• 한국지구과학회지
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• 제25권5호
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• pp.315-326
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• 2004

본 연구의 목적은 자연사 박물관에 대한 학생, 교사, 학부모들의 관람 유형과 관람 만족도 간의 관계를 조사하는 것이다. 연구 대상은 전국 소재 초, 중, 고 학생, 교사, 학부모, 그리고 대학생들 204명이었고, 연구 결과는 교차 분석과 카이 제곱 검증 등을 통해 검증되었다. 구체적으로 자연사 박물관 관람의 지배적인 행동 유형을 알아본 후, 그 다음 이것과 관람 만족도 간의 관계를 알아보았다. 그 결과 첫째, 지배적인 관람 행동 유형은 '가족 단위'의 관람, '여가와 단순 관람'의 목적, '설명카드'를 읽으면서 관람하는 방식, 그리고 평균 '2시간 이상'의 관람인 것으로 나타났다. 둘째, 동행인이 가족과 혼자인 경우, 과학에 대한 관심으로 관람하는 경우, 설명카드나 설명을 들으면서 하는 관람 등은 관람 만족도가 높은 편이었다. 셋째, 학교 단체 관람객, 여가 및 단순관람의 목적, 과제탐구의 목적 그리고 전시물만 보는 관람방식은 관람 만족도가 낮은 편이었다. 넷째, 관람 시간이 길수록 관람 만족도가 높았다.

• 가정간호학회지
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• 제4권
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• pp.30-40
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• 1997

The change in health care environment increases the importance of Visiting Nursing Services Program. It has been performed by nurses of district health centers in Seoul since 1991. The Achievement of Visiting Nursing Services Program will be dependent upon their activities. The purpose of this study was to identify the Performance of Visiting Nurses and Job satisfaction of district health centers in Seoul. Therefore, it was to provide the fundamental data development of Visiting Nursing Services Program. The subjects were 214 Visiting Nurses of district health centers in Seoul. The data was collected by self reporting questionnaire from April 15 to April 30, 1997. Their performances and various supportive factors were measured with the instruments developed by the researcher. Job satisfaction were also measured by the instrument developed by Slavitt et al. (1978) was used. The data were, analyzed by Cronbach Alpha, mean, standard deviation, percentage, t -test, ANOVA Duncan test, Correlation Coefficient, and Stepwise Multiple Regression with SAS program. The results of this study were as follows: 1. The average of budget of Visiting Nursing Services Program of district health centers was 0.9% and the average of visiting nursing services personnel of district health centers was 10.1%. 2. With regard to the job satisfaction of Visiting Nurses the mean score was 2.92 out of 5. While the level of Job prestige / status presented as a mean score of 3.48 which was the largest among the 7 components of job satisfaction, the level of administration was the lowest showing 2.57 scores respectively. There were significant differences in the job satisfaction by age, working career of health centers(p<0.01, 0.001). 3. The average of the performance level of Visiting Nurses variables was 2.29; The variable with highest degree of performance was the teaching & consultation, establishment of performance plan, whereas the on with the lowest degree was the directive nursing services. The significant difference was found in performance level according to age, structure type of visiting nursing services, working career of health centers and working career of visiting nursing services(p<0.05). 4. With regard to the perception of the performance expertise by the Visiting Nurses the mean score was 2.37 : The variable with highest degree of performance expertise was the teaching & consultation, establishment of performance plan, whereas the on with the lowest degree was management of home-environment. The significant difference was found in performance expertise according to working career outside of health centers(p<0.05). 5. With regard to the perception of the performance necessity by the Visiting Nurses the mean was 2. 40 : the variable with highest degree of performance necessity was the teaching & consultation, establishment of performance plan, whereas the on with the lowest degree was directive nursing services. The significant difference was found in performance necessity according to working career of visiting nursing services(p<0.05). 6. A positive correlation was found between job satisfaction and performance level(r=.3731, P<0.001). Also, a weak positive correlation was found between the components of job satisfaction and performance level. 7. Stepwise multiple regression analysis revealed that the most powerful predictor was the variance of job satisfaction(R=.3557, $R^2$=.1265). Structure type of visiting nursing services and working career of visiting nursing services accounted for 19.0% of the variance in performance level in nurses. In conclusion, Job satisfaction, Structure type of visiting nursing services and Working career of visiting nursing services variables had influenced on performance level in health centers. Further research is required to confirm these findings.

