• Journal of Korean Public Health Nursing
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• v.30 no.2
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• pp.288-299
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• 2016

Purpose: This study was to identify the current issues and challenges of the nursing education program in Cambodia and to suggest recommendations to improve it. Methods: The World Health Organization Global Standards for the Initial Education of Nurses and Midwives were used as the analytic framework. Data were collected through a critical, constructive analysis of the literature, as well as observation with stakeholders in the area. Results: Cambodia experienced a shortage of nurses based on the demands of nurses. Moreover, the lack of institutional capacity, out dated and rudimentary nursing curriculum, under qualified nursing faculty, overcrowded classrooms, and lack of fundamental education materials and equipment for nursing education hampered the maintenance and improvement of the quality of pre-service nursing education in Cambodia. Conclusion: Strengthening the nursing educational resources and infrastructures, along with proper retention and enhancement of the faculty's capacity, clinical mentorship, and sustainable management of the nursing curriculum were recommended. Integrating the nursing theory and process into clinical practice and using strategic partnerships, would improve the quality and quantity of nursing education in Cambodia. There needs to be a synergistic relationship between nursing education and training relevant to the nursing care to meet the needs of the Cambodian population.

• Journal of Korean Academy of Rural Health Nursing
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• v.18 no.1
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• pp.57-71
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• 2023

Purpose: This study aims to provide primary data for policy alternatives by identifying the problem of the nursing workforce shortage. Methods: For quantitative data, 446 questionnaires were analyzed. The mean and standard deviation were used for content description. ANOVA analysis and Scheffe? test were used to compare the differences according to the hospital level. For qualitative data, 1:1 in-depth and group interviews were conducted for six participants. Results: The factors nurses prioritized when choosing a workplace were salary, commuting distance, and work-life balance. Clinical nurses cited low wages, heavy workloads, and burnout as the most considerable difficulties in performing their duties. Factors influencing nurse's turnover intention were low wages, unmanageable workload, and rotation to unwanted departments in that order. New nurses tend not to apply to small-medium-sized hospitals, experienced nurses in their 30s-40s leave hospitals due to childcare and shift work difficulties, and nurses in their 50s and older tend to move to nursing homes rather than acute hospital settings. Conclusion: In this study, wage and workload were mentioned as the most critical factors in nurses' workplace selection, job performance difficulties, and turnover intention, so it is necessary to pay attention to this aspect when improving treatment for nurses.

• Journal of the Korea Society of Computer and Information
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• v.26 no.2
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• pp.109-117
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• 2021

This study was attempted to identify the working environment of nurses by identifying the key keywords associated with the unfair working conditions of Korean nurses reported in various media outlets in the media. "Nurse NOT (nurse) or nurse" was searched on BIG KINDS, selected articles related to the unfair treatment of nurses, extracted the final 309 cases, and classified into six categories of hospital-level, regional, keyword, and integrated keywords in the article using Excel2007. Of the 309 articles, 79 (22.56 percent) were published from November 2015 to October 31, 2016, 92 (29.77 percent) from third medical institutions, and 121 (39.1 percent) from across the country. The integrated keywords were summarized into a total of 14, followed by sexual assault/sexual harassment (14.88%), shortage of nurses (11.65%), burning nurses (11.0%), unfair dismissal (10.67%) and physical assault (10.35%). The findings could be used as basic data for establishing a positive working environment for nurses and improving positive image awareness of nursing professionals.

• Journal of Korea Multimedia Society
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• v.23 no.8
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• pp.1059-1065
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• 2020

In hospitals, nurses are subjectively determining the urine status to check the kidneys and circulatory system of patients whose statuses are related to patients with kidney disease, critically ill patients, and nursing homes before and after surgery. To improve this problem, this paper proposes a urine spectrum analysis system which clusters urine test results based on a hybrid machine learning model consists of unsupervised learning and supervised learning. The proposed system clusters the spectral data using unsupervised learning in the first part, and classifies them using supervised learning in the second part. The results of the proposed urine spectrum analysis system using a mixed model are evaluated with the results of pure supervised learning. This paper is expected to provide better services than existing medical services to patients by solving the shortage of nurses, shortening of examination time, and subjective evaluation in hospitals.

