• 한국직업건강간호학회지
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• 제28권4호
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• pp.271-284
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• 2019

Purpose: This study aimed to examine the process from occurrence of a hospital nurse's suicide to workers' compensation approval, responses of the parties involved, issues debated during approval deliberations, and significant policy changes resulting from the incident. Methods: We conducted in-depth interviews with involved parties and collected various documents, including newspaper articles, forum proceedings, and the agency report on determination of workers' compensation. Content analysis was performed on the collected data. Results: A Joint Task Force continuously reported its progress and findings through mass media such as newspaper, radio, and TV. These activities exerted pressure on a government agency to conduct an occupational disease review and significantly impacted the workers' compensation approval. The agency recognized associations between the hospital's inadequate nurse training and the suicide but did not confirm the excessive overtime and workplace harassment experienced by the nurse as causes of the suicide. This case's media coverage and impact resulted in a law prohibiting workplace harassment and a hospital system dedicating at least one nurse to training activities. Conclusions: This incident had a significant social impact as the first case of workers' compensation approval for a hospital nurse's suicide. However, the case produced no structural changes in nurses' working conditions such as heavy workloads.

• 한국융합학회논문지
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• 제13권4호
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• pp.613-623
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• 2022

환의를 포함한 병원 직물은 입원하는 환자가 반드시 접하게 되는 재고 물품으로 매일 일정량 이상의 공급과 소모가 지속적으로 이루어진다. 하지만 직물을 공급 및 이용하는 과정이 비효율적으로 운영되어 그 개선에 대한 요구도는 높으나 상대적 관심도는 낮은 실정이다. 병원 내 직물 소비, 제공 과정에 대한 프로세스 청사진 기법을 적용하여 분석한 결과 간호사의 직물에 대한 업무 부담, 환자의 만족도 저하, 감염의 위험성 등의 문제가 발생할 수 있는 취약점이 확인되었다. 임상실무자 설문, 델파이 기법을 통한 자료 분석을 기반으로 서비스 청사진 기법을 통하여 자동화된 프로세스 개선안을 개발하였다. 직물 소비 제공 프로세스의 개선안을 도입하였을 때 기대효과는 자동화 서비스를 이용한 환자들의 평균적 대기시간의 감소, 간호사의 직물 관련 행정적 업무 부담 감소, 체계적인 직물 수량관리를 통한 프로세스 효율성 상승, 직물 보관소 내 접촉 주체 제한에 따른 감염 관리 효율성 상승을 기대할 수 있다.

• Journal of Korean Biological Nursing Science
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• 제24권2호
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• pp.95-103
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• 2022

Purpose: The purpose of this study was to provide multifaceted interventions for nurses and to confirm changes in their knowledge, perception, and actual practice on the adequate storage, conditions, and transportation of culture specimens. Methods: A one-group pretest-posttest experimental design was conducted with 41 nurses in two general wards of a tertiary acute care hospital in Seoul. Multifaceted interventions including education, feedback, posting guidelines and reminders, and improvement in specimen management accessibility were provided from May 2019 to January 2020. Outcomes were measured before and after the interventions. Knowledge and perception of the nurses were evaluated using self-reported questionnaires and actual practice by observation. Results: After the interventions, the average knowledge score on transportation time was significantly increased (Z= -4.89, p< .001). However, the knowledge score on storage methods was not significantly increased. The perception score was significantly increased (t= -3.19, p= .003). The proportion of specimen storage times, places, and conditions managed properly was significantly increased from 43.0% (46/107) to 77.1% (84/109) (p< .001). The average transportation time of blood samples to the laboratory significantly decreased from 3 hours 36 minutes (± 1 hour 52 minutes) to 3 hours 1 minute (± 1 hour 41 minutes) (t= 2.51, p= .013). The percentage of blood culture specimens arriving within 2 hours was increased significantly from 22.9% to 39.2% (χ²= 6.90, p= .009). Conclusion: The interventions were effective. However, some specimens remained in the ward longer than expected after the interventions. This requires further interventions.

