• Journal of Korean Critical Care Nursing
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• v.11 no.1
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• pp.15-27
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• 2018

Purpose : This study was intended to investigate the frequency of job performance of the Korean professional medical support staffs (PMSS). Method : The data of 1,666 PMSS from 36 hospitals and over 500 beds were analyzed. The participants were divided into 5 groups: advanced practice nurses (APN), clinical nurse experts, physician assistants (PA), coordinators, and others. Results : Among the 5 main domains of job performance, advanced clinical practice has the highest frequency (111.36 d/y), followed by consultation/collaboration (75.66 d/y), education/counseling (53.54 d/y), leadership (23.90 d/y), and research (19.14 d/y). There was a significant difference in the frequency of job performance between the 5 groups of participants. The invasive activities were more frequent in the PA group. In the education and counseling domain, APNs had a higher level of job frequency than others (p < .001). In the research and leadership domains, APNs and coordinators had more prominent performance frequency than other groups (p < .01). However, there are some ambiguities in the job performance of the 5 groups depending on institutional characteristics. Conclusion : To establish the scope of work of PMSS, organizational and individual efforts are needed to promote and expand the leadership and research domains. To resolve the ambiguities of PMSS' roles, it is necessary to reorganize their titles.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.27 no.1
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• pp.102-113
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• 2020

Purpose: To demonstrate the importance of comprehensive skin observation as an effective intervention for pressure injury prevention in elderly long-term care hospital patients. Methods: The survey was conducted with 70 nursing staff members working at two long-term care hospitals with 200 beds or less in D city. Data were collected from October 16 to October 23, 2019 and analyzed using descriptive statistics, the chi-square test, and the independent t-test with the SPSS 25.0 program. Results: Nursing care knowledge for pressure injury was similar between the two groups. Conversely, nursing care performance for pressure injury degree of the nursing staff in the hospital using skin observation records performed better than those who did not (t=6.11, p<.001). Furthermore, comprehensive skin assessments in long-term care hospitals using skin observation records showed a lower incidence rate of pressure injury than that showed using general skin assessments (t=-5.28, p=.006). Conclusions: Comprehensive skin assessment is important for pressure injury prevention in elderly long-term care hospital patients. To implement this effectively, it is necessary to devise institutional regulations, guidelines, and systematic education programs.

• The Journal of the Convergence on Culture Technology
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• v.9 no.6
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• pp.1159-1172
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• 2023

Through this study, we aim to investigate the impact of job stress, self-leadership, and social support on nursing performance among nurses in long-term care hospitals. Our objective is to identify specific measures to enhance nursing performance by understanding how these factors influence overall nursing work outcomes. Participants were nurses working at long-term care hospitals in B city and G city. Data were collected with structured questionnaires from February 1 to February 25, 2018. Data were analyzed SPSS 22.0 program for descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression. Factors which had effect on nursing performance were self-leadership(β=.415, p<.001), age(β=.251, p=.001), social supports(β=.206, p<.001), job stress(β=-.159, p=.001) and position(β=.102, p=.047). We anticipate that the findings of this study, which reflects the job characteristics of nurses in long-term care hospitals, can serve as foundational data for the development of intervention programs related to nursing performance. These results can contribute to the creation of programs aimed at improving nursing outcomes in accordance with the unique work characteristics of nurses in long-term care settings.

• Journal of Korean Public Health Nursing
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• v.35 no.2
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• pp.297-309
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• 2021

Purpose: This study aimed to identify factors relating to COVID-19 knowledge and resilience that impact elementary school health teacher performance at infection control. Methods: This study adopted a cross-sectional design. Data were collected from 140 elementary school health teachers by convenience sampling. Collected data were analyzed using SPSS Ver. 26.0. Results: Mean scores were as follows COVID-19 knowledge 17.99±2.37 (range 0-23), resilience 120.36±16.90 (range 30-150), and performance at infection control 85.91±10.07 (range 25-100). A positive correlation was observed between resilience and infection control performance (r=0.57, p<.001). Factors found to influence participant performance at infection control were resilience (𝛽=0.54, p<.001) and two categories of educational experience: 11-15 years (𝛽 = 0.24, p=.011) and more than 20 years (𝛽=0.29, p=.044). Conclusion: These results indicate the resilience of elementary school health teachers positively affects their performance at infection control. Generally, both age and work experience affected ability to perform infection control. Therefore, this study supports the need to develop programs to increase the resilience of elementary school health teachers according to infection control performance and age.

