• 디지털융복합연구
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• 제18권12호
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• pp.315-323
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• 2020

본 연구는 임상간호사의 폭력경험이 직무만족과 이직의도에 미치는 영향과 폭력경험과 이직의도 관계에서 직무만족의 매개효과를 파악하기 위해 시도되었다. U광역시 3개의 종합병원에 근무 중인 간호사 213명을 연구대상자로 하였으며, 자료수집은 2019년 2월부터 4월까지 하였다. 수집된 자료는 SPSS/WIN 25.0을이용하여 분석하였다. 폭력경험은 직무만족과 유의한 역상관관계를 나타내었고, 폭력경험은 이직의도와 정상관관계이었으며, 직무만족과 이직의도는 역상관관계를 나타내었다. 폭력경험이 직무만족을 설명하는 정도는 16.5%, 폭력경험이 이직의도를 설명하는 정도는 6.1%였다. 폭력경험과 이직의도 간의 관계에서 직무만족이 부분 매개를 하는 것으로 나타났다. 따라서 임상간호사의 직무만족도를 향상시키고 이직의도를 감소하기 위하여 폭력경험을 감소시켜야 할 필요성이 있다. 간호사의 폭력경험과 이직의도를 감소시키고 직무만족을 높이기 위해 병원에서 제도적 장치를 마련에 유용한 기초자료가 되리라 본다.

• 한국컴퓨터정보학회논문지
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• 제27권6호
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• pp.149-155
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• 2022

본 연구는 간호교육과정에서 인성교육의 중요함을 제안하고 있다. 인성이 무엇인가를 정의하기는 매우 어렵다. 인성이라는 것이 매우 추상적이고 포괄적이기 때문이다. 그럼에도 동양에서는 인성이란 본래 타고난 성품이라는 의미가 담겨 있다. 인성이 사람의 마음바탕과 됨됨이 두 요소를 가지고 있는데, 사람의 마음바탕은 본래의 성질이므로 교육으로 변화되기 어려우나 사람의 됨됨이는 바르게 형성할 수 있도록 교육할 수 있으며 이러한 교육을 인성교육이라고 한다. 최근 우리나라에서 인성을 함양하기 위한 교육은 매우 뜨거운 주제가 되었으며, 특히 간호학과 간호교육인증평가에 있어서도 인성교육이 강조되고 있다. 좋은 간호사가 되기 위해서는 단순한 기술뿐만 아니라 다른 사람을 돕거나 윤리적 임상적 판단을 하는 능력도 갖추어야 한다. 그러나 현실적으로 우리나라 대다수의 간호학과에서는 간호사가 되기 위한 면허 취득 관련 커리큘럼이 너무 과밀하게 되어 있는 것이 사실이다. 따라서 본 논문에서는 이를 완화하고 인성교육에 대한 커리큘럼을 확대해 나가는 것에 대해 제언을 하였다.

• 한국간호교육학회지
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• 제30권2호
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• pp.182-191
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• 2024

Purpose: The purpose of this study was to explore the characteristics of social networks among registered nurses in acute nursing care units. Methods: This study used a survey design. Four nursing units from two acute hospitals were selected using a convenience method, and 83 nurses from those nursing units participated in the study in July 2022. The positive influences among nurses included friendship, collaboration, advice, and referent networks, and the negative influences included avoidance and bullying networks. Using the NetMiner program, the k-means clustering technique was applied to create groups of nodes with similar characteristics. The general characteristics of the participants were analyzed by mean, standard deviation, frequency, and ANOVA or chi-squared test. Results: As a result of dividing the 83 nurse participants into four clusters, positive influencers, silent peers, unwelcome peers, and active bullies were identified. Positive influence group nurses were frequently mentioned in the friendship, collaboration, advice, and referent networks. On the other hand, nurses in the unwelcome group and the active bullying group were frequently mentioned in the avoidance and bullying networks. Conclusion: Social networks that have a positive or negative impact on nursing performance are created through different relationships between nurses. Nurse managers can use the findings to create a more supportive and collaborative environment. Further research is needed to develop intervention programs to improve interactions and relationships between fellow nurses.