• Korea Journal of Hospital Management
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• v.5 no.2
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• pp.40-58
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• 2000

Nurses are medical personnel, who play a key role in supporting patient care, so it is important to supply them adequately in balance with ever increasing medical demand. But there appears severe shortage of nurses in some hospitals because of their uneven distribution, especially in small sized-hospitals and rural-hospitals. As nationwide distorted distribution of nurses in Korea is just like what monopsony model(a kind of market structure model) tells us, it is attempted to explain this situation of nurse labor market in Korea on the basis of monopsony model and presented in this paper. Specifically, determinants of nurse wage and the level of their relative employment were examined, and monopsony impact on their wage and the level of relative employment controlling those determinants were studied. Major results of this study arc as follows. The most important determinant of nurse wage level in this study was the wage level of a local community where each hospital located Hospital owner's characteristics an educational function of each hospital were also important factors. With these factor controlled, it was found that monopsony power of each hospital was negativel associated with nurse wage level as expected. 1% increase in monopsony power of hospital(measured by Herfindah-Hirschman Index) reduced nurse wage by $5,674{\sim}19,19$ won(in Korean currency). With regard to the level of relative employment, the most important determinant wa the capacity for supplying nurses of the local community. Again, hospital owner characteristics and educational function of each hospital were also important. With these factors controlled, it was found that monopsony power of each hospital was negative associated with the number of nurses per bed, as expected. 1% increase in monopsony power of each hospital(again measured by Herfindah-Hirschman Index) reduced the number of nurses per 100 bed as much as $0.46{\sim}0.67$. In conclusion. structural factors of nurse labor market influence the instability of nurse labor supply in Korea. Further consideration for these market structural characteristics needed for policy making related to nurse resource allocation.

• Journal of agricultural medicine and community health
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• v.22 no.1
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• pp.75-83
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• 1997

The medical insurance system has been adopted in 1989. Since then, the utilization of medical care services has increased rapidly. It appears that the medical institution needs more nursing manpower such as nurses and nurse aides to meet an increased demand for medical care for the residents. However, the medical care clinics run by a medical practitioners has a more shortage of nursing manpower than hospitals. The purpose of this survey was to analyze the current employment status and to obtain an opinion on the improvement of utilization such as recruitment and retention of nursing manpower. The questionnaire sent to the private physician and the response rate was 28.7% ; 87 out of 300 physicians. 82.6% of the respondents employed nurses aides rather than nurses and an average number of employees per clinic was 2.5 persons. Most physicians had difficulties in recruiting nursing manpower. It took more than one month for replacement on average, therefore, they were suffering from giving good continual care for the patient and also high resignation of nursing personnel. The low wage, long working hours, hard work and lack of incentives are the biggest reasons for the difficulty in recruiting and retaining of the nursing personnel obtained for the clinics survey. The above mentioned problems would be solved in the near future by changing those difficulties. In the meantime, the private physicians are marking an effort to retain the nursing personnel by keeping a relationship of the private physician's cooperatives.

• The Journal of the Korea Contents Association
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• v.15 no.8
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• pp.356-365
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• 2015

This study is the descriptive research intended for identifying the reciprocal relationship between the knowledge of nursing and performance of pressure ulcer prevention that registered nurses at the aged care hospital possess. A total of 317 nurses who had been working at the aged care hospital for 4 months from March 1 2014 to June 1 2014 were chosen as research group. The data were collected by means of self-reported questionnaire and data were analyzed with descriptive statistics. The knowledge of nursing on pressure ulcer depending on general characteristics of research group had the significant difference in each item of clinical experience, education program, education time and education frequency(p<.05), In the performance of pressure ulcer prevention only the education frequency among various general characteristics showed significant differences(p=.40). The knowledge of nursing related to pressure ulcer had the low negative correlation with the performance of nursing(rho=-.137, p<.05). Among the factors disturbing nursing performance of pressure ulcer prevention the shortage of nursing staff appeared to be 57.7%. From the result of this study it was revealed that both increasing the education frequency of preventive nursing and managerial consideration concerning the shortage of nursing staff were needed more rather than the knowledgement of preventive nursing to improve the nursing performance of pressure ulcer prevention.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.2
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• pp.317-336
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• 1999

