• 한국산학기술학회논문지
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• 제18권3호
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• pp.284-295
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• 2017

본 연구는 간호대학생의 간호사이미지, 전문직 자아개념 및 조직몰입의 정도를 알아보고, 이들 변수들 간의 관계를 규명하기 위해 시도되었다. 연구방법은 J시의 간호대학생 238명을 대상으로 한 서술적 조사연구로, 자료수집은 2016년 9월 7일에서 9월 10일 사이에 실시되었다. 자료분석은 평균, 표준 편차, t-검정, ANOVA, Scheffe's test, Pearson 상관 계수, 단계적 다중 회귀 분석을 WIN SPSS 21.0 프로그램을 이용하여 분석하였다. 연구결과를 살펴보면 간호대학생들은 간호사이미지, 전문직 자아개념 및 조직몰입에 대해 5점 만점에 각각 4.01점, 3.40점 및 3.77점으로 평균값이 나타났다. 간호대학생의 간호사이미지는 전문직 자아개념, 조직몰입과 통계적으로 유의한 순 상관관계를 보였다. 또한 전문직 자아개념은 조직몰입과의 관계에서 통계적으로 유의한 상관관계를 보였다. 그리고 단계적 다중회귀분석 결과 본 연구의 측정변인인 간호사이미지와 전문직 자아개념은 간호대학생의 조직몰입에 대해 56.3%의 설명력을 보였다. 조직몰입에 영향을 미치는 상대적 영향력은 간호사이미지, 전문직 자아개념 순으로 나타났으며, 이 중에서 간호사이미지가 대상자의 조직몰입에 가장 큰 예측변인임이 확인되었다.

• 한국콘텐츠학회논문지
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• 제16권5호
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• pp.375-383
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• 2016

본 연구의 목적은 전문직 자아개념과 감정노동이 이직의도에 미치는 영향을 고찰해보는 것으로서, 감정 노동 상황에 노출되며 전문직 자아개념의 강하게 작용하고 있는 여성아동병원 간호사 대상으로 실증분석을 하였다. 분석결과 전문직자아개념과 감정노동간의 관계에서는 전문직자아개념의 구성요소 중 업무만족감만 감정노동과 통계적으로 유의한 결과로 나타났다. 전문직 자아개념과 이직의도간의 관계에서는 전문직 실무 업무에 대한 자부심과 업무만족감이 이직의도에 유의한 영향을 미치는 것으로 나타났다. 감정노동과 이직 의도간의 관계에서는 감정노동중 표면행위만 이직의도에 정의관계로 유의하게 나타났다. 연구 결과를 토대로, 여성아동병원 간호사처럼 전문성을 지니며 감정노동이 강한 조직구성원의 이직의도를 낮추기 위해서는 전문가로서의 자부심이 강한만큼 전문가로서의 인정 및 업무만족감을 높이기 위한 조직관리방안이 모색되어야 하며, 감정노동의 내면화나 표면행위에 따른 부정성 해소 방안이 적용되어야 할 것이다.

• 임상간호연구
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• 제21권1호
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• pp.1-10
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• 2015

Purpose: This study was done to identify the impact of emotional labor, social support, pay satisfaction and professional concept on burnout and intention to stay for infection control nurses and to identify the relationship between burnout and intention to stay. Methods: Participants were 146 nurses who consented and faithfully responded to the research questions. Data were analyzed using SPSS 18.0 and AMOS 20.0. Results: The variables affecting burnout and intention to stay in infection control nurses were identified. Emotional labor (B=.424) had a positive impact on burnout, social support (B=-.528), professional self-concept (B=-1.056) and pay satisfaction (B=-.072) had negative impacts on burnout, social support (B=.392)and pay satisfaction (B=.136) had positive impacts on intention to stay, and burnout had a negative impact on intention to stay. Conclusion: As a result, in order to reduce burnout in infection control nurses and increase their intention to stay, the infection control nurses themselves must invest in education and self-improvement to become specialists while hospitals and the government should make efforts to develop specialists by holding workshops and seminars. In addition, institutional procedures should be put in place so as to oblige hospitals to hire nurse specialists for infection control work in infection control units.

