• 간호행정학회지
• /
• 제12권1호
• /
• pp.113-121
• /
• 2006

Purpose: This study was aimed to investigate educational need of nursing managerial competency in the hospitals. Method: The data were collected from 296 nurses(nurse manager and nurse) who had worked in 9 hospitals using the structured questionnaires. Data was analysed by the SPSS for Windows 12.0 program. Results: Educational needs of the nurse managerial competency development were very high. Most of items in the areas of 'human resource management', 'leadership', 'ethic/ law responsibility' and 'quality improvement' were needed for nurse managerial competency development. Current level of the nurse managerial competency level in practice was lower than education need. However nurses had moderate level ability in the areas of 'ethic/ law responsibility', 'human resource management' and 'nursing information management'. There were significant differences in current level and need of the nurse managerial competency(p=.000). Education needs of the nurse managerial competency were influenced by age, clinical career, position, education level, experience of nurse manager education(p<.05). 5) Education program operations were preferred to 'the theme course', 'lecture', 'external education institution'. Conclusion: Education program of the nursing managerial competency development is urgently needed for nurses who have worked in a hospital.

• 대한간호학회지
• /
• 제26권2호
• /
• pp.399-412
• /
• 1996

Even though Korean medical law stipulates that number of patients attended by a nurse is 2.5 for hospitalization and 30 for ambulatory care, the number of patients cared by a nurse per day is much greater than the standard prescribed by the medical law. Current nursing productivity of nurses is not desirable unless the quality of care considered. Moreover. nursing manpower staffing based on neither current nurses' productivity nor standard of medical law cannot respond properly to dynamic situation of the medical services. As for the nurse scheduling, the critical problem of it in the hospital is determining the day-to-day shift assignments for each nurse for the specified period in a way that satisfies the given requirements of the hospital. Nurse scheduling, however, involves many factors and requirements, manual scheduling requires much time and effort to produce an adequate schedule. Under these backgrounds, the necessity of more efficient management of nursing manpower occupying 1/3 of total hospital workers has been recognized by many nursing administrators. This study was performed to develop a system computerizing nurse staffing and scheduling based on the patient classification. As a preliminary step for the system development, nursing workload in a secondary hospital was measured from Sep. to Oct. 1994. On the grounds of this result, computerization of nurse staffing and scheduling was proceeded with three options. First one is based on the current medical law. Second one is based on the assigned number of nursing staff. And the last is based on the request by patient classification. Computer languages used in this study were MS Visual Basic 3.0 for the staffing and Access 2.0 for the scheduling, respectively. Prospective users may operate this system easily because icons and mouse are used for easier graphic user interface and reducing the need for typing efforts. This system can help nurse administrators manage nursing manpower efficiently and nurses develop quick and easy schedule generation and allow more time for the patient care.

• 한국직업건강간호학회지
• /
• 제7권1호
• /
• pp.55-64
• /
• 1998

In order to investigate and compare the health risk factors of nurses in the operating room(OR nurse) and ward (WARD nurse), the questionnaire survey for subjective symptoms was carried out on 553 nurses(132 OR nurses and 421 WARD nurses) who were employed at seven hospital. The self-administered questionnaries were composed of low back pain, subjective fatigue symptoms, musculo-skeletal symptoms, psychological stress and reproductive function. The results were as follows : 1. In the type of working posture and working environment, there were significant difference between two groups for working posture, waist form, height of working table, satisfaction of chair, lifting & carring. 2. Job satisfaction, duration of work, height of working table, satisfaction of chair, lifting & carring were significantly associated the low back pain. 3. In the complaints of subjective fatigue symptoms, the total mean score was higher in OR nurse than WARD nurse, but there was not significant. The items that the mean score of OR nurse was significantly higher than WARD nurse were 'head feels muddled', 'apt to forget', 'feel choky'. 4. In the complaints of musculo-skeletal syrrptoms, the total mean score was higher in OR nurse than WARD nurse, but there was not significant. The item that the mean score of OR nurse was significantly higher WARD nurse was 'wrist discomfort or pain'. 5. The comparison of spontatenous abortion in married nurses who had the experience of pregnancy were significantly associated the stress risk group. 6. In all of OR and Ward nurses, the job satisfaction is associated with subjective fatigue symptoms, musculo-skeletal symptoms, and stress. In conclusion, it suggested that working posture, working environment, stress, and job satisfaction were health risk factors of nurses working in the operating room. Further prospective intervention studies should be conducted to educate right working posture, improve of working environment, decrease of stress, and increase of job satisfaction.

