• Journal of the Korean Society of School Health
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• v.22 no.1
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• pp.129-143
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• 2009

An evaluation in school education systems should identify what students achieve and what they do not. Since 2010, if the health education curriculum is provided as a selective course in middle and high school settings, the national health education standards are required because these affect on students' applications of a higher stage of education. It would be better that each school follows their autonomy to evaluate each student's achievement on the health education. In addition, the national health education standards should be set to assess the effectiveness of seven categories in health education. It is hard to achieve good results through 17 hours of the health education per a semester. Therefore, the health education would be better to provide more than 50 hours per a semester, and the 3th graders instead of 5th graders are suitable for taking the health education because they are more flexible to change their lifestyle toward healthier life. There are two categories in the health education, such as "Mental Health" and "Society and Health" which are expanded from originally seven categories of the health education. Moreover, professional training programs for school nurses should be provided because these two categories are relatively a new domain for them. Finally, all elementary middle and high schools have a school nurse to decrease inequal opportunities of the health education between urban and rural area. When these suggestions are all set in school systems, our students' health behaviors will be improved as well as the effectiveness of the health education.

• 대한예방의학회:학술대회논문집
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• 2005.10a
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• pp.312-312
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• 2005

• The Korean Nurse
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• v.26 no.5 s.143
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• pp.81-101
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• 1988

This study is aimed at analyzing the health care activities of industrial H. nurses in Seoul. For this, 91 industrial H. nurses were interviewed from August 25th September 30th 1986. Also records of their health care activities for one week period were re

• The Korean Nurse
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• v.37 no.2
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• pp.63-76
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• 1998

This paper provides an overview of the current Health Care Delivery System in China with particular emphasis on the Nursing Delivery System. Based on recent data, the paper introduces the current Health Care System and emphasizes nursing resources, education, nursing policy, leadership, the role of nurses, community nursing and nursing outcomes.

• Journal of Korean Academy of Nursing
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• v.45 no.2
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• pp.240-250
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• 2015

Purpose: The purpose of this study was to validate the Korean version of the Ethical Leadership at Work questionnaire (K-ELW) that measures RNs' perceived ethical leadership of their nurse managers. Methods: The strong validation process suggested by Benson (1998), including translation and cultural adaptation stage, structural stage, and external stage, was used. Participants were 241 RNs who reported their perceived ethical leadership using both the pre-version of K-ELW and a previously known Ethical Leadership Scale, and interactional justice of their managers, as well as their own demographics, organizational commitment and organizational citizenship behavior. Data analyses included descriptive statistics, Pearson correlation coefficients, reliability coefficients, exploratory factor analysis, and confirmatory factor analysis. SPSS 19.0 and Amos 18.0 versions were used. Results: A modified K-ELW was developed from construct validity evidence and included 31 items in 7 domains: People orientation, task responsibility fairness, relationship fairness, power sharing, concern for sustainability, ethical guidance, and integrity. Convergent validity, discriminant validity, and concurrent validity were supported according to the correlation coefficients of the 7 domains with other measures. Conclusion: The results of this study provide preliminary evidence that the modified K-ELW can be adopted in Korean nursing organizations, and reliable and valid ethical leadership scores can be expected.

• Journal of Korean Academy of Nursing
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• v.35 no.1
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• pp.95-103
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• 2005

Purpose: The purpose of this study was to develop an instrument of task performance evaluation for clinical nurses, thus testing the validity and the reliability of the scale. Method: Data was collected from 84 Head Nurses and 255 General Nurses. A conceptual framework, composed of 4 factors of meaning in task performance evaluation, was identified through review of the relevant literature. A total of 78 items were developed and were used on a five-point likert scale. Through factor analysis, items whose factor loading was below 0.50 were deleted, thus 35 items remained. To test the validity and reliability of the instrument, the SPSS 11.0 windows program was used. Result: The results of the factor analysis indicated that 4 factors were classified and the cumulative percent of variance was 67.54%. The results of the reliability test indicated that Cronbach's coefficient of the total 35 items was over 0.9176. The results of the factor analysis indicated that factor loadings of all items was over 0.50. Conclusively, the validity and the reliability of the scale were proven. Conclusion: This study was identified as a tool with a high degree of reliability and validity.

