• 제목/요약/키워드: Professional nursing

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혈액여과투석 환자의 치료이행 지표와 분류기준, 융합형 혈액여과투석 치료이행 측정도구 개발 : 온라인 혈액여과투석을 중심으로 (The Development of Hemodiafiltration Treatment Compliance Indicators and Discriminant Standards, Development of Hemodiafiltration Treatment Compliance Measurement - Convergent Form(HDFTCM-CF) : Focused on On-line Hemodiafiltration)

  • 허정
    • 디지털융복합연구
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    • 제13권7호
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    • pp.269-282
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    • 2015
  • 본 연구는 혈액여과투석 환자의 치료이행을 측정할 수 있는 지표와 분류기준을 개발하고 치료이행 정도를 측정할 수 있는 전문가의 의견이 반영된 융합형 도구를 개발하고자 시도되었다. 총 300명의 혈액여과투석 환자를 대상으로 자료가 수집되었으며, 저유량 혈액투석, 고유량 혈액투석 치료이행과 불이행에 대한 선행연구 결과 및 전문가 그룹, 임상전문가 그룹의 구성타당도, 내용타당도를 거쳐 혈액여과투석 지표와 분류기준을 개발하였다. 개발된 혈액여과투석 치료이행 지표와 분류기준의 판별분석력을 정준상관판별분석으로 검증한 결과 3가지 지표의 혈액여과투석 치료이행 판별분석력은 95.6%(wilks ramda=.256, p=.002)이었다. 또한 임상형 혈액여과투석 치료이행 측정도구는 91.7%의 판별력을 가진 것으로 검증되었다. 혈액여과투석 치료이행은 환자의 건강상태 악화와 합병증 발생 전 단계에서 환자교육과 간호중재가 이루어질 수 있다는 점에서 의미가 있으며 본 연구의 결과는 향후 혈액투석환자의 합병증 예방을 위한 간호중재의 기초자료로 활용될 수 있을 것이다.

전문간호사의 완벽주의와 소진의 관계에서 감성지능의 조절효과 (A Study on the Mediating Effect of Emotional Intelligence between Perfectionism and Burnout in Advanced Practice Nurses (APN))

  • 노기옥;박경숙;임영순
    • 간호행정학회지
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    • 제22권2호
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    • pp.109-118
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    • 2016
  • Purpose: The aim of this study was to analyze relationships between perfectionism, burnout, and emotional intelligence in APN and to identify the mediating effect of emotional intelligence on the relationship between perfectionism and burnout. Methods: A structured self-report questionnaire was used to measure perfectionism, burnout, and emotional intelligence. Data were collected from 121 APN working in five advanced general hospitals and two general hospitals. Data were analyzed using descriptive statistics, Independent t-test, One-way ANOVA, Mann-Whitney U test, Pearson correlation and Hierarchical multiple regression with the SPSS/WIN 22.0 program. Results: Mean scores for each variable were: perfectionism 3.57 (on a 5-point scale), burnout 3.32 (on a 7-point scale), and emotional intelligence 5.00 (on a 7-point scale). Self-oriented perfectionism had a positive correlation with burnout, as did socially prescribed perfectionism. Emotional intelligence was a significant variable reducing burnout, as it also had a reverse buffering effect on the relationship between self-oriented perfectionism and burnout. Explanatory power of the final model based on variables was 34%. Conclusion: The results of this study suggest a mediating direction regarding burnout by demonstrating that emotional intelligence plays a direct and reverse buffering role to self-oriented perfectionism, which can be used to reduce burnout in APN.

신규 간호사의 역할적응에 관한 탐색적 연구 (An Exploratory Study of Role Adaptation of Newly Employed Nurses)

  • 김조자;박지원
    • 대한간호학회지
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    • 제20권1호
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    • pp.50-60
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    • 1990
  • The purpose of this study was to investigate factors influencing role adaptation in newly employed nurses and the consistency between role expectations before employment and after one year of employment. The results of this study may contribute to strategy development towards positive role adaptation in newly employed nurses. The data used in this study were collected from 111 nurses, the sample was drawn from all newly employed professional nurses working at Y Medical Center in 1987. The data were collected longitudinally in the 2nd - 3rd weeks, the 3rd month and the 12th month after employment. The results of this study were as follows : 1. The degree of change the importance of factors influencing role adaptation and the length of time after employment were investigated. the result showed that the degree of change was the greatest within the first 3 months after employment. Important factors related to role adaptation were working conditions, the environment of the assigned ward and the work load. These factors always displayed high scores without any great change over time. New employees put more importance on practical factors which were obtained through experience in their jobs rather than on ideal factors Which they had considered more important while in school. 2. Consistency between role expectation before employment and after 12 month of employment was investigated. The highest consintency item was the expectation about the variety of Patients, and the highest inconsistency was the expectation about their own welfare. An average score of 69.07 points was achieved from a maximum of 125 points for the 25 items. showing that expectations for role development before employment were not fully satisfied. In conclusion the administraor should assess the initial expectation at the time of employment of new nurses and she / he should make clear to the new nurses that these expectations may not be realistic. In this way the administrator can provide more satisfactory conditions towards the expectations of the new nurses and help them towards positive role adaptation and reduction of role conflict. Newly employed nurses have high and unrealistic expectations about socialization to the profession from their nursing educational program. It is suggested that a transitional training program should be planned and carried out for newly employed nurses.

