• 보건행정학회지
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• 제22권2호
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• pp.249-262
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• 2012

The purpose of this study is to investigate the determinants of intent to use the medical-application(M-APP) of smart phone of nurses working at the nursing department of two university hospitals in Korea. The independent variables used in the study are performance expectancy, effort expectancy, social influence, facilitating condition, attitude toward using technology, self efficacy, anxiety, ability to use a smart phone easily and socio-demographic characteristics. The sample used in the study consisted of 378 nurses selected from two university hospitals located in Seoul and Wonju, Korea. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of this study revealed 5 independent variables of attitude toward using technology, self efficacy, anxiety, ability of using APP and interest in smart phone have the significant effect on the intent to use the M-APP. The results imply that the hospital administrators and nursing managers should try to give more chances to learn the skills of using M-APP, provide sufficient resources and establish the stable hospital information system in order for their employees to use the M-APP more easily at their working places.

• 한국산업보건학회지
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• 제33권2호
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• pp.206-214
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• 2023

Objectives: To determine the effect of the various type and number of shift work on sociopsychological stress in the university hospital nurses in Seoul, South Korea. Methods: Data was collected through a self-administered questionnaire that included general characteristics, the type and number of shift work in the past 4 weeks and the an sociopsychological stress based on PWI-SF. Logistic regression analysis was conducted to analyze the effect of shift work by types on sociopsychological stress of university hospital nurses using SAS 9.4 and it adjusted general characteristics by the additional models. Results: When the number of night shift work 3 or 4 compared to 0, sociopsychological stress was significantly high(OR=2.16, 95% CI=1.29-3.65). When 5 or more, it was higher(OR=2.39, 95% CI=1.55-3.72). Two continuous night shift work compared to 0 increased sociopsychological stress(OR=2.37, 95% CI=1.49-3.81) and 3 or more even more(OR=2.70, 95% CI=1.72-4.27). If the shift work type changes 14 or 15 times compare to below 11, sociopsychological stress is increased and even higher when 15 or more times but it's not significant after adjusting for covariates. Conclusions: It suggests that workplace with nurse expose to shift work should be on lookout for more than three night shift work, more than two continuous night shift work and more than 14 shift work change which can lead to burnout, absenteeism, depression and decreased productivity.

• 지역사회간호학회지
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• 제4권2호
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• pp.158-169
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• 1993

Health promotions have been identified as foundamental concepts for nursing practice, especially in community health nursing. Nurses have been regarded as having important role's in health promotion activities. According to a review of literature, the concepts of health promotion consist of prevention services, health protection. Health prevention services have three levels : Primary secondary and tertiary. The objectives of this study are (1) to analyze the health promotion activities in school nursing. (2) to analyze health promotion activities in community health nursing posts. (3) to analyze the health promotion activities in industrial nursing while suggesting future direction for health promotion in community health nursing areas. The major results are first, Prevention services are most actively performed rather than health protection, and health education in three areas: School, industries, and community. Health nursing, secondary prevention services follow emergency care, and ordinary diseases control are especially active. Health promotion can ultimately from changing life be accomplished styles, and health behavior. As a consequence, future directions promoting health in community health nursing are desirable areas. Focusing on health protection, and health education that is not activated presently.

• 한국직업건강간호학회지
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• 제10권2호
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• pp.174-182
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• 2001