• 한국콘텐츠학회논문지
• /
• 제13권6호
• /
• pp.380-389
• /
• 2013

급성기 병원의 간호사 배치수준은 환자안전 및 성과에 영향을 미치며, 간호사 배치기준의 법제화는 환자안전에 필요한 최소 인원을 보장하는 중요한 수단이 될 수 있다. 우리나라는 의료법에 간호사 정원기준을 제시하고 있으나, 환자안전 보장 및 간호의 질 향상을 위해서 다음의 몇 가지 사항에 대한 개선이 필요하다. 첫째 1962년 제정된 현행 의료법의 간호사 정원기준은 보건의료환경 변화에 따라 적정성에 대한 재검토가 필요하다. 둘째 의료법의 간호사 정원은 의료기관이 준수하여야할 최소 인원으로 모든 의료기관이 준수하도록 관리되어야 한다. 셋째, 간호사 배치기준은 환자의 이해를 돕고, 관리가 용이하도록 근무조당 입원환자수 대 간호사 수를 기준으로 하도록 한다. 넷째, 병원 간호단위별 근무조별 간호인력 배치정보를 공개하여야 한다.

• 대한간호학회지
• /
• 제14권1호
• /
• pp.21-33
• /
• 1984

The purpose of this study was to define the relationship between the leadership style of head nurses and the burnout level of nurses by taking into consideration the factors which influence the level of burnout and which show how burnout varies according to the leadership style of lead nurses. The subjects of the survey were 355 ward nurses and their 48 head nurses working in five university hospitals in Seoul. The nurses were surveyed by means of a questionnaire from Sept. 22 though Sept. 29, 1983. The Leadership Scale devised by Fleishman, and modified by Lee, and the Burnout Scale developed by Pines et al, and adapted to the Korean situation by Peek, were used as a basis of ;his survey This researcher subjected the questionnaire to a pre-test and to an internal reliability consistency test through item analysis. For the purpose of analysis of the data, the general characteristics were set at Mean and the general characteristics of head nurses in relation to the level of burnout of nurses was analysed by the Pearson Correlation Coefficient. The relation between head nurses' general characteristics 3nd leadership style, the relation between nurses' general characteristics and level of burnout and the level of burnout of nurses according to the different style of leadership of head nurses were analysed by ANOVA. A summary of the results of the study is as follows. 1. Hypothesis:“That the burnout level of the nurse will be different according to the leadership style of the head nurse”was supported. 2. Analysis of the relationship between the head nurse's general characteristics and the leadership style of the head nurse showed that the leadership style of the head nurse was not related to age and experience as head nurse. 3. Analysis of the relationship of nurses' burnout levels to general characteristics of nurses showed statistically significant differences in burnout levels according to working departments, expected working period and reasons for selecting nursing as a profession. Also, the burnout level of nurses was negatively related to the head nurse's age and experience as a head nurse.

• 재활간호학회지
• /
• 제10권2호
• /
• pp.81-89
• /
• 2007

Purpose: The purpose of this study was to identify the degree of Job stress and Coping of the nurses in ICU and Cancer ward, and to compare the Job stress and Coping between two groups, and finally to get the basic information about the adequate method to promote Coping about Job stress of the nurses in ICU and Cancer ward. Method: The subjects of this study were 131; 62 nurses in ICU and 69 nurses in Cancer ward. Data were collected from 27th August to 14th September in 2007. The instruments for this study were Job stress scale(55 items) developed by Kim(1989), and Coping scale(32 items) developed by Lazarus and Folkman(1984) and revised by Han and Oh(1990). For the data analysis, SPSS PC/win 12.0 program was utilized for descriptive statistics, $X^2$-test, t-test, Pearson correlation. Result: The results of this study were the followings; The mean score of Job stress(range 1-5) was 2.93 in ICU nurse and 2.58 in Cancer ward nurse. There was a significant difference (t=4.453, p<.01)between them. There were significant differences in subscale of Job stress between the two groups, such as Nursing job(t=3.717, p<.01), Job circumstances(t=4.558, p<.01), Personal relations(t=3.425, p<.01), Hospital administration and ward management(t=2.94, p<.01). The mean score of Coping(range 1-4) was 2.55 in ICU nurse, and 2.54 in Cancer ward nurse; there was no significant difference. But one subscale of the Coping(Search of social support) showed significant difference(t=-2.865, p<.01). There was no significant correlation between Job stress and Coping of ICU nurse vs Cancer ward nurse except one subscale in cancer ward(correlation between Nursing Job and Coping). Conclusion: The ICU nurse is higher than the Cancer ward nurse in the Job stress score significantly and lower than the Cancer unit nurse in the Coping. Based on the study results, it is needed the program development using the Coping methods in accordance with ward speciality to relieve Job stress.

• 한국병원경영학회지
• /
• 제5권2호
• /
• pp.40-58
• /
• 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.