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여대생의 건강증진 생활양식과 관련된 변인 분석 (Predictors of Health Promoting Lifestyles in College Women)

  • 김명희;전미영
    • 여성건강간호학회지
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    • 제7권3호
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    • pp.293-304
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    • 2001
  • The purpose of this study was to investigate the factors influencing health promoting lifestyles in college women thus providing the basic data necessary to establish a health promoting program. The subjects of this study were 274 college women, living in Seoul, Chung-Buk, and Kangwon, during the period from May 10 to July 15, 2000. The instruments for this study were the health promoting lifestyles scale developed by Bak, Insuk(1995), the self efficacy scale by Sherer et al. (1982), the social support scale by Su, Moonja(1988), the self-esteem scale by Rosenberg(1965) and the perceived health status scale by Lawton et al.(1982). The results of this study are as follows; 1. The average score for health promoting lifestyles was 2.45 on a 4 point scale. The health promoting lifestyles categories 'harmony relationships' (3.04) and 'sanitary life'(3.02) revealed higher scores, whereas scores for 'healthy diet' (2.32), 'exercise & activity' (2.14) and 'professional health management' (1.48) were lower. 2. The mean score for self-efficacy, social support, self esteem and perceived health status was 3.38 (on a 5 point scale), 2.88 (on a 4 point scale), 2.98(on a 4 point scale) and 3.08(on a 5 point scale) respectively. 3. Health promoting lifestyles showed significant positive correlation with self efficacy, social support, self esteem and perceived health status. 4. Stepwise multiple regression analysis revealed that the most powerful predictor of health promoting lifestyle was self efficacy. Self efficacy, social support, and perceived health status have significant effects on health promoting lifestyles. These predictive variables of health promoting lifestyles explained 25% of variance. Finally, the result of this study will provide important factors for the development of a nursing intervention program for the promotion of healthy lifestyles in college women.

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신규간호사와 프리셉터가 인지하는 프리셉터의 교수효율성 비교 (A Comparison of Preceptors' and New Graduate Nurses' Perception of Teaching Effectiveness)

  • 김지양;김영선;김춘실;박현숙;신미영;윤연숙;조유숙;박미미;유문숙
    • 간호행정학회지
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    • 제15권2호
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    • pp.193-202
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    • 2009
  • Objective: The purpose of this study was to compare preceptors and new graduate nurses on their perception of preceptor teaching effectiveness. Methods: The participants were 90 new nurses and 90 preceptors who worked in A medical center. The data were collected from July 1 to September 30, 2008. A cross-sectional descriptive survey was done using a structured questionnaire. Results: New nurses' perception ($4.07{\pm}.44$) of the preceptor teaching effectiveness was significantly higher than perception of the preceptors ($3.57{\pm}.37$). Fifty five percent of new graduate nurses reported a lack of coherence in the preceptor's practice guidelines. For 5 causal factors classified on the teaching effectiveness, the factor of 'Professional knowledge and ability' showed the highest score, but 'Interpersonal and communication skill' got lowest score for both group. Preceptors responded that they did not have enough time to teach well because of their heavy workloads. Conclusions: These results suggest that the preceptors need appropriate compensation and education opportunities, and new graduate nurses need consistent education by the teaching professionals. Therefore, it is important to give preceptors full charge of the preceptorship. Also, it will be necessary to develop education programs to enhance interpersonal and communication skill for preceptors and new nurses.

