• Journal of Korean Clinical Nursing Research
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• v.24 no.3
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• pp.324-335
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• 2018

Purpose: The purpose of this study was to propose a revised Clinical Ladder System(CLS) Model for nurses based on the evaluation of clinical competence and professional activities of nurses working in general hospitals. Methods: Data were collected between September 10 and October 30, 2017. Participants were 50 head nurses from 10 general hospitals with over 400 beds located in Seoul City and Gyeonggi Province. Each head nurse evaluated clinical competence, qualifications, and professional activities of 5 staff nurses at each of the 5 levels of CLS in her unit. The total number of the nurses evaluated was 245. Data were analyzed with descriptive statistics and t-test, one-way ANOVA, and $Scheff{\acute{e}}$. Results: Over 80% of the nurses were university graduates. As the CLS levels increased, clinical competence, qualifications, and professional activities also increased significantly. Education material development and quality improvement activities were carried out by nurses from level 2, research and evidence based practice activities were carried out from level 3, and nurses at level 4 or 5 participated in most of the professional activities as leaders. Conclusion: In order to retain excellent nurses in general hospitals, recognizing and rewarding nurses according to the revised model of the CLS are recommended.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.3
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• pp.181-189
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• 2021

This study uses a structural equation model for the turnover intention of female nurses performing shift work at a tertiary hospital. Data collection was conducted from November 11 to December 20, 2015, and 283 samples were included in the final analysis. As a result, 12 of the 19 hypotheses of the final model were supported. It was confirmed that external employment opportunities, nursing professional value, nursing organizational culture, job stress, job satisfaction, organizational commitment, and burn out accounted for 47.8% of the turnover intention. Burn out(+) and organizational commitment(-)had direct effects on turnover intentions, and nursing professional, relationship-oriented nursing organizational culture, and job stress showed indirect effects. Therefore, in order to reduce the turnover intention of female nurses working in shifts at tertiary hospitals, it is necessary to prevent burnout, increase organizational commitment, and job satisfaction. For this purpose, measures to strengthen relation-oriented nursing organizational culture and nursing professional intuition are required. In terms of hospital manpower management, the institutional arrangements of hospitals that enable flexible working hours adjustment, mutually respectful relationship-centered organizational culture, education, and policy support to reinforce nursing professional intuition, and the institutional system of hospitals to work with pride should be implemented.

• The Science & Technology
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• v.31 no.2 s.345
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• pp.67-71
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• 1998

1990년 9월 프렌치 엔더슨(현 남가주대학 유전자치료센터 소장)과 2명의 동료들이 미 연방정부의 승인을 받고 처음으로 유전자를 이용하여 중증 종합면역결핍증(SCID)을 앓고 있던 아샨티 데실비양을 치료한 이래 유전자치료에 대한 관심은 전세계적으로 번져 나가 현재 2천5백명 이상의 환자들이 이런 요법의 임상실험을 받고 있다. 우리나라에서도 1995년 서울대병원을 시작으로 1996년에는 중앙대병원과 삼성서울병원에서 말기 암환자를 대상으로 유전자치료 임상시험을 하고 있다. 그런데 열성적인 일부 연구자들과 업계대표들 그리고 매체들의 유전자치료의 '장미빛 미래'를 지나치게 강조한 나머지 일반인에게 유전자치료가 이미 광범위한 응용단계로 들어갈 정도로 발전한 것 같은 인상을 주고 있다. 그러나 전세계를 통틀어 유전자치료를 받거나 받고 있는 환자중에서 결정적으로 완쾌된 환자는 아직도 거의 없다는 것이 오늘의 현실이다. 유전자치료의 현황과 그 앞날을 알아본다.

