• Journal of Korean Public Health Nursing
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• v.19 no.2
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• pp.177-187
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• 2005

The purpose of this study was to 1) identify the current management status of the Visiting Health Care Services (VHCS) and 2) to analyze the workload of the staff in the VHCS located in the Public Health Centers (PHCs) in the urban and rural areas. Method: A descriptive research design and a prospective, time and motion research design were used. A total of 18 PHCs in Gangwon Province participated in this study. A questionnaire and semi-structured observational sheet were utilized. A total of 650 self report records of the work load from the VHCS personnel were collected for a 10 day period at each of the 18 PHCs. A descriptive analysis was then done. Results: The major results were as follows. 1) The VHCS staff (nurses and nurse aids) was being assigned additional work such as maternal health care, chronic disease care, mental health care and health promotion on top of their VHCS duties. 2) The average number of home visits per client during the past year was 5.8. More specifically, the clients in the severe dependent group received an average of 27.1 visits, those clients in the moderate dependent group received 14.0 visits those clients in the slightly dependent group received 5.0 visits and those clients in the self-care group received 1.6 visits. 3) The time required for the work duties of the VHCS staff totaled 488 minutes per day. The percentage of time for home visits was only 17.4%, and this didn't include travel time. Conclusion: The main problems of VHCS were identified as a lack of personnel and a lack of time for the home visits. Strategies that are directed at the construction of a better infrastructure for VHCS are needed.

• Journal of Korean Academy of Rural Health Nursing
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• v.5 no.1
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• pp.25-32
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• 2010

Purpose: The purpose of this study was to provide a fundamental data for improving nurses' working environment and securing quality of nursing care. Method: It was consisted of analyzing education system and employment status of nursing personnel, and focus group interviews in Cheju Island. Results: Total graduates were 4,139 by 2006 from two nursing schools in Cheju. Difficulties in working conditions from focal group interviews were classified into four categories; Lack of anonymity of nurses, the burden from performing nontraditional nursing roles due to shortage of physicians, irregularity of working schedule and too many night shifts for taking care of female colleague's condition related with pregnancy, and poor support for implementing and developing professional nursing. Conclusion: A survey revealing working condition of nursing personnel of all health care institutions in Cheju Island will provide the comparison between Cheju Island and other areas. It needs to cultivate the public opinion about the importance of quality of nursing care proceeded by the broad support for improving nurses' working environment. It is essential to support continuing education to bring professional nurses and establishing the system to utilize them to overcome the shortage of physicians in Cheju Island.

• Korean Journal of Adult Nursing
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• v.28 no.5
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• pp.608-608
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• 2016

• Journal of Korean Public Health Nursing
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• v.10 no.2
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• pp.37-50
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• 1996

To analyze the roles by abilities between manpower through the analysis of industrial health service agency personnel, 115 industrial health service agency personnel in 19 Industrial Health Service Agency personnel scattered in Seoul and Kyungki areas have been investigated according to the questionnaires formulated in line with the Likert 5-point scale from September 1 through October 30, 1995 and the following significant result has been obtained: 1. The job abilities by fields. 1) In the field of health care, the level of medical personnel's job ability was 3.30 on average and that of industrial hygienists' was 2.54 on average, which showed that the level of medical personnel's job ability was higher. 2) In the field of health management, there was a difference between the level of medical personnel's job ability and that of industrial hygienists' only in the health education but there was not so much difference between manpower' which showed that it was 3.00 on average. 3) In the field of working environment management. the level of industrial hygienists' job ability was 4.03 on average and that of medical personnel's was 2.62, which showed that the level of industrial hygienists' job ability was higher than that of medical personnel's. 2. The job abilities by manpower. As for the job ability by manpower. on the health care the medical personnel's ability was more excellent than the industrial hygienists' and on the working environment management the latter's{industrial hygienists') ability was more excellent than the former's(the medical personnel's). However. the field that a difference between both manpower as mentioned above was not recognized was the health management. 3. As for the difference of potential factors between manpower. in Factor '1' the industrial hygienists' 80.7 points by percentage was higher than the medical personnel's 52.5 points and in Factor '2' the latter's(medical personnels's) 72.6 points by percentage was higher than the former's{industrial hygienists') 50.6 points in the level of job abilities. The above result shows that the industrial health service agency personnel can be classified into the job with a difference between manpower and that without any difference manpower. Therefore, the following issues: First: The field of health care shall be defined as the medical personnel's exclusive job. Second: The field of working environment management shall be defined as the industrial hygienists' exclusive job. Third: The field of health management shall be defined as a common job to lead the limits of time and space in the collective group occupational health management to be controlled effectively.