• 한국보건간호학회지
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• 제15권2호
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• pp.351-362
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• 2001

This study was conducted to investigate and compare the degree of professional self -concept (PSC) of the psychiatric mental health nurse practitioners (PMHNP) in hospitals and public health centers and to identify the factors predicting PSC of them, in order to provide basic data for developing PSC increasing program PSC. The 355 PMHNP were sampled from the university or general hospitals. mental hospitals, community mental health centers and public health centers across the country. The scales used in this study were PSCNI by Arthur (1990), PSI by Heppner & Petersen (1982) and the Index of work satisfaction by Slavitt et al. (1978). The results of the study were as follows : 1. The average item score of PSCNI of PMHNP in hospitals was $2.83\pm0.27$, and that of PMHNP in public health centers was $2.76\pm0.28$. There was significantly different between two groups (p=0.0202) 2. A comparison of the scores for the dimensions of the PSCNI were as follows ; the mean item score of professional practice of nurses in hospital was $2.90\pm0.30$, and that in public health centers was $2.83\pm0.35$. There were significant differences between two groups in the scores of professional practices (p=0.0315), leadership (p=0.0071) and skills (p=0.0231). 3. There were significant differences between two groups according to education (p=0.0057) with no significant interaction effect of group and education. 4. Job satisfaction (JS) was the highest factor predicting PSC of PMHNP in hospitals $(34.5\%)$, and problem solving inventory score (PS) was the highest factor predicting PSC of PMHNP in public health centers $(33.6\%)$. JS and PS accounted for $42.6\%$ in PSC of PMHNP in hospitals. and PS, JS, age, marital status, religion, and career accounted for $57.6\%$ in PSC of PMHNP in public health centers. In the light of these results. to gam the professional self-concept. nurses should be educated continuously through role modeling in clinical nursing and research. Also, nurse educators and administrators need to develop programs and policies to increase professional self-concept of nurses, particularly of community PMHNP.

• 보건의료산업학회지
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• 제11권4호
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• pp.53-65
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• 2017

Objectives : The purpose of this study was to explore and describe the factors related to clinical nurses' organizational socialization, process and to find out the strategic information for successful organizational socialization. Methods : Data were collected with a structured questionnaires from 300 clinical nurses. The data were analyzed with SPSS/WIN 21.0. Results : First, the average score for the organizational socialization($2.95{\pm}0.37$), organization climate($3.28{\pm}0.43$), autonomy($3.23{\pm}0.43$), role stress($3.21{\pm}0.56$), professional self-concept($3.19{\pm}0.46$), organization value internalization($3.11{\pm}0.59$), and perceptional justice($2.91{\pm}0.50$). Second, influencing factor of organizational socialization of the participant were organizational climate, role stress, professional self-concept, Job esteem, Living arrangement type, collaboration between medical professionals in hospital, the other hospital work experience, role model or Mentor, total hospital career, perceived health status, spouse, perceptional justice, Adjusted $R^2=.702$. Conclusions : These results suggest that organizational socialization of clinical nurses could be enhanced by organizational climate. Thus creating a positive organizational climate are mandated for clinical nurses to have constructive organizational socialization.

• 대한간호학회지
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• 제31권5호
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• pp.781-792
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• 2001

Professional nurse Autonomy is an essential attribute of a discipline striving for full professional status. Purpose: This study was to clarify the concept of professional nurse autonomy to provide basic data needed for development of professional autonomy enhancing strategies. Method: This study use the process of Walker & Avante's concept analysis based on Wade's research (1999), and field data of 21 nurses. Results: Professional nurse autonomy is defined as competency and creative performance of the professional nurse in practice, to decide independently or interdependently nursing activities and to be had accountable for results of decisions, that reflect advocacy and caring. It was identified that critical attributes include responsible discretionary decision making, collegial interdependence, initiative, creativity, and caring, advocacy, cooperative relationship with clients, receptive capacity to others, activeness, self confidence, and devotion and responsibility to their profession. Antecedents include personal characteristics, educational background, experience and structural characteristics that enhance professional nurse autonomy. Consequences of professional nurse autonomy are feelings of self-efficacy, empowerment, job satisfaction, reduction of intention to leave their job. Conclusion: According to these results, it is recommended that the curriculum provides an environment for learning professional nurse autonomy, and that is used as basic data to develope strategies to enhance professional autonomy of nurse in practice and it's effects

• 한국콘텐츠학회논문지
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• 제14권11호
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• pp.798-809
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• 2014

