• Journal of Korean Clinical Nursing Research
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• v.22 no.1
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• pp.38-45
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• 2016

Purpose: The purpose of this study was to understand the effects of verbal violence experience, social support, and coping patterns on job stress among operating room(OR) nurses. Methods: The participants were 214 operating room nurses in general hospitals. Data were collected from April 1st to May 1st in 2013 and were analyzed using a multiple regression. Results: The most influencing factor on job stress for OR nurses was verbal violence experience from doctor(${\beta}=.35$), and verbal violence experience from nurse (${\beta}=.27$) followed. Social support from co-workers was a significant factor in decreasing job stress (${\beta}=-.22$). Those three factors explained 43.0% (F=54.76, p<.001) of OR nurses' job stress. Conclusion: The findings of this study revealed that doctors' and nurses' verbal violence increased job stress of OR nurses and social support from co-workers was found decreasing OR nurses' job stress. The results of the study provides an necessity for developing an effective program for minimizing job stress of OR nurses caused by work place verbal violence.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.1
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• pp.88-98
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• 2015

Purpose: To evaluate the relationship between organizational socialization and intention to leave, and to identify factors affecting on intention to leave in operating room nurses. Methods: This study used a descriptive design. Seventy operating room nurses recruited from three hospitals under the same management style, in-service educational system, and working conditions agreed to participate in this study, and completed self-administered questionnaires of the organizational socialization and the intention to leave questionnaire. Respondents were classified by career as advanced beginner, competent practitioner, proficient practitioner and expert practitioner by Benner's stages of nursing proficiency. Data were analyzed with t-test, ANOVA with multiple comparisons, Spearman correlation, and multiple regression analysis. Results: Nurses unsatisfied with the current in-service continuous education had lower organizational socialization and higher intention to leave. In advanced beginners, job performance was lowest and organizational commitment was highest. In expert practitioners, intention to leave was highest. Organizational commitment, interpersonal relationship, identity and burnout were associated with intention to leave. Mutual trust, burnout, and interpersonal relationship were predictors of intention to leave explained 20.8% of variance. Conclusion: The career ladder program to enhance nurses' organizational socialization and intention to stay should be established and expanded for well-experienced operating room nurses.

• Korean Journal of Adult Nursing
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• v.19 no.1
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• pp.1-11
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• 2007

Purpose: To identify the effects of the aromatherapy on stress of nurses working in operating room. Methods: The study design was nonequivalent control-group pretest-posttest design. The subjects were 45 nurses working in the operating room. Experimental group were 24 nurses in G Hospital and control group were 21 nurses in U Hospital. All of the subjects were measured of the subjective stress, stress responses and the job stress. For aromatherapy, lavender, bergamot, and ylang were mixed in the ratio of 2 : 2 : 1. Results: 1) "The subjective stress of experimental group is lower than that of the control group" was supported (t=-2.70, p=.01). 2) "The stress responses of experi-mental group is lower than that of the control group" was supported (t=-2.49, p=.01). 3) "The job stress of experimental group is lower than that of the control group" was supported (t=-7.97, p=.00). Conclusion: This study suggested that such aroma inhalation method could be effective on stress of nurses working in operating room.

• Journal of Convergence for Information Technology
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• v.9 no.8
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• pp.53-62
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• 2019

This study is a descriptive study to investigate the relationship between verbal violence type, emotional response and coping in the operating room nurse. The subjects of the study were 400 nurses working in 20 general hospitals and 372 nurses in the operating room. As a result of the analysis, it was found that the perpetrators of the verbal violence experienced by the subject were physicians, direct supervisors, and more than half of the subjects were considering the transition. The most frequent cases of language violence were when the equipment was inoperable or not used during surgery, There were significant differences in verbal violence experience according to marriage, clinical career, and work style. Language violence emotional response showed significant difference with gender, position and coping, age, academic background, clinical career, and position. There was a significant correlation between experience of verbal violence and emotional response, emotional response and coping. Therefore, the results of this study will contribute to the development of coping strategies and prevention education programs.

