• Journal of Korean Academy of Nursing Administration
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• v.13 no.3
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• pp.321-334
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• 2007

Purpose: The objectives of this study were to understand and compare perception and experience between clinical staffs(nurses and pharmacists) and Quality Improvement managers. Method: A qualitative study was conducted with 14 clinical staffs and QI managers who are working at tertiary hospitals in Korea. Interviews were recorded and transcribed for systematic analyses of qualitative data. Results: Most critically, while QI managers acknowledged that establishment of the patient safety culture and reduction of medical errors are urgent tasks for QI effort, clinical staffs don't seem to share such perceptions. All participants agree that staff shortage and no compliance to safety procedures were major reasons for medical error occurrences. Many suggested that an organizational culture where errors were perceived as a systematic problems rather than individual failures or carelessness should be formed to promote voluntary reporting of medical errors. Conclusion: A more systematic effort and attention at the hospital leadership and public policy level should be promoted to constitute societal consensus on the urgence of promoting patient safety culture and more specific approaches to tackle the patient safety problems.

• Journal of East-West Nursing Research
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• v.25 no.2
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• pp.128-137
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• 2019

Purpose: The purpose of the study was to investigate the relationships between knowledge of dementia care, attitude toward dementia and person-centered care among nurses in geriatric hospitals. Methods: Participants were 115 nurses from the seven geriatric hospitals. Data were collected from September $5^{th}$ through $21^{st}$ in 2018 and analyzed using t-test, ANOVA, Pearson's correlation coefficients and hierarchical multiple regression. Results: Person-centered care was significantly different according to satisfaction with income, career of geriatric hospital, application of their opinions, and the satisfaction with hospital managers, administrators and nurse managers. Also person-centered care showed a significant positive correlation with the attitude toward dementia. Predictors of person-centered care were the satisfaction with hospital managers and the attitude toward dementia, which explained 23.0% of the variance. Conclusion: The findings of this study indicate that the attitude toward dementia and the satisfaction with the hospital organization were related to the person-centered care in geriatric hospitals. Therefore, the strategies to improve the attitude towards dementia should be carried out to enhance the person-centered care among nurses in geriatric hospital.

• Journal of Korean Clinical Nursing Research
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• v.21 no.1
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• pp.53-66
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• 2015

Purpose: The purpose of this study was to investigate the status of organizational nursing service for foreign patients in tertiary hospitals in order to build up a database for nursing care policy development for foreign patients. Methods: The subjects of this study were nursing managers or department managers of international care center in 36 tertiary hospitals nationwide. Questionnaires were consisted of the items measuring the details of and evaluations for nursing care for foreign patients within the given organizations and any organizational support for culturally competent care. The data from 35 hospitals out of 36 were analyzed finally. Results: The organizational nursing service for foreign patients was rated 6.49 points out of 10. Organizational support for culturally competent care was 2.61 points out of 4. Challenges to improving nursing care for foreign patients were listed such as developing interpreter services and international care units without accompanying by a family member, improving nursing staffs' attitudes and behaviors for providing culturally competent care, and preparing various medical documents using multiple languages. Conclusion: In order to improve nursing care for foreign patients in tertiary hospitals, we need to be more aware of cultural knowledge and sensitivity toward the care needs of foreign patients.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.2
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• pp.237-251
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• 2001

