• 간호행정학회지
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• 제20권1호
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• pp.95-105
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• 2014

Purpose: The purpose of this study was to examine trends in number of nursing staff and skill mix. Methods: Nursing staff and skill mix were measured using the number of nursing staff including nurse aids and registered nurses per bed. Descriptive and panel data regression analyses were conducted using data on long-term care hospitals which included yearly series data from 2006 to 2010 for 119 hospitals. Results: The number of nursing staff per bed increased significantly but percentage of registered nurses decreased significantly from 2007 to 2010. The regression model explained this variation as much as 34.9% and 43.8%. Conclusion: The results showed that in long-term care hospitals there were more nurse aids employed instead of registered nurses after the implemention of differentiated inpatient nursing fees. Thus clarifying the job descriptions for nurses and nurse aids is needed and appropriate hospital incentive policies should be implemented.

• 간호행정학회지
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• 제13권4호
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• pp.421-430
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• 2007

Purpose: The objective of this research is to explore the degree of conflict of nurses, and the relationships among conflict, job satisfaction, and organizational commitment for providing effective management of nurses. Methods: The research was conducted from July 1 to 31, 2006, with a survey of 280 nurses at seven general hospitals in Seoul. The survey tools were used Rizzo et al(1970)' tool for role conflict and role ambiguity Park(1988)'s tool for vertical conflict, and horizontal conflict, Park-Yoon's tool for job satisfaction(1992) and Mowday et al(1979) for organizational commitment. The acquired data were analyzed with SPSS using descriptive methods, t-test, ANOVA, LSD, Pearson correlation coefficient. Results: Overall conflict of nurses showed 3.00 .Job satisfaction of nurses revealed 3.12, and organizational commitment showed 3.34. The relationships between conflict and job satisfaction showed -65.6%. The relationships between conflict and organizational commitment revealed -56.2%. Conclusion: Conflict management is important factor of management for increasing job satisfaction and organizational commitment. It is needed that orientation and education program of detailed job description for nurses.

• 보건행정학회지
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• 제7권1호
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• pp.125-154
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• 1997

The hospital, clinical department and the physician factor in explaining variations of hospital resource use in surgically admitted patients was compared. This analysis was based on 6, 361 discharges in 28 hospitals for three surgical conditions - lens procedures anal and stomal procedures, uterine and ovarian procedures using medical insurnce claim data. The results were as follows: 1. Regression analysis indicated that the hospital and clinical department characteristics, such as hospital ownership and size, were more significant predictors of the resource use indicators than the physician and patients' social characteristics. 2. Regarding to the physician factors, the hospital where the physician received the residency training and the medical shool where he/she graduated had less effect compared to the hospitals where he/she currently works. Between the residency trained hospital and medical school, the is more important than the latter. 3. When the hospital charges were divided into type of service provided i. e. room, drug, laboratory & radiologic, procedure & operation, and anesthesic charges, variance due to the hospital factor was larger than that due to the physician factor in each item. In summary, the hospital and clinical departmental factor played an important role than physician factor ; indicating to reduce the variation in hospital resource use, the policy that affects hospital behavior would be more effective than that targets individual physician behavior.

• 간호행정학회지
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• 제16권3호
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• pp.306-313
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• 2010

Purpose: This study was conducted to examine the factors associated with work related injuries of nurses in small and medium sized hospitals. Method: A cross-sectional survey was conducted with nurses in eight hospitals from October 2007 to January 2008. A questionnaire was designed to collect information on nurses' work related injuries, and individual and job related characteristics. The response rate was 65.1%. Data from 294 nurses were analyzed. Multiple logistic regression analysis was performed to determine factors associated with work related injuries. Result: Of the 294 nurses, 19.1% (n=56) responded as having at least one injury during their job performance. The logistic regression analysis revealed that the significant factors influencing work related injuries were job satisfaction, stress recognition, and hospital's location. Nurses with a higher job satisfaction were less likely to experience work related injuries (OR=0.58). Nurses with a higher stress recognition (OR=2.57) and those working at hospitals in metropolitan cities (OR=3.28) were more likely to experience work related injuries. Conclusions: The result of this study indicated that a substantial proportion of nurses in small and medium sized hospitals had experienced injuries related to nursing job. Interventions to prevent work related injuries among nurses should take into account the job satisfaction, stress recognition, and hospital characteristics.

• 간호행정학회지
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• 제16권4호
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• pp.437-445
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• 2010

Purpose: The purpose of this study was to identify the factors influencing intention of migration by Korean hospital nurses. Methods: Using cross sectional correlational design, data were collected from 512 nurses working in 7 hospitals ranging in size from 300 to 900 beds in D city and K province of Korea. Data were analyzed by descriptive statistics, chi-square, and multiple hierarchical regression using the SPSS program. Results: There were significant differences in intention of migration by age, educational background, marital status, work experience, and yearly incomes. Although there was high intention of migration of the subjects, the level of preparation for migration was relatively low. The variables that were independently associated with intention of migration were graduates of RN-BSN program, personal factors of subjects, and environmental factors. Those who had lower perception on nursing images and work condition had significantly higher intention of migration than those who had higher perception. Full model accounted for 37.3% of the variance in intention of migration. Conclusion: To prevent brain drain of competent nurses in Korea, appropriate strategies to enhance work condition should be developed and the effect of migration of nurses should be investigated in further studies.

