• 간호행정학회지
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• 제7권2호
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• pp.285-300
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• 2001

To meet standards for high quality of care and satisfied customers, an evaluation tool about nursing care is necessary. And, We need to evaluate our practice continuously for the improvement in quality and outcomes. This study was intended to develop an evaluation tool about nursing care in NSICU, and was progressed of 3 steps; development, content validity verification and reliability verification. Data were obtained and analysed from Feb. To April, 2000. Development process of the study was as follows A preliminary list was made item by item on the basis of clinical Experience, literature review and patients' record review. Then the standards, criteria and indicators of preliminary evaluation tool were set by 5 clinical nursing panel, and their content validity was reviewed by 27 ICU nurses. Finally, an evaluation tool was developed and verified the reliability at c-university hospital located in Kwang-Ju. The results of this was as follows 1) The evaluation tool of this study developed 8 standards, 39 criterias and 106 indicators. The standards were divided into two dimensions. One was process dimension which contained 4 standards(26 criteria), The other was outcome dimension which contained 4 standards(13 criteria). 2) the Average content validity of the tool was 3.39 at standards, 3.55 at criteria and 3.51 at indicators. 3) Interrater reliability of the tool is r=.7993(p<.001) & internal consistency reliability ${\alpha}$ is .6031 4) Scores of NSICU Patients who participated in this study were 57 at total mean score, 58 at process mean score and 56 at outcome mean score The evaluation tool developed in this study seems to be useful in evaluation nursing practice appropriately for the improvement of nursing care in NSICU. I hope that this evaluation tool can be used effectively in NSICU as an intervention for the improvement of quality control.

• 간호행정학회지
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• 제13권2호
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• pp.191-198
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• 2007

Purpose: The aim of this study was to find the effect of collaborative learning on problem-solving processes according to the level of metacognition, after adopting collaborative learning to clinical practice of nursing management. Method: Senior college students participated in this study. 90 students who was involveled in high level metacognitive group and another 88 students in low level metacognitive group. The data was collected from 2003 to 2005. The process of collaborative learning was categorised in 4 steps. The data were analyzed using t-test, ANCOVA, paired t-test. Results: 'There will be a distinction between the low and high metacognition groups after application of collaborative learning' was rejected. 'In the high level metacognitive group, the problem-solving ability will also increase after application of collaborative learning than before application' was supported. 'In the low level metacognitive group, the problem-solving ability will increase after application of collaborative learning than before application' was supported. Conclusion: The results showed that with collaborative learning, the problem-solving ability of learners with different levels of metacognition is improved.

• 재활간호학회지
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• 제6권2호
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• pp.201-212
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• 2003

This study was for understanding about the current situation of internal nursing research related to empowerment and for suggesting the direction the research on empowerment should improve. 17 nursing research articles between 1991 and 2001 were analyzed and their analysis results showed that the research on empowerment tends increasing in number. Looking at study methods, survery and research had a majority of researchs and the target of research was mainly nurses. Empowerment concept is a process that it helps to be able to assert the control about factors which influence on human life. This process suggested the precondition and result on empowerment in view of nursing that it includes broader systematic, structural and social responsibility in making individual taking responsibility on his health in management. Empowerment is to enhance the power and its basic starts from his own empowerment. The contents of his own empowerment is to improve his own ability(including spiritual, physical, and social ability), to connote also his own confidence enhancement which looks at himself as positive and strong, and to run after the his internal repletion through strengthening of his positive aspect. Based on above his own empowerment, the empowerment that builds the capability of group or organization is eventually to strengthen the spirit of individual and organization. Finally, this concept means that it can have an usefulness about nursing practice, education, administration and research. With the foundation of this research analysis, although the research on empowerment is largely limited to nurse, in future this should be applied to various nursing targets. In addition, the research on diverse applying methods including program develoment which bases on this concept should be made.

