%). disadvantages on the civil medical insurance system (27.3%), and little chance of self education and development (21.5%). The problems in performing their duties were shown as dwelling instability due to frequent move (67.7%), and bring up children (14.2%). The reasons for resigning their job were shown as the instability of living status (64.2%), bring up children (18.8%) and dissatisfaction to the service (11.2%). The residential status was shown that military offered houses (45.2%), rental houses (29.3%) and own houses(14.64). The average numbers of moving residencies were; 3-4 time(34.6%), less than 2 times(33.1%), and 5-7 times(21.5%). Higher than 94.7% of the subject group spent more than 50.000 Won. In regard of education, they wanted to attend graduate school with their own expense(26.2%), computer science(20%) and Office Job Training(20%). The ways of taking care of children were mother-in-low(49.6%), mother(14.6%), and others(25%). The average expenditure per month for children were 20-30 hundred Won(44.2%), 10-20 hundred Won(25%) and 30-40 hundred Won(22.3%). The places of children care selected were public or occupational care center(56.2%), religious organization(20.8%), and other center managed by social organizations(10.4%). The result of survey for general welfare of nurse officers are as follows; By and large they seem to be satisfied with their job. however. there are some dissatisfactory factors. They are children care facilties, promotion. income. welfare facilities. disadvantage in medical insurance and civil hospitals. house purchase. unfair chances in specialty training. influence on promotion by educational status. and insufficient role for their children and husbands. As conclusion. the recommendations for improving nursing service are as follows; 1. Children care center managed by occupation 2. Dormitory system for children by military personnel 3. Equal opportunities in education according to ability 4. Reasonable moving price according to the distance and scope of family and extra allowance

• 대한간호학회지
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• 제20권3호
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• pp.281-299
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• 1990

The organization of nursing department Significantly effects the hospital management. Especially, The head nurse is one of the most important position because head nurse is a first-line manager in the hospital level, a middle manager in nursing service organizations level and the top manager in each nursing unit level. This study was attempted to show the ideal model and nile by compare head nurses' role perception with staff nurses' role expectation according to two types of hospital. The survey was conducted among 94 head nurses and 233 staff nurses who are working at 5 different University Hospitals over 600 beds and 93 head nurses and 218 staff nurses Who are working at 12 different General Hospitals between 100∼300 beds in Seoul. The data was collected in a period from 8th September to 13th October in 1989 and the instrument used for this study was based on Han's one and reffered back to many literary sources and revised. The collected data was analysed by computer using S.P.S.S. program as a Mean, Percentage, Cronbach's alpha, Chi-Square, t-test and ANOVA. 1. The study was compared to the difference of the two subject group's general characteristics according to a type of hospital. As a relult, there were significant differences in age, educational background and career. 2. This Study was compared to the difference of the two subject group's role perception and role expection about each question according to a type of hospital. The result of this comparisons as follows : First, These were the most important issue between both groups : “Head nurse has to know about her staff's events and problems and then help them to solve that promptly.” Second, These were the least important issue between both groups : “Head nurse has an interview with patient's family and visitors”, “Head nurse is interested in her staff's privacy.” 3. This study was compared to the differences of each role areas according to a type of hospital. As a result, there were no significant differences both two subject groups except nursing manager role in staff nurses' group(t＝-2.893, df＝449.0, p＝0.004). 4. This study was tested to the difference of the two subject groups according to general characteristics. As a result, All of that there were no significant differences.

• 여성건강간호학회지
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• 제4권3호
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• pp.309-321
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• 1998