• 대한간호
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• 제33권1호
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• pp.65-79
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• 1994

The purpose of this study was to describe the job retainment factors and the level of job satisfaction, and to identify the relationship between job retainment and the level of job satisfaction among the registered nurses working in hospitals. Four hundred eight registered nurses currently employed at 8 hospitals in Seoul were surveyed for the study. The 39 item, 5 point likert scale questionnare was developed by the researcher. The internal consistency of job satisfaction was. 86 and that of job retainment was. 90 in Cronbach's alpha test. The data sas collected from July 15 to July 30, 1993. The SPSS/PC+statistical program was used for data analysis. The descriptive analysis of the characteristics of the subjects, the level of job satisfaction and the job retainment factors was done. The relationship between the job satisfaction level and the job retainment factors was tested with. the Pearson Correlation Coefficient analysis, and thd differences of job retainment scores among the sample was tested with t-test and ANDVA. The results of the study were summarized. 1. The mean age of the subjects was 29.7 years, 41.7% of them were married. 71.1% of them were 3 years course graduates, 71.8% of them were staff nurses, and the mean duration of experience was 6 years. 2. The factors related to professionalism(3.43), society(3.31), and interpersonal relationship(3.29) were significant in job retainment. The maximum score was 5.0 Two other factors, personal(3.05) and organization(2.83) factors, also showed relatively high scores. 3. The factors to the job satisfaction showed similar pattern as job retainment: professionalism (3.47), society (3.33), finance(3.31), interpersonal relationship(3.02), and organization(2.72). 4. Society related factors(r=.7420, p<.00l) and professionalism(r=.7249, p<.00l) had high correlation with job retainment. Personal(r=.6372, p<.001) and organizational(r=.3597, p<.001) factors had moderate relationship to job retainment. Finance(r=.3597, p<.00l) had significant but weak relationship to job retainment. 5. Age, marital status, job position, departmental involvement, experience, and continuity of employment of the sample showed significant differences in job retainment. However, the period of job retainment, number of children, educational level, type of hospital, previous employment experience were not significant. 6. lndiviuals older than 40 years of age, who were married, who held the position of charge or head nurse position, who worked in central supply or nursing administration showed significantly high job retainment score. This research indicates that the professionalism is the most significant factor in job retainment. In order to retain more experienced nurses, it is important to improve the profesionalism among nurses.

• 디지털융복합연구
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• 제19권3호
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• pp.253-261
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• 2021

본 연구는 간호사를 대상으로 COVID-19에 대한 호흡기 감염관리 수행도에 영향을 미치는 요인을 파악하고자 시도되었다. 구조화된 설문지를 이용하여 191명의 간호사로부터 일반적 특성, COVID-19 감염관리 지식, 불안, 피로도, 수행도를 파악하였다. 자료분석은 IBM SPSS 21.0 프로그램을 이용하여 기술통계, t-test, one way ANOVA, 상관분석, 다중회귀분석을 하였다. 본 연구에서 지식과 피로도는 양의 상관관계, 불안과 수행도는 음의 상관관계가 있었으며 COVID-19 호흡기 감염관리 수행도에 영향을 미치는 요인은 불안으로 나타났다. 간호사의 COVID-19 호흡기 감염관리 수행도를 향상시키기 위한 교육프로그램 개발 시 신종감염병에 대한 불안 정도를 관리할 수 있는 내용을 포함해야 할 것으로 보인다. 또한 간호사가 신종감염병 환자를 미리 간호해볼 수 있도록 역할극이나 시뮬레이션 교육방안 적용을 고려해 볼 필요가 있다.

• 대한간호학회지
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• 제3권2호
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• pp.31-43
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• 1973

