• 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.

• 한국직업건강간호학회지
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• 제26권4호
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• pp.236-246
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• 2017

Purpose: This study aimed to investigate the relationships among job characteristics, knowledge sharing, organizational culture, and organizational commitment in occupational health nurses (OHN) and clinical nurses (CN) to identify factors that might influence organizational commitment. It aimed to contribute to the improvement of knowledge management in health care organizations, including industrial workplaces and hospitals. Methods: A convenience sample of 188 nurses, specifically 100 OHN and 88 CN, was selected. Data were analyzed with descriptive statistics, t-tests, correlation coefficients, and multiple regression analysis. Results: OHNs had a significantly higher education level and current work experience; higher proportion of participants with contract employment status, day work shift, less turnover experience, good lifestyle; and higher scores on organizational culture ($3.3{\pm}0.61$) and organizational commitment ($3.1{\pm}0.60$). Additionally, the correlations among organizational commitment, job characteristics, knowledge sharing, and organizational culture ware higher (r=.38~.57) among OHNs as compared to those among CNs. Further, the organizational commitment of OHNs was significantly influenced by knowledge sharing, organizational culture, working hours, and salary ($R^2=.32$), while that of CNs was influenced by organizational culture and life event stress ($R^2=.11$). Conclusion: There is a need to develop measures to enable nurses to contribute to the improvement of knowledge management in health care organizations as major human resources, by including interventions for the major factors leading to between-group differences in organizational performance.

• 문화기술의 융합
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• 제10권2호
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• pp.297-309
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• 2024

본 연구는 교대근무 기혼여성 간호사의 일과 가정, 일상생활에 대한 생생한 경험과 교대근무의 특수한 상황적 맥락을 파악하는 것이다. 이를 위해 교대근무 기혼여성 간호사 10명을 대상으로 이들의 심층적인 내면을 탐색하기 위해 면담을 진행하였으며, 수집된 자료는 Giorgi의 현상학적 연구 방법을 적용하여 분석하였다. 분석 결과, 총 120개의 의미 단위와 16개의 하위 구성 요소, 5개의 구성 요소가 도출되었다. 5개의 구성 요소는 '교대근무로 인한 일-가정양립 현실 인식', '일-가정 양립 어려움', '일-가정 양립 원동력', '직무수행에서의 만족감 요소', '해결되어야 할 과제들'이다. 본 연구는 교대근무 기혼여성 간호사의 일-가정 양립 경험의 심층적 탐색을 통해 이들이 직면한 상황을 파악하여 교대근무 기혼여성 간호사를 위한 일-가정 양립에 정교한 개선 전략 수립에 대한 경험적 근거를 제시하였다는 점에서 의의가 있다.

• 한국보건간호학회지
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• 제26권2호
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• pp.268-279
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• 2012

Purpose: The purpose of this study was to compare and contrast health promoting behaviors, mental health, and quality of life between shift nurses and non-shift nurses and to evaluate factors influencing their quality of life. Method: Data were collected by questionnaires from 113 non-shift nurses and 265 shift nurses who had been working at one of five hospitals in Incheon for more than one year. Descriptive statistics, ANCOVA, logistic regression, and multiple regression were used in performance of data analysis. Results: For shift nurses' mean total scores for health promoting behaviors and quality of life were significantly lower than those for non-shift nurses'(p<.05). Result of logistic regression analyses indicated that marital status (OR=2.092, 95%CI=1.174-3.729) and quality of life (OR=3.397, 95%CI=1.694-6.812) were significant between shift nurses and non-shift nurses. Non-shift work, low stress, provision of health-welfare programs, high score for health promoting behavior, and good mental health status showed an association with better quality of life (explained 48.3% of variance). Conclusion: Educational, policy, and regulatory approaches are required in order to improve mental health and quality of life for nurses, which may be influenced by their unhealthy behaviors such as irregular dietary patterns, while provision of counseling programs may be helpful to enhancement of nurses' mental health.