• Journal of Korean Academy of Nursing
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• v.36 no.7
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• pp.1253-1264
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• 2006

Purpose: The purpose of this study was to understand conversations and to identify typical conversational problems between nurses and patients with dementia. Method: A conversation analysis method was used. The data was collected in a geriatric institutional setting, using a videotape recorder, and transcribed. The transcribed data was analyzed in terms of expressions, contents, and relationships to identify communicative problems and their resolutions, Results: Among a total of 532 episodes, 440(82.7%) we're identified as nurse-involved episodes. In addition, 66 of the 440 episodes were selected based on the significance of the conversation. The communicative problems between nurses and patients in terms of expressions were identified as 'directive and authoritative expressions', 'emotional and competitive expressions', 'evasive and on-looking expressions', and 'excessive use of title only', such as calling them granny or grandpa without proper names. In terms of content and relationships, 'lack of themes in psychosocial areas' and 'nurse-led relations' were identified respectively as communicative problems. Conclusion: The results of this study will provide substantial guidelines for nurses in caring for elderly patients with dementia by deeply understanding linguistic structures and problems of everyday conversations between nurses and patients with dementia.

• Korean Journal of Adult Nursing
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• v.15 no.2
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• pp.287-295
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• 2003

Purpose: This descriptive study was conducted to project the number of critical care APNs needed in critical care units in an acute care hospital setting, up to the year 2020. Method: Necessary data and information were collected from various funded reports, professional literature, web-sites and personal visits to national and private institutions. The demand of critical care APNs were projected based on two critical care APNs per critical care units. Result: The projected number of critical APNs for the critical care units in acute care hospital settings as follows: 1) The total projected number of critical care APNs needed for critical care units were 1,270 in 2001. 2) By the year 2020, total number of projected critical care APNs needed in critical care units will be 1,080-1,700. Conclusion: In order to match the supply to the need, the professional organization should direct their efforts toward enacting legislation. Educational systems should identify strategies in initiation of critical care APN programs in masters level as well as standardizing curriculums across the programs.

• Korean Journal of Adult Nursing
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• v.28 no.5
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• pp.585-594
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• 2016

Purpose: The purpose of this study was to develop and test a predictive model on the male nurses' turnover intention. Methods: This study utilized the model-testing design based on the Price's causal model of turnover. This study collected data from 306 male nurses on a national scale with structured questionnaires measuring job opportunity, kinship responsibility, positive emotion, work autonomy, role conflict, work satisfaction, organizational commitment, and turnover intention. The data were analyzed using SPSS/WIN 22.0 program and AMOS 20.0 program. Results: As the outcomes satisfied the recommended level, the hypothetical model appeared to fit the data. Twenty-seven of the 38 hypotheses selected for the hypothetical model were statistically significant. 54.2% of turnover intention was explained by job opportunity, kinship responsibility, positive emotion, work autonomy, role conflict, work satisfaction and organizational commitment. Conclusion: The hypothetical model of this study was confirmed to be adequate in explaining and predicting male nurses' turnover intention. Findings from this study can be used to design appropriate strategies to decrease the male nurse's turnover intention.

• The Korean Journal of Health Service Management
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• v.11 no.2
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• pp.43-53
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• 2017

Objectives : This study aimed to investigate the effects of resonant leadership and structural empowerment on the job satisfaction of registered nurses working in hospitals. Methods : Data were surveyed from 307 nurses in three general hospitals in Seoul and Gyeonggi-do using self-administered questionnaires from March 15 to 31, 2016. We conducted t-test, ANOVA, Pearson's correlation analysis, and multiple regression analysis using SPSS 21.0 for analysis. Results : Resonant leadership and structural empowerment had significant effect on the job satisfaction of nurses. These two attributes of a quality work environment explained 45.3% and 40.1% of the variance in organizational and opportunity satisfaction while controlling for age, marital status, religion, education, work department, work type, career and work position. Conclusions : The findings of this study suggest that resonant leaders and structural empowerments contribute to nurse job satisfaction. Therefore, developing resonant leadership skills and structural empowerment among nurse leaders in hospitals will ensure the creation of healthy work environments that promote job satisfaction and retention of nurses.