• 한국농촌간호학회지
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• 제18권1호
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• pp.57-71
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• 2023

Purpose: This study aims to provide primary data for policy alternatives by identifying the problem of the nursing workforce shortage. Methods: For quantitative data, 446 questionnaires were analyzed. The mean and standard deviation were used for content description. ANOVA analysis and Scheffe? test were used to compare the differences according to the hospital level. For qualitative data, 1:1 in-depth and group interviews were conducted for six participants. Results: The factors nurses prioritized when choosing a workplace were salary, commuting distance, and work-life balance. Clinical nurses cited low wages, heavy workloads, and burnout as the most considerable difficulties in performing their duties. Factors influencing nurse's turnover intention were low wages, unmanageable workload, and rotation to unwanted departments in that order. New nurses tend not to apply to small-medium-sized hospitals, experienced nurses in their 30s-40s leave hospitals due to childcare and shift work difficulties, and nurses in their 50s and older tend to move to nursing homes rather than acute hospital settings. Conclusion: In this study, wage and workload were mentioned as the most critical factors in nurses' workplace selection, job performance difficulties, and turnover intention, so it is necessary to pay attention to this aspect when improving treatment for nurses.

• International Journal of Advanced Culture Technology
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• 제11권4호
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• pp.1-8
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• 2023

Objective: Despite the recommendation of the use of high-fidelity simulation (HFS) in interprofessional education (IPE), there is little known about its work for nursing students. Thus, this study aimed to explore nurse educators' perceptions and experiences in developing and implementing the HFS-based IPE for nursing and medical students. Methods: This study used a case study, using reflective filed notes. Results: Nursing educators perceived HFS as an effective educational approach to engaging nursing and medical students actively in interprofessional collaborative practice (ICP) experiences and in evaluating their actual performance on it. In terms of their perspectives on the elements necessary for effective HFS-based IPE, four themes were identified: collaborative learning, co-facilitating debriefing, leadership commitment and active faculty involvement.

• 산업융합연구
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• 제21권4호
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• pp.101-109
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• 2023

본 연구는 긍정정서사건을 중심으로 임상간호사의 간호업무성과에 영향을 미치는 요인들의 관계를 검증하는 것이다. 연구대상자는 2차 및 3차 종합병원의 간호사 275명이다. 자료수집은 눈덩이 표집을 통한 온라인 설문조사로 2021년 5월부터 두 달간 이루어졌다. 수집된 자료의 분석은 SPSS 26.0과 AMOS 26.0을 사용하였다. 연구 결과, 긍정정서사건(β=.65, p<.001)과 긍정정서(β=.10, p=.038)는 직무만족에 직접효과가 있었고 직무만족은 간호업무성과에 유의한 직접효과가 있었다(β=.47, p<.001). 긍정정서사건(β=.32, p=.003)과 긍정정서(β=.05, p=.039)는 간호업무성과에 유의한 간접효과가 있었으며 이는 간호업무성과에 대해 22%의 설명력을 가졌다. 하지만 감정노동은 유의한 효과가 없었다. 긍정정서사건과 긍정정서는 직무만족 증진으로 이어지며 간호업무성과 수준을 높이게 된다. 따라서 간호업무성과 향상을 위해서는 긍정적인 작업환경 조성과 긍정정서를 촉진할 수 있는 교육기회와 중재마련이 필요하다.

• 한국산학기술학회논문지
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• 제21권1호
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• pp.112-120
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• 2020

