• 가정∙방문간호학회지
• /
• 제18권2호
• /
• pp.118-125
• /
• 2011

Purpose: The aim of this study was to evaluate the efficiency of nursing units in a hospital using DEA. Methods: Data were collected using the medical information system of a general hospital in a city. Input variables were number of nurses, number of nurse-aides, number of beds, and overhead costs. Output variables included number of admitted patients, rate of bed utilization, satisfaction of discharged patients, and prevention rate of safety accidents and sores. EMS Window version 3.1 was used to measure the efficiency score and descriptive statistics were applied to analyze the general characteristics of variables. Results: The average efficiency score of 18 general nursing units was approximately .99. Nine nursing units had a 1.00 efficiency score. Conclusion: Our findings reveal that nursing units operated very efficiently. To increase efficiency of inefficient nursing units, we recommend results of the DEA slack analysis as a benchmark of the most efficient nursing unit.

• 대한간호학회지
• /
• 제35권3호
• /
• pp.451-460
• /
• 2005

Purpose: The purpose of this study was to develop performance measure indicators for hospital nursing units based on a Balanced Scorecard (BSC). Method: This study was a methodological study, The development process consisted of 3 stages. The first stage was setting up strategies for nursing units from a nursing department's mission and vision. The second stage was developing performance measure indicators after a validity check. The third stage was modifying developed performance measure indicators and classifying them. Results: 7 strategies were set up according to 4 perspectives of a BSC. 15 performance measure indicators for hospital nursing units were developed, and the indicators were divided into 8 independent indicators and 7 shared indicators according to the degree of performance responsibility. In addition, they were classified into two groups, 7 leading indicators and lagging indicators. Conclusions: The result of this study suggests that performance measure indicators for hospital nursing units provide a framework and method for nursing organizations' performance management. Also, the developed indicators are expected to provide valuable information for successful organization management.

• 가정∙방문간호학회지
• /
• 제25권3호
• /
• pp.215-223
• /
• 2018

Purpose: The purpose of this study was to investigate effects of nurse managers' conflict management styles on nurses' levels of leader trust and organizational commitment. Methods: For this study, a descriptive survey design was used. The participants were 165 nurses who had worked more than 1 year in a university hospital. Data were collected from September 1 to September 10, 2016, using a self-report questionnaire. The collected data were analyzed using descriptive statistics, t-tests, ANOVA, Scheffe's tests, Pearson's correlation coefficients, and multiple regression analysis. Results: Among the nurse managers' conflict management styles, the problem-solving style was positively correlated with both leader trust and organizational commitment. Concession-avoiding and control-leading styles were negatively correlated with both variables. Furthermore, the problem-solving style was found to have significant influence on both leader trust and organizational commitment. Conclusion: In order to more actively cope with conflict situations occurring in the nursing work environment, nursing managers need to exhibit more effective attitudes of conflict management. This study suggests that the problem-solving style is a desirable conflict management style in terms of increasing leader trust and organizational commitment.

• 대한병원협회지
• /
• 제26권9호통권247호
• /
• pp.37-55
• /
• 1997

• 간호행정학회지
• /
• 제14권4호
• /
• pp.404-412
• /
• 2008

Purpose: To analyse hospital nurse staffing level of the general nursing unit, ICU, ER and OR in general hospitals. Method: The study sample was 105 acute general hospitals which had reported the bed size and number of nurses by the nursing units. Number of bed per nurse was analysed by the hospital characteristics and the staffing levels of the doctors and the nursing assistant personnels using t-test or ANOVA and Pearson's correlation. Results: Number of bed per nurse was 3.86 in general nursing units and 0.95 in ICU. Tertiary hospitals employed more nurses in general nursing units and ICU than general hospitals. Hospitals located in Seoul and public hospitals employed more ICU nurses. OR nurse staffing level was higher in academic hospitals. Hospital size was positively correlated with nurse staffing level of the general nursing unit, ICU, ER and OR respectively. Total nurse staffing level of the hospital was positively correlated with doctor and nursing assistant personnels staffing levels. Conclusion : Differentiated nursing fee schedule was needed to implement in ER or OR. Regulation policy should be needed for the hospitals which violated hospital nurse staffing level of the law.

• 한국산학기술학회논문지
• /
• 제17권6호
• /
• pp.510-520
• /
• 2016

본 연구는 노인요양병원 간호사의 죽음 인식, 영적 안녕, 임종간호 스트레스의 정도를 파악하고 그 관련요인을 분석하여 임종간호 스트레스를 감소시키기 위한 중재 개발의 기초자료로 제공하기 위한 목적으로 시도 되었다. 연구 대상은 노인요양병원 6곳에 근무하는 간호사 181명이었고, 자료 수집은 2015년 7월 16일부터 2015년 8월 1일 까지 구조화된 자기기입식 설문지로 하였다. 연구결과 노인요양병원 간호사의 죽음 인식은 평균 4.30점, 영적 안녕은 평균 3.40점, 임종간호 스트레스는 평균 3.84점이었고, 일반적인 특성에 따른 임종간호 스트레스는 종교, 총 임상경력에서 유의한 차이를 보였다. 임종간호 스트레스의 평균 점수를 기준으로 차이를 분석한 결과 영적 안녕은 임종간호 스트레스에 유의한 영향을 주는 것으로 나타났으며(p=.047), 영적 안녕이 평균 평점 1단위 증가할 때마다 임종간호 스트레스가 '상'그룹에 속할 확률이 Odds비 1.702로 나타났다. 노인요양병원의 임종간호 스트레스를 감소시키기 위한 교육프로그램과 간호중재 개발이 요구되며, 임종간호 스트레스 감소를 통해 임종간호의 질을 높이기 위한 노력을 기울여야 할 것이다.

