• Journal of Digital Convergence
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• v.14 no.6
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• pp.355-362
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• 2016

The purpose of this study was to conduct the impact of unit-level nurse practice environment on turnover intention among nurses in a tertiary hospital. A cross-sectional study was carried out using questionnaires with 267 nurses in 24 nursing units of hospital in Seoul. Data were collected in November 2013 and were analyzed using SPSS/WIN 23.0. The results of the study indicate that nurse turnover intention is associated with the nurse practice environment at the unit level. In addition, the model including age, unit-level nurse practice environment explained 23.0% of the variance for nurse turnover intention. Hospital can improve nurse retention and lower turnover intention by changing the nurse practice environment of unit, such as nurse participation in hospital affairs, improvement of the nurse manager leadership and nurse-physician collaborative relationships.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.4
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• pp.488-496
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• 2010

Purpose: This study was done to explore the relationship in hospital nurses' of communication competence, communication types, and organizational commitment and to provide basic data for developing programs to improve internal communication and to promote nurses' commitment to their organizations. Methods: The participants included 316 nurses who worked in two general hospitals. The tools used for this study were the Global Interpersonal Communication Competence Scale (GICC) and Communication Satisfaction Questionnaire by Downs & Hazen (1981), revised by Seo (2002) and Mowday's tool (1979) for organizational commitment. Data were analyzed using SPSS/PC+12.0. Results: The mean score for communication competence was 3.46, and for organizational commitment, 3.19. For communication types, the mean score for formal communication was 3.18 and informal communication, 2.59. Communication competence had a positive relationship with formal communication (r=.32) and with informal communication (r=.16). Organizational commitment had a positive relationship with formal communication (r=.53), communication competence (r=.30), and informal communication (r=.27). Conclusion: The results indicate the necessity of developing programs to promote nurses' communication competence and also developing a system that will enrich active communication. Systematic and continuous training in communication is also highly recommended.

• The Korean Journal of Rehabilitation Nursing
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• v.20 no.1
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• pp.69-78
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• 2017

Purpose: This study aimed to identify the relationship among conflict management style, communication competence and nurse-physician collaboration in hospital nurses and physicians. Methods: This is a descriptive study. Using a questionnaire, data were collected from 230 nurses and 107 physicians at a university hospital in D city. With SPSS/WIN 22.0 program, data were analyzed by t-test, ANOVA, $Scheff{\acute{e}}$ test, and Pearson's correlation coefficient. Results: Physicians scored the highest for communication competence in nurse-physician relationship and the lowest in medical decision making, while nurses scored the highest in patient information sharing and the lowest in nurse-physician relationship. Physicians with problem solving tendency scored higher in communication competence than those with avoiding tendency. Among the nurses, those with avoiding tendency scored the lowest. For both physicians and nurses, communication competence showed a significant negative correlation with avoidance. For nurses there was also a significant positive correlation with compromising tendency. Finally, there was a significant correlation between nurse-physician collaboration and communication competence in both groups. Conclusion: This study demonstrates that nurse-physician collaboration and communication competence are correlated with conflict management style. We suggest educational programs at more hospitals in various locations to improve nurse-physician collaboration reflecting conflict management style.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.6
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• pp.144-153
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• 2020

This study evaluated the moral sensitivity, self-assertiveness, ethical decision-making confidence and their correlations, and the factors that influence ethical decision-making confidence among nurses working in a long-term care hospital. Overall, 149 nurses working in a long-term care hospital in G Province were evaluated. The date was collected from November 30 2019 to December 18, 2019 and analyzed using SPSS/WIN 21.0 program. The mean of moral sensitivity among nurses was 4.94, the mean of self-assertiveness was 3.17 and the mean of ethical decision-making confidence was 3.49. The self-assertiveness will, according to the general characteristics, was significantly different according to experienced moral distress, and there was a significant difference in the degree of ethical decision-making confidence according to social positions and experience of ethical education. There were positive correlations between the ethical decision-making confidence and moral sensitivity (r=.382, p<.001) and self-assertiveness (r=.224, p<.01). Regression analysis revealed that the factors that significantly influenced ethical decision-making confidence were moral sensitivity, self-assertiveness and ethical education during nursing practice, which explained 25.0% of variance in ethical decision-making confidence. Therefore, to improve ethical decision-making confidence of nurses, programs should be developed that improve moral sensitivity and self-assertiveness by promoting ethical education.