• Korean Journal of Adult Nursing
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• v.20 no.3
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• pp.375-385
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• 2008

Purpose: This study is to identify factors affecting on the level of practice on nosocomial infection management of operating room nurses. Methods: The subjects of this study were 155 nurses who worked in operating rooms of six medical centers in located Gwangju and Chonanam area. Data were collected during October, 2006 by the questionnaire including a total of 124 questions. Data collected were analysed with use of SPSS 12.0 program. Results: There was a significant difference of the level of practice by marital status(t=3.957, p=.048), education level(F=3.691, p=.027), position(F=6.588, p=.002), type of hospital(t=4.857, p=.029), number of nurse(F=4.243, p=.007), education about nosocomial infection management(F=3.069, p=.030), management council(t=6.397, p=.012) and management manual(t=6.961, p=.009). There were significant correlations between knowledge and practice (r=.389, p=.000), and between awareness and practice(r=.389, p=.000). Knowledge on nosocomial infection management, awareness of hands washing and positions were affecting factors on the level of practice. Conclusion: This study suggests that knowledge and awareness on nosocomial infection prevention and management of operating room nurses should be improved through consistent education. and support of administrator's of hospitals is needed.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.19 no.3
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• pp.171-181
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• 2009

This study was carried out to evaluate a musculoskeletal symptom and the work posture of the nurses in an operating room who have worked in the present department for more than one year. The job analysis of operating room nurses for ergonomic work posture analysis is divided into 14 tasks. On the basis of that, a survey research and ergonomic work posture analysis are also carried out. Among 41 operating room nurses of a cancer center in Kyonggi province who responded to the self-administered questionnaire, 20 nurses were observed and videorecorded to apply Rapid Entire Body Assessment(REBA) to ergonomic work posture analysis from April 16, 2007 to May 18, 2007. The results of analysis are as follows. The prevalence rate of musculoskeletal symptoms was 75.6% and its prevalence rates by part of the body are these followings; lower back and leg/foot 43.9%, shoulder 36.6%, neck 34.1%, hand/wrist/ finger 22.0%, arm/elbow 14.6%. In accordance with the results of ergonomic work posture analysis, 4 tasks that have a REBA score of 8 have high-risk levels and require an immediate management. It shows there is a significant correlation with overall musculoskeletal symptoms and objective workloads that are estimated by REBA. In conclusion, the work conditions of operating room nurses should be improved. It is also necessary that inappropriate work postures and ergonomic work conditions are improved to prevent musculoskeletal disorders of operating room nurses.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.15 no.4
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• pp.566-577
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• 2008

Purpose: Developing a curriculum(DACUM) is a method of analyzing job focused competency, which is obtained from the data of an expert belonging to a certain career. In this study the DACUM method was used to analyze the jobs of operating room nurses. Method: Through the DACUM workshop which was arranged by two DACUM facillitators, a definition of the role of operating room nurses was developed and then duties and tasks of operating room nurses' were identified. For the workshop, a DACUM committee with 10 operating room nurses was organized. Finally, the duties and tasks which were identified were validated by 422 nurses for importance, difficulty and frequency. Results: Thirteen duties and 105 tasks were identified on the DACUM chart, where importance, difficulty, and frequency of tasks were represented by alphabet letters A, B, and C as higher degree of importance. The determinant coefficient(DC) showed that the most important duty was assisting with operations(DC=6.61), and the least, managing operating materials(DC=4.22). For tasks, the most important ones were assisting in orthostatic surgery(DC=7.60), and assisting in thoracic surgery(DC=7.38), and the least important making gauze ball(DC=2.39), and saving of operation site((DC=3.27). Conclusion: The results suggest a need to develop an education program using the DACUM chart as a basis for the development and as a clinical career ladder and for curriculum of operating room nursing.

• Journal of Audiology & Otology
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• v.23 no.2
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• pp.76-82
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• 2019

Background and Objectives: Noise levels and room acoustic parameters at a tertiary referral hospital, Seoul National University Hospital (SNUH) in Korea, are investigated. Materials and Methods: Through a questionnaire, acoustically problematic rooms are identified. Noise levels in emergency rooms (ERs) and intensive care units (ICUs) are measured over about three days. Acoustically critical and problematic rooms in the otolaryngology department are measured including examination rooms, operating rooms, nurse stations, receptions, and patient rooms. Results: The A-weighted equivalent noise level, L_Aeq, ranges from 54 to 56 dBA, which is at least 10 dB lower than the noise levels of 65 to 73 dBA measured in American ERs. In an ICU, the noise level for the first night was 66 dBA, which came down to 56 dBA for the next day. The noise levels during three different ear surgeries vary from 57 to 62 dBA, depending on the use of surgical drills and suctions. The noise levels in a patient room is found to be 47 dBA, while the nurse stations and the receptions have high noise levels up to 64 dBA. The reverberation times in an operation room, examination room, and single patient room are found to be below 0.6 s. Conclusions: At SNUH, the nurse stations and receptions were found to be quite noisy. The ERs were quieter than in the previous studies. The measured reverberation times seemed low enough but some other nurse stations and examination rooms were not satisfactory according to the questionnaire.

