• Journal of Korean Academy of Nursing Administration
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• v.12 no.3
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• pp.424-433
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• 2006

Purpose: This study is analyzing nurse managers's common fundamental competencies changes and responses to the application of the action learning, and promoting introduction and revitalization of action learning. Method: The research design is one group pretest-posttest design. The subjects are 40 nurse managers. The program was performed for 5 weeks. Data were collected before the program and after 5 weeks program and were analyzed with paired t-test. Result: Action learning was an effective way to develop an individual and team and to solve the problem of organization. There were more significant increases after the program than before the program on common fundamental competencies(p<.05). Conclusion: This study has us confirm that action learning is an effective education method for organization members on the spot to recognize their problem and study by themselves and solve the practical problems with various solution process.

• Korean Journal of Hospice Care
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• v.8 no.1
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• pp.29-48
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• 2008

Purpose: The purpose of this study was to provide the basic information on the improvement plan by identifying the role accomplishment and job satisfaction of the hospice nurses and analyzing the factors that impact such role accomplishment and job satisfaction. Methods: The data was collected of 189 hospice nurses who have been working more than 6 months in 56 hospice programs registered in Korea Hospice Association and Korean Catholic Hospice Association from October to November, 2007 by structured questionnaire which was developed by Ryu(1979), based on the Riehl's nursing role and the research of Choe(2005) on the role of hospice nurse. Results: The role accomplishment and job satisfaction of the study subject were 3.53 point and 3.39 point, respectively. The roles of hospice nurses were accomplished by the order of advocator, nursing care provider, coordinator (cooperation), educator, quality manager, counsellor, administrator, and researcher. The job satisfaction of the hospice nurses was shown highest in the satisfaction of professional status, followed by the satisfaction of the interaction, satisfaction of the task itself, satisfaction of the administrative aspect, satisfaction of the autonomous, and the lowest in the satisfaction of the pay. The role accomplishment of the subjects according to their socio-demographic and job characteristics was found to have a significant difference by their age, marriage status, academic background, and position. It also has a significant difference by whether they play role of coordinator, whether they took whole responsibility as hospice, working experience as hospice/palliative nurse, and the level of hospice/palliative nursing training(p<.05). In the study of job satisfaction of the subjects according to their socio-demographic and job characteristics, the job satisfaction was found to have a significant difference by the increase of age, the number of duties consisting the hospice team, whether they play role of coordinator, whether they take whole responsibility as hospice, the level of hospice/palliative nursing training, and whether they wish to work for as long as possible(p<.05). The role accomplishment and the job satisfaction of the subjects showed a statistically significant positive correlation. (r=.541, p<.01) Conclusion: Raised saiary will be increased hospice nurse's job satisfaction. And we suggest a repetitive study using the identical tool to the equally extracted subjects with same representativeness of each hospice/palliative institute type. For the expanded role and enhanced professional standard of hospice nurses, we also suggest a study on the improvement plan to enhance the roles of researcher and administrator.

• Research in Community and Public Health Nursing
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• v.9 no.2
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• pp.313-323
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• 1998

This study is to develop the model on the joint employment system of occupational health nurse practitioners for medium or small sized enterprises in Korea based on the comparison opinions between employers and occupational health nurses (OHN). The data were collected by questionnaires from Oct. to Nov. in 1997. The number of subjects was 210 OHNs and 176 employers, response rate was 47.1% for OHNs and 23.2% for employers. The SAS PC program was used for the descriptive statistics. The results were as follow: 1. More than three years career was preferred for qualification of OHN by employers and OHNs. OHNs preferred that all instruments and materials should be equipped in each industry, but employers preferred that they should be equipped by OHN. 2. For the limit number of industries and employees per one OHN, employers preferred average 2.25 industries and 307 employees, OHNs preferred average 3.0 industries and 448 employees. Both of them preferred two times visit per week for all day long. 3. OHNs wanted that the local office of Ministry of Labor could act as mediator, but employers preferred direct contact individually. For the average wage, employers preferred 887,000 won per month, but OHNs preferred 1,960,000 won per month. 4. OHNs preferred the Korean Association of Occupational Health Nurse as the recruit agency. Finally, employers and OHNs have the opinions that they can choose this system depending on the condition. There is in need of development of effective strategy for this new system such as manpower development, cost-benefit analysis, establishment of occupational health service standard, advertisement for employers, and government supported project.