본 연구는 1년 이상의 임상경력을 가진 간호사의 행복감, 임파워먼트와 간호업무성과와의 관계를 파악하고, 간호업무성과에 영향을 미치는 요인을 파악하고자 실시되었다. 연구 대상자는 인천과 충청도 소재 2개 종합병원의 간호사 164명을 대상으로 2018년 10월부터 11월까지 설문조사를 하였다. 수집된 자료는 SPSS/WIN 21.0 빈도와 기술통계, Independent t-test, Pearson's correlation coefficients, One-way ANOVA와 사후분석으로 Scheffé test, 그리고 다중 회기분석을 실시하였다. 간호사의 행복감은 평균 3.07±0.36점, 임파워먼트는 평균 3.37±0.43점, 간호업무성과는 평균 3.40±0.44점으로 나타났다. 행복감은 임파워먼트(r=.58, p<.01), 간호업무성과(r=.58, p<.01)와 임파워먼트는 간호업무성과(r=.77, p<.01)와 정적상관관계를 나타냈다. 간호업무성과에 영향을 미치는 변수는 임파워먼트(β=.65, p<.001), 임상경력(β=.19, p<.001), 교육 수준(β=.12, p<.05), 행복감(β=.12, p=.05)이었으며, 전체 변인의 간호업무성과에 대한 총 설명력은 64%이었다. 본 연구결과를 토대로 간호업무성과를 향상하기 위해 충분한 인적, 물적 자원 제공과 더불어 간호사의 행복감 및 임파워먼트를 향상할 수 있는 조직 차원의 관리가 필요하다. 이를 위해 간호사의 업무성과 향상을 위해 임상경력 및 교육 수준에 맞춘 임파워먼트 향상 프로그램 개발과 더불어 간호사의 행복감을 높일 수 있는 업무환경 개선을 제언한다.

• 중환자간호학회지
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• 제11권3호
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• pp.71-84
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• 2018

Purpose : This study develop a Video Recording-Based Standardized Handoff (VRSH) program at shift change for ward nurses. Methods : The study was conducted in five medical, three surgical, and one comprehensive nursing care service wards affiliated with a secondary general hospital. In this methodological study, the VRSH program was developed between April and December, 2017. It is noted that 65 nurses who were involved in the VRSH program participated in this study. Results : In line with the modified Situation, Background, Assessment, Recommendation tool, the VRSH program consisted of three phases. In the VRSH program, the average time for handoff duration was 3-5 minutes per patient. More than 90% of the ward nurses were satisfied with the VRSH program since it benefited them by reducing overtime work and improving the performance, as well as effective communication, of nurses. The content analysis of nurses' VRSH program experience, revealed three categories and eight sub-categories. Conclusions : This study provides evidence that the VRSH program improves effective nursing performance and, the handoff communication and relationships between nurses. Future studies on large sample sizes and multiple settings are required to substantially evaluate the impact of the VRSH program on clinical outcomes.

• 간호행정학회지
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• 제13권1호
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• pp.109-117
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• 2007

Purpose: This study focused on analysing the performance and the perception of importance about workload of ambulatory nurses and nurse-aides for quality of nursing. Method: The subjects of this study were 126 ambulatory nurses and 117 nurse-aides in 6 secondary and 4 tertiary hospitals. The method of data collection was used the questionnaire. Result: As a result, First, nurses' activities that the performance score is above 3.0 are reception, guidance, reservation, confirm, checking medical record, operating report, explanation of disease, explanation of examination discuss with medical part, discuss with supporting part, solving patient problem environment management, and paper work. And the other side, those of nurse-aides are reception, guidance, reservation, preparation for clinic, assistant for clinic, preparation for examination, material transfer & receipt, confirm, checking medical record, and arrangement. Second, nurses-aids perceive above 3.0 performance score activities to be important for themselves. Finally, nurses perceive three categories of patient education/counselling, patient advocacy and quality improvement to be more important and higher performance when compared with nurse-aides. Conclusions: Ambulatory nurse's important nursing activities are therapeutic care, patient education/counselling, patient advocacy, communication, personal management, quality improvement.

• 보건의료산업학회지
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• 제5권4호
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• pp.65-79
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• 2011

The purpose of this study was to investigate the student nurse's perception and performance about the protecting behavior of the medical information. The subjects of the study were 365 senior nursing students. The data was analyzed by SPSS PC 19.0 program. 1) The mean scores of perception and performance by student nurse's on protecting behavior of the medical information were $4.39{\pm}0.40$ and $3.71{\pm}0.57$. 2) The perception on protecting behavior of the medical information was heavily dependent on the following age. 3) The performance on protecting behavior of the medical information was heavily dependent on the following career interests and work unit. 4) There was a positive correlation between the perception and performance about the protecting behavior of the medical information. The results showed the statistically significant partial correlation between the perception and performance. Therefore, it is suggested to apply the concrete education program to enhance the perception in order to improve the performance.