• Child Health Nursing Research
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• 제9권1호
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• pp.74-84
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• 2003

This study was designed to investigate effects of maternal education using Brazelton Neonatal Behavioral Assessment Scale(the following will be marked as NBAS) on the mother-infant interaction and infant behavior. The subjects of this study consisted of 48 pairs of normal mother and infant, 24 pairs for intervention group and 24 pairs for control group. The subjects were recruited from two general hospitals, and an OBGY clinic located in J city. The data were collected from July 30, 2001 to October 6, 2001. Prior to investigation and data collection, following operational hypotheses were set up in order to compare the investigative data against these operational hypotheses(H). H1: Intervention group will higher mother-infant interaction score than control group. H2: Intervention group infants will higher overall performance in infant behavior test score than control group infants. The results of this study were summarized as follows: 1. The mother-infant interaction score was 59.79 points in intervention group and 53.91 points in control group. The mother-infant interaction score of intervention group showed significant difference than control group. Therefore, hypothesis 1 was supported. 2. The infant behavior score of intervention group was significantly higher than control group, but partially. Therefore, hypothesis 2 was partially supported. 1) The social interaction(orientation) score was 46.58 points in intervention group and 43.50 points in control group. The orientation score of intervention group showed significant difference than control group. 2) The state regulation score was 26.79 points in intervention group and 25.33 points in control group. The state regulation score of intervention group showed significant difference than control group. In conclusion, present work demonstrated that maternal education using NBAS is an effective intervention method for promotion of mother-infant interaction and of infant behavior development. Author believes that many inexperience young mother may find NBAS-based maternal education beneficial for their nursing babies, therefore NBAS-based intervention is recommended to be adopted routinely as an integral part of neonatal nursing strategies.

• 대한간호학회지
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• 제35권2호
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• pp.323-335
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• 2005

Purpose: The purpose of this study was to examine the problems and relevant variables for effective Organizational Socialization of new nurses, to produce a causal map, to build up a simulation model and to test its validity. Method: The basic data was collected from Sep. 2002 to July 2003. The Organizational Socialization process of new nurses was analyzed through a model simulation. The VENSIM 5.0b DSS program was used to develop the study model. Result: This Model shows interrelation of these result variables: organizational commitment, job satisfaction, job performance, intention of leaving the work setting, decision making ability, and general results of Organizational Socialization. The model's factors are characteristic of organization and individual values, task-related knowledge and skills, and emotion and communication that affects new nurses' socialization process. These elements go through processes of anticipatory socialization, encounter, change and acquisition. The Model was devised to induce effective Organizational Socialization results within 24 months of its implementation. The basic model is the most efficient and will also contribute to the development of knowledge in the body of nursing. Conclusion: This study will provide proper direction for new Nurse's Organizational Socialization. Therefore, developing an Organizational Socialization Process Model is meaningful in a sense that it could provide a framework that could create effective Organizational Socialization for new nurses.

• 근관절건강학회지
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• 제22권3호
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• pp.205-218
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• 2015

Purpose: This study was performed to analyze the visiting nurses' job using Developing a curriculum (DACUM). Methods: The DACUM committee with 6 visiting nurses participated in the workshop. In this workshop, the visiting nurses role was defined and their duties and tasks were identified. After content validation via the experts, the pilot test was conducted to 78 nurses. Results: A total of 13 duties and 82 tasks were identified on the DACUM chart which represented the importance, difficulty, and frequency of tasks with alphabet A, B, and C as its higher degree. Regarding duties, 'visiting nursing for high risk group' is the highest, while the lowest was 'public welfare events'. Regarding to tasks, 'discovering a new patient' was the highest, while 'selecting patients and offering medical supplies (nutritional supplement, patch)' was the lowest one. Conclusion: The results showed that visiting nurses working in the visiting health care service center were doing more various duties and tasks than those working according to 'Act on Long-term Care Insurance for the Aged'. The results can be used to develop training programs for visiting nurses and evaluation-scale of their job performance.