본 연구의 목적은 간호대학생의 간호사 이미지와 간호전문직간의 관련성을 파악하기 위함이다. D광역시 소재의 간호학과에 재학 중인 학생 147명을 대상으로, 2013년 3월 11일부터 3월 22일까지 자가 보고식 설문조사로 시행되었다. 연구결과, 간호사 이미지는 동아리 활동, 전공만족도, 대학생활 만족도에 있어 유의한 차이를 보였으며, 간호전문직관은 전공만족도에 따라 유의한 차이가 있었다. 간호대학생의 간호사 이미지와 간호전문직관은 순상관관계가 있는 것으로 나타났다. 간호사 이미지 중에는 '사회참여' 영역이 간호전문직관과 가장 큰 상관관계를 갖는 것으로 나타났으며, 간호사 이미지와 가장 강한 상관관계를 나타낸 간호전문직관 하위영역은 '전문직 자아개념'이었다. 그러므로 전공만족도와 대학생활 만족도를 향상시키기 위한 다양한 학습전략 마련, 동아리 활동 장려, 교수의 관심과 지도가 간호대학생의 간호사 이미지와 간호전문직관 향상에 도움이 될 것으로 사료된다.

• 지역사회간호학회지
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• 제13권4호
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• pp.808-816
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• 2002

Purpose: The study was aimed to assess the competency and professional attitude of school health nurses who are occupied with adolescent health, and to provide basic information for the development of continuing education programs for them to improve their competencies. Method: The self-reported questionnaire based on WHO assessment tool were used to assess the competencies of the school health nurses providing health care for adolescents. The subjects were 584 school health nurses and the data were collected from January 28 to March 5, 2002. Result: The school health nurses in middle schools showed significantly higher scores than the school health nurses in primary schools on the level of competency. The nurses were scored the highest in the area of dealing with sexual issues for the students, followed by providing them direct care and application of primary care concept to the field of school health nursing. The areas showing the lowest scores were counseling and utilization of the system. There was a significant positive correlation between competency and professional attitude of the school health nurses. Conclusion: Based on the results of this study, it is necessary to develop various continuing educational programs for school health nurses using different teaching methods such as web-based program.

• 대한간호학회지
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• 제53권1호
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• pp.28-38
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• 2023

Purpose: This study aimed to provide a theoretical basis for career anchors of nurses by defining and organizing its concept. Methods: Using the Walker and Avant concept analysis, a total of 29 articles were analyzed through a literature search in this study. Results: The career anchors of nurses are individual career choice motives, a self-concept where in competency and values are harmonized, which act as a desire for growth and development in nursing, and are actions that maintain careers. Additionally, they indicate the direction for achieving individual career goals and act as a core value expected of nurses by nursing organizations, indicating continuous and integrated professional growth and development of the nursing profession. Conclusion: The career anchors of nurses identified in the results contribute to securing patient safety, providing quality care through policies, institutionalizing bases for career development, preventing nurse turnover, and retaining skilled nurses.

• 한국간호교육학회지
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• 제5권2호
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• pp.250-266
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• 1999

This study was conducted to compare the level of RN-BSN students' job satisfaction and professional self-concept (PSCNI) prior to RN-BSN course and upon graduation The study was designed to investigate the degree of job satisfaction and PSCNI, and to test the correlation between job satisfaction and professional self-concept. The subjects were 68 students in Chunchon, who entered to H University (RN-BSN course) in March 1997. The data was gathered by self-reported questionnaire job satisfaction(48 items) and professional self-concept nurses instrument (PSCNI: 27 items) The instruments used for this study were the nurse Job satisfaction scale developed by Stamps et al., and Arthur's PSCNI. The reliability of two questionnaires were relatively high (Job satisfaction Cronbach's $\alpha$=0.88, 0.89, PSCNI Cronbach's $\alpha$=0.80, 0.96) The data was analyzed frequency, mean, t-test, ANOVA, Duncan's multiple range test, Pearson's corelation, and multiple regression analysis through SAS program. Research findings were as follows : 1. The average item score of job satisfaction was 119.50(prior to RN-BSN course) 124.16 (upon graduation). PSCNI' average item score was 75.37/77.21 at each. 2. The job satisfaction scores were significantly higher at the graduation than at the entrance(t=2,10, P=.040). But PSCNI's scores had no significant difference. 3. The relationship between job satisfaction and PSCNI of entering time was high R=.60, P=.000) The relationship of the two at graduation time was not high(R=.29, P=.018). 4. The factors contributing to the job satisfaction & PSCNI as follow: job satisfaction(prior to RB-BSN course), PSCNI(prior to RB-BSN course), The factors contributing to the job satisfaction & PSCNI were as follow: PSCNI(prior to RN-BSN course) In conclusion, we recognized that RN-BSN course influenced job satisfaction of students. Also this study Eave a information for necessity to develop curricula promoting PSCNI. Nurse-educator should explore further research to enlighten the nursing profession.