• 성인간호학회지
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• 제20권2호
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• pp.353-363
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• 2008

Purpose: This study was conducted to develop a timeout protocol as the process of patients verification in the operating room, and to evaluate its effects. Methods: The timeout protocol was developed based on the experience of practices and the universal protocol of JCAHO 2004. The subjects of this study were 192 surgical members working in the operating room at an university hospital in Daegu, Korea. Results: The timeout protocol was developed in six steps; participants verification, encouragement of compliance, verification of right 3 PSP, agreement of surgical team members, verification of the parties to a patient, patient agreement. The data which have been resulted from the experimental group show significantly higher than those of control group as follows; cognition(t = -6.580, p = .000), contents of performance; progress of anesthesiologist as leader(${\chi}^2$ = 29.029, p = .000), verification of right patient, right site and right procedure(${\chi}^2$ = 40.663, p = .000), participation of surgical team(${\chi}^2$ = 68.412, p = .000), and the number of cases of performance(${\chi}^2$ = 242.900, p = .000). Conclusion: It suggests that medical accidents caused by failures in a preoperative verification process can be prevented if a timeout is conducted active involvement and effective communication among surgical team members for a final verification of the correct patient, procedure, and site.

• 성인간호학회지
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• 제24권5호
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• pp.489-498
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• 2012

Purpose: The purpose of the study was to identify reports of workplace violence, stress and turnover intention among perioperative nurses. Methods: The data were collected using questionnaire from 162 perioperative. Results: All of the nurses in the study reported incidents of violence within six months of the study. Doctors and specifically operating surgeons were cited as perpetrating workplace violence. The stated source of the violence was failure or shortage of surgical equipment or instrument and fall out of surgeon's preference. Subjects reported (87.7%) workplace abuse from nurses and most often from senior nurses. Nurse abuse was in the form of verbal abuse. Fatigue and stress stemming from heavy workload were cited as the source of the workplace violence. The subjects reported stress levels of 7.39 out of a possible ten points from workplace violence. A little more than thirty five percent of the subjects reported having intentions to leave because of workplace violence. These nurses reported higher level of stress and experienced more workplace violence from nurses and doctors as compared to those nurses who reported no turnover intention. Conclusion: The results of this study indicate that a third of the employed nurses reported wanting to leave their positions due to workplace violence. Workplace violence is a serious problem for nurses whether it is from physicians or from other nurses.

• 성인간호학회지
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• 제28권6호
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• pp.680-690
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• 2016

Purpose: This study was designed to identify knowledge, attitude, environment, and self-efficacy among perioperative nurses in terms of radiation protection and to describe those factors affecting radiation protection behaviors. Methods: The sample was comprised of 128 perioperative nurses who agreed to participate in this descriptive study. Data were collected from a self-administered questionnaire and were analyzed using the t-test, analysis of variance, Mann-whitney U test, Kruskal-Wallis test, Pearson's correlation, and multiple regression analyses. Results: Radiation protection behaviors were significantly different by participant's gender, length of career as a perioperative nurse, educational level and prior experience with radiation protection education. Radiation protection behaviors were significantly correlated with radiation protection environment and self-efficacy in terms of radiation protection behaviors. In the multiple linear regression models, radiation protection environment and self-efficacy on radiation protection behaviors were statistically significant predictors of radiation protection behaviors, which accounted for 50.3% of variance in dependent variable. Conclusion: This study concluded that radiation protective environment in operating room is important to promote radiation protective behaviors and radiation safety management program to enhance self-efficacy is highly recommended.