• 한국융합학회논문지
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• 제8권9호
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• pp.217-229
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• 2017

본 연구의 목적은 중년 남성이 경험한 갱년기의 의미를 파악하고 그들이 인식하는 갱년기의 어떠한지 본질을 이해하고 탐색하고자 하는 것이다. 자료조사는 질적 연구방법 중 현상학적 방법을 이용하였으며 40대와 50대의 남성을 대상으로 하여 수집한 자료로서 Colaizzi의 분석방법을 활용하였다. 연구 결과 중년 남성이 경험한 갱년기는 신체적 변화, 심리적 변화, 업무 수행 능력의 변화, 긍정적 변화, 갱년기 인식의 계기, 갱년기를 극복함의 6개의 범주와 19개의 주제모음, 44개의 주제로 도출되었다. 본 연구의 결과들은 향후 융합적 관점에서 간호중재 프로그램의 개발과 적용의 기초자료 활용이 기대된다.

• 한국산업보건학회지
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• 제27권3호
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• pp.221-230
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• 2017

Objectives: This study was conducted to investigate general characteristics, job characteristics, characteristics of hospitals, and hospital coordinators, and to investigate the factors affecting the job satisfaction of medical workers. Methods: The data was collected through a self-reported questionnaire among 435 workers in plastic surgery and dermatology clinics in metropolitan city G. We investigated general characteristics, job-related characteristics, characteristics of medical institutions and hospital coordinators, job performance of hospital coordinators, and job satisfaction of medical workers. T-tests, ANOVA, correlation, and multiple regression analyses were conducted to investigate the factors related with job satisfaction. Results: The job satisfaction of the medical workers and the perceived job performance of hospital coordinators were $3.55{\pm}0.40$ and $3.74{\pm}0.43$, respectively. In multiple regression analysis, drinking frequency, number of night shifts, number of work days, and hospital coordinator introduction years were associated with the job satisfaction of medical workers. The more the overall job performance of hospital coordinators increased, the higher was job satisfaction(B=0.458, p<0.001). In detail, the more job roles(B=0.218, p<0.001), core competency(B=0.145, p=0.005), and leadership(B=0.099, p=0.037) increased, the higher was the job satisfaction of medical workers. Conclusions: The job satisfaction of the medical institution workers was associated with the perceived job performance of the hospital coordinator. In order to increase the job satisfaction of medical institution workers, a hospital coordinator with specialized job performance will be able to improve job satisfaction by carrying out efficient work in the medical institution.

• Journal of Hospice and Palliative Care
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• 제16권4호
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• pp.223-231
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• 2013

목적: 본 연구는 간호사의 품위 있는 죽음태도와 도덕적 민감성 정도가 임종간호수행에 미치는 영향요인을 파악하여 인간존엄성을 바탕으로 한 임종간호수행의 질적 수준 향상에 도움이 될 기초 자료를 제시하고자 시도되었다. 방법: 1개 도시의 3차 의료기관에서 근무하는 간호사를 대상으로 172명을 편의 표집 하였다. 구조화된 설문지에는 품위 있는 죽음, 도덕적 민감성, 임종간호수행을 포함하였다. 자료는 기술통계, 피어슨 상관계수 및 다중회귀분석을 이용하여 분석하였다. 결과: 주요 결과로서 대상자의 임종간호수행에 영향을 미치는 요인은 도덕적 민감성, 품위 있는 죽음태도, 교육수준의 순으로 나타났다. 이는 간호사의 도덕적 민감성이 높고, 품위 있는 죽음 태도가 긍정적이며, 교육수준이 높을수록 임종간호수행 정도가 높다는 것으로 확인되었다. 결론: 본 연구 결과는 웰빙에서 웰다잉으로 사회적 관심이 옮아가는 시대적 요구에 비추어 볼 때, 임종간호수행의 질적 수준 향상을 위해서는 간호사의 품위 있는 죽음태도와 도덕적 민감성을 배양할 노력이 필요함을 시사한다. 또한 의료현장의 복합적인 의사결정 과정에서 간호사의 옹호자 역할 수행을 위해 의사-간호사간의 상호 역기능적 갈등을 조정하는데 필요한 효율적인 임종교육 프로그램 개발의 기초 자료가 될 것이다.