The purpose of this study was to analyze the contents related to health in the three major monthly women's magazine that was printed from March, 1997 to February, 1998. The unit of analysis was the section of health, living life, and reaing child. The total number of related story of health was 317. The analysis was done according to the target, health management, topics and the informer by using frequency and number. The findings are as follows : 1. The contents were categorized by target people. The number of items for women was 113(35.6%), child(17.4%), family(15.5), husband(4.7%) and others(26.8%). Others were the contents that are impossible to classify. 2. The number of items of contents by health management was the related to health maintenance and promotion 120(47.8%), health care when they were deviated from health 26(10.3%), and those of both attributes 105(41.8%). 3. The number of items of contents by topics was the related to the occurrence, prevention and treatment of various kinds of disease 41(12..9%), diet 37(11.7%), academic information 11.3%, women's disease 10.4%, the effect of foods 6.0%, child's growth & development and child care 5.75, various kinds of therapy for health care 5.7%, sexual life 5.4% and exercise 4.7%. 4. The number of items of contents by informer was medical doctor 215(49%), lay person's case report or report of a struggle against a disease 12.3%, relevant organization of a related story(eg. family therapy research institute, physical therapist's or teacher's) 11.2%, and the contents of existing books or lecture 8.9%. Among those contents, only the one case from nurse or Korean nurses association as informer was founded, which is related to "skinship child care." In conclusion, this finding showed that women's magazine took a role as a important resource providing informations of health to women. it provides a challenge to the health professionals to have concerns on women's needs, and the content, source, and accuracy of the health related information and take part in the process producing information through such as screening and examining so as to give accurate information to women. Then women's magazine can take a role as a major resource for maintaining and promoting women's health. Finally, nurses's, who are professional health care providers, important and active role as informers toward the lay persons, especially for the women who are non-professional care givers at the family unit should be stressed. More active and continual monitoring and analyzing the contents related health in the mass media including magazine and Internet network in detail, and participating in establishing the system of adequate and precise information for women and lay persons from the nursing profession are required absolutely.

• 문화기술의 융합
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• 제5권1호
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• pp.193-203
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• 2019

본 연구는 M시 소재 3개 종합병원에서 근무하는 간호사 214명을 대상으로, 2017년 7월 17일~8월 7일까지 자료 조사하였다. 수집된 자료분석은 SPSS WIN 21.0과 간호관리자의 리더십 유형에 따른 잠재계층을 분석하기 위해 Mplus 7.00을 이용하였다. 잠재계층분석에 따른 업무수행능력, 이직의도의 차이는 변혁-거래-감성이 높은 리더십의 경우 업무수행능력이 $4.44{\pm}.37$점으로 가장 높게 나타났으며, 이직의도는 $2.62{\pm}.59$점으로 가장 낮은 점수를 보였다. 변혁-거래-감성이 낮은 리더십의 경우 업무수행능력이 $3.51{\pm}.41$점이고 이직의도는 $3.25{\pm}.41$점으로 높은 이직율을 보였다. 따라서, 잠재계층분석에 의한 간호관리자의 리더십의 유형은 업무수행능력과 이직의도에 영향을 미치는 요인임을 알 수 있었다. 변혁적-거래-감성의 리더십을 높게 지각할수록 업무수행능력과 이직의도에 미치는 영향이 크므로 간호조직의 관리자는 효율적인 리더십을 함양하고, 변혁적, 거래적, 감성적 리더십을 통하여 간호사들의 업무수행능력을 향상시키고, 이직의도를 낮출 수 있도록 간호관리자의 리더십 함양을 높이기 위한 교육훈련 개발이 필요하다.

• 산업융합연구
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• 제21권10호
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• pp.103-110
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• 2023

본 연구는 종합병원 중환자실 간호사의 요통 유무에 따른 개인적 특성과 간호업무 특성을 파악하고 요통 유발에 영향을 미치는 주요 요인을 탐색하기 위한 서술적 비교 조사 연구이다. D시에 소재한 종합병원 중환자실 간호사를 대상으로 설문조사를 실시하였고, 총 100부를 분석에 이용하였다. 자료 분석은 IBM SPSS 24.0을 이용하여 기술통계, 카이제곱 검정, Fisher 정확 검정, 로지스틱 회귀분석을 하였다. 연구 결과 중환자실 간호사의 69%가 요통이 있었고 이 중 65.2%가 최근 1년 동안 3개월 이상의 요통을 경험하였으며 중환자실 업무 후 요통이 발생한 경우가 84.1%로 나타났다. NRS로 측정한 요통 강도 점수는 49%가 4점 이상을 경험하는 것으로 응답 하였다. 요통 관련 요인으로 개인적 특성에서 성별(p=.03)과 간호업무 특성에서 환자 부축 횟수(p=.03), 환의 교환 횟수(p=.01), 무거운 물건 들기(p=.04), 신발 상태 만족도(p=<.001)가 요통 유발에 영향을 미치는 유의한 변수로 확인되었다. 중환자실 간호사의 요통 예방 및 관리를 위해서 병원 조직 및 국가 정책이 필요할 것으로 사료된다.

