• Journal of Haehwa Medicine
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• v.8 no.1
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• pp.865-878
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• 1999

With advances in neonatal medicine, smaller and sicker infants are surviving premature birth. As these tiny patients battle for their lives, their parents also struggle with psychological consequences of an unexpected role. The birth of a sick infants has long been documented as stressful events for the parents. High stress levels may alter parents' interaction with their baby and impair their communication with health professionals, which can in turn affect parents' participation in care planning and decision making. Nursing interventions aimed at reducing the parental stress and anxiety levels during this crisis may have a positive impact on their ability to form an attatchment to their baby and make prudent decisions about his care. The planning of such interventions would be inhanced if the contributions of various factors to increased parental stress levels were identified. This descriptive study was conducted to understand the contents and degree of parental stress in the NICU during their premature's hospitalization, and to give a baseline data in developing nursing intervention program. Subjects were the 60 mother of hospitalized newborn in NICU of 2 University Hospital in Taejon City from April 1st, 1999 to June 30th, 1999, who agreed to take part in this study. The instrument used in this study were Parental Stressor Scales:NICU(PSS:NICU) developed by Miles et al.. and validated by 3 NICU practitioners and 3 child health nursing faculties. The questionnaire has 4 dimensions and 45 items; sight and sounds of NICU(5 items), babies' appearance and behavior nursing intervention(19 items), parental role alteration and relationship with their baby(10 items), health team communication(11 items). The questionnaire asks parents to rate each item on a five-point Likert type scale that ranges from "not stressful" (1) to "extremely stressfu1"(5). Total scores representing overall stress from the NICU environment are calculated by summing response to each item. A high score indicates high stress. A subscale score is calculated by summing the responses to each item in the subscale. Cronbach's ${\alpha}$ coefficients were .93. The data was analyzed as average, Frequency, Standard deviation, t-test, ANOVA, Pearson correlation coefficient by use of SPSS/PC+. The results of this study is summarized as follows ; 1. The total perceived stress level score of mothers of premature baby was slightly high($3.66{\pm}1.1$). The highest scored dimension was 'relationship with their baby and parental role change'($4.21{\pm}0.9$), and next were 'appearance and behavior of the baby'($3.92{\pm}1.1$), 'communication with health team'($3.32{\pm}1.3$), 'sight and sounds of NICU'($3.30{\pm}1.1$). 2. There were statistically significant correlation noted ; mother's perceived severity of the baby's condition(F=8.0012, P= .0125) and baby's gestational age(r = -.4724, P = .0500). In summary, information about physical environment of NICU, the mother's perceived severity of premature baby's state, maternal role change related variables and the knowledge of characteristics of premature baby must be included in nursing intervention program of mother's of premature baby in reducing the parental stress and anxiety level. It is suggested that each NICU needs to develop a nurse managed supportive care program for parents of premature baby. Also, it is suggested that there need to investigate the coping mechanism of mother of premature baby.

• Journal of Digital Convergence
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• v.11 no.10
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• pp.469-481
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• 2013

The purpose of this study was to describe working stress, child-rearing stress and parenting attitude of nurses who have preschool children. Methods: Data were collected by questionnaires from 136 nurses in three university hospital in 2011, and analyzed by the SPSS 12.0 program. Results: Nurses scored 3.48 points on average in working stress, 2.47 points in child-rearing stress, 3.61 points in parenting attitude. According to analysis on working stress depending on general demographic characteristics showed significant differences in workplace, monthly weekend duty frequency and in child-rearing stress depending on husband's age, wife's age, total income, marital period, satisfaction at relationship with husband, working career, number of children, and a person who cares for their children. According to parenting attitude depending on general demographic characteristics showed significant differences in working condition, marital period, position, working conditions, marital period, workplace, monthly weekend duty frequency. Correlations among nurses' working stress, child-rearing stress and parenting attitude, nurses' working stress had significantly correlations with parenting stress. Conclusion: Results of the study provides data on nursing interventions to relieve nurses from their working stress and child-rearing stress and to promote favorable child parenting attitude.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.3
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• pp.1146-1152
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• 2010