• Journal of Korean Public Health Nursing
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• v.30 no.3
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• pp.526-543
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• 2016

Purpose: The purpose of this study was to explore how public health nurses (PHNs) perceive their roles and duties (R&D), as well as to investigate the change of their R&D, how they manage and solve problems. Methods: The data were collected through focus group interviews. Data were analyzed using Morgan (1998) and Krueger (1998)'s four step analysis. A total of 17 experienced PHNs participated in this study. Results: The results found 5 themes and 19 sub-themes: R&D of health managers and health service providers, factors affecting the changes of PHN's R&D, R&D in adjusting with trends and expanding work field (R&D being reduced, increasing R&D, need to expand R&D), problem with the structure and quality of workforce (lack of nurse manpower, lack of promotion opportunities, increasing non-regular workers, lack of refinement as an expert), and strategies for solving personnel issues (strengthening the job capacity, cultivating professional refinement, strengthening outside activities and political activities, strengthening the roles of PHN-related associations and academy, engagement policy of non-regular workers, expansion of the activity area) Conclusion: PHNs need to recognize their changing R&D and ways they manage and solve problems to enhance their professionalism.

• Journal of Korean Public Health Nursing
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• v.8 no.2
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• pp.83-100
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• 1994

This study was conducted to investigate a shift in retirement of nursing personnel periodically. The periods surveyed in this study were 1977-78. 1982-83. 1987-88 and 1992-93. The data were obtained from personal records of nurses and aid nurses who had retired from a general hospital in Seoul during the above periods. The number of the data analyzed in this study was 429 in all 284 nurses and 145 aid nurses. The obained results were as follows: 1. The average age of the retirements of the nurses was raised to 27. 1 during the period of 1987-88 and fell to 26. 1 during the period of 1992-93. The average tenure of office of the nurses has become longer recently; It lengthened from 2.1 years in the year of 1977-78. to 3.8 years in the year of 1992-93. The average number of the previous employment before entering the hospital was 0.3 during the period of 1977-78. and 0.0 during the period of 1992-93. As for the aid nurses the average age of retirement. the average tenure of office' and the average number of the previous employoment were 25.0, 3.6 years and 0.5 respectively in the order above-mentioned. 2. As for the evaluation items in the final nurse evaluation sheet. such items as good appearance. health. job ability. trust and calmness were highly estimated throughout the periods. The items of the highest score were 'professional knowledge' and 'professional skil' in the year of 1982-83. and 'professional skill' and 'interpersonal relationship' in the year of 1987­88. 3. Private and public environments related to working variables decisive to the retirement of nursing personnel.

• Journal of Korean Public Health Nursing
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• v.17 no.2
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• pp.181-191
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• 2003

Purpose: The purpose of this study was to evaluate demonstration health promotion programs offered by 18 health centers in a structural aspect of the health centers. Methods: The Evaluation Committee was organized with professors from collaboration universities and researchers of this study. Using structure evaluation frame. reports from 18 health centers were reviewed by the committee. Evaluation categories included organizational change, manpower construction, budget, and manpower training and education. Results: Only 5 health centers out of 18 have independent health promotion department. Nurses played a major role for health promotion programs. Other health personnel participated in the health promotion programs included dental hygienists, nutritionists, and exercise specialists. Related to program budgets. local government support rates were varied by the region. Various kind of manpower training was offered to health personnel for the health promotion programs including smoking control. exercise, alcohol, nutrition, and so forth. Conclusion: The study results indicated that establishment of independent health promotion department, maintenance of same manpower construction, provision of diversity manpower training were the factors that foster effective health promotion programs.