• 근관절건강학회지
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• 제20권1호
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• pp.72-80
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• 2013

Purpose: This study was conducted to investigate the correlation among nurses' knowledge, performance, and stress about care for delirium. Methods: The data were collected using the instruments for knowledge about nursing care (50 items), performance (23 items), and stress (20 items). Descriptive statistics and Pearson's correlation coefficient were used to analyze the data of 222 participants. Results: Nursing knowledge were different by clinical experience (F=3.12, p=.016), position at work (t=-2.54, p=.012), experience in caring patients with delirium (t=3.90, p<.001), and conflicts with other disciplines on matters related to delirium (t=4.00, p=.001). The difference in performance were associated with age (F=4.19, p=.001), clinical experience (F=2.67, p=.003), and whether there was a guideline for managing the patients with delirium (t=2.30, p=.022). Stress of nurses was different by whether they had a religion or not (t=-2.41, p=.017). The knowledge of care for delirium had the positive relationship with performance (r=.21, p=.001) and negative relationship with stress (r=-.29, p=.001). Conclusion: It is necessary to develop educational program and guideline for improving the knowledge and performance in care for delirium among nurses working at orthopedic hospitals.

• 디지털융복합연구
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• 제17권12호
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• pp.329-336
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• 2019

본 연구의 목적은 요양병원 간호사의 내·외적 통제신념과 임종간호 스트레스 및 피로관계에서 임종간호 수행수준을 알아보고 임종간호에 미치는 영향을 규명하는 서술적 조사연구이다. 요양병원 간호사 422명을 대상으로 구조화 된 설문지를 사용였다. 자료분석은 기술통계는 SPSS Win 22.0와 가설적 모형의 적합도와 연구가설 경로분석은 Amos 5.0 통계 프로그램을 이용하였다. 연구결과 요양병원 간호사의 임종간호 수행에는 임종간호 스트레스, 피로, 내적통제신념이 유의한 상관관계가 나타났으며, 내적통제신념이 높을수록 임종간호 스트레스를 덜 받고 또한 임종간호 수행이 높은 것으로 나타났다. 본 연구를 통해 요양병원 간호사의 임종간호 수행을 향상하기 위한 기초자료를 제공하고자 하였으며, 요양병원간호사의 임종간호 스트레스와 피로를 감소시킬수 있는 전략적 프로그램 개발과 임종간호를 수행하는 요양병원 간호사에게 질적인 간호수행을 할 수 있는 교육이나 업무환경 개선의 노력이 필요할 것으로 생각된다.

• 간호행정학회지
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• 제20권5호
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• pp.469-480
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• 2014

Purpose: This study was conducted to explore clinical nurses' experience of positive organizational culture in order to provide data for effective strategies of acquisition and retention of competent nurses. Methods: In this qualitative study, interviews with four focus groups of four to six nurses, 19 in total, were held. Compositional factors in groups included clinical experience, age, work place, and position. Interviews proceeded until data were saturated. Results: Fifteen sub-themes, categorized into six themes, emerged. Positive organizational culture themes included "Helping nurses to be organization members", "Allowing nurses to communicate with one another", "Helping nurses take an initiative to lead organization", "Having competent leader take charge of organization", "Enabling nurses to achieve organizational changes", and "Leading nurses to accomplish organizational performance." Conclusion: Results indicate that positive organizational culture is related to increases in occupational satisfaction and decreases in turnover through supportive organizational culture which makes it possible to reinvest expenses required for training new members to promoting quality growth in the organization and the prestige of professional nurses. In order to improve occupational satisfaction and sustained growth in nurses, it is necessary to provide nurses with positive work environments and require members to make active efforts leading to strategic changes.