• 제목/요약/키워드: Small & Medium sized hospital

검색결과 153건 처리시간 0.028초

중소병원으로 전원 온 환자의 카바페넴내성장내세균속균종 보균 위험요인 (Risk factors for the colonization of carbapenem-resistant Enterobacteriaceae in patients transferred to a small/medium-size hospital in Korea: a retrospective study)

  • 이미선;김현정
    • Journal of Korean Biological Nursing Science
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    • 제25권4호
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    • pp.285-294
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    • 2023
  • Purpose: This study aimed to identify the colonization rate of carbapenem-resistant Enterobacteriaceae (CRE), the characteristics of CRE isolates, and risk factors for CRE colonization in patients transferred to the general wards of a small/medium-sized hospital. Methods: This retrospective study was conducted on patients who underwent CRE culture tests within 24 hours of admission among patients transferred to a small/medium-sized hospital. Forty-seven patients confirmed as positive for CRE were classified as belonging to the patient group. For the control group, 235 patients (five times the number of the patient group) were matched by sex, age, and diagnosis, and then selected at random. Data were analyzed using descriptive analysis and multiple logistic regression analysis. Results: The CRE colonization rate was 5% (47 out of 933 patients), and Klebsiella pneumoniae (68.0%) was the most common isolate of CRE. The positivity rate of carbapenemase-producing Enterobacteriaceae was 61.7%. The risk factors for CRE colonization included renal disease (odds ratio [OR]=4.93; 95% confidence interval [CI], 1.49-16.31), heart disease (OR=3.86; 95% CI, 1.35-11.01), indwelling urinary catheters (OR=4.43; 95% CI, 1.59-12.36), and cephalosporin antibiotic use (OR=8.57; 95% CI, 1.23-59.60). Conclusion: Having a comorbid renal or cardiac disease, an indwelling urinary catheter, or a history of exposure to cephalosporin antibiotics could be classified as risk factors for CRE colonization in patients transferred to small and medium-size hospitals. It is necessary to perform active infection control through proactive CRE culture testing of patients with risk factors.

중소병원의 간호인력 수급 논쟁: 인력난 vs 임금난 (Supply and demand of nursing manpower for small and medium hospitals in rural area: nursing shortage versus wage disparity)

  • 박광옥
    • Perspectives in Nursing Science
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    • 제6권1호
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    • pp.67-76
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    • 2009
  • Recently, small and medium-sized hospitals which are located in rural areas have many difficulties in securing high quality nurses. That is because working environments for nurses in small and medium-sized hospitals in rural areas are poor compared with those of big hospitals in urban. As a result, the migration of nurses from small and medium-sized hospitals in rural areas to big hospitals in urban is continuously happening. In general, big hospitals provide nurses with high level of salary and fringe benefits. To prevent the migration of nurses, chief executive officers of small & medium hospitals in rural areas have been interested in improving nurses' working conditions including wages. Also, they have raised nurses' salary and improved working conditions. But, basically these individualized efforts have some limit. In connection with this, medical interest groups have produced various voices in terms of interpretation and solutions for these issues. However, from the future perspectives, it seems evident that two approaches for both manpower supply and demand plans of nurses are necessary. They should contain not only accurate estimation of the supply-demand of nursing manpower but also the improvement of working conditions and wages of nurses. Estimation of nursing manpower supply-demand depends on the standards and criteria being used. Supply and demand may be met or not in accordance with the points emphasized on the decision. In the articles, issues regarding nursing manpower, levels of salary, other working conditions and social support system for child care are discussed. According to Joe's report (2005), most health institutions did not meet the guidelines of nurse staffing in Medical Law. The wages of nurse vary on every hospital and there is a big difference in wages' range. The average starting salary for a nurse is 22 million won a year. In case of tertiary hospitals, it reaches up to 30 million won a year. Nurse as a profession should have a strong responsibility and should take care of the patients for 24 hours with three working shifts. Also, most of them are female who have the burden of child rearing. Therefore, it is suggested to increase the salary, to provide comfortable working conditions, and to have social support system for nurses with household affairs.