• 한국간호교육학회지
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• 제3권
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• pp.46-58
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• 1997

This review article provides the trend of current nursing curriculum of todays in Korea and its perspectives. This article reviewed 5 aspects of the current nursing curriculum for the undergraduate program, those are the (1)educational philosophy and believes (2)the nursing concepts revealed in the current nursing curriculum (3)the educational goals and objectives (4)the framework of nursing curriculum (5)the syllabus and credit hours. The common nursing concepts in the current nursing curriculum are Nursing, Human being, Environment/society, Health, Nursing science. The examplary vertical concepts composing of the current nursing curriculum are nursing process, life styles and the horizontal concepts are client, health promotion /recovery /maintenance, leadership, and research. The common subjects composing of the nursing syllabus are the introductory subjects(nursing history, nursing professionalism, foundamental nursing), and the supportive subjects (communication, human relationship, human growth and development, health education, etc) and nursing research, the intrductory basic sciences (anatomy, physiology etc.), and the major nursing subjects (adult nursing, child nursing, maternity nursing, psychiatric nursng, community nursing, nursing administration.) In order to have more advanced nursing education, the suggestions were provided as follows : (1) It is necessary to have revision and evaluation of the process and the structure of the current nursing curriculum periodically. (2) The concept of health promotion for all human being should be integrated into the nursing curriculum. (3) The nursing education program should be unified into baccalauliate level to get one type of nurse-registration system. (4) The nursing courses will need to provide the necessary contemporary Informations to allow the nurses to fuction efficiently in this rapidly changing era. (5) The use of new technology in nursing education is necessary to expand nursing education more.

• 간호행정학회지
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• 제5권3호
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• pp.463-475
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• 1999

This study investigated the relationship between nurses' Career Commitment and Organizational Commitment, and the moderating effect of individual career-related characteristics (age, tenure, position, number of department change, number of hospital change) on the relationship between career commitment and organizational commitment. The sample for this study consisted of 594 nurses from 8 large Korean hospitals. And the factor analysis, Cronbach's alpha, multiple regression analysis and two-way ANOVA were used for the statistical methods. Research was found that (1) career commitment and the two dimensions of organizational commitment(affective and transactional) were validated as distinct concepts for Korean nurses. (2) career commitment showed positive influence on the two dimension of organizational commitment, (3) all individual career-related characteristics did not moderated the effect of career commitment on affective commitment, but (4) number of career department change and of hospital change among career-related characteristics moderated the effect of career commitment on transactional commitment. Theoretical and practical implication of these result were discussed in the conclusion.

• 간호행정학회지
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• 제5권2호
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• pp.197-207
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• 1999

The purpose of this research was fourfold: (a) to identify the use rate of the indirect care interventions performed by nurses, (b) to estimate the time to perform each intervention, (c) to identify the indirect care interventions to be delegated to others, and (d) to determine the level of provider preparation needed to delegate indirect care interventions. The sample consisted of 199 nurses working in three hospitals. The Indirect Care Survey developed by the Iowa Intervention Project team was used for data collection. The instrument was translated to Korean and validated by nurse experts. Each of the 26 indirect care interventions were used several times a day. Four interventions (i.e.. Documentation, Shift Report, Specimen Management, and Transport) were performed several times a day by 50% or more of the nurses. The most frequently used intervention was Documentation, followed by the interventions Shift report. Environmental Management, Transport, and Examination Assistance. The least used intervention was Quality Monitoring, followed by the interventions Order Transcription, Referral, Health Care Information Exchange, Multidisciplinary Care Conference, and Product Evaluation. The intervention taking the most time to per-form was Technology Management (155.3 minutes), followed by the interventions Documentation, (122.2 minutes), Delegation (84.4 minutes), Supply management (83.4 minutes), and Preceptor: Student (79.9 minutes), Overall, the nurses reported that they would not delegate to others the majority of the interventions. More than 50% of the nurses would not delegate 21 interventions. Shift Report would not be delegated by 95% of the nurses and Documentation would not be delegated by 92% of the nurses. Caregiver Support would be delegated by 68% of the nurses to family. Three interventions (i.e.. Environmental Management, Examination Assistance, and Transport) would be delegated by more than 50% of the nurses to Nursing Assistant. This study will contributes to determining costs of nursing services and enhancing quality of nursing care. Replication study will be needed with large sample.