• Journal of Korean Clinical Nursing Research
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• v.29 no.2
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• pp.163-174
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• 2023

Purpose: To identify the effect of a new leadership type by confirming the effect of clinical nurses' grit and nursing work environment on nursing performance and retention intention with the mediating effect of compassionate rationalism leadership in the process. Methods: A proportional stratified sampling method was used with 45 tertiary general hospitals nationwide as the sampling unit. An online survey targeting nurses who have been working continuously for more than one year was conducted from October 14 to November 9, 2022. The final analysis included 1,256 questionnaires. The correlation between the participants' variables was analyzed using Pearson's correlation coefficients. The mediating effect was confirmed using a regression analysis, and bootstrapping. Results: The compassionate rationalism leadership had a mediating effect on the relationship between grit and nursing performance (F=203.21, p<.001), nursing work environment and nursing performance (F=109.48, p<.001), grit and retention intention (F=149.90, p<.001), and nursing work environment and retention intention (F=25.14, p<.001). Conclusion: The compassionate rationalism leadership of nursing managers had a positive effect on nursing performance and retention intention. Therefore, with the development and application of educational programs of compassionate rationalism leadership, it can be used to improve nursing performance and operate an efficient nursing organization.

• Journal of Industrial Convergence
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• v.22 no.7
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• pp.93-102
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• 2024

The purpose of this study wa to analyze the impact of nurses' perceptions of care and professional self-concept on their organizational socialization. The participants were 193 nurses working in university hospitals and general hospitals in regions C and D. Data collection took place from July to August 2016, and the data were analyzed using descriptive statistics and multiple regression analysis with IBM SPSS 22 software. The results indicated that educational level and professional self-concept are determining factors influencing organizational socialization. Nurses with an associate degree showed higher levels of organizational socialization compared to those with a bachelor's degree or higher, and higher levels of professional self-concept were associated with higher organizational socialization. Therefore, it is necessary for hospitals to implement effective human resource management that enables nurses of each educational level to quickly socialize within the organization, providing differentiated support and programs based on educational level. Additionally, continuous research is required to enhance nurses' professional self-concept and establish their work identity.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.12
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• pp.462-470
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• 2018

This descriptive survey was conducted to explore the effects of work engagement and its associated factors among general hospital nurses. Nurses working in general hospitals were recruited in D city and K region. Data were analyzed by descriptive statistics, t-test, one-way ANOVA, Pearson's correlations, and stepwise multiple regression using IBM SPSS 25. The mean score of work engagement of the subjects was 3.08. The mean scores of emotional modulation effects in profession, patient focused emotional suppression, and emotional pretense by norms which are subgroups of emotional labor by norms were 3.82, 3.28, and 3.22, respectively, while that of the nursing work environment was 2.59. Work engagement was significantly positively correlated with emotional modulation effects in profession (r=0.30, p=0.001), patient-focused emotional suppression (r=0.20, p=0.030), and nursing work environment (r=0.21, p=0.024). The results showed that the factors that affect the work engagement were age, current position, and emotional modulation effects in profession, which explained 20% of the variance in work engagement (F=10.37, p<0.001). Therefore, to establish strategies for improving the level of work engagement, it is necessary to consider age and current positions of nurses and to develop a nursing intervention program to strengthen emotional modulation effects among general hospital nurses.

• Journal of the Korean Society of Radiology
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• v.14 no.3
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• pp.245-252
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• 2020

The purpose of this study was intended to recognize the importance of quality control (QC) in order to reduce exposure and improve image quality by comparing the center-point (CP) of according to hospital grade and the difference between X-ray field (XF) and light field (LF) in diagnostic digital X-ray devices. XF and LF size, CP were measured in 12 digital X-ray devices at 10 hospitals located in 00 metropolitan cities. Phantom was made in different width respectively, using 0.8 mm wire after attaching to the standardized graph paper on transparent plastic plate and marked as cross wire in the center of the phantom. After placing the phantom on the table of the digital X-ray device, the images were obtained by shooting it vertically each field of survey. All images were acquired under the same conditions of exposure at distance of 100cm between the focus-detector. XF and LF size, CP error were measured using the picture archiving communication system. data were expressed as mean with standard error and then analyzed using SPSS ver. 22.0. The difference in field between the XF and LF size was the smallest in clinic, followed by university hospitals, hospitals and general hospitals. Based on the university hospitals with the least CP error, there was a statistically significant difference in CP error between university hospitals and clinics (p=0.024). Group less than 36-month after QC had fewer statistical errors than 36-month group (0.26 vs. 0.88, p=0.036). The difference between the XF and LF size was the lowest in clinic and CP error was the lowest in university hospital. Moreover, hospitals with short period of time after QC have fewer CP error and it means that introduction of timely QC according to the QC items is essential.