The Korean healthcare industry is rapidly changing along with the competition among hospitals. In the past, hospitals could make profit without designing competitive management strategies. Thus, they did not find importance in listening to customers' voices and identifying their wants. However, nowadays, the increasingly intense competition is encouraging hospitals to seriously consider competitive management strategies and Customer Relationship Management (CRM) activities to gain a competitive advantage and prosper. It tries to compare the expected satisfaction with the satisfaction of out-patient and in-patient and analysis of VOC(Voice of Customer). This survey was done from 27th, April, 2009 to 8th May and each 100 in-patients and out-patients. The paired t-test and descriptive analysis was used to analysis between before and after satisfaction. The result, the replied out-patients were the highest of I.M department, 43% and in-patients, surgery and other department are the highest each 22.0%. Nurses kindness is statistical significant in out-patients. Doctor, Nurse and staff's kindness and rounding service was statistical significant in in-patients. Totally, the satisfaction was lower than expected satisfaction, so the medical care institutions should analyst detailed the patient's satisfaction by VOC.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.4
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• pp.317-324
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• 2017

The purpose of this study was to identify the effects of social support and self-efficacy on the relationship between the nursing work environment and reality shock among new graduate nurses. The participants were 260 nurses who had worked for less than 1 year at 3 general hospitals and 2 university hospitals, and who were examined from 15 June to 31 August 2015. The data were analyzed by descriptive statistics, simple regression analysis and moderated regression analysis with the SPSS WIN 21.0 program. In the results, the mean scores of the nursing work environment, reality shock, social support and self-efficacy were $3.06{\pm}.313$, $2.73{\pm}.401$, $3.90{\pm}.623$ and $3.73{\pm}.519$, respectively. Social support (F=16.744, p<.001) and self-efficacy (F=40.616, p<.001) had a direct influence on reality shock. Social support (F=7.743, p<.001) and self-efficacy (F=14.676, p<.001) also had a moderating effect on the relationship between nursing work environment and reality shock. Thus, we need to develop a preceptor education standardization and customized mentor program to enhance social support and self-efficacy, which can reduce new graduate nurses' reality shock in the nursing work environment.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.29 no.3
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• pp.322-335
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• 2019

Objectives: The goal of this study is to standardize industry, process, and job within work environment measurement information. Methods: We selected 180 work environment measurement reports on 30 industries from a database monitored from 2014 to 2016 by the Korea Industrial Health Association. Ten industrial hygienists, each with over five years of experience in measurement, conducted a primary standardization of 180 reports. Two professional industrial hygienists with more than 20 years of experience each reviewed and revised the results of the primary standardization. We also examined the validity on the usefulness of the standardized database by the two industrial hygienists. Results: The final standardization results were classified into eight major categories, 23 sub-major categories, 39 minor categories, 53 unit categories and 70 sub-unit categories in the Korean Standard Industrial Classification (KSIC) 10th revision. A total of 161 processes were standardized, and there were 148 processes with K2B codes. Standard job was coded into 13 job groups including operator, automobile maintenance, nurse, maintenance, manager, excavating machine operator, forklift driver, radiologist, clinical pathologist, signer, researcher, kitchen assistant, and concrete reinforcement ironworker. Conclusions: Although the standardized information in this study may be only a part of the total information, it can be useful for improvement of the K2B system. Additional research is needed for an ongoing clean-up of data in the K2B and re-calibration and reclassification of standard processes until the future national exposure monitoring system is fully established.

• Journal of the Korea Convergence Society
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• v.12 no.9
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• pp.239-250
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• 2021

This study has been conducted to identify the theoretical understanding of cultural competence by systematically reviewing national and international quantitative studies on 'nurses' and 'nursing students' cultural competence dimensions. A literature search was conducted over approximately three months from June to August 2020, targeting academic journals and dissertations published from January 1, 2010, to December 31, 2019. Literature extraction was conducted according to the PRISMA guidelines, and 67 papers from a total of 1,175 were selected for the systematic literature review. As a result, the most commonly measured component was cultural perception, other dimensions included cultural knowledge, cultural skills, cultural sensitivity, cultural encounter, cultural attitude, cultural behavior, cultural longings and cultural receptivity, cultural experience, cultural security, cultural ethics, cultural beliefs, cultural practice, motivation and curiosity, cultural emotions and empathy. Therefore, in order to improve the cultural competency of nurses and nursing students, it is necessary to seek consensus and a multifaceted approach that is essential in each society based on various components.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.11
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• pp.662-671
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• 2018