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간호사의 공감만족에 대한 국내 연구 분석 (Analysis of Research on Compassion Satisfaction among Nurses)

  • 이순늠;김정아
    • 한국산학기술학회논문지
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    • 제17권9호
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    • pp.599-609
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    • 2016
  • 본 연구는 간호사의 공감만족에 대한 국내 연구의 동향을 분석하여 향후 연구에 대한 방향을 제시하고자 시도되었다. 연구조사 데이터베이스는 학술정보서비스, 국회도서관, KISS, NDSL을 이용하였다. 주요어는 간호사, 공감만족, 전문직 삶의 질 로 검색하여 최종 18편의 논문을 분석 하였다. 연구 설계는 서술적 조사연구 위주였고, 연구 대상은 병원에 근무하는 간호사로 나타났다. 공감만족과 관련이 있는 일반적 특성으로는 연령, 직위, 경력, 교육상태 등이었으며, 관련변수로는 소진, 공감피로, 직무만족, 극복력 등으로 나타났다. 공감만족과 관련이 있는 변수를 살펴본 결과 나이가 어리고 경력이 짧은 미혼인 간호사의 공감만족이 상대적으로 낮은 것으로 나타나 조직적 차원에서 지지 프로그램이 요구된다. 간호사의 공감만족은 임상실무에서 간호의 질 향상과 간호인력 관리에 기여 할 것이다. 따라서, 간호사가 간호를 하면서 높은 공감만족을 가질 수 있도록 간호 관리자의 관심과 노력이 매우 필요하다. 본 연구의 결과를 통해 국내 간호사에게 적합한 도구개발 연구, 간호사의 공감만족에 대한 본질적인 실체를 밝히는 질적 연구와 프로그램을 개발하여 효과를 검증하는 중재 연구를 제언한다.

종합병원 간호사의 직무착근도 관련 변인들 간의 관계 구조모형 (Structure equation modeling of job embeddedness in general hospital nurses)

  • 김경미;전소연;주현정;이연향;우경미
    • 한국간호교육학회지
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    • 제28권2호
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    • pp.204-217
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    • 2022
  • Purpose: This study was conducted to determine the factors affecting a hypothetical model of testing for general hospital nurses' job embeddedness. Methods: Data were collected from August 20 to September 19, 2021, by a self-administered questionnaire answered by 428 general hospital nurses. The data were analyzed by SPSS and AMOS. Results: Nine of the hypothetical model's 12 hypotheses were supported by the data collected from all participants. The test results indicate that ego resilience, subjective career success, and recovery experience from job stress directly affect participants' job embeddedness. Nurses' work environments were reported to affect ego resilience and subjective career success, while at the same time ego resilience and subjective career success affected the participants' job embeddedness. Work-life balance was found to affect ego resilience and ego resilience affected subjective career success, and at the same time subjective career success directly affected participants' recovery experiences from job stress and job embeddedness. Of these variables, subjective career success had the strongest direct effect on participants' job embeddedness. Work-life balance affected the participants' recovery experiences from job stress, and their recovery experiences from job stress were found to directly affect job embeddedness. Conclusion: These results suggest that different management strategies to enhance hospital nurses' job embeddedness should address nurses' ego resilience, subjective career success, and recovery experiences from job stress.

상급종합병원 전문간호사의 리더십 경험: 포커스 그룹 면담 (The Leadership Experience of Advanced Practice Nurses in a Tertiary Hospital Setting: Focus Group Interview )

  • 김은숙;김나연;최수정;김나리;김영희;이정윤;김은혜
    • 중환자간호학회지
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    • 제16권3호
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    • pp.48-61
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    • 2023
  • Purpose : This study aimed to identify and describe the leadership experience of advanced practice nurses (APN). Methods : Data were collected through five focus group interviews in 2022 with a total of 24 APNs in groups of 4-6 participants. All interviews were recorded, transcribed, and data were analyzed using qualitative content analysis. Results : Nine categories emerged from three main themes. First, "Roles of APN leadership" comprised a trusted clinical expert, a moderator for the entire team, a resource person for nurturing the next generation, and a change agent for improving clinical practice. Second, "Facilitators and barriers to APN leadership" included ambiguity of APN role, support system, and institutional backing. Third, "Strategies for strengthening APN leadership competencies" comprised systematic leadership education and speaking up for APNs. Conclusion : APNs are passionate about their expertise and practice, but lack the legal and organizational authority and support to provide successive leadership. Systematic education including leadership and organizational advocacy will enable APN to provide leadership that benefits patients, institutions, and the wider healthcare system.