• 간호행정학회지
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• 제22권3호
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• pp.209-219
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• 2016

Purpose: To analyze the proportion of medical institutions meeting the legal standard for nurse staffing. Methods: Data collected from 29,282 institutions between 1996 and 2013 were analyzed. Nurse staffing was measured as daily patient census per registered nurse (RN). The standard for general hospitals, hospitals, and clinics is 2.5 or less, and that for long-term care hospitals is 6.0 or less of the daily patient census per RN. Clinics may substitute nursing assistants for RNs by 50% or 100% depending on their daily inpatient census; long-term care hospitals may substitute nursing assistants for RNs by two thirds of the required number of RNs. Results: The proportion of general hospitals, hospitals, clinics, and long-term care hospitals meeting the standards was 63%, 19%, 63%, and 94%, respectively, in 2013. While general hospitals had an increase in the proportion during the 1996-2013 period, small changes were found in hospitals and clinics. In 2013, nurses were estimated to care for 16 (interquartile range: 12~24) patients per shift in general hospitals. Three quarters of clinics had no RNs in 2013. Conclusion: Many medical institutions did not meet the legally mandated minimum staffing level. The government must implement policy actions for all medical institutions to meet the legal standards.

• 간호행정학회지
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• 제15권4호
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• pp.539-549
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• 2009

Purpose: The purpose of this study was to identify the relationships among trait anger, anger expression, job satisfaction, job commitment, and organizational performance, and especially to verify the effect of anger experience on organizational performance. Method: A descriptive study was conducted using a convenient sample. Data were collected by a self-report questionnaire from 671 clinical nurses in three university hospitals and analyzed by using SPSS 14.0 Win program with descriptive statistics, t-test, ANOVA, pearson correlation coefficient, and stepwise multiple regression. Result: Organizational performance was significantly correlated with trait anger, anger expression-in, anger expression-out, anger control, job satisfaction, and job commitment. Multiple regression analysis showed that organizational performance was significantly predicted by job commitment, job satisfaction, educational level (university graduation), anger control, and working place (operative room), and 34.7% was explained by these variables. Conclusions: Out of anger expression, anger control significantly affected on organizational performance together with job commitment and job satisfaction. From this result, it could be concluded that nursing intervention for anger control have a positive effect on improving organizational performance. Further studies are needed to develop and test the effect of nursing intervention programs for anger control.

• 기본간호학회지
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• 제19권1호
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• pp.109-121
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• 2012

Purpose: This study was conducted to provide background information on nursing interventions to further enhance the quality of nursing practice and related professions, based on those performed for stroke patients. Methods: The analysis was performed in light of 84 researches papers on nursing intervention published between 1990 and 2010, and based on NIC(Nursing Interventions Classification) and NOC(Nursing Outcomes Classification). Results: 1. The quasi-experimental design was used as the most primary form of research design across 69 papers that constitute 82% of the total. 2. The number of nursing intervention methods identified throughout 84 research papers was 144. Based on the NIC that 90(62.5%) of those interventions fell into the physiological basic domain while 53(36.8%) belonged to the behavioral domain. 2) Interventions on activity and exercise management, physical comfort promotion, patient education conducted by class level of NIC were 40(27.78%), 34(23.61%), and 31(21.53%) respectively. 3) Outcomes of mobility, psychological well-being, energy maintenance, health & life quality measured by class of NOC among 317 dependent variables 79(24.92%), 64(20.19%), and 63(19.87%) respectively. Conclusion: Most interventions were classified as belonging to few particular domain types, which triggers needs for the development and application of multidisciplinary intervention methods through a more collective approach.

• 한국병원경영학회지
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• 제11권1호
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• pp.91-109
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• 2006

This study was conducted to find out factors affecting patient safety management activities at nursing devisions of two university hospitals. The indicators of patient safety activities used in the study were selected from Hospital Survey on Patient Safety Culture which was developed by The Agency for Healthcare Research and Quality in the United States. Data were collected from 372 nurses working at inpatient wards at two university hospitals located in Seoul and Won-Ju cities through the self-administered questionnaires, and analyzed using frequency analysis, t-test, correlation, and regression analysis. The result of this study were as follows. First, The mean of patient safety management activities was 3.41 which was a little bit higher than the average level. The mean of communication within the ward was the highest, whereas that of patient safety management culture was the lowest. Second, there were significant differences in the perception of nurses on patient safety management activities in terms of the educational background, length of employment, and work hours per week. Third, three variables of communication within the unit, attitude of top management, and attitude of nurses have significant positive effects on patient safety management activities. Fourth, 37.4% of the variation in the patient safety management activities was explained by the study variables. In conclusion, hospital administration and nursing managers should make an effort to learn the knowledge of patient safety program, show their deep interest on the patient safety to the employees and motivate them to communicate effectively each other within the work unit to develop a good patient safety culture and system.