• Asian-Australasian Journal of Animal Sciences
• /
• 제33권8호
• /
• pp.1301-1309
• /
• 2020

Objective: To evaluate the use of nurse sows and post-weaning nutrition strategies for low wean weight (WW) pigs on lifetime growth and efficiency. Methods: Animals (n = 270) were assigned to one of five treatments at 28 d. Low WW pigs (<6 kg) were either weaned and offered a special dietary regime recommended for low WW pigs (WEAN) or placed on a nurse sow (NURSE) and weaned at 49 d. Normal WW pigs (9 kg) (NORM) were also weaned at 28 d. After weaning, NORM and NURSE pigs were offered either a 'high' (4 kg/pig of starter 1 diet followed by 8 kg/pig of starter 2 diet) or 'low' (8 kg/pig of starter 2 diet) starter diet allowance in a 2×2 factorial arrangement. A typical grower diet was then offered, followed by a typical finisher diet until 147 d of age. Results: NORM pigs where heavier throughout their life compared to NURSE pigs (91.4 kg vs 76.2 kg at 147 d; p<0.001). WEAN pigs were heavier at 70 d compared to NURSE pigs (23.9 kg vs 21.0 kg; p<0.001), but there was no significant difference at 147 d between NURSE and WEAN treatments. NURSE pigs had reduced feed intake throughout the finishing period (1.6 kg/d; p<0.001) compared to WEAN (2.0 kg/d) and NORM (1.9 kg/d) pigs. Feed conversion ratio (FCR) of NURSE (2.20) was lower than NORM and WEAN during the finishing period (2.40 and 2.79, respectively). Conclusion: Extended (up to 49 d) nursing for low WW pigs resulted in improved FCR during the finishing period, but no overall improvement in growth rate compared to low WW pigs weaned at 28 d and offered a specialised starter regime. Normal WW pigs where significantly heavier than low WW pigs throughout the study.

• 동서간호학연구지
• /
• 제9권1호
• /
• pp.83-90
• /
• 2004

Purpose: This study was to investigate the image of nurse perceives by students of elementary and middle schools in Seoul, Korea. Methods: The data were collected through questionnaire survey on 860 students. The survey was performed during May to Jun. 2003. The nurse image was analyzed through the instrument conceived by Il-Sim, Yang(1998) on the basis of four dimensions; traditional, social, professional and personal. The collected data analyzed using SPSS 11.0 with frequency, mean, standard deviation and t-test. Results: The results of this study were as follows. 1. There was a significant difference in the nurse's image between elementary and middle school students(p=.000), and the elementary students had more positive image. 2. The nurse's image of elementary school students had more positive than middle school students in traditional(p=.000), social(p=.000), professional(p=.000) and personal dimension(p=.015). In elementary school students, score of nurse's image was the highest in personal dimension, followed by traditional, professional and social in order. In middle school students, score of nurse's image was the highest in personal dimension, followed by professional, traditional and social in order. 3. The difference of nurse's image not showed statistical significance in sex, religion, experience of hospitalization(self), experience of hospitalization (family), nurses in family by general characteristics. Conclusion: As a result, elementary school student had more positive nurse's image than middle school student in all the aspects. But as they grow old, it changed negative. It is required to develop public information or education fit with student's age to image making by broadcasting and to improve the image nurses themselves.

• 한국보건간호학회지
• /
• 제16권1호
• /
• pp.95-104
• /
• 2002

Purpose : This study was conducted to investigate the extent to which the professional self concept between the psychiatric mental health nurse practitioner (PMHNP) and general nurse in psychiatric ward was comparable. The results were expected to provide basic data for developing the construct of professional self concept and making awareness of the importance of the program increasing professional self concept. Method : The subjects of this study were 227 PMHNP and 436 general nurse in psychiatric ward. The instruments used for this study were PSCNI by Arthur (1990), PSI by Heppner and Peterson(1982) and the index of work satisfaction by Slavitt et al.(1978). With the aid of the SAS, t-test. two-way ANOVA and stepwise multiple regression were conducted. Result : 1. The average item score of PSCNI of PMHNP was $2.82\pm0.27$. and that of general nurse was $2.66\pm0.27$. Statistically significant difference between two groups was found(p=0.0000) 2. There was statistically significant difference between two groups in the score of professional practice(p=0.0000), satisfaction(p=0.0024), leadersbip(p=0.0000) , flexibility(p=0.0000) and skill (p=0.0000). 3. Statistically significant differences between the two groups were observed in terms of age(p=0.0003), marital status(p=0.0001). education(p=0.0005), religion(p=-.0144), motive (P=-.0001), length of service as a nurse(p=0.0121), the length of service in psychiatric unit(p=0.0143). However there were no significant interaction effect with group and age, marital state. education, religion, motive, length of service as a nurse, length of service in psychiatric unit. 4. Job satisfaction (JS) and problem solving inventory score(PS) were found to be the highest factor predicting the professional self concept between the PMHNP and general nurse. JS and PS accounted for $43.4\%$ in the professional self concept of PMHNP, whereas PS, JS, age and religion accounted for $53\%$ in the professional self concept of general nurse in psychiatric ward. In conclusion, this study suggested that we need to develop programs and polices to increase the professional self concept of nurse, particularly of psychiatric mental health nurse practitioners.