The trend in modern nursing is toward the performance of comprehensive nursing care. Psychiatric nursing emphasizes education which enables the nurse to understand the underlying difficulties being expressed through a wide range of emotions and through practice to be more adept in her selection of a manner of approach which best meets the needs of a given situation. Presently, in Korea, there is nothing in the literature regarding evaluation of the effect of psychiatric nursing education on the attitudes of nurses towards mental illness and mentally ill patients. This stud!1 was attempted in order to understand 1) some of the problems in psychiatric nursing education 2) some of tile factors which affect the attitudes of nurses towards mental illness and mental patients. A questionnaire, a Korean translation of the "Opinions about Mental illness Scale" by Cohen and Stranding, 1962, was administered to 188 nonpsychiatric registered nurses employed in Yonsei University Hospital (Y. Hospital) and Seoul National University Hospital (S. Hospital) located in the city of Seoul. All of the nurses were directly involved with adult patient care. They graduated from various nursing schools. The data was collected during the period of October 2 to October 16,1972. The age, educational background , marital status, type of previous psychiatric experience, experience as a graduate nurse and close personal relationship with someone who was a psychiatric patient were compared with the O.M.I. scores. The mean and standard errors for each of the comparison groups were computed and tile relationships calculated by a t-test. The results of the study are summarized as follow: 1. There is no significant difference between the age of the nurses and their attitudes toward mental illness and mental patients. 2. There is no significant difference between the. educational backgrounds of the nurses and their attitudes toward mental illness and mental patients. 3. There is a significant difference in the nurses ′student psychiatric nursing experience and their attitudes towards mental illness and mental patients for the nurses in 5. Hospital only. The nurses who had 3-4 week of student psychiatric nursing experience had a significantly higher mean score for Benevolence (factor B) than nurses whose student psychiatric experience had been less than 1 Ivcek (P<0.05). The nurses who had 1-2 weeks, 3-4 weeks and more than 4 weeks of student psychiatric nursing experience had significantly higher mean scores for Interpersonal Ethology (factor E) than nurses whose student psychiatric had been less than 1 week (p<0.05), 4. There is a significant difference in the nurses′student psychiatric nursing experience by types of institution and their attitudes towards mental illness and mental patients for S. Hospital nurses only. The nurses who had their student psychiatric nursing experience in the government psychiatric hospitals recorded significantly higher mean score for Authoritarianism (factor A) than nurses who had their. experience in private psychiatric hospitals (p<0.05). 5. There is no significant difference in the nurses′psychiatric nursing experience as a graduate nurse and their attitudes toward mental illness and mental patients. 6. There is no significant difference in the nature and variety of the nurses′experience as a graduate nurse and their attitude toward mental illness and mental patients. 7. There is no significant difference in the presence or absence of a close personal relationship with a mentally ill person and the nurses′attitude toward mental illness and mental patients. 8. There is no significant difference in the nurses′ marital status and their attitude toward mental illness and mental patients. 9. There is no significant difference between the nurses who were employed ill S. and Y. hospitals and their attitudes towards mental illness and mental patients. Major suggestion for further study was to have more larger and wider scale research for establishing of the reliability and validity of the Korean translation of the O.H.I. Scale.

• 한국산학기술학회논문지
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• 제14권6호
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• pp.2898-2907
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• 2013

본 연구는 간호사례 일례를 중심으로 창의적 사고훈련 프로그램을 개발하고, 이를 간호사에게 적용하였을 때 효과가 있는지를 살펴보기 위해 시도되었다. 일 4년제 대학교 간호학과 학사학위 특별과정에 재학 중인 간호사 35명을 실험군, 그리고 38명을 대조군으로 하여, 개발된 창의적 사고훈련 프로그램을 시행하였고, 시행 전과 후 구조화된 설문지를 이용하여 자료를 수집하였으며, SPSS21.0을 사용하여 분석하였다. 창의적 사고훈련 프로그램은 심장질환 환자 간호사례를 중심으로 수행과제 7가지로 구성된 2주차 총 5시간 과정으로 개발하였다. 창의적 사고훈련을 받은 실험군이 대조군에 비해 창의적 사고력(t=3.62, p=.01)이 유의하게 향상되었으며, 창의적 능력 중 유창성(t=3.00, p=.004), 융통성(t=2.83, p=.01), 그리고 정교성(t=2.75, p=.01)이 유의하게 높아졌다. 창의적 성향도 실험군이 대조군보다 창의적 사고훈련을 받고 난 다음에 유의하게 향상되었고(t=2.91, p=.01), 창의적 성향 중 호기심(t=2.44, p=.02)과 집요성(t=3.54, p=.001)에서 효과가 있었다.