This study was performed to find out the differences between noise levels of hospital wards and the nurses efforts for noise management in some general hospitals. The hospital wards selected were the intensive care unit(ICU), the emergency room(ER), the nursery room(NR), the internal medicine(IM), the general surgery(GS) among the 5 general hospitals located in Seoul. The data were collected from August 3 to September 13, 1999 through questionnaire survey and noise measurement in each nursing station of hospital wards. Data analysis was done by SPSS 8.0 package among the 305 questionnaires and 24 hours monitored noise levels. Frequency, Chi-square and ANOVA test were used. The study results were as belows: 1. The noise level measured by 24 hours monitoring survey were exceeded on the standard limit in all the hospital wards. Data also showed that noise levels were significantly different in each ward among the three shifts working duties. 2. The subjects were all female nurses. They were mostly working in the ICU ward(28.9%). They were 26~30 years old (43.9%), junior college graduates(57.0%), working for 1~5 years(55.1%) as staff-nurse(85.6%). There were no significant differences between hospital wards and general characteristics of nurses. 3. The noise levels perceived by nurses were regarded as 'Highly noisy'(56.4%), especially during the 11:30 and 15:30 (30.2%) o'clock. Data also showed that noise education was not ever given to nurses(89.9%). Nurses also responded that they hardly put an effort to reduce noise level(54.8%). However, there were significant differences between wards and noisy working time, experience of noise education and level of effort for noise reduction. 4. Nurses also perceived the ventilator alarm and EKG-alarm as the most disturbing sounds in the ICU, human voice and telephone ringing in the ER, human voice and EKG-alarming in the NR, human voices and telephone ringing in IM and GS both wards respectively in order. There were significant differences between hospital wards and noise making factors. 5. Nurses were shown that they regarded highly 'Sound reduction of the human voice', 'Careful handling on medical instruments', and 'Immediate appliances on alarming materials' as the practical method for noise management. There were significant differences between hospital wards and behavioral practical efforts for noise management. According to that results, the statistical differences were shown in the 24 hour monitored noise levels in each ward. Also, nurses perceived the noise severity differently and they approached variously on the practical efforts for noise reduction in each ward. Thus, author thinks that concrete and systematic endeavor will be necessary for noise reduction and management in hospitals for better working and healing environment for both of patients and staffs.

• 간호행정학회지
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• 제21권3호
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• pp.308-316
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• 2015

Purpose: The purpose of this study was to identify the level of project perception for those nurses from research-driven hospitals and to analyze the effect of research-relevant performance in the health care field focusing on the mediated effect of research capacity and job satisfaction. Methods: Data were collected from June, 2014 to July, 2014, and participants were 106 research nurses in Research-driven hospitals. Descriptive statistics, Independent t-test, One-way ANOVA, structural equation modeling (SEM). Results: As a result, Research-relevant performance according to project perception of research nurses from Research-driven Hospitals was not statistically significant, but research capacity and job satisfaction had a mediating role. Evaluation System Perception was significantly different from Research Capacity (p<.001), Research Capacity was significantly different from Job Satisfaction (p<.001), Job Satisfaction was significantly different from Research Performance (p<.001) Conclusion: The results indicate that research capacity building and job security research nurses are able to contribute to improving research performance of research-driven hospitals.

• Journal of Preventive Medicine and Public Health
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• 제47권5호
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• pp.273-280
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• 2014

Objectives: To evaluate the occurrence of patient adverse events in Korean hospitals as perceived by nurses and examine the correlation between patient adverse events with the nurse practice environment at nurse and hospital level. Methods: In total, 3096 nurses working in 60 general inpatient hospital units were included. A two-level logistic regression analysis was performed. Results: At the hospital level, patient adverse events included patient falls (60.5%), nosocomial infections (51.7%), pressure sores (42.6%) and medication errors (33.3%). Among the hospital-level explanatory variables associated with the nursing practice environment, 'physician-nurse relationship' correlated with medication errors while 'education for improving quality of care' affected patient falls. Conclusions: The doctor-nurse relationship and access to education that can improve the quality of care at the hospital level may help decrease the occurrence of patient adverse events.