여성건강을 위한 개념적 모형 (Conceptual Model for Women s Health)

  • 이경혜
    • 대한간호학회지
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    • 제27권4호
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    • pp.933-942
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    • 1997
  • There has recently been an increased interest in women's health from, various disciplines, with different perspectives presented according to each profession's academic background. This has led to many instances of incorrectly defining, or misinterpretation, of the issues even among professionals. Nurse scholars as well as practitioners who work in women's health care need to have a clear conceptual understanding of women's health in order to build a body of knowledge, delineate curricular activities, and set directions for professional nursing interventions. In addition, a conceptual model that may be directly utilized in practice is needed to maintain and promote women's health issues. The purpose of this study was to apply a Hybrid model, analyzing conceptual definitions and discussions related to women's health gathered from review of the literature. Further to compare analyticals the concepts and properties observed from field work, so as to present a final definition of women's health and, build a conceptual framework for a united comprehensive perspective on the concept as well as on nursing practice. Data collection and analysis consisted of a theoretical stage, field work stage, and final analysis. A heterogeneous group of professionals and lay persons, 39 in all, participated in the field work. Study findings Include several subconcepts under the concept of women's health : a woman's whole life, holistic health, quality of life, awareness of being a woman, individual nursing, self care ability, reproductive health, and family health. Thus, a comprehensive definition was built, 1. e., "Women's health care be defined as improvement in the quality of life of women through attainment of holistic health throughout the life span. With reproductive health at the core, the concept is directly related to family and national health, and includes taking care of one's own health based on awareness of being a woman and utilizing self care activities. Women's health care issues are unique and allow various responses, therefore women's health professionals need to apply individual approaches to reach solutions in attaining holistic health and improving quality of life." The constructual factors of women's health were found to be reproductive functions, diseases more common in woman, self actualization, mental health, women's health policies, sexuality, midlife changes, and marital relations, with each factor having more than three properties. Positive factors affecting women's health were found to be a normal childbearing process, a healthy lifestyle, active health management, health information, support, and resources, and interpersonal relationships. Negative factors were found to be overwhelming role stress, cultural oppression, gender inequality, distorted sexual identity, economic difficulties, misuse and/or abuse of substances, and stress. The model of women's health may be visualized as a balance scale set upon a woman's life, supporting 4 concentric circles. The innermost circle and second circle incorporate conceptual definitions of women's health, and the outer two circles represent the constructional factors and properties of women's health. Each circle has its own color that symbolizes the conceptual meaning. Positive and negative factors are represented as weights at either end of the scale, and are affected by nursing intervention, i. e., health and wellness increase when positive factors are stronger, whereas disease and illness increase when negative factors are stronger. This model is only a preliminary effort and requires much discussion and testing to be further developed. Continuous research is also required.

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간호조직에서 리더십 유형과 직무만족, 조직몰입에 관한 연구 -거래적.변혁적 리더십을 중심으로- (Transformational and Transactional Leadership Styles of The Nurse Administrators and Job Satisfaction, Organizational Commitment in Nursing Service)

  • 박현태
    • 대한간호학회지
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    • 제27권1호
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    • pp.228-241
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    • 1997
  • Today's healthcare environment is changing, driven by demographic, environmental, social, political and technological forces. These rapidly changing healthcare environment and increasingly professional nursing practice indicate that identifying leadership characteristic of nursing leaders and executives is a vital importance in today's time and also mandate innovative leadership for nursing service. Therefore, the purpose of this study is to examined the transformational, transactional leadership styles of the Nurse Administrators. Also described are the relationships between these leadership styles and the job satisfaction. the organizational commitment of their subordinates. The sample consisted of sixteen mid-level nurse administrators, fifty head nurses and one hundred aid fifty-three staff nurses of 4 public & private University Hospitals and 1 General Hospital. Data for this study was collected from Sep. 20 to Oct. 5 by Questionnaire(Bass' MLQ, Job Satisfaction scale developed by Paula(1978), Organizational Commitment scale by Peter et at(1979). The data was analyzed by frequency, percentage, one-way ANOVA, Pearson's Correlation Coefficient with SPSS PC/sup +/ program. Major findings are as follows : Appropriate one-way ANOVA tests revealed that the differences for transformational and transactional leadership styles of nurse executives. mid-level nurse administrators, head nurses as perceived by their immediate subordinates were statistically significant(P<.05), The scores of transformational and contingent reward behaviors were declined of the mid-level nurse administrators, nurse executives. The transactional scores of nurse administrators were lower than trans- formational ones, which is a desirable findings. The result of this study, the head nurses were perceived as the highest transformational leader by their subordinates, and second was the mid-level nurse administrators. The nurse executives received the lowest transformational leadership scores from their subordinates. These results were opposit to the previous studies. And significant positive correlations were founded between transformational leadership including charisma, intellectual stimulation, individual consideration and contingent reward of nurse administrators and the job satisfaction, the organizational commitment of their subordinates. From the data, it can be concluded that transformational leadership style of nurse administrators promotes the job satisfaction, the organizational commitment of thier staff nurses. Therefore leader looks for potential motives in subordinates, seeks to satisfy higher need, and engages the full person of the subordinate resulting in a relationship of mutual stimulation and elevation.

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