• 임상간호연구
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• 제16권1호
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• pp.131-143
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• 2010

Purpose: The purpose of this survey was to identify a set of performance indicators for Korean APNs (Advanced Practice Nurses). Methods: A convenience sample of 78 APNs working in 2 leading hospitals in south Korea participated in the three-round Delphi survey. In the first round, subjects were asked to propose performance indicators to evaluate the effectiveness of their practice. They rated the relevancy of each indicator during the second round. In the final round of survey, subjects rated the relevancy of indicators again in the light of second round's overall results and they also were asked to check on current and future use of indicators. Results: After 5 months of three-round Delphi survey, 60 performance indicators were identified. In regard to relevancy, the 10 highly ranked indicators were patient satisfaction, self-care ability, expertise of service, family satisfaction, nurse satisfaction, satisfaction in nursing education, advanced nursing service count, education for patient/ family, education for nurse, and compliance. Advanced nursing service count, education for patient/ family, and education for nurse are currently used as indicators by more than 70% of respondents. Conclusion: Additional research is needed to identify subsets of performance indicators for specialized areas and to determine the validity and sensitivity of indicators.

• Journal of Korean Biological Nursing Science
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• 제26권3호
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• pp.240-249
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• 2024

Purpose: This study aimed to identify factors associated with nurses' vaccination acceptance in the initial stage of coronavirus infectious disease 2019 (COVID-19) vaccination in Korea. Methods: This cross-sectional study collected data from hospital-level or higher medical institutions from May 5 to May 7, 2021 with a total of 368 nurses via an online survey. Multiple regression analysis was used to identify factors associated with vaccination acceptance. Results: The acceptance of COVID-19 vaccination had an average score of 4.28 ± 0.80 out of 7 points. Among the sub-areas of acceptance, the safety of the vaccine exhibited the lowest score (average, 2.80 ± 0.83). The factors related to COVID-19 vaccination acceptance in nurses were age (over 40 compared to under 29) (β = .16, p = .008), experience (more than 11 years compared to under 5) (β = .16, p = .010), the absence of a preferred vaccine (β = -.14, p = .004), and educational background (a master's degree or higher compared to a bachelor's degree or lower) (β = .12, p = .042). Conclusion: In the initial stage of COVID-19 vaccination, nurses believed that the COVID-19 vaccine was important and that people should be vaccinated, but had concerns regarding the safety of the vaccine. Older age, more experience, the absence of a preferred vaccine, and a higher educational background were associated with higher acceptance of COVID-19 vaccination. Therefore, more active education on the necessity and value of vaccination for young people is required at the individual and socio-cultural level, and a sufficient supply of preferred vaccines at the national level is needed.

• 보건의료산업학회지
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• 제8권3호
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• pp.75-87
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• 2014

The purpose of this study was to identify job satisfaction and organizational commitment depends on their organizational cultures. A survey, including the Organizational Culture Scale, Job Satisfaction Scale and Organizational Commitment Scale, was administered to 276 nurses working at 4 small to medium sized hospitals in B city. The dominant organizational culture of nursing organization was relation-oriented culture. The mean score of job satisfaction and organizational commitment was 2.68 and 4.25 respectively. Job satisfaction and organizational commitment were positively correlated with innovation-oriented, task-oriented and relation-oriented culture. Organizational commitment was negatively correlated with rank-oriented culture. Innovation-oriented, clinical career, relation-oriented and rank-oriented culture were variables influencing on job satisfaction and innovation-oriented and rank-oriented culture were major variables influencing organizational commitment. In conclusion, innovation-oriented and rank-oriented culture had a significant influence on nurses' job satisfaction and organizational commitment. Therefore, we have to develop strategies to enhancing the innovation-oriented culture and to reducing the rank-oriented culture.

