• Journal of Korean Academy of Nursing Administration
• /
• v.13 no.1
• /
• pp.82-97
• /
• 2007

Purpose: This study was to investigate the relationships among nurse managers' participation in decision-making process relation to human resource management and the influencing factors. Method: The subjects were 198 nurse managers who were in general hospitals over 900 beds. The data were collected from January 13 to March 13, 2006. The SPSS PC+ 12.0 program was used to analyze the data. Result: The nurse managers had greater participation in the identification phase of decision making than selection phase. The mean scores of three phases were significantly different. The satisfaction of decision making was evaluated. The higher participation in decision making, the higher satisfaction of decision making. Nurse managers' decision style tended to be more participative than autocratic. Personal and organizational factors(age and decentralization) influenced positively on participation in decision making. Decentralization and span of control influenced positively on satisfaction in decision making. Conclusion: It is necessary to permit the participation in decision making for nurse managers.

• 월간산업보건
• /
• s.63
• /
• pp.16-19
• /
• 1993

• KOREAN ASSOCIATION OF OCCUPATIONAL HEALTH NURSES
• /
• v.12 no.3 s.44
• /
• pp.60-61
• /
• 2005

• The Korean Nurse
• /
• v.27 no.1 s.144
• /
• pp.69-78
• /
• 1988

• The Korean Nurse
• /
• v.19 no.4 s.107
• /
• pp.35-42
• /
• 1980

본 강의의 목적은 회계가 어떻게 경영자로 하여금 경영을 효과적으로 할 수 있도록 도와주느냐에 관한 것이다. 누가 회계담당자가 되고 안되고가 문제가 아니라 경영관리자는 회계지직이 반드시 필요한 것이다. 회계와 경영관리는 떼어놓을 수 없는 관계에 있기 때문이다.

• KOREAN ASSOCIATION OF OCCUPATIONAL HEALTH NURSES
• /
• v.19 no.1
• /
• pp.63-65
• /
• 2012

'많이 바쁘셔서일까? 인터뷰에 대한 부담감?' 화제의 인물이나 기관탐방을 의뢰해 드렸을 때 어려움을 표하시면 편집자 입장에서는 여러 가지 상상을 하게 된다. 그러나 이는 누구나 갖는 어려움이고 부담감이리라.. 그럼에도 불구하고 다양한 곳에서 근무하시는 많은 보건관리자분들의 활동 상황을 싣고 싶은것이 또한 편집자의 욕심이기에 여러 번 사양하셨음에도 불구하고 어렵게 또 부탁을 드리고 말았다.

• Korean Journal of Occupational Health Nursing
• /
• v.32 no.3
• /
• pp.99-110
• /
• 2023

Purpose: This study examined the job stress and perception of unit managers' authentic leadership on clinical nurses' intention to stay in nursing. Methods: This descriptive cross-sectional study utilized self-administered questionnaires. The study recruited a convenience sample of 211 clinical nurses from threertiary hospitals in South Korea. The survey was conducted between July and August 2021. The collected data underwent hierarchical multiple regression analyses. Results: The regression analyses indicated that clinical nurses' intention to stay was significantly associated with job stress (B=-0.06, 95% CI [-0.09, -0.04]), six or more years of clinical practice (B=0.60, 95% CI [0.13, 1.07]), men (B=0.87, 95% CI [0.30, 1.44]), and being placed on their desired nursing unit (B=0.39, 95% CI [0.27, 0.76]). Intention to stay was not found to be associated with authentic leadership by the unit managers. Conclusion: It is essential to implement workplace health promotion programs to prevent and reduce job stress among nurses to retain proficient clinical nurses. Additionally, nursing workforce management strategies tailored to the specific sex and career path of nurses are necessary. Moreover, careful consideration should be given to nursing unit placements that align with the individual aptitudes of nurses.

• The Korean Nurse
• /
• v.5 no.5 s.25
• /
• pp.77-80
• /
• 1966

보건 간호 사업은 독특하고 중요한 공헌을 하는 보건 간호원이 그 기관의 조직체 내에서 조화되어야 한다. 보건 간호원의 기능은 교육 정도와 경험에 의해서 선정된다. 어떤 보건 간호원은 다른 보건 간호원들이 보건 기관에서 관리자나 감독 혹은 강사 자격으로 일할 때 평 직원으로 기능할 수도 있다. 보건사업을 실시함에 있어서는 좋은 건강을 통하여, 보다 나은 생활수준을 향상시키기 위하여 팀으로서 목표 달성을 위하여, 계획을 세우고 그 발전과정을 평가함에는 계획서가 필요하다. 제한된 인원으로서 중요한 건강사업을 실행해야 되는 보건 간호원은 조직된 집단과 같이 일해야 된다. 당면한 보건 간호원의 기능 중 중요한 것은 환자의 건강 지도 및 훈련과 행정이 포함되고 있다.

• Journal of Korean Academy of Nursing Administration
• /
• v.7 no.2
• /
• pp.223-235
• /
• 2001

The Purpose of this study was to identify the relationship between leadership style of nurse managers and related variables and to provide the basic data for developing strategies of transformational, transactional leadership study. The subjects were 300 nurses and 10 head nurses were working at the 2 general hospitals in seoul. The data were collected from July 6 to July 14, 2001 by the structured questionnaires. For data analysis, descriptive statistics, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. The results of this study were as follows : 1. The score of the nurse managers' transformational leadership perceived by surbodinates' were higher than that of the nurse managers' transactional leadership. Among 5 subdimensions of the leadership styles perceived by surbodinates', the scores of 'charisma' and 'intellectual stimulation' were highest and 'management by exception' were lowest. 2. 'charisma' 'intellectual stimulation', 'individual consideration' and 'contingent reward' were positively related to all of variables except 'turnover intention'. 'Management by exception' was negatively related to all of variables and was positively related to 'turnover intention'. 3. As a result of regression analysis, leadership styles effect on 'leadership effectiveness', 'turnover intention', 'job satisfaction', 'empowerment', 'organizational commitment', 'autonomy', 'job involvement' in turn. The determinants of 'job satisfaction', 'autonomy', 'leadership effectiveness' were 'charisma' of transformational leadership and the determinants of 'organizational commitment', 'job involvement', 'empowerment' were 'intellectual stimulation' of transformational leadership.

• Women's Health Nursing
• /
• v.10 no.2
• /
• pp.109-118
• /
• 2004

Purpose: The purpose of this study was to develop a specialized education curriculum aimed at helping nurses prepare for running and managing a Maternal-Child Health Center (Postpartum Care Center). Method: This study was conducted by an academy and industry joint research group consisting of professors of Nursing, and nurses actually running a Postpartum Care Center. The group compiled job descriptions of nursing through document research, interviews and observation during site visits, surveys, and seminars. They then performed a feasibility study and developed the final curriculum. Result: The education curriculum is a 32-week(2semester) program compromised of a theory part (12 credits, 180 hours) covering maternal and infant care and business start-up and field practice (3 credits, 45 hours). Courses in the theory part include an antenatal care, overview and details of maternal care, starting a business and its management. Of these courses, the overview of a maternal care course was developed with web-based contents. Field practice is designed to give students opportunities to visit Postpartum Care Centers, observe the care provided, and get hands-on experience. Conclusion: The specialized education curriculum is a 32-week course comprised of 12 credits on theory of antenatal care, overview and details of maternal care, infant care, starting and operating a business and 3 credits of field practice.