• Journal of Korean Public Health Nursing
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• v.35 no.3
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• pp.430-447
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• 2021

Purpose: The purpose of this study was to analyze the role and tasks of nurses who were working for the elderly in the visiting health services at the public health centers. Methods: Literature reviews, two rounds of meetings with 5 experts and a two-round Delphi technique with 15 experts were performed in this study. Results: The nurses' role and job analysis revealed 5 roles, 16 duties and, 71 tasks. The nurses' roles, including discovery and registration of households/groups in visiting health service in the community, case manager, administrative management, program planning, operation and evaluation, and development of job competency. Sixteen duties included client registration and management, need assessment and plan establishment, education, consultation and support, seasonal health care, prevention and monitoring of infectious diseases, basic nursing care, chronic disease management, linkage and utilization of resources, team cooperation and coordination, home environment management, monitoring and support for intervention outcomes, evaluation, administrative management, program planning, operation and evaluation, development of professional competency and, adoption of fourth industrial revolution technology. Conclusions: Based on the results, the government should provide sufficient nursing personnel to provide universal preventive health services for the elderly and a job training program to perform these roles well.

• Journal of Korean Academy of Nursing Administration
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• v.23 no.2
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• pp.211-222
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• 2017

Purpose: To develop staffing levels for nursing personnel (registered nurses and nursing assistants) to provide inpatients with integrated nursing care that includes, in addition to professional nursing care, personal care previously provided by patients' families or private caregivers. Methods: A time & motion study was conducted to observe nursing care activities and the time spent by nursing personnel, families, and private caregivers in 10 medical-surgical units. The Korean Patient Classification System-1 (KPCS-1) was used for the nurse manager survey conducted to measure staffing levels and patient needs for nursing care. Results: Current nurse to patient ratios from the time-motion study and the survey study were 1:10 and 1:11, respectively. Time spent in direct patient care by nursing personnel and family/private caregivers was 51 and 130 minutes per day, respectively. Direct nursing care hours correlated with KPCS-1 scores. Nursing personnel to patient ratio required to provide integrated inpatient care ranged from 1:3.9 to 1:6.1 in tertiary hospitals and from 1:4.4 to 1:6.0 in general hospitals. The functional nursing care delivery system had been implemented in 38.5% of the nursing units. Conclusion: Findings indicate that appropriate nurse staffing and efficient nursing care delivery systems are required to provide integrated inpatient nursing care.

• Journal of Korean Public Health Nursing
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• v.23 no.1
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• pp.113-128
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• 2009

Purpose: To explore the barriers and solutions of immunization programs for children among vulnerable classes in the position of service providers in Community health centers. Method: Data were collected through focus group interviews with 3 groups (17 providers), and were analyzed according to the analytic method of Morgan (1998) and Krueger (1998). Results: The following five categories were identified: difficulties in obtaining a list of children among vulnerable classes, difficulties in first contact with them, difficulties in up-to-date immunization, various difficulties according to the types of vulnerable family and suggestions of solution. These results indicated that there are many difficulties in providing expanded immunization service for children among vulnerable classes in terms of manpower, cooperation of departments in public health centers and linkages between health and welfare. Finally, the characteristics of the types of vulnerable family need to be elucidated. Conclusion: To increase immunization rates among children of vulnerable classes, policies need to be prepared at the public health organization itself and the linkages between health and welfare and need for hiring additional personnel.