This study was designed to investigate the impact of stress coping ability and recovery resilience on nurses' retention intent in medium-sized hospitals. For this descriptive study, a survey was conducted with 265 nurses from 5 medium-sized hospitals with over 150 sickbeds located in G and I province; the data were collected from May 19 to May 25, 2018. The collected data were analyzed by t-test, ANOVA, Pearson's correlation coefficients, and multiple regression. The average score was $2.55{\pm}0.25$ for stress coping ability, $3.47{\pm}0.49$ for recovery resilience, and $2.59{\pm}0.29$ for retention intent. Retention intent was positively correlated with stress coping ability (r=0.285, p<0.01) and recovery resilience (r=0.457, p<0.01). The factors affecting retention intent were gender (${\beta}=0.117$, p=0.027), job satisfaction (${\beta}=0.345$, p<0.001), stress coping ability (${\beta}=0.142$, p=0.008), and recovery resilience (${\beta}=0.238$, p<0.001). Furthermore, the model explained 37.8% of the retention intent (F=11.686, p<0.001). In conclusion, effective strategies for improving job satisfaction, stress coping ability, and recovery resilience for nurses need to be developed and investigated.

• Journal of Hospice and Palliative Care
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• v.22 no.3
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• pp.134-143
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• 2019

Purpose: This methodological study was conducted to test the reliability and validity of an instrument that measures attitudes of advance directives (ADs) among nurses. Methods: 1) Sixteen items related to attitudes in the English version of the Knowledge, Attitudinal, and Experiential Survey on Advance Directives (KAESAD) were forward/backward translated into Korean. 2) The content was validated by an expert panel (three nursing professors and eight hospice nursing specialists). 3) The preliminary 12 items were selected as a tool to assess the Korean version of Nurses' Attitudes towards Advance Directives (NAAD-K). 4) The instrument was validated by a survey (n=216). 5) It was confirmed to use the 12 items for the final version of the instrument. Results: NAAD-K was shown to be valid in terms of factors, items and content. The three factors extracted from the factor analysis were named as follows: Caring for patients with an AD (factor 1), nurses' role in informing patients (factor 2) and patient right (factor 3). The three factors explained total variance 57.796%. Factor loadings of the 12 items ranged from 0.47 to 0.93. For the 12 items, Cronbach's alpha was 0.81, and Guttman split-half coefficient was 0.78. Conclusion: This instrument was identified to be applicable with satisfactory reliability and validity for further use in measuring nurses' attitudes towards ADs in hospice and palliative care.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.4
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• pp.137-148
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• 2019

This study was conducted to investigate the factors influencing burnout of nurses in long-term care hospitals based on the expanded JD-R model (Xanthopoulou et al, 2007). Participants were 167 nurses who worked in long-term care hospitals. The instruments used in this study were the Maslach Burnout Inventory, Copenhagen Psycho-social Questionnaire version II, Connor-Davidson Resilience Scale and the instrument developed by Thomas and Ganster (1995). Data were collected from August 25 to September 6, 2018 and analyzed based on frequency, t-tests, ANOVA, Pearson's correlation, and hierarchical regression using the SPSS WIN 23.0 program. The results were as follows: Nurses' burnout in long-term care hospitals was positively correlated with job demands (r=.24, p=.002) and negatively correlated with resilience (r=-.43, p<.001) and social support (r=-.41, p<.001). Factors influencing the level of burnout were resilience (${\beta}=-.28$, p<.001), social support (${\beta}=-.20$, p=.016), and job demands (${\beta}=.17$, p=.016) ), which together explained 32.0% of the total variance in burnout. Therefore, we strongly recommend interventions that reduce job demands and enhance resilience and social support to prevent and reduce the burnout of nurses in long-term care hospitals.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.3
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• pp.438-446
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• 2019

This study examined the effects of non - personality behavior of supervisors on the job exhaustion and organizational effectiveness of nurses. A survey in the form of a questionnaire was completed by 250 nurses working at three general hospitals located in Seoul and Gyeonggi from September 20 to October 31, 2014. The collected data were analyzed by frequency analysis, factor analysis, correlation, and linear regression analysis using the SPSS program. The results of the analysis were as follows. First, the effects of the non-personality behavior of supervisors on the job exhaustion of nurses were statistically significant. Second, the effects of non-personality behavior of supervisors on the organizational effectiveness of nurses were statistically significant in job satisfaction, organizational commitment, and organizational citizenship behavior. Third, the effects of job exhaustion on organizational effectiveness of nurses was statistically significant for job satisfaction, job exhaustion, and organizational citizenship behavior. Because the non-personality behavior of a supervisor can have a negative effect on the exhaustion of a nurse's job and the organizational effectiveness, there should be a wide range of human resources and effective task allocations in a hospital to reduce job burnout and increase job satisfaction. In addition, it is necessary for the boss to develop desirable leadership education, appropriate modeling, and reduce their negative influence in the workplace.