• 여성건강간호학회지
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• 제6권3호
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• pp.348-357
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• 2000

The purpose of this study was to investigate encouragement experience on breastfeeding of health professionals, and the support in their hospitals on breastfeeding. A questionnaire on breastfeeding was administered to the obstetricians, pediatricians and nurses at the department of pediatrics or obstetrics of university hospital and private hospital in Seoul and Choong-Chung Province in South Korea. Total numbers of study subjects were 346 (pediatrician 67, obstetrician 41, nurse 238). Data was statistically analyzed according to descriptive statistics, Chi-square test and multivariant analysis. The results were as follows : 1. Most of the respondents (93.6%) had a knowledge regarding breastfeeding which had more advantage than formula-feeding. But their experience to educate the mother about breastfeeding was very limited (34.8%). The major problems were insufficient concern of healthcare professionals, no trained personnel's and lack of education programs on breastfeeding. 2. Most of the respondents (82%) had learned breastfeeding management in class at the university. But 2/3 of them had not been educated on breastfeeding management after graduation. 3. More than half of the hospitals had no breastfeeding education programs. And they recommended the formula-feeding to the mothers. 4. Seventy percent of the respondents recognized that breastfeeding information offered to the mothers in their hospitals might help to increase the rate of breastfeeding. But only 40% of hospital had offered breastfeeding information using pamphlets or brochures. In our study, a majority of respondents had not been educated on breastfeeding after graduation. A personal experience in breastfeeding is known predictor of confidence in breastfeeding. Educational programs may have an effect to change the health professionals behavior. Therefore, it is necessary to assist health professionals in obtaining more knowledge about breastfeeding. Continuing education programs to health professionals should be offered by nation and regional organization.

• 임상간호연구
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• 제22권3호
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• pp.276-284
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• 2016

Purpose: The purpose of this study was to identify the factors related to blood-borne infection prevention behaviors based on the risk perception of the health belief model among operating room nurses. Risk perception factors included perceived susceptibility, barriers, benefits, and perceived severity. Methods: Data were collected from 121 operating room nurses working in four different hospitals in Daejeon and Seoul from June 30 to May 11, 2016. Results: The mean age was 31.2 years, and the average years of clinical experience in operating room was 7.9 years. The mean score of knowledge was 13.15. The mean score of perceived susceptibility, barrier, benefit, and perceived severity were 3.76, 3.70, 3.95, and 4.64, respectively. Blood-borne infection prevention behaviors had positive correlation with perceived benefits (p=.010), but negative correlation with sensitivity (p=.009) and barrier (p=.012). The hierarchical regression model on infection prevention behavior was statistically significant (F=4.85, p<.001). The sixteen percent of variance in behavior was explained by age (${\beta}=.18$, p=.038), perceived benefit (${\beta}=.20$, p=.030), perceived susceptibility (${\beta}=-.25$, p=.005), and perceived barrier (${\beta}=-.18$, p=.042). Conclusion: In order to increase infection prevention behaviors among operating room nurses, there is a need for developing specific education program focusing on appropriate management of equipment, instruments, and environment in operating room. In addition, support from the hospital organization level need to be provided as well.

• 간호행정학회지
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• 제4권2호
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• pp.363-385
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• 1998