• 보건의료산업학회지
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• 제8권3호
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• pp.103-112
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• 2014

The purpose of this study is to explore and classify the types of the attitude on a good death of nurses in long-term care hospitals. Q-methodology, which is effective in scientifically measuring individual subjectivity, was used. 151 Q-population were selected through the processes of review of research articles, newspaper articles and interviews. 34 Q-sample were selected from the 151 Q-population and 27 nurses in long-term care hospitals were invited as the P sample. The result of the Q-sort was analyzed using PC QUANL Program. The types of attitude on a good death of nurses in long-term care hospitals was categorized into three. 1) Death in supportive environment 2) a comfortable death in real life 3) Dignity guaranteed death By identifying 3 attitude patterns toward a good death of long-term hospital nurses, this study provides an opportunity for their reflection and recognition toward a good death based on this result and suggests to think about ways to improve the quality of nursing in the current increasing long-term hospitals.

• 보건의료산업학회지
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• 제8권3호
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• pp.89-102
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• 2014

This study was aimed to investigate the effects of Organizational Socialization Education Program on new nurse's job satisfaction, organizational commitment and turnover intention. This study was utilized a non equvalent control group post only design. The subjects of this study were total 76 nurses in total. Data were collected from 1st to 31th July, 2012. For the experimental group, 16 hours lectures on Organizational Socialization Education Program was given. Data were analyzed by Frequency, $X^2$, Fisher's Exact test & t-test. The findings of this study were as the followings: As proposed in the hypothesis, the subjects in the experimental group experienced more job satisfaction(t= -2.10, p=.039), more organization commitment(t= -2.68, p=.009), less perceived turnover intention(t= 4.65, p=.000), than those in the control group. The results of this study shows that Organizational Socialization Education Program is considered an effective program to improve job satisfaction, organizational commitment and to lessen turnover intention for new nurses. The Organizational Socialization Education program would be continually necessary to contribute to development of professional nursing occupation.

• 보건의료산업학회지
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• 제9권3호
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• pp.95-106
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• 2015

Objectives : The purpose of this study was to identify levels of turnover intention of nurses in long-term care hospitals, and to explore influential factors on turnover intention. Methods : Data were collected with a structured questionnaires from 165 nurses. The data were analyzed with SPSS/WIN 21.0. Results : First, the average score for the practice environment cognition, job satisfaction, reward importance, and turnover intention were $3.14{\pm}0.21$, $3.18{\pm}0.32$, $4.02{\pm}0.53$, and $3.29{\pm}0.67$, respectively. Second, there were significant differences in the turnover intention according to the average monthly wage, total clinical career, present clinical career, work form, average monthly night shift and turnover experience. Third, the significant predictors of turnover intention were monthly salary, practice environment cognition, reward importance, monthly night shift and type of work explaining 67.0%. of the variance. Conclusions : It is necessary to conduct continuous and systematic research and to find ways that can prevent the resignation of nurses and improve cognition in the practice environment in long-term hospitals nurses.

• 보건의료산업학회지
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• 제6권3호
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• pp.157-169
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• 2012

This survey was undertaken to identify knowledge and performance level of MRSA infection control among medium and small hospital nurses. The subjects of the study were 261 medium and small hospital nurses. The collected data were analyzed by using SPSS WIN 18.0. The total mean values of the knowledge and performance on the MRSA infection control were $9.51{\pm}1.67$ and $2.26{\pm}.47$ respectively. the Knowledge about the general characteristics according to work department, MRSA infection control department presence, MRSA infection control guidelines presence, MRSA infection control education experience, MRSA infection control education method according to the statistically significant differences were observed. The performance about general characteristics according to age, work experience, work department, MRSA infection control department presence, MRSA infection control guidelines presence, MRSA infection control education experience and MRSA infection control education methods according to the statistically significant differences were observed. It is having sufficient various facilities, to enhance nurses knowledge about management of MRSA infection. If the continuous education of professional infection control is offered, it contributes to protect MRSA infection in the medium and small hospitals.