• Journal of Korean Clinical Nursing Research
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• v.26 no.2
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• pp.217-231
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• 2020

Purpose: To identify the clinical role of Advanced Practice Nurses (APN), and evaluate how other medical personnel perceive their work(difficulty, importance). Methods: A questionnaire survey was performed with 277 health care providers (APN 52, nurses 88, and medical doctors 137 [professors 51, fellows 44, & residents 42]) in a single, tertiary hospital. The questionnaire was categorized into 6 domains (total 40 tasks): 6 tasks on identifying health issues (A); 3 tasks on prescribing and conducting diagnostic tests (D); 18 tasks on disease treatment (T); 4 tasks regarding prescribing medicine (M); 3 tasks regarding medical collaboration (C); 6 tasks regarding patient education (E). The survey measured the frequency, difficulty, and importance of APN's clinical tasks, and evaluated the willingness of authorizing clinical tasks to APN. Results: The most frequent tasks for APN were A domain, lowest were T domain. The scores for perceived job difficulty were lower than those for job importance in all groups. The proportion of willingness to legally delegate clinical practices to APN was higher in A and E domains, but lower in D and T domains. However, professors, who spent the most time with APN, showed a higher willingness to legally delegate clinical practice. The participants favored medical doctors as substitutes for tasks which were not legislated for delegated job performance. Conclusion: In this study identified clinical roles that medical doctors considered possible for legal delegation to APN were identified. The results can be used as evidence for the legalization of the practice of APN.

• Korean Journal of Occupational Health Nursing
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• v.29 no.1
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• pp.8-19
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• 2020

Purpose: To identify the importance and performance levels of health management duties, work-related and general attributes of health managers in medical institutions and analyze their impact on the performance of managing health-care related tasks. Methods: This research identified the performance levels of 150 health managers who have been executing industrial health-related duties for more than six months as nurses in medical institutions with more than 30 hospital beds. The variables which affect their performances were then analyzed. Results: The average importance of health care duties was 8.1 out of 10 and 5.5 for performance levels. Multi-regression analysis on the variables affecting performance levels of health managers in medical institutions showed that health managers exhibit higher numbers under the following conditions: over 300 full-time employees, more than 1 year but less than 3 years of experience, positions above section chief level, affiliation to the safety and health department, and high perception of duty importance. Conclusion: Improved cognizance of health manager importance should occur initially; then, health-care center setup, assigning of exclusive occupational health managers, and organizational efforts to improve the working environment in tandem with the provision of educational training programs to improve work quality are necessary.

• Journal of Korean Clinical Nursing Research
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• v.29 no.1
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• pp.121-134
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• 2023

Purpose: The purpose of this study was to describe the job performance, importance, and difficulty in Surgical Clinical Practice Nurses (SCPNs), and to identify the priority of job tasks using Importance-Performance Analysis (IPA). Methods: One hundred SCPNs were recruited from two university hospitals and two general hospitals during November 2021 to April 2022. A total of 97 data were analyzed excluding 3 data due to missing responses. The data were analyzed by two groups, with Ward-Based SCPNs (W-SCPNs) and Operation Room-Based SCPNs (OR-SCPNs) according to different characteristics of job tasks. Results: There were differences of job performance between W-SCPNs and OR-SCPNs. As a result of the IPA, tasks of 'working practices in the ward' for W-SCPNs and those of 'surgery and treatments' for OR-SCPNs were included in the first quadrant (keep up the good work). 'Resarch' and 'leardership' were included in the third quadrant (low priority). Conclusion: Since there are differences in job tasks between W-SCPNs and OR-SCPNs, health care institutions should consider the differences in defining the scope of job performance. Furthermore, it is necessary to develop customized continuing education program based on our findings of IPA.