• The Journal of the Korea Contents Association
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• v.11 no.1
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• pp.284-293
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• 2011

This study was conducted to investigate factors contributing to clinical competence for nurses. A descriptive correlational study design was used. Participants were 163 nurses from a general hospital. Data were collected using self-administerd questionnaire. There were significant differences in clinical competence according to scholarship, department type, preceptor experience, future plan, continuing education participation. The clinical competence had significant correlations with the clinical experience, critical thinking disposition and clinical decision making. Factors influencing clinical competence were critical thinking disposition, department type, and clinical experience, which explained about 50.3% of total variance. we suggest that continuing education program to enhance critical thinking disposition warranted for development of clinical competence for nurses.

• Korea journal of population studies
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• v.32 no.3
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• pp.21-41
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• 2009

본 연구는 소비자의 의료서비스 만족도에 영향을 미치는 중요한 요인들을 규명해 보고 그 관계를 살펴보고자 하였다. 특히 의료소비자가 인지하는 의료서비스의 만족도에 영향을 미치는 구성요소 가운데 의사, 간호사 등 의료인력 요소와 시설, 대기시간, 행정절차 등 비의료적 구성요소를 중심으로 만족도에 영향을 미치는 관련요인을 규명해 보았다. 본 연구에서 사용된 실증적 자료는 서울에 거주하는 사람으로 조사시점인 2007년 10월을 기점으로 지난 3개월 내에 의료서비스를 이용한 경험이 있는 사람을 대상으로 설문조사에 의해 수집되었고, 최종 543사례가 분석에 활용되었다. 의료서비스에 대한 만족도와 요인들간의 관련성을 파악하기 위해 상관관계 분석과 다중회귀분석을 실시하였고 특히 의료서비스의 질과 만족도에 직접적인 영향을 미치는 의료 인력의 자질과 태도와의 연관성에 초점을 두어 분석하였다. 분석결과, 소비자의 의료서비스 만족도에 영향을 미치는 핵심적인 관련 요인으로는 의료인력 구성요소로서 통계적으로 유의미한 영향을 미치는 것으로 나타났다. 특히 "의사실력", "의사의 자상한 설명과 친절", "의사의 믿음직함", 그리고 "의사가 환자의 얘기를 귀담아 들어줌"이라는 의사의 자질과 태도가 가장 중요한 요인이라고 할 수 있다. 이와 같은 의료서비스의 질과 만족도연구는 소비자의 의료서비스 만족도 정보로 활용하므로 의료서비스 공급자와 의료기관 종사자들의 책임의식 고취와 고객중심적 의료서비스 문화 정착에 도움이 되고 소비자들에게 좀 더 나은 의료서비스를 제공할 수 있도록 의료공급자들에게 동기를 부여해 준다는 점에서도 의의가 있을 것이다.

• The Journal of the Convergence on Culture Technology
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• v.5 no.2
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• pp.239-246
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• 2019

Purpose: The purpose of this study was to identify factors influencing nursing performance in hospital nurses. Methods: The participants were 194 nurses working in one general hospitals in B cities. Data were collected from January 30 to March 30, 2018. SPSS/WIN 18.0 was used for analysis with t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson correlation coefficients and Stepwise multiple regression. Results: There was a significant correlation between nursing performance and self-leadership (r=.59, p<.001) and communication barriers (r=.35, p<.001). In the multiple regression, self-leadership (${\beta}=.50$, p<.001), position (${\beta}=.15$, p=.011) and communication barriers (${\beta}=.16$, p=.014) were associated with nursing performance. These factors accounted for 37% of the total variance in nursing performance. Conclusion: Considering the results of this study, educational programs to improve self-leadership and communication barriers should be developed and implemented in order to foster nursing performance in hospital nurses.

• Korean Journal of Adult Nursing
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• v.13 no.4
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• pp.581-590
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• 2001