• Human Ecology Research
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• 제52권6호
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• pp.629-638
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• 2014

This study was designed to investigate variables influencing the job satisfaction of visiting supervisors for multicultural families in charge of childcare services. It focused on personal characteristics including personal and job characteristics. The subjects in this study were 784 visiting supervisors for multicultural families in charge of childcare services in 140 multicultural family centers located across Korea. The job satisfaction of these visiting supervisors was measured using a self-administered questionnaire, and the collected data were analyzed using a frequency analysis, analysis of variance, and post hoc tests. The findings of this study were as follows: first, these visiting supervisors showed a relatively high level of job satisfaction. However, the job satisfaction subscales of treatment and salary were relatively low. Second, the results revealed significant differences in effects of the variables related to the personal characteristics of the visiting supervisors, such as their age, education level, and their major in college, on their total job satisfaction and subscales (job performance, treatment and salary, work ethic and aptitude). Finally, the results revealed significant differences in the effects of the variables related to the job characteristics of the visiting supervisors, such as their responsibilities, career, number of children to handle, and age of children to handle, on the total job satisfaction and subscales (treatment and salary, relationship with caregivers).

• 가정간호학회지
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• 제14권1호
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• pp.23-30
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• 2007

Purpose: The aim of this study was to establish basic data for developing education program of tailor made visiting home health care. Method: For this study, the subject was recruited in one directorial area among 14 nation-wide areas. The data collection was done using self-report questionnaire developed by Korea Health Industry Development Institute. Ninety one questionnaires were analyzed and response rare was 88.3%. Result: The major results were as follows. Aspect of education operations, the satisfaction of education space was revealed high. However, the satisfaction of education time, hour, and schedule were low. The overall satisfaction of education contents were revealed high. The most useful curriculums were found Chronic disease management, Infant & toddler health management, and Case management of tailor made visiting home health care. However the most unuseful curriculums were Nutritional management according to subject's health problem, Health promotion for poor family, and Understanding of visiting service in community health center. Conclusion: With these results, it was identified that the most needed contents of tailor made visiting home health care education program. So these results will be used to develop the more effective education program to activate tailor made visiting home health care service in community health center.

• 지역사회간호학회지
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• 제15권1호
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• pp.56-66
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• 2004

Objectives: The purpose of this study was to verify a change for family nursing phenomena and satisfaction of clients of vulnerable families in an urban community. Methods: The study subjects were 711 families, randomly selected, who had chronic diseases(arthritis diabetes, stroke, hypertension, mental disease, cancer, dementia) with basic social welfare services from the nation and had disabled persons in an urban community, South Korea. The instruments used were the family nursing phenomena in Korea by ICNP and client satisfaction. Client satisfaction consisted of client satisfaction on home visiting nurses(4 Likert scales) and home visiting services(3 Likert scales). Results: The average visiting number is 3.82. The service number of education and counseling is 3.16, patient and symptom management 3.08, assessment and diagnosis 3.08, test 2.02, medication service 1.71회, dressing 1.01, referral to social welfare institute 1.00회, referral to medical service institute 0.21. In both, pre home visiting and post home visiting, the highest rated phenomenon was the 'lack of social support system' and following that 'deficit of financial management skill and support'. 'lack of family interaction in community', and 'social isolation' 'unhealthy life style' and 'inadequate care management of sick member', in that order. The percentages of phenomena besides 'deficit of financial management skill and support' decreased. The satisfaction level of clients towards the nurses was 3.27 points on a scale of 4, and the nursing services was 2.70 points on a scale of 3. Conclusion: Home visiting nursing services should continue to provide comprehensive healthcare services and support for vulnerable families, in urban communities.

• 한국보건간호학회지
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• 제33권2호
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• pp.270-283
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• 2019

Purpose: The aim of this study was to identify the job insecurity, job satisfaction, and organizational commitment of non-regular visiting nurses working at public health centers, and evaluate the effects of job insecurity on the job satisfaction and organizational commitment. Methods: This study was a descriptive survey study. One hundred forty-three visiting nurses, who were non-regular hired by 16 public health centers in B city, were selected using a convenient sampling method. Results: The results were analyzed using SPSS/Win 21.0. A feeling of helplessness (among job insecurity factors) and retention intention significantly affected the job satisfaction of non-regular visiting nurses, and their explanation power was 20%. Retention intention, a feeling of helplessness, and age significantly influenced the organizational commitment, and their explanation power was 26%. Conclusion: Therefore, it would be necessary to stabilize the employment type, provide appropriate promotion and compensation for nurses according to their work performance, and reduce the number of non-regular employees to increase the job satisfaction and organizational commitment of non-regular visiting nurses.