The purpose of this study is to investigate the relationship between organizational culture types and organizational effectiveness in the hospitals and to identify the cultural and organizational characteristics of the hospitals with high organizational effectiveness. Data were collected from May 12 to June 14. 1997 through questionnaire taken by 1.118 nurses working in 10 hospitals with more than 800 beds and from annual reports published by the hospitals. The instruments were used for collecting the data: Organizational Culture Questionnatire and Organizational Characteristics Questionnatire developed by the researcher. Mowday's Organizational Commitment Questionnaire. Taylor & Bovver's General Satisfaction Scale. The Results were as follows: 1. The meta culture of the hospital organizations was the conservative culture. 2. There were significant differences of the four organizational cultural types - affiliative culture. innovative culture. conservative culture. task culture among the hospitals(p=.00). 3. The hospital organizations were classified in to three cultural patterns. each of which had similar cultural composition. on the basis of the scores indicating the similarity and difference of the foul' organizational cultural types among the hospitals. The organization of each group represents conservative- dominant culture. innovative-dominant culture and competitive culture. 4. Nurses' organizational commitment and job satisfaction were significantly different among the cultural patterns(p=.00). In other words. the hospitals with innovative-dominant culture showed higher organizational commitment and job satisfaction than ones with conservative-dominant culture and competitive culture. And also. the growth rate of outpatients and inpatients were significantly different among the cultural patterns(p<.05). The hospitals with innovative -dominant culture showed higher growth rate of outpatients and inpatients than ones with conservative-dominant culture and competitive culture. 5. The hospitals with conservative-dominant culture and competitive culture showed higher level of centralization than ones with innovative -dominant culture(p=.00) And the hospitals with competitive and innovative-dominant culture showed higher level of communication than those with conservative-dominant culture(p=.00) Finally. the hospitals with innovative-dominant culture showed higher level of managerial strategy than those with conservative-dominant and competitive culture. among which the latter showed higher level of managerial strategy than the former(p=.00).

• 간호행정학회지
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• 제13권1호
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• pp.40-52
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• 2007

Purpose: The purpose of this paper was to investigate opinions and experiences of hospital CEOs' and QI managers toward the National Hospital Evaluation Program which was implemented in 2004 and to recommend various strategies to improve the program. Methods: We conducted a mail survey with CEOs and QI　managers' of 78 hospitals with 500 beds or more that participated the 2004 National Hospital Evaluation Program. Results: About 70.8% of the participating CEOs and 64.0% of the QI　managers felt that the objectives of the evaluation program weren't fully achieved. Most respondents said that the current program required a partial or an overall change. Evaluation Criteria was the most often cited area for a change. Many respondents pointed out the importance of including clinical quality indicators in the evaluation tool. Conclusions: To upgrade hospital services with better quality, it is most important to first reach consensus on objectives and approaches of the evaluation program among various players. For a consistent planning and implementation, it is urgent to set up a more systematic organization and financing mechanism. Also, evaluation approaches, including evaluation criteria, methods, patient satisfaction assessment, as well as ways to summarize and publicize each hospital's performance should be improved.

• 간호행정학회지
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• 제10권1호
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• pp.63-81
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• 2004

Purpose: To identify job satisfaction of hospital employees and the relating factors Methods: The study sample was a total of 1,031 healthcare workers(doctors, nurses, pharmacists, medical engineers, office workers, etc) at a tertiary teaching hospital. The data were collected using a questionnaire developed by a expert group. The questionnaire consisted of 21 items including job characteristics, organizational culture, and personal characteristics on the five Likert scale. Results: The overall satisfaction on job characteristics was 3.24 on the five Likert scale. The satisfaction of each item was 4.14 in role clarity, 3.26 in communication participating rate, 3.10 in work variety, 3.06 in autonomy, and 2.64 in workload. The overall satisfaction on organizational culture was 3.00. Particularly, the satisfaction on collaboration was 3.83, co-worker's support. 3.73, identity, 3.62, education/training opportunity, 3.12, pay, 2.62, welfare, 2.35, promotion, 2.34, and organizational conflict, 2.00. The level of satisfaction on personal characteristics was 3.00. In the satisfaction of each item, the score of disposition was 3.83, contribution to the hospital, 3.75, pride as a member of hospital, 3.70, and attitude on job performance, 3.68. The correlation between satisfaction and other variables was statistically significant with the exception of work variety. The satisfaction related significantly to loyalty index(r=.486, p=.000), autonomy(r=.415, p=.000), pride as a member of hospital(r=.411, p=.000), supervisor support(r=.364, p=.000). Conclusions: The results showed developing organizational strategy to promote job satisfaction can decrease the turnover rate and increase loyalty to the organization. It will contribute to enhance productivity in hospital.