• 간호행정학회지
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• 제21권3호
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• pp.308-316
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• 2015

Purpose: The purpose of this study was to identify the level of project perception for those nurses from research-driven hospitals and to analyze the effect of research-relevant performance in the health care field focusing on the mediated effect of research capacity and job satisfaction. Methods: Data were collected from June, 2014 to July, 2014, and participants were 106 research nurses in Research-driven hospitals. Descriptive statistics, Independent t-test, One-way ANOVA, structural equation modeling (SEM). Results: As a result, Research-relevant performance according to project perception of research nurses from Research-driven Hospitals was not statistically significant, but research capacity and job satisfaction had a mediating role. Evaluation System Perception was significantly different from Research Capacity (p<.001), Research Capacity was significantly different from Job Satisfaction (p<.001), Job Satisfaction was significantly different from Research Performance (p<.001) Conclusion: The results indicate that research capacity building and job security research nurses are able to contribute to improving research performance of research-driven hospitals.

• 간호행정학회지
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• 제21권3호
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• pp.297-307
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• 2015

Purpose: The purpose of this study was to identify moderating effects of work-family conflict in the relationship between job, organizational, career characteristics and turnover intention among nurses working in small and medium-sized hospitals. Methods: A self report questionnaire survey was completed by 286 nurses working in five small or medium-sized hospitals in P city. Data were gathered during October, 2014 and analyzed using the SPSS 21.0 program. Results: Work-family conflict had significant moderating effects between job, organizational, career characteristics and turnover intention of nurses working in small or medium-sized hospitals. Career commitment was the biggest factor in reducing turnover intention. Conclusion: The results of the study indicate that work-family conflict and career commitment are important factors in turnover intention among nurses working in small and medium-sized hospitals. Therefore, to understand job and organizational career characteristics of nurses in small and medium hospitals, consideration must be given to the role of conflict in the nurses' workplace and homes. Support from the organization focusing on career development, and provision of an innovative system for the environment of small hospitals are needed.

• 간호행정학회지
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• 제19권1호
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• pp.7-16
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• 2013

Purpose: The purpose of this study was to analysis the financial statements of university hospitals and to apply the results to build nursing management strategies. Methods: Data on the financial statements of university hospitals were collected each hospital's homepage or internet search from February to June, 2010. Financial statements of 11 hospitals were analyzed using the 4 categories of financial ratio analysis method: liquidity, performant, growth and turnover. Results: Overall results showed that the financial status the university hospitals were unstable, and many financial indicators did not meet financial standard ratios. Only 8 financial indicators of total 19 indicators satisfied financial standard ratios. Conclusion: The results of financial statements analysis suggest that nurse managers should develop the blue ocean strategy for diversification of nursing services to improve financial ratios of liquidity, performance, and growth. Using a unit-based just-in-time system for effective supply management would help to increase profits and to decrease costs of hospital by improving financial ratios of turnover.

• 간호행정학회지
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• 제12권4호
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• pp.521-531
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• 2006

Purpose: The purpose of this study were to examine the pay system and pay form of hospital nurses. Methods: This study performed secondary analysis on the existing data and employed a case study design. Data were collected from May 1, 2005 to September 30, 2005. Analysis of the results was carried out using SPSS win 12.0 for frequency, percentage, mean and standard deviation. Results: All hospitals did have pay steps considering the seniority rule. Each hospital had a variety types of an allowances, the criteria of the payment, and the bonus. The majority of payment form was a monthly pay. Several suggestions could be drawn from this study. The pay system of the hospital nurses should reflect market pay and pay system should be set up according to the value of duty, performance, and expertness of hospital nurses and should be clear and lucid. Conclusion: Pay is a major function of human resource management and is a motive to nurses. Each hospital's pay system is different outwardly but it is the same as internally. Therefore pay system and form should reflect a value of the duty and the expertness and performance of nurses.

• 간호행정학회지
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• 제17권4호
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• pp.538-550
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• 2011

Purpose: The purpose of this study was to review articles, thesis and dissertation on turnover intention of hospital nurses in order to identify overall trends in turnover intention of nurses and suggest strategies for reducing turnover intention. Method: Thirty research papers on turnover intention of nurses were reviewed. Result: These papers were journal articles and thesis regarding nurses who worked in general wards, intensive nursing units, and emergency rooms in hospital. The tools used to measure turnover intention were Lawler (1983), Mobley (1982), and Lee (1995), and others. Most of tools were composed of 1-11 items, with 4-7 point Likert scales. Reported reliability was .55 to .91. The mean score for turnover intention was between 2.40 and 3.85. The important results revealed that job satisfaction, organizational commitment, and stress affected turnover intention of hospital nurses. Conclusion: The findings from this review indicate that to reduce turnover intention for hospital nurses, a nurse manager should increase job satisfaction, organizational commitment, and reduce stress by developing a good culture and work climate. Moreover it is necessary to assess stress and job satisfaction of nurses, and to manage nurses' welfare, including night duty policy, salary, and career ladder.