Official nursing education of Korea under Japanese rule began in order to make the communication possible among Japanese medical men and Korean patients. It could generate high standard nurses from the beginning. Nurses licensure began in 1914 and the graduates of official nursing schools could get nurses licensure without further test. Official nursing education became the standard of R.N. education. The curriculum emphasized on Japanese and ethics first, and in order to produce nurse, practice second. In 1920 the shortage of nurse became serious problem, so the Japanese colonial authorities set up 5 official nursing school in large scale. In 1922 they revised the relevant laws and regulations to make the nursing licensure pass all over Japanese ruling area. 8-year preliminary education and 2 year curriculum became standard of official nursing education after then. Other nursing schools should satisfy this standard to let their graduate get nurses licensure without further test. Curriculum was revised to satisfy the dual goal of 'good housewife' and 'good nurse'. Every official nursing school tried to raise educational standard Nursing science was specialized and more emphasis was put on the occupational education. From the late 1930s, Japanese desperately needed additional manpower to replenish the dwindling ranks of their military and labor forces. They tried to produce more nurses by increase nursing school. Students had to do wartime work instead of study. Younger students could enter nursing school, and general school could produce R.N. In conclusion, nursing education of Korea under Japanese rule was determined by the official nursing education. The Japanese colonial authorities lead the official nursing education. It made nursing education fixed early and produced high standard R.N. But it made nursing education withdraw in late Japanese rule period. Nursing education of Korea began quite weak in the need of nursing and Korea herself. The weakness became a subject of nursing education of Korea after Japanese rule to produce better R.N..

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.2
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• pp.446-457
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• 2016

This study analyzed the Korean nurses association news described nurses' work-family balance for fifteen years by drawing on the qualitative thematic approach. From September 14, 2012 to February 10, 2015, data were collected by searching news articles associated with nurses' work and family balance published from 2000 to 2014 in the Korean nurses' association news online. A total of 73 news articles were used for data analysis. Two themes and ten sub-themes were derived; under the first theme of the government policy on work-family balance, the 'policies of maternity leave', 'parenting support', 'working condition improvement', and 'family-friendly culture' were identified as the sub-themes. For the second theme of Korean nurses association activities on work-family balance, the 'activities for various working shifts', 'constructing 24 hours childcare facilities', 'supporting unemployed nursing workforce development', 'healthy birth and parenting environment', 'family-friendly work environment', and 'securing nurses for nursing shortage' were identified as sub-themes. The Korean nurses association news in terms of work-family balance providing a voice for nurses regarding the benefit of maternity leave, increasing awareness of gender equality from a gender perspective, and leading the public attention to it in depth.

• The Korean Journal of Health Service Management
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• v.5 no.1
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• pp.15-29
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• 2011

Whether organizational members are satisfied with their job or not is most important in the organization that they belong to. Those who are more satisfied with their job have a less intention to get another occupation, and they are better motivated to improve their own job performance. Boosting job satisfaction is one of the sure ways to reduce invisible loss triggered by turnover or nonattendance and to enhance the quality of life of organizational members. Therefore the job satisfaction of organizational members should be raised to cut down on their turnover rate. The purpose of this study was to examine the relationship of the general characteristics of nurses to their job satisfaction and turnover intention in a bid to identify factors affecting their job satisfaction and turnover intention. The major findings of the study were as follows: First, as for job satisfaction and turnover intention, the nurses investigated got a mean of 2.92 and 3.13 respectively on overall job satisfaction and turnover intention out of five points. Their job satisfaction was slightly above the average (2.5), which indicated that they weren't gratified with their job. Their turnover intention was a little above the average as well, which implied Their turnover intention was a little above the average as well, which implied that there was a tendency for them to seek another job.