• 여성건강간호학회지
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• 제21권4호
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• pp.297-307
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• 2015

Purpose: This study was aimed to understand the meaning and essentials of the experience of burnout for hospital nurses with turnover intention. Methods: The design was a qualitative research of phenomenological study. Participants: Seven hospital nurses who had worked over three years and had experiences of turnover intention in a hospital with over 400 beds were included. Results: Nine meaningful themes related to burnout experiences and four theme clusters of 1) battery warning sounds almost out; 2) the player who hit the drum and double-headed drum; 3) the target flying arrow without a break; and 4) the pendulum swaying to turn over. Registered nurses (RNs) felt burnout with an overload of work and by the thought that it was illegal action for registered nurses to receive insufficient rewards for their work. RNs also experienced there were no problem solving strategies to verbal violence by patient and medical team. Conclusion: The findings show that burnout experiences for those who had turnover intention was developed from the insight that insufficient training to do work independently with over-load for nurses was not ethical. It suggests that it is necessary to rethink training systems for nursing and hospitals to relieve turnover intention.

• 간호행정학회지
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• 제18권1호
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• pp.5-12
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• 2012

목적: 본 연구의 목적은 대학원 또는 RN-BSN과정에 등록하여 학업을 계속하는 간호사들이 학업과 직업, 가정에서 다양한 역할을 수행하면서 발생하는 역할갈등과 역할관련 스트레스의 관련성을 파악하는 것이다. 연구방법: 국내4개 간호대학 RN-BSN과정 또는 대학원에서 수업을 받고 있는 간호사 149명을 대상으로 역할갈등, 역할스트레스를 측정하였다. 수집된 자료는 SPSS WIN 18.0 프로그램을 이용하여 분석하였으며 서술통계, 빈도분석, 상관관계분석과 함께 위계적 다중회귀분석을 이용하였다. 연구결과: 연구대상자의 work-school to family 갈등은 평균 $2.77{\pm}0.93$점, family-school to work 갈등은 $3.27{\pm}0.77$점, family-work to school에 대한 역할갈등은 $3.08{\pm}0.83$점이었다. 역할관련 스트레스는 평균 $5.99{\pm}1.66$점이었으며, 스트레스의 하위영역 중 가정스트레스 $4.77{\pm}2.62$점, 직장스트레스 $6.66{\pm}2.12$점, 학업스트레스 $6.84{\pm}1.87$점이었다. 위계적 다중회귀분석 중에서 직위가 스트레스변인의 2%를 설명하였고, 2단계에서 갈등요인 3변수가 추가 입력되었을 때 스트레스 변인의 23%를 설명하는 것으로 나타났다. 결론: 학업과 근무, 가정으로부터 다양한 역할을 수행하는 간호사는 다양한 역할에서 오는 갈등과 스트레스의 연관성이 확인되었으므로, 이를 근거로 업무만족과 성취를 높일 수 있는 정책이 개발되어야 한다.

• 임상간호연구
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• 제17권3호
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• pp.375-387
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• 2011

Purpose: Evidence-based practice (EBP) has emerged as a marker for healthcare quality and a global issue in nursing care. This study was conducted to identify Korean registered nurses' knowledge, attitudes, and practice about EBP in Korea. Methods: With a cross-sectional design, the EBP questionnaire (EBPQ) was administered to a convenience sample of nurses (N=453) recruited from 44 general hospitals. To increase the response rate, the directors of nursing were individually contacted by the researchers. The final response rate was 95.7%. Results: The majority of participants were females (99.3%), staff nurses (57.8%), and with bachelors degree (40.6%). Most of them (314, 73.4%) had ever heard about EBP. The overall mean score for the EBPQ was $4.72{\pm}0.69$ out of maximum score of 7. The mean score for the knowledge of EBP, attitudes towards EBP, and practice/use of EBP were $4.61{\pm}0.75$, $4.85{\pm}0.94$, and $4.90{\pm}0.88$, respectively. Educational level, age, and exposure to EBP were statistically significant predictors of Korean nurses' EBP perception. Conclusion: The findings showed that nurses with higher education are more likely to use and value the best available evidence for practice. This study suggests needs not only for further exploration but also for developing educational plans provided by each institute to assist nurses with the process of EBP and the associated skills.