• Korean Journal of Occupational Health Nursing
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• v.7 no.1
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• pp.97-114
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• 1998

The occupational health services for the minor enterprises are poor comparing with that of large enterprises in Korea. In 1997, Korean government announced officially the law on joint employment system of occupational health practitioners to solve the problems. This study is to develop the model on the joint employment system of occupational nurse practitioners for minor enterprises in Korea based on the opinions of occupational health nurses (OH Ns). The data were collected by questionnares from October to November in 1997. The number of subjects was 210 occupational health nurses who had participated the mandatory nursing education program provided by the Korean Occupational Health Nurses Association(KOHNA). The response rate was 47.1%. The contents of questionnaires were general characteristics, occupational & job characteristics of OHNs, and the views on the joint employment system. The SAS-PC program was used for the statistical analysis. The results were as followed, (1) The proper number of industies was 3 and the appropriate number of workers was 448 for one joint employed occupational nurse practitioner (J EONP). (2) 44.7% of the OHNs wanted that the Ministry of Labor monitored the way and content of contraction b/w JEONP and minor emterprises, 82.6% of the OHNs wanted that KOHNA managed the employment informations. (3) The OHNs of occupational health agencies showed more positive attitude than the OHNs of private industries on the joint employment system. (4) 88.3% of the OHNs wanted the education training for JEONP. Especially in occupational hygiene and safety control. (5) The OHNs expected the role expansion of Occupational Health Nursing by JEONP system. At the same time they worried the adverse effects. For the successful execution of this system, it is necessary the cooperation among the Ministry of Labor, KOHNA, the minor enterprises, and the OHNs.

• Korean Journal of Occupational Health Nursing
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• v.21 no.3
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• pp.192-200
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• 2012

Purpose: The purpose of this study aimed to investigate job stress levels of occupational health managers and whether job stress levels were affected by various factors such as size and types of company and work-related characteristics of occupational health managers. Methods: The study was conducted from May to September 2011 in the chemicals manufacturing factories in Korea and total subjects were 59 occupational health managers. We measured job stress levels of occupational health managers using Korean occupational stress scale (KOSS) questionnaires and the information of company characteristics was obtained using a self-reported questionnaire. Results: The characteristics of company such as type, size and industries and job characteristics of occupational health managers were significant factors in job stress. Job demand, job control, job insecurity, organizational system and occupational environment scores were significantly associated with type, size and industries of company. In multiple regression analyses, we found that job demand was significantly associated with occupational position and type of company, and job insecurity was significantly associated with working hour. Also, we found that lack of reward was significantly associated with education level, speciality, duration of work and hour and type of company. Conclusion: These results indicate that job stress of occupational health managers is significantly associated with work-related characteristics and company's characteristics.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.159-170
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• 2013

Purpose: To provide the data of health manager education program in order to improve the quality of work-sites health management with qualification based job analysis of health managers (Occupational Health Nursing, Industrial Hygienist, Environmental Engineer). Methods: A descriptive research on 132 health managers using IPA and SPSS/WIN. Results: The overall average of importance of health management job was 8.0 (10 being the maximum score). Nurses had significantly higher score in the level of importance per areas and health management jobs. The overall average of performance of health management job was 6.7 (10 being the maximum score). Nurses had higher score in the area of health management. IPA matrix distributions per health management job area showed the correlations in qualification backgrounds and all of 3 main areas. Conclusion: There was difference in the level of importance and performance on health management jobs based on the qualification backgrounds of health managers. To improve the health of workers, an integrated health management must be provided. And to provide this, it is necessary to offer the additional education to health managers with an institutional complementary plan.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.171-178
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• 2013