It is important for nursing managers to understand the lived experience of nursing care for dying patients in clinical nurses for the effective management of them. The purpose of this Phenomenological study was to explore the lived experience of nursing care for the dying patients in clinical nurses and identify the meaning and structure of their lived experience. This study was conducted from 1 of June, 2000 to 1 of November, 2000. Data were collected with several in-depth interviews until data were fully saturated, from 1 of June, 2000 to 10 of September, 2000. The Subjects were five nurses who had more than three-year job experience in caring for dying patients, three protestant christians and two atheists, one married and four unmarried persons. The range of their age was from 28 to 36. Data were analysed by the Colaizzi's methodology. Ten themes were extracted from fifty-one fomulated-meanings. Fomulated-meanings were extracted from the restatements and the significant-statements which were deriven from the raw data. Finally ten themes took form of five structures. Five structures of 'The lived experience of nursing care for the dying patients in clinical nurses' were : 1. Experiencing guilty feeling and anger due to their and other's manneristic and ignored attitude toward dying patients 2. Feeling heartily the necessity of the education of hospice care because of their incompetence due to lack of knowledge of hospice care 3. Recognizing the human rights of dying patient's thinking themselves and their families 4. Felling satisfaction with their nursing accomplishments and reflecting their life through nursing care of the dying patients 5. Experiencing low self-respect due to the other's negative perspective toward their job The results of the study would give useful information to nursing managers to understand the lived experience of nursing care for dying patients in clinical nurses and establish adequate strategies to support them.

• Journal of Korean Clinical Nursing Research
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• v.29 no.3
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• pp.312-326
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• 2023

Purpose: This study attempted to analyze the staffing level and critical care nursing fees of intensive care units at tertiary and general hospitals and to provide a professional judgment-based recommendation on staffing level and critical care nursing fee schedules. Methods: Staffing grades and critical care nursing fee schedules for the first quarter of 2017~2020 and the fourth quarter of 2020~2022 were analyzed. A survey was conducted on nursing managers and nurses about the current and appropriate staffing levels. A total of 77 nurse managers and 708 nurses working in Intensive Care Unit(ICU)s at tertiary and general hospitals participated in the study. Results: Grade 1 staffing increased from 25.6% in 2017 to 92.1% in 2022 at tertiary hospitals and from 0.8% in 2017 to 28.4% in 2022 at general hospitals. The current staffing ratios of tertiary and general hospitals were 1:2.21 and 1:2.77, respectively. The appropriate staffing ratio according to nurse managers and nurses was 1:1.00 in patients with more than a ventilator application and 1:2.00 in patients without any ventilator application in tertiary hospitals, and it was 1:1.25 in patients with more than a ventilator application and 1:2.00 in patients without any ventilator application in general hospitals, respectively. Conclusion: The appropriate staffing level was suggested from 1:1.0 to 1:2.0. The new nursing fee schedules were suggested from 1:1.0 (Grade 1) to 1:3.0 (Grade 5) and recommended to be paid based on the staffing grade, minimum number of nurses, and standard annual working days. It is expected to increase staffing levels and provide a better nursing work environment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.6
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• pp.2844-2851
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• 2013

This is a descriptive study to identify the importance and satisfaction on nursing core competencey(NCC) for the clinical practical centered nursing education curriculum revision. The subjects were 136 staff nurses and nurse managers at A and B hospitals in K city. The data were collected from December 1 to 15, 2012. It were analyzed using the SAS program through t-test, ANOVA, Duncan test. There was a significant differences in the score of the importance and satisfaction on NCC within nurses(t=12.64, p<0.0001) and within nurse managers(t=6.20, p<0.0001). Also there was higher in the score of importance on professional knowledge and personality area of the NCC, But there was the most lowest in the score of satisfaction on foreign language skills. Therefore education and health care systems should work closely to promote professional competency of nurses and to strengthen the liberal arts education, including personality and foreign language skills of students nurses.

• Korean Journal of Occupational Health Nursing
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• v.20 no.3
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• pp.231-239
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• 2011

Purpose: The purpose of this study was to identify the differences and relationships among knowledge, attitudes, skill, self-efficacy (SE), and Job satisfaction (JS) of healthcare managers (HMs) participated in the 4 kinds of continuing education. Methods: The subjects were 152 HMs. Data were analyzed by Mann-Whitney U test, Kruskal-Wallis H test, and partial correlation. Results: There were significant differences in knowledge according to the amount of healthcare management experience (HME) and the training program level (TPL); in the attitudes according to gender, age, and the TPL; in the skill according to the amount of HME and the TPL; and in SE according to gender and the TPL. There was no significant difference in JS according to general characteristics. There were significant positive correlations among knowledge, attitudes, skill, SE, and JS. Conclusion: The TPL was identified as a significant common variable that affects all variables apart from JS. According to these results, knowledge, attitudes, skill, and SE are considered as intrapersonal constructs, whereas JS is considered as an organizational construct. Therefore, in order to improve the quality of healthcare management, organizational strategy to enhance job satisfaction of HMs are recommended.