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중소병원 간호사의 사건보고태도와 환자안전간호활동의 관계에서 환자안전관리 중요성 인식의 매개효과 (Mediating Effects of Perceptions Regarding the Importance of Patient Safety Management on the Relationship between Incident Reporting Attitudes and Patient Safety Care Activities for Nurses in Small- and Medium-sized General Hospitals)

  • 박영미;남금희;강기노;남정자;윤연옥
    • 중환자간호학회지
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    • 제12권2호
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    • pp.85-96
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    • 2019
  • Purpose : The purpose of this study was to examine the mediating effect of perceptions regarding the importance of patient safety management in the relationship between incident reporting attitudes and patient safety care activities for nurses in small-and medium-sized general hospitals. The objective was to provide a basis for planning tailored training programs aimed at improving patient safety care activities. Methods : This study was conducted with 187 participants in small- and medium-sized general hospitals in K city in South Korea from March 15 to March 31, 2019. The data collected from participants were analyzed using descriptive statistics, a t-test, ANOVA, Pearson's correlation coefficients, and a multiple regression using IBM SPSS/WIN 21.0 software. Results : Patient safety care activities were found to be correlated with incident reporting attitudes (r=.27, p < .001) and perceptions of the importance of patient safety management (r=.59, p < .001). Further, perceptions of the importance of patient safety management had a complete mediating effect (${\beta}=.409$, p < .001) on the relationship between incident reporting attitudes and patient safety care activities. Conclusion : Based on the findings of this study, tailored training programs regarding patient safety care activities focused on boosting perceptions of the importance of patient safety management are highly recommended to improve nurses' patient safety care activities in small- and medium-sized general hospitals.

병원 내 의학도서관 정보서비스 개선을 위한 중소병원 보건의료인의 정보요구 및 정보이용행태에 관한 연구 (A Study on Information Needs and Information Use Behavior of Health Care Professionals in Small and Medium-sized Hospitals to Improve Medical Libraries' Information Services)

  • 문주진;이지연
    • 정보관리학회지
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    • 제39권1호
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    • pp.281-308
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    • 2022
  • 본 연구는 중소병원에서 근무하는 보건의료인 중에서도 지금까지 연구 대상으로 채택되지 못한 간호사, 의료기사, 약사의 정보이용행태 및 정보요구를 탐색하여 병원 내 의학도서관의 정보서비스 개선 방향을 제시하는 것을 목적으로 한다. 이론적 배경과 선행연구 분석을 기반으로 하여 연구 설계를 진행하였으며, 전국의 중소병원에서 근무 중인 간호사, 의료기사, 약사를 대상으로 심층면담을 실시하였다. 연구 결과, 중소병원 보건의료인의 정보요구 발생 동기와 정보이용행태, 병원 내 의학도서관에 대한 인식을 파악할 수 있었으며, 이를 종합하여 병원 내 의학도서관 정보서비스 개선 방향을 제시하였다. 본 연구는 중소병원에서 근무하는 다양한 보건의료인의 정보이용행태 및 정보요구를 탐색한 초기 시도라는 점에서 의의를 갖는다.

중소병원 간호관리자의 직무경험에 대한 현상학적 연구 (A Phenomenological Study on the Job Experience of Nursing Managers in Small and Medium Hospitals)

  • 김가은;한숙정
    • 한국보건간호학회지
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    • 제36권2호
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    • pp.196-211
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    • 2022
  • Purpose: This is a phenomenological study to improve the quality of nursing and understand its essence by comprehensively analyzing job experience of nursing managers in small and medium. Methods: This study focused on deriving the common empirical attributes of all the study participants, rather than their individual attributes. Data on the job experiences of nine nurse managers in small and medium-sized hospitals were collected and analyzed using Colaizzi's phenomenological method. Result: The job experiences of nurse managers in small and medium hospitals were classified after analysis into 14 theme cluster sets and 34 themes in five categories. The categories derived were 'A feeling of pressure as if taking responsibility for the entire hospital', 'Taking on the difficulties of hiring a nurse alone.' 'Difficulty in mediating conflicts within the organization', 'Struggling to endure', 'To take root in the field with a sense of ownership'. Conclusion: This study is meaningful in helping nursing managers in small and medium hospitals perform their duties more efficiently and stably by understanding their job experience.