• 대한간호학회지
• /
• 제38권1호
• /
• pp.161-171
• /
• 2008

Purpose: The aim of this study was to analysize net income of a surgical nursing ward in a general hospital. Method: Data collection and analysis was conducted using a performance-based costing and activity-based costing method. Result: Direct nursing activities in the surgical ward were 68, indirect nursing activities were 10. The total cost volume of the surgical ward was calculated at \119,913,334.5. The cost volume of the allocated medical department was \91,588,200.3, and the ward consumed cost was \28,325,134.2. The revenue of the surgical nursing ward was \33,269,925.0. The expense of a surgical nursing ward was \28,325,134.2. Therefore, the net income of a surgical nursing ward was \4,944,790.8. Conclusion: We suggest that to develop a more refined nursing cost calculation model, a standard nursing cost calculation system needs to be developed.

• 산업융합연구
• /
• 제21권7호
• /
• pp.75-82
• /
• 2023

본 연구는 G시의 종합병원간호사 129명을 대상으로 자기효능감, 집단효능감, 간호전문직관이 조직몰입에 미치는 영향을 분석하고자 시행되었다. 분석은 빈도, 백분율, t-test, 일원배치 분산분석, 피어슨상관분석 및 단계적 회귀분석을 이용하였다. 본 연구결과를 살펴보면 자기효능감은 3.53점, 집단효능감은 3.66점, 간호전문직관 3.20점, 조직몰입은 3.47점이었다. 조직몰입 영향요인은 집단효능감(β=0.240, p =.003), 근무형태 중 주간(β=0.249, p =.003), 간호전문직관(β=0.229, p =.004)이었다(F= 10.478, p <.001). 그러므로 조직몰입 향상을 위해서 집단효능감을 향상할 수 있도록 병동별 의사소통프로그램, 협력프로그램 마련이 필요할 것이다. 또한 종합병원간호사의 근무시간이 일정하게 유지될 수 있도록 야간근무자 전담제도와 같은 시스템 개선이 필요하다. 더불어 간호현장에서 현실에 실망하여 간호전문직관이 낮아지지 않도록 지지프로그램 개발도 필요하다. 또한 단위당 근무가 진행되는 간호사를 위해 병동별로 타인 이해하기를 중점으로 코칭프로그램 지원 및 친목활동 지원이 병행된다면 집단효능감 상승에 도움이 될 것이다.

• 한국간호교육학회지
• /
• 제30권2호
• /
• pp.182-191
• /
• 2024

Purpose: The purpose of this study was to explore the characteristics of social networks among registered nurses in acute nursing care units. Methods: This study used a survey design. Four nursing units from two acute hospitals were selected using a convenience method, and 83 nurses from those nursing units participated in the study in July 2022. The positive influences among nurses included friendship, collaboration, advice, and referent networks, and the negative influences included avoidance and bullying networks. Using the NetMiner program, the k-means clustering technique was applied to create groups of nodes with similar characteristics. The general characteristics of the participants were analyzed by mean, standard deviation, frequency, and ANOVA or chi-squared test. Results: As a result of dividing the 83 nurse participants into four clusters, positive influencers, silent peers, unwelcome peers, and active bullies were identified. Positive influence group nurses were frequently mentioned in the friendship, collaboration, advice, and referent networks. On the other hand, nurses in the unwelcome group and the active bullying group were frequently mentioned in the avoidance and bullying networks. Conclusion: Social networks that have a positive or negative impact on nursing performance are created through different relationships between nurses. Nurse managers can use the findings to create a more supportive and collaborative environment. Further research is needed to develop intervention programs to improve interactions and relationships between fellow nurses.

• 임상간호연구
• /
• 제23권2호
• /
• pp.189-201
• /
• 2017

Purpose: The aim of this study was to develop the nursing management core task and competency matrix for hospital unit managers. The perceived level of importance and performance of identified core competencies by unit managers were also investigated. Methods: Literature review and expert survey identified nursing management core task and competencies. Subsequently, the core task and competency matrix was developed and validated by expert panel. A survey of 196 nurse managers from 3 cities identified perceived importance and performance of core competiences. Results: Thirty-eight nursing management core task and thirty-seven nursing management core competencies were identified comprising five categories; Clinical practice knowledge, Evidence-based practice, Employee development, Strategic planning and Initiative. Based on the core task and competencies, the task and competency matrix for unit managers was developed. In the analysis of importance and performance of core competencies, the mean score of importance ($3.50{\pm}0.30$) was higher than the mean score of performance ($3.03{\pm}0.34$). Conclusion: The development of core task and competencies for unit managers in hospitals provides a guide for the development and evaluation of programs designed to increase competence of unit managers.