목적: 의료수준의 발전과 더불어 대중들의 건강요구와 건강증진에 대한 기대 수준도 점점 높아지므로 간호사는 대상자의 요구를 이해하고 양질의 간호를 제공하여 환자의 건강상태를 바람직한 방향으로 변화시켜야 한다. 따라서 이 연구는 환자가 인지한 간호에 대한 경험과 대상자가 경험한 간호에 대한 만족도를 파악하고, 그 관계를 규명함으로써 환자 간호의 질향상과 간호 만족도 향상을 위한 기초 자료를 제공하고자 한다. 연구방법: 본 연구는 일 종합병원의 127명의 입원 환자가 간호 경험정도와 제공받은 간호에 대한 환자 만족도 정도를 규명하기 위한 서술적 상관관계 연구이다. 연구결과: 첫째, 입원환자의 간호 행위에 대한 간호 지각도의 정도는 각 항목별 비교 분석한 결과 신체적 간호행위에 대한 지각도가 평균평점은 2.74로 가장 높았으며, 또한 환자가 지각한 간호행위에 대한 만족도는 기술-전문적 간호행위(M= 3.55)의 만족도가 가장 높았다. 둘째, 일반적 제특성과 전체 간호행위의 지각도와 차이가 있는지 분석한 결과 연령(p< 0.1)에 따라 유의한 차가 있는 것으로 나타났다. 즉 연령이 높을수록 간호행위에 대한 지각도가 높게 나타났다. 그리고, 간호행위에 대 한 지각도의 하부영역 분류중 신체적간호행위에 대한 지각도는 입원과(p< 0.05)에 따라 유의한 차가 있는 것으로 보였다. 또한 일반적 제특성과 전체 간호행위의 만족도와의 관계에서는 입원과(p< 0.05)에 따라 유의한 차가 있었다. 일반외과 환자가 내과 환자보다 만족도가 높은 것으로 나타났다. 셋째, 입원환자의 간호 행위에 대한 환자의 지각도와 만족도간의 관계(r= 0.39, p= 0.00)는 서로 상관성이 있는 것으로 나타났다. 결론: 본 연구의 대상은 1개 종합병원에 국한된 것이므로 연구결과를 일반화 할 때는 신중을 기해야 한다. 연구결과에서 보여주듯이 정신적 간호행위가 가장낮은 지각도로 나타났듯이 간호사는 환자들의 정신적 지지의 간호가 잘 이루어 지도록 노력해야 할 것이며, 또한 교육적 간호행위의 만족도가 가장 낮게 나타났으므로 보다 더 환자와 간호사간의 정보교환이 잘 이루어지도록 해야 한다. 연구결과를 기초로 하여 전 진료과 병동으로 확대 반복 연구를 제언하며, 환자의 간호 만족도를 향상시키기 위해 전문적 지식 및 긍정적 의사표현등을 포괄하여 간호사의 적극적 간호행위가 수행되어야 할 필요가 있다.

• The Journal of Korean Academic Society of Nursing Education
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• v.7 no.2
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• pp.369-378
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• 2001

It is important for nurses to try to improve their interpersonal relationship and communication skill. The purpose of this study was to examine the nurse's inerpersonal conflict and expression with physicians, other nurses and patients & their caregivers. A convenient sample of 62 RN-BSN students were recruited. The data collection was done from August, 2001 to September, 2001. Nurses experienced the most conflicts with high-positioned nurses, then doctors, patients and their families, administrators, nurse-aid, nurse colleagues and lower-positioned nurses. There was a significant correlation between nurse's interpersonal conflict with doctors and nurse's age & career, between with high-positioned nurses and region of hospitals & nurse's position. The expression that nurses least-like from physicians was 'Do it as order'. From other nurses was 'manner of speech such like order'. And from patients and their family was 'naming such like young lady or sisters'. The other side, the expression that nurses most like expression from physicians and ohter nurses was 'You are excellent'. From patients and their family was 'You are kindness'. In conclusion, it is necessary to improve nurse's communication skills and interpersonal relationships.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.3
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• pp.313-321
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• 2014

Purpose: The purpose was to compare operating room (OR) nurses and general ward nurses on their communication competence and interpersonal relationship ability within the medical team. Methods: Participants were 276 nurses (OR 122, ward 154) working in one of 4 university hospitals located in I and K areas. Data were collected using a questionnaire and data collection was done in June, 2013. Comparisons between OR nurses and general ward nurses on communication competence and interpersonal relationship ability were analyzed using ANCOVA. Results: There were statistically significant differences between the two groups in communication competence (F=11.96, p=.001) with average score for OR nurses at 3.37 points and ward nurses at 3.53 points. There were statistically significant differences between the two groups in interpersonal relationship ability (F=15.51, p<.001) with the average score for OR nurses at 3.30 points and ward nurses at 3.50 points. Conclusion: The results indicate a need to develop a variety of programs to promote communication competence in OR nurses and to enhance the openness of interpersonal relationship ability in human resource management.