귀밑샘의 형질세포와 호산성 조직구를 다량 함유한 림프절외 변연부 B-세포 림프종의 세침흡인 세포검사 소견 -1예 보고- (Fine Needle Aspiration Cytology of Extranodal Marginal Zone B cell Lymphoma with Abundant Plasma Cells and Eosinophilic Histiocytes in Parotid Gland)

  • 이영석;안정석;채양석;염범우;최종상;김철환
    • 대한세포병리학회지
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    • 제18권2호
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    • pp.165-169
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    • 2007
  • The authors present the fine needle aspiration cytology (FNAC) cytologic findings of a case of extranodal marginal zone B cell lymphoma (MZBCL), which featured abundant plasma cells and eosinophilic histiocytes arising in both parotid glands. A 49-year-old female presented with palpable masses in both parotid glands. She had been suffering from systemic lupus erythematosus and rheumatoid arthritis. The lesions were evaluated by FNAC and smears showed a small number of clusters of oncocytic cells with abundant eosinophilic granular cytoplasm and small nuclei, intermixed with small to medium-sized lymphoid cells containing round to lobulated nuclei, which suggested Warthin's tumor. Some of lymphoid cells had a plasmacytoid appearance, and some scattered large cells contained a large amount of eosinophilic cytoplasm. Bilateral superficial parotidectomy was performed and a histopathologic study indicated MZBCL with abundant plasma cells, intermixed with eosinophilic histiocytes. The presence of oncocytic cells and a mixture of lymphoid and plasma cells indicates Warthin's tumor, but the cytologic features of a relatively monotonous small to medium-sized lymphoid infiltrate suggest the possibility of MZBCL in the clinical setting of an FNAC study performed on a patient suffering from a connective tissue disease.

서울지역 중소병원의 부서간 조직효과성에 관한 연구 (A Study on Interdepartmental Organizational Effectiveness of Medium and Small Sized Hospitals)

  • 김욱수;하호욱;손태용
    • 한국병원경영학회지
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    • 제7권1호
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    • pp.64-87
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    • 2002
  • The purpose of this study is aimed to grasp the factors, which may influence the harmonized organizational efficiency of the objects of hospital structure as well as its structural constituents of each departments of administration, nursing, and para-medical personnels, in order to provide basic data enable to contribute in the development of hospital. The survey data involved in the study was derived from 385 personnels working in 5 medium and small sized hospitals in Seoul area. The main finding of the study can be summarized as follows; 1. The organizational efficiency in accordance with the general characteristics of subjects in order of male, over 30 years of age, university graduates, long-term tenure and high position is higher, whereas, in as much as wage and well trained personnels in administration departments are higher, its organizational efficiency is higher in comparison with those of nursing and para-medical departments. 2. The organizational efficiency in accordance with satisfaction and the motive contributional factors is higher as much as the high satisfactory level in every departments in general. 3. The organizational efficiency in accordance with the factors of job characteristics is higher in as much as difficulty of the jobs is lesser, however there was not statically significance between administration and para-medical departments. In as much as the job circulation is intact, job standard level is higher and the more job responsibility the higher organizational efficiency, while the more workload and the more work feud resulted lower organizational efficiency. It was obvious that the higher professional expertise as well as the training and application level are improving the organizational efficiency. 4. The organizational efficiency in accordance with the factors of structural characteristics was higher in as much as the intercommunication was smooth and the structural formalization level are higher, however there was not statically significance between the participation level of decision making and the organizational efficiency. 5. In as much as higher educational level of over university graduates, management of organization and the job level are satisfied, the psychological motive contributional level is higher, while the lesser job difficulty, the smooth job performance, the higher level of professional expertise, the higher structural formalization level, the smooth intercommunication, have affected as major influence factors of the structural characteristics of organizational efficiency. 6. As the management of hospital organization, the job level and personal relation are satisfied or psychological motive is provided, especially when there are no difficult jobs or smooth job circulation and no job feud are prevailing, it was apparent that the organizational efficiency is improving accordingly. The nursing departments has high educational standard and is satisfied in the management and job level of hospital organization as there are no difficult jobs while the level of hospital's organizational formality is high and the intercommunication is smooth, which are improving the organizational efficiency. The para-medical departments is also satisfied the management and job level of hospital organization and it was apparent that the organizational efficiency is higher in as much as the level of job standardization is high and the intercommunication is smooth. As a result of this study, in order for improving the organizational efficiency of the medium and small sized hospitals, the management and job level as well as personal relation are preferably satisfied, whereas the level of job circulation, job responsibility, the expertise and formalization of organization, intercommunication and etc. should be satisfied, and, therefore, it is advisable to buildup discriminated organizational management and environment for different division on the basis above factors. Since this study is carried on several hospitals in Seoul area, there is a certain limit to generalize its result to all domestic hospitals, nevertheless the gallop poll was made by developing the questionnaires with reasonability and reliability. Especially, as the study was carried by analyzing the comparison of influence factors' difference of organizational efficiency in accordance with the divisional characteristics of the medium and small sized hospitals.