• Korean Journal of Audiology
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• v.23 no.2
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• pp.76-82
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• 2019

Background and Objectives: Noise levels and room acoustic parameters at a tertiary referral hospital, Seoul National University Hospital (SNUH) in Korea, are investigated. Materials and Methods: Through a questionnaire, acoustically problematic rooms are identified. Noise levels in emergency rooms (ERs) and intensive care units (ICUs) are measured over about three days. Acoustically critical and problematic rooms in the otolaryngology department are measured including examination rooms, operating rooms, nurse stations, receptions, and patient rooms. Results: The A-weighted equivalent noise level, L_Aeq, ranges from 54 to 56 dBA, which is at least 10 dB lower than the noise levels of 65 to 73 dBA measured in American ERs. In an ICU, the noise level for the first night was 66 dBA, which came down to 56 dBA for the next day. The noise levels during three different ear surgeries vary from 57 to 62 dBA, depending on the use of surgical drills and suctions. The noise levels in a patient room is found to be 47 dBA, while the nurse stations and the receptions have high noise levels up to 64 dBA. The reverberation times in an operation room, examination room, and single patient room are found to be below 0.6 s. Conclusions: At SNUH, the nurse stations and receptions were found to be quite noisy. The ERs were quieter than in the previous studies. The measured reverberation times seemed low enough but some other nurse stations and examination rooms were not satisfactory according to the questionnaire.

• The Korean Nurse
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• v.32 no.4
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• pp.48-62
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• 1993

This study was done for the purpose of analyzing the job-satisfaction and its depressive factors in human relation of operating room nurses of university hospital. Therfore, it makes an offer the basic data to help the resolution and prevention of the problems in operating room nurses. Furthermore, this study was conducted in order to find out some kinds of scientific data for the better control of depressive factors of job-satisfaction expressed by the operating room nurses. The structred questionaire reports of 246 operating room nurses who were employed in 5 different university hospitals which have over 1, 000 beds located in Seoul, Korea were used, which wer collected from August 24th to August 30th of 1992. The author visited supervisors of operating room in each university hospital and explained the aim of this study. The most of them(90.0%) answered to the questionaires. Analysis of the collected data were done by mean, standard deviation, percentage, t-test, F-test, Q-test, correlation analysis, one-way ANOVA.and stepwise multiple regression analysis. Major findings of this study were as follows: 1. The job of the operating room nurses were remarkably related with the satisfaction in human relation, which was defined as the behavioral job with thoughtful action rather than with mechanical action. However, the degree of satisfaction in human relation with personnel in other departments was found to be the lowest and its the main depressive factors were appeared due to the absence of interaction and uncooperative attitudes. Therefore, it was required that the members of other job need more cooperative attitude to the actual works in the operating room nurses. 2. The depressive factors in the satisfaction degree of human relation with offical seniors wer significantly related with their irresponsibility and partialness. Moreover, the job attitude of the operating room nurses is abundantly required to be improved, 3. The depressive factors in the satisfaction of human relation with medical doctors were significantly related with their insincerity and the class-consciousness. It is clearly suggested that the medical doctors do more cooperative behaviors for the jobs of the operating room without the suggested that the medical doctors do more cooperative behaviors for the jobs of the operating room without the superiority feeling of class-consciousness. 4. There was a significantly positive association between the satisfaction degree of human relation of the nurses with the following charateristics. (1) The registered nurses which had a tendency to be satisfied about the registered nurses' job. (2) The registered nurses which had a tendency to be a technique-aptitued in the motivation of the registered nurses'job. (3) The registered nurses which had a tendency to be satisfied about the total hospital working carrier and the aspects of old ages. Finally, these findings indicated that the operating room nurses should require the professional education courses associated with a high-development techniques and setisfaction in their jobs.