• 보건의료산업학회지
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• 제12권3호
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• pp.53-62
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• 2018

Objectives: This study analyzed the influence of organizational cynicism among ward sisters on their organizational citizenship behavior and how coaching leadership moderated it. Methods: Survey data from 500 ward sisters at 10 general hospitals were collected, and the data of 483 ward sisters were used. The IBM SPSS AMOS Ver. 21.0 and PROCESS macro software were used for conducting regression analysis, validity analysis, and regulation effect analysis. Results: Organizational cynicism was negatively related to organizational citizenship behavior. Coaching leadership strengthened the negative influence of organizational cynicism on organizational citizenship behavior. Conclusion: This study empirically identified that organizational cynicism is an important predisposing factor affecting the organizational citizenship behavior of ward sisters. In order for coaching leadership to exert a positive influence on organizational citizenship behaviors, addressing ward nurses' degree of organizational cynicism and psychological status should be prioritized.

• Child Health Nursing Research
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• 제25권2호
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• pp.184-195
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• 2019

Purpose: This study aimed to characterize the relationship between parental stress and nurses' communication as perceived by parents of high-risk newborns in a neonatal intensive care unit (NICU). Methods: The participants were 54 parents of high-risk newborns in a NICU. Data were collected from January to March 2018. Parental stress and parents' perceptions of nurses' communication ability and styles were measured using a questionnaire. Results: The average scores for parental stress and nurses' communication ability were 3.39 and 4.38 respectively, on a 5-point scale. Parents most commonly reported that nurses showed a friendly communication style, followed by informative and authoritative styles. Mothers and fathers reported significantly different levels of parental stress. Parental stress showed a negative correlation with nurses' perceived verbal communication ability. Higher scores for nurses' verbal communication ability and for friendly and informative communication styles were associated with lower parental stress induced by the environment, the baby's appearance and behaviors, and treatments in the NICU. Conclusion: The findings of this study suggest that nurses need to offer proper information for parents and to support parents by encouraging them to express their emotions of stress and by providing parents with therapeutic communication and opportunities to participate in care.

• Asian Pacific Journal of Cancer Prevention
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• 제16권16호
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• pp.6895-6898
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• 2015

Background: We aimed to explore whether levels of patient-centredness, job satisfaction and psychological distress varied between oncology nurses and doctors. Materials and Methods: In a cross-sectional study using self-administered questionnaires, a total of 24 nurses and 43 doctors were assessed for patient-centredness, psychological distress, and job satisfaction using the Patient-Practitioner Orientation Scale, Hospital Anxiety and Depression Scale, and Job Satisfaction Scale. Data were analysed using descriptive statistics, independent samples t-test and MANCOVA, with p<0.05 considered significant. Results: Overall response rate was 95.6% (43/45) for physicians and 85.7% (24/28) for nurses. Even after adjusting for known covariates, our principal finding was that doctors reported greater psychological distress compared to nurses (p=0.009). Doctors also reported lower job satisfaction compared to nurses (p = 0.017), despite higher levels of patient-centredness found in nurses (p=0.001). Findings may be explained in part by differences in job characteristics and demands. Conclusions: Mental health is an important concern not just in cancer patients but among healthcare professionals in oncology.

• 한국병원경영학회지
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• 제24권3호
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• pp.61-71
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• 2019

Purposes: The purpose of this study is to analyze nurses' perception on the clinical career ladder system which was introduced to enhance the nursing capabilities in general hospital. Methods: Research data has been collected for approximately 30 days since March 28, 2017 from 171 nurses who had been involved in the clinical career ladder system, 177 nurses who had not participated, and a total of 348. Finding: The study results showed that nurses' perception on the cost effectiveness of clinical career ladder system is significantly different depending on the sex, age, program experience, personal stage in the clinical career ladder system and the individual's health condition. In addition, the nurses' willingness to pay for the clinical career ladder system was significantly associated with their department and the needs for the system. With adjusted age, gender, position, education and marital status, nursing competency was 8.71(95% Confidence Interval; 4.79 to 12.63) in the presence of system experience, but the perception on clinical career ladder system was 4.34(95% Confidence Interval; -6.84 to -1.84). Practical Implications: Based on the study results, we expect that more hospitals introduce the clinical career ladder system and also use these study results as basic data for securing excellent nurses.