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중소병원 의료기사의 감염관리 실태에 관한 연구 (A Research on State Infection Control for Medical Technician in Small and Medium-sized Hospitals)

  • 이수만;김철호;김판길
    • 한국콘텐츠학회논문지
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    • 제17권12호
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    • pp.127-137
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    • 2017
  • 본 연구는 중소병원에 근무하는 의료기사의 병원감염관리에 대한 인식과 수행정도를 확인하기 위한 연구이다. 의료기사(임상병리사, 방사선사, 물리치료사) 235명을 대상으로 하였으며 통계적 처리는 SPSS Ver.23.0으로 평균과 표준편차, 분산분석, 회귀분석을 실시하였다. 연구결과, 감염관리가 제대로 수행되지 않는 주원인은 전문가 부재($3.17{\pm}1.18$)이며, 감염관리에 대한 인지도보다 수행도가 통계적으로 유의하게 낮았다. 감염사고 후 아무런 조치를 하지 않았다40.0%(94명)가 가장 높았으며, 소독 검사 예방접종 후 부서장에게 보고는 표준화회귀계수 베타가 -0.265, p=0.025로 유의한 음(-)의 영향을 미쳤다. 감염관리 수준은 교육여부 및 감염관리지침여부와 유의한 양의 상관관계를 보였다. 따라서 중소병원 의료기사들의 감염관리에 대한 전문인력, 교육, 감염관리지침 등의 필요성을 확인하였으며 이를 통해서 더욱더 효율적인 감염관리가 가능해질 것으로 사료된다.

일개 중소병원 간호사가 경험한 언어적, 신체적 폭력 사건 실태 (A Survey on Nurses' Experience of Verbal and Physical Violence in Small and Medium-sized Hospitals)

  • 강애정;이미숙;전미양
    • 근관절건강학회지
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    • 제25권2호
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    • pp.84-91
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    • 2018
  • Purpose: The purpose of this study was to identify the types of violence experienced by small and medium sized hospital nurses. Methods: Data were collected from March 1 to 30, 2017, using self-report questionnaires. Responses from 87 nurses were analyzed using descriptive statistics, $x^2$ test, Fisher's exact test, t-test. Results: The majority of the respondents experienced violence from patients (60.2%), visitors (25.5%), doctors (12.2%), and other staffs (2.0%). Verbal violence (80.5%) and physical threats (74.7%) were more frequent than physical violence (25.3%). Violence occurred throughout the hospital. However, verbal violence ($x^2=20.85$, p=.005) and physical threat ($x^2=20.80$, p=.006) were statistically significant according to the department. Violence occurred most frequently in surgical ward, followed by artificial kidney room, emergency room, and outpatient department. Conclusion: Most nurses are exposed to frequent violence. These results suggest that hospital should improve the respective organizational cultures and develop promotional programs and administrative policies to prevent violence. Also, hospitals should develop of violence intervention policies and education programs and counseling programs for nurses.

신규간호사의 직장 내 괴롭힘 경험에 따른 대처적응과정과 조직사회화의 차이 (Differences in Coping and Adaptation Processing, Organizational Socialization according to the New Nurse's Experience of Bullying in Workplace)

  • 김희진;송지은
    • 임상간호연구
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    • 제26권3호
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    • pp.337-343
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    • 2020
  • Purpose: This study is a descriptive study to identify the degree of workplace bullying experience of newly graduated nurses and the difference in coping and adaptation processing, organizational socialization in relation to workplace bullying experience. Methods: The Study participants were newly graduated nurses with 3 months to 1-year clinical experience (N=186) and conveniently sampled from a small to medium-sized hospital located in G Metropolitan City. Data were collected in July 2018, using structured questionnaires. Results: Half of the participants (50.0%) reported workplace bullying experience. Most bulling experiences were person or work related. Newly graduated nurses who experienced bullying in the workplace demonstrated significantly lower coping and adaptation process (t=3.34, p=.001) and organizational socialization (t=7.46, p=<.001) than nurses who did not experience bullying in the workplace. Conclusion: Orientation programs for newly graduated nurses need to include contents that can improve the coping and adaptation process. Nursing managers at small and medium-sized general hospitals should actively support the mentor-mentee program to promote the organizational socialization of newly graduated nurses.