• Journal of Korean Clinical Nursing Research
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• v.22 no.2
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• pp.205-216
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• 2016

Purpose: This study was performed to develop a valid and reliable Korean Patient Classification System for Neonatal care nurses (KPCSN). Methods: The study was conducted in tertiary and general hospitals with 1~2 grade according to nursing fee differentiation policy for NICU (neonatal intensive care unit) nurse staffing. The reliability was evaluated for the classification of 218 patients by 10 nurse managers and 56 staff nurses working in NICUs from 10 hospitals. To verify construct validity, 208 patients were classified and compared for the type of stay, gestational age, birth weight, and current body weight. Nursing time was measured by nurses, nurse managers, and nurse aids. For the calculation of conversion index (total nursing time divided by the KPCSN score), 426 patients were classified using the KPCSN. Data were collected from September 5 to October 28, 2015, and analyzed using t-test, ANOVA, intraclass correlation coefficient, and non-hierarchial cluster analysis. Results: The final KPCSN consisted of 11 nursing categories, 71 nursing activities and 111 criteria. The reliability of the KPCSN was r=.83 (p<.001). The construct validity was established. The KPCSN score was classified into four groups; group $1:{\leq}57points$, group 2: 58~80 points, group 3: 81~108 points, and group $4:{\geq}109points$ in the KPSCN score. The conversion index was calculated as 7.45 minutes/classification score. Conclusion: The KPCSN can be utilized to measure specific and complex nursing demands for infants receiving care in the NICUs.

• Korean Journal of Occupational Health Nursing
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• v.17 no.2
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• pp.166-179
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• 2008

Purpose: This study was conducted to understand the situation of general hospital worker's health management and health promotion. Methods: To investigate the current situation of health management in the hospital, structured questionnaires were sent to 122 occupational health providers by post. About 79% hospitals returned questionnaires. The data were analyzed using descriptive analysis, ${\chi}^2$-test by SPSS 12.0 program. Results: A quarter hospitals responded set up separated health care office for workers, 87.5% provided health educations, and 56.5% operated health promotion projects. In the contents of health promotion program embraced both health behavior practice and disease prevention, musculoskeletal disease control, infection control, smoking cessation, and exercise program were most commonly provided to the workers in order. Occupational health care provider chose the item such as budget limitation, manager's apathy, lack of employee's participation, cooperation provider, and so on as the reason of difficulty to run health promotion program in the hospital setting. Conclusion: Hospital managers need to construct infra to manage and promote worker's health. For example, establishing Industrial safety and health committee in hospital and arranging nurses who being fully responsible to worker's health. And occupational health care provider should advertise health promotion projects both managers and workers actively.

• The Journal of the Convergence on Culture Technology
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• v.5 no.1
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• pp.193-203
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• 2019

The study participants are nurses who work at three general hospitals in M City, who used structured questionnaires to list 214 people from July 17 to August 7, 2017. Analysis of the collected data was carried out using SPSS WIN 21.0. and M plus 7.00 to analyze latent classes depending on the type of nursing managers' leadership. This study showed that the type of nursing managers' leadership has in analyzing latent classes influences nurses' job performance and turnover intention. Because there is a strong influence on the job performance and the turnover intention so that nurses can be highly aware of transformation-transaction-emotion leadership, the managers of the nursing organization need to foster effective leadership. Training programs are needed to improve nurses' job performance through transformational, transactional, and emotional leadership, and to foster nursing manager's leadership skills to better reflect the turnover intention.