Purpose: This study was conducted to determine the effect of the performance of Workplace Health Manager at the workplace on presenteeism in the workers. Methods: Three months before this study, between June 2010 and September 2010, a self-reporting survey of 316 employees in 136 workplaces in each of each hired a Workplace Health Manager was performed at their workplace with explanations of the purpose and methods of this study after their consent was obtained. Results: The average performance score of the Workplace Health Manager as graded by the employees was 3.8 out of 5 points. The duties of the Workplace Health Manager which received higher grades were posting of the Material Safety Data Sheets (MSDS), health education, and future management with respect to the results and procedure of health care-related work. According to the employees' survey, the score for presenteeism was evaluated as 14.3 out of 30 points. Based on the presenteeism analysis results, when (1) the employee was a male, (2) the workplace was established and managed by Industry Safety and Health Committee, (3) the employees were aware of the role of Workplace Health Managers, and (4) Workplace Health Manager fulfilled his/her role actively and successfully, presenteeism was observed to a lesser extent. Conclusion: According to the results of the study, presenteeism was observed to a lesser extent when the Workplace Health Manager actively performed his/her role.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.8
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• pp.103-112
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• 2016

This study used a job demand-resources model as the basis to examine the effects of job demand and job resources on health problems and turnover intention. A total of 320 nurses who were employed at university hospitals in Seoul participated in the study. The results showed that job demand and job resources had a direct effect on the levels of work burnout and work engagement. Work burnout had a direct effect by increasing the levels of health problems and turnover intentions of nurses; conversely, work engagement had no direct impact on either of the two levels. Job demand and job resources had an indirect effect on increased levels of health problems and turnover intention. The results can be used by hospital administrations to confirm the organizational significance of job resources in increasing job performance and work involvement, as well as to understand the consequences of perceived job demand by nurses.

• Journal of Digital Convergence
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• v.18 no.1
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• pp.147-157
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• 2020

The purpose of this study was to investigate the factors influencing the intent to revisit among health screening center customers. The subjects were 195 customers of a health screening center. The intent to revisit was positively correlated with customer satisfaction and word-mouth communication. Multiple regressions showed that customer satisfaction and perceived health status explained 29% of the variance of the intent to revisit. In order to increase the intent to revisit, hospital and nursing managers should strive to improve customer satisfaction. In particular, strategies to arrange explanation of the result consultations, individual health management tailored to customers' needs, and customers-relationship management for continuing relations with the customer should be needed. In addition, it will be needed to expand the roles of nurses who are working in the health screening center from simple heath check or customer reception to active health education and continuous health screening plan after initial one.

• Journal of Korean Academy of Nursing Administration
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• v.4 no.1
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• pp.183-214
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• 1998

The purpose of the present study was to examine the causal model of nurses' organizational commitment. Based on literature review and Fishbein's behavioral intentions model ((Fishbein, 1967;Fishbein & Ajzen. 1975), the organizational commitment was conceptualized within a motivational framework that mediate between antecedents variables and outcome variables. Antecedent variables were pay, promotional chances, continuing education opportunity, rigidity of the administration, paticipative decision making, latitude, group support, role conflict, work load, need for achievement, experience and pride for professional nursing. Outcome variable was turnover intention. The subjects were 373 nurses who were working at 2 large general hospitals located in Seoul. It represents a response rate of 94%. Data for this study was collected from August 29 to September 22 in 1997 by Questionnaire. Path analysis with LISREL 7.16 prigram was used to test the fit of the proposed conceptual model to data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however, that path analysis can not count measurement errors; measurement error can attenuate estimates of coefficient and explanatory power. Nontheless the model revealed considerable explanatory power for organizational commitment (58%). pride for professional nursing (50%) and turnover intention(40%). In predicting nurses' organizational commitment. the findings of this study clearly demonstrated 'the pride for professional nursing' might be the most important variables of all the antecedent variables. Group support. role conflict, need for achievement were also found to be important determinants for the organizational commitment and turnover intention. The result showed experience might be a predictor for 'pride for professional nursing' and 'turnover intention' but not 'organizational commitment'. 'Rigidity of the administration' and latitude were also found to have important roles in predictor for the organizational commitment, while participative decision making might have an impact on turnover intention. On the other hand promotional chance had an influence on all the outcome variables, while pay only on turnover intention. In predicting turnover intention, the result clearly revealed 'the pride for professional nursing' and 'organizational commitment' might be the most powerful predictors among all the variables. Theses results were discussed, including directions for the future research and practical implications drawn from the research were suggested.