• Journal of Korean Clinical Nursing Research
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• v.18 no.1
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• pp.63-73
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• 2012

Purpose: The purpose of this study was to compare job satisfaction and nursing performance of nurses on fixed night shifts (FNS) and nurses working three shifts (W3S), to identify the environment of night work and recognition of the viability of the FNS system. Methods: The research was conducted with 106 nurses on FNS and 257 on W3S. The nurses had worked for 1 to 11 years at A hospital, Seoul. Results: Job satisfaction was significantly higher (t=-3.51, p< .001) for nurses on FNS. However, no significant difference was found for nursing performance (t=-1.019, p=.309) between the two groups. Both groups of nurses were mostly satisfied. Subjective fatigue scores (0 to 10 points) during the night for nurses on FNS (6.02) were lower than for W3S nurses (7.28) A high percentage (88.7%) of nurses on FNS indicated a willingness to further participate in FNS. Conclusion: Results indicate that the demonstration FNS system showed its effectiveness. Therefore, efforts are needed to enhance and revitalize FNS and to upgrade the system to control patient transfer time from emergency departments to wards, and to provide nurses needed resources for emergency or intensive care.

• Research in Community and Public Health Nursing
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• v.11 no.2
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• pp.389-398
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• 2000

The work of visiting nursing personnel consists mostly of direct nursing and it is absolutely necessary that training of the nursing personnel for infection control be emphasized because most of patients are composed of elderly people with chronic diseases and malnutrition who are highly susceptible to infection. Accordingly. this study was designed to provide basic data for the development of an infection control program in public health centers as well as the promotion of perception and performance of infection control by analysing the perception of importance and performance in the infection control of visiting nursing personnel who carry out visiting nursing services. The subjects of this study consisted of a number of visiting nursing personnel working for 15 public health centers. 15 health-center branches. and 16 health clinics. The collection of data was grounded on a questionnaire method. The questionnaire breaks down to 8 questions about general characteristics and 108 questions in connection with the perception and performance of infection control. The results of this study are as follows: 1. 82 subjects (78.1%) responded that it is necessary to control infection. 79 subjects(75.3%) responded that education is necessary for infection control. 50 respondents (47.6%) answered in the affirmative in regard to the role of infection carriers. 2. The mean score for the perception of importance in infection control was 4.55 and that performance accounts for 4.03. this turns out to be very high. 3. In terms of the perception of importance per each field of infection control. medication. the management of contamination and sterilization, the control of environments and instruments. washing hands and individual hygiene as well as the prevention of cross-infection and the supervision of infection stand at 4.72. 4.64. 4.60. 4.58. 4.52 and 4.21 respectively. In terms of performance. the supervision of infection. the control of environments and instruments, individual hygiene and the prevention of cross infection. medication. washing hands, and the management of contamination and sterilization was 4.21. 4.12. 4.10. 4.03. 3.91 and 3.81 respectively. 4. In terms of the correlation between the perception of importance and the performance of infection control. the score stands high in all fields: this means the high perception of importance leads to high performance statistically (P< .05). 5. In terms of the perception of importance in general characteristics. there is no significant difference while the form of working places. working career and the career as visiting nursing personnel show a significant difference in terms of performance(P< .05). From the results. it is suggested that the visiting nursing personnel should be constantly educated with the aid of the development of infection control programs and that instructions and instruments for the management of infection should be worked out so as to enhance the performance of infection control on the part of nurses in applicable communities.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.1
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• pp.137-150
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• 2002

Today, environments of healthcare and hospital organizations are changing very rapidly. In response to these rapid and uncontrollable changes, organizational members should be required to be empowered, because empowerment makes feelings of powerlessness and frustration reduce and leads to work performance such as Job satisfaction and Organizational commitment. The term 'Empowerment' is frequently used in recent, but there is a lack of study. In nursing administration, studies are also few. Empowerment is defined here as a cognitive, continuous and active process which empower intrinsic work motivation to members. This study takes empowerment as a construct composed of four factors-meaning, competence, self-determination, impact. 1. The purpose is to analyze the relationship of empowerment with job - satisfaction and organizational commitment perceived by nurses. 2. The method : Data were collected from 334 nurses in 2-hospital and gathered during the period 20days from September 11 to September 30, 2000 and ANOVA, Pearson's correlaton etc are conducted for this study. 3. The results were as follows: 1) In characteristics of subjects, age and the period of duty were significantly different in empowerment (p<0.001). Educational background, marriage and motivation to be nurse were different in empowerment(p<0.05). 2) Empowerment degree perceived by nurses was 55.52. 3) Empowerment was related with job satisfaction (p<0.001) but was not related with organizational commitment. 4. Conclusion : The above result was different from other empowerment studys which empowerment is related with job satisfaction and organizational commitment. The study on empowerment is important in the aspect of strategies for increasement of work performance. For the proper tool in nursing practice, we study empowerment in various aspects and the further studys for the relationship of empowerment with organizational commitment are needed.