• 가정과삶의질연구
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• 제32권5호
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• pp.1-13
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• 2014

This study examined the multicultural efficacy and job satisfaction of multicultural family visiting instructors. The subjects were 750 visiting instructors from 140 multicultural family support centers in Seoul, 6 metropolitan cities, 9 provinces, and other cities and counties. Data were analyzed through frequency, percentages, Pearson's correlations, One-way ANOVA, Scheff$\acute{e}$ post-hoc test, independent t-test, and stepwise multi-regression using PASW 18.0. The findings are as follows. First, there were statistically significant differences in all subscales of multicultural efficacy according to the teaching experiences of the multicultural family visiting instructors. On the other hand, there was a statistically significant difference only in trust in the relationships with multicultural families according to the teaching experiences of the multicultural family visiting instructors. Meanwhile, the independent t-test showed that there was a significant difference only in satisfaction regarding treatment and salary according to the assigned work. Second, the stepwise multi-regression models revealed that three subscales (job performance, trust in the relationships with the multicultural families, job aptitude) of job satisfaction were influenced by multicultural efficacy according to both the teaching experiences and assigned work, but this was no the case for satisfaction about treatment and salary. Regardles of teaching experience or assigned work, teaching efficacy in multicultural efficacy affected all subscales of job satisfaction except for satisfaction about treatment and salary. The implications for future studies are also discussed.

• 한국직업건강간호학회지
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• 제21권2호
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• pp.77-86
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• 2012

Purpose: The purpose of this study is to identify nursing professional values and job satisfaction depending on the types of personality in visiting nurses. Methods: Two hundred twenty six visiting nurses participated in this study. Data collection was conducted in 26 Public Health Centers in Korea. The Korean version of the Enneagram nursing professional values and job satisfaction was used to measure the nursing professional values and job satisfaction. Results: The most common personality is type 9, a center of the Instinctive Center where energy tends to stress outwards. There was a significant difference in nursing professional values depending on the type of personality. The type 1, 2 and type 9 had a significant difference by depending on the type of personality. There was but no difference in job satisfaction. There was a negative correlation between nursing professional values and job satisfaction by depending on the type of personality. The nurses with the type 9 and type 1 of personality showed a significant differences with the negative correlation between professional values and job satisfaction. Conclusion: The findings of this study showed the necessity of a self-understanding program to improve the working efficiency by increasing the professional values and job satisfaction of visiting nurses.

• 한국산학기술학회논문지
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• 제12권11호
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• pp.5071-5078
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• 2011

본 연구는 취약계층 재가노인의 기능적 건강상태와 맞춤형 방문건강관리 서비스 만족도 및 삶의 질과의 관계를 검증하기 위한 것이다. 자료수집은 D시 B구 1개 지역보건소 방문보건센터에 등록되어 있는 65세 이상 노인 399명을 대상으로 보건보직부에서 권고하여 맞춤형 방문건강관리서비스 기록지에 사용하고 있는 측정도구를 이용하여 2010년 6월부터 9월까지 하였다. 자료분석은 SPSS 17.0 프로그램을 이용하여 t-test, one-way ANOVA, Pearson correlation coefficients를 검증하였다. 연구결과, 기능적 건강상태와 삶의 질, 맞춤형 방문건강관리서비스 만족도와 삶의 질에서 정적 상관관계가 있었으며, 기능적 건강상태와 맞춤형 방문건강관리 서비스 만족도는 상관관계가 없었다. 결론적으로, 맞춤형 방문건강관리 사업의 효과적인 관리를 위한 기초 자료로 활용될 수 있을 것이다.

• 중환자간호학회지
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• 제4권1호
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• pp.51-63
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• 2011

Purpose: This study aimed to examine the effects of extended family visiting hours in the intensive care unit (ICU). Methods: The subjects were 168 ICU patients and their family members. Two 30-minute visits a day were allowed to the control group according to current policy, while four 30-minute visits a day were allowed to the experimental group. Patients' state anxiety was measured at the first day of ICU admission, and on the third day of ICU admission patients' anxiety and family satisfaction were measured. For the infection rate, comparison was made between the experimental and control data-collecting periods. Results: The patients' state anxiety significantly decreased in the experimental group. Family satisfaction of experimental group was significantly higher than that of control group. There was no significant difference in the infection rate. Nurses positively evaluated extension of visiting hours because it could stabilize patients, reduce the number of arrangements for additional visits, and help establish trust relationship with families. Conclusion: Extended family visiting hours in the ICU reduced patients' anxiety and improved family satisfaction but had no effect on the infection rate. Extended family visiting hours in the ICU is expected to improve the quality of critical care.