• Journal of Korean Clinical Nursing Research
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• v.16 no.1
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• pp.167-175
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• 2010

Purpose: This study investigated nursing care delivery systems in 44 university affiliated hospitals and satisfactions with the systems perceived by 226 unit managers (head nurses) of general medical surgical wards. Methods: Data were collected with questionnaires consisting of checklists asking the unit managers their nursing care delivery systems and their satisfactions with the systems. Results: Four models of nursing care delivery systems (primary, modified primary, team, and functional models) were drawn from the participants' responses. Among the four key models 35% of the units adopted team model whereas 24.3% adopted primary model and 22.6% adopted modified primary model. In spite of 35% of team model being under use, 60.6% (n=137) of the unit managers answered the nursing delivery system of their units as team model and only 6.2% (n=14) answered their units having primary or modified primary models, instead of 46.9% combining both. In regard to the satisfaction, critical thinking ability of staff nurses (members in their units) was the most dissatisfactory area regardless of models of service delivery. Conclusion: Introducing team model supplemented with core concepts of primary model (primary team delivery model) into nursing practice will reform the workplace and therefore deliver safe health care services to patients.

• Journal of dental hygiene science
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• v.12 no.6
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• pp.682-688
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• 2012

This study investigates the stressors of dental hygienists and student hygienists during the bedside training by the medical center type. The survey is based on some dental hygienists who are working for dental college hospitals, general hospitals, dental hospitals and dental clinics in Seoul and Gyeonggi area which the Clinical Practice of dental hygienics students is under way in. Included are the students who are studying dental hygienics at Kyungbok University and have taken the bedside training in dental college hospitals, general hospitals, dental hospitals and dental clinics. A statistical analysis shows the following results using SPSS program. By medical center type, dental hygienists described the clinical practice of students as relatively satisfying. It also found that there is a positive correlation between stress zones, and they feel most stressed in the "Role and Activity" zone. Student hygienists felt relatively satisfied with the bedside training, and there is a positive correlation between stress zones except "Practice". It found students, who have taken the bedside training in all types of medical centers except dental clinics, felt most stressed in "Environment". It also found that students who have taken the bedside training in dental clinics felt most stressed in "Role and Activity". In conclusion, most of the dental hygienists are satisfied with students' clinical practice by pattern of hospital. Positive correlation was shown between stress factors. Behavior and attitude and ideal and value are high in stress in college dental hospitals, role and activity and treatment fields are high in stress in dental hospital, and interpersonal relationships are high in stress in dental clinics.

• Journal of Digital Convergence
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• v.17 no.5
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• pp.145-155
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• 2019

The Healthcare supply chain management has recently attracted attention as a critical tool to improve service quality and reduce healthcare operational cost. Improving large hospital supply chain performance has become increasingly important as healthcare organizations strive to improve the service quality, while reducing the ever-increasing healthcare cost. This paper explores the strategic areas where the traditional supply chain management may enhance the overall performance of the large hospitals. Based on the literature review and relevant case analysis, this paper argues that the visibility, information sharing and standardization are the critical factors for deploying the supply chain principles, and also proposes the supply chain framework for efficient planning and execution, the use of RFID-enabled system for the end-to-end traceability of medical products, and cross-docking system for minimizing the inventory level in the hospital supply chain. Implications of the study findings are discussed.