• 간호행정학회지
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• 제17권2호
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• pp.189-197
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• 2011

Purpose: This study was an analysis of the relationship between perception for appraisal of staff nurses in operating rooms and performance and organizational commitment. Method: The survey was conducted with 176 staff nurses in operating rooms in 2 hospitals in Seoul. Data were analyzed using frequency, one-way ANOVA, Pearson correlation analysis, and stepwise multiple regression. Result: 1. Perception for appraisal including accuracy and justice was significantly related to organizational commitment (r=.496, P=.000). Perception for appraisal including accuracy and justice was slightly related to performance (r=.220, P=.003). 2. In order to determine the percentage of the variance of performance and organizational commitment that could be predicted by perception for appraisal, perception for appraisal was entered in the regression equation. Accuracy accounted for 25% of the variance in the organizational commitment. To determine the percentage of the variance of performance that could be predicted by perception for appraisal and organizational commitment, the perception for appraisal and organizational commitment were entered in the regression equation. Organizational commitment accounted for 21% of the variance in the performance. Consequently accuracy predicted organizational commitment. Organizational commitment predicted performance. Conclusions: Findings indicate the need to increase accuracy of performance appraisal to promote organizational commitment and performance in perioperative nurses.

• 간호행정학회지
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• 제16권1호
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• pp.86-100
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• 2010

Purpose: This study was done to examine the relationship of job satisfaction and organizational commitment of perioperative nurses. Method: The subjects of this study were 500 perioperative nurses from 11 hospitals. The data were collected by self-reporting questionnaires from Sep. 19 to Sep. 27, 2009. Results: There was statistically significant relationship among the five variables. The analyses of covariance of these five variables revealed overall significant (p<.05). Stepwise linear multiple regression analyses were used to examine the influence of these five variables. Results indicated that the variables for verbal abuse (p<.01), workplace climate (p<.01), internal marketing (p<.001), and job transfer (p<.001) contributed significantly to the job satisfaction (adjusted R square=.426), while the verbal abuse (p<.01), internal marketing (p<.01), leadership style (p<.001) and workplace climate (p<.001) did to the organizational commitment (adjusted R square=.351). Canonical correlation analyses revealed that internal marketing and workplace climate contributed most significantly both to job satisfaction and organizational commitment. Conclusion: This study found that all these five nursing managerial factors were important influential on both job satisfaction and organizational commitment of perioperative nurses. Addressing these factors with further research will surely improve the commitment of these nurses and ultimately lead to better perioperative nursing care.

• 간호행정학회지
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• 제17권3호
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• pp.301-314
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• 2011

Purpose: This study was a methodological research conducted to develop a clinical ladder system for operating nurses. Methods: Participants were 20 OR nurses, working in C Hospital, who had a mean tenure of 6 years and 10 months. Data collection consisted of 4 focus group interviews during May and June 2009. The content analysis method of Kim and Lee (1986) was used to analyze the data. Two clinical expert groups consisting of 16 nurses verified the content validity of the preliminary system from September 16 to 26, 2009 using Kim's tool (1999). Results: The final clinical ladder system consisted of goals, core values, and 4 domains of practice related to core values, which were defined as professional value, perioperative nursing practice, education/research, and collaboration/leadership. Eleven nursing competencies and 44 behavior indicators were included in accordance with the 4-step ladder. The 4 operation systems for the clinical ladder system were the promotion system, continuous learning system, reward system, and support system. Conclusion: The results indicate that nursing managers need to pay more attention to developing a clinical ladder system for nurses.

• 간호행정학회지
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• 제12권3호
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• pp.343-354
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• 2006

Purpose: The purpose of this study was to analyze the prevalence and consequences of verbal abuse in the operating room nurses by physicians and other nurses. Method: The data were collected from 761 operating nurses. The period of data collection was from September 7 to November 25, 2004. For this study the following tools were used: the verbal abuse scale, the emotional stress scale and the long-term negative effect scale. The data were analyzed by using SPSS Win 11.5. Result: 744 nurses reported experiencing some type of verbal abuse from a physician and other nurses. The emotional stress and long-term negative effect were significantly increased by verbal abuse. The nurses of less than one year increased emotional stress from verbal abuse. The physician was the most frequent source of emotional stress by verbal abuse, followed by other nurses. The long-term negative effect was significantly increased in the factors of emotional stress and the physician was the most frequent source than other nurses. Conclusion: Verbal abuse of nurses by physicians and other nurses continues to exist and is associated with negative consequences. Nurse administrators have to assess the present state for workplace verbal abuse and must endeavor in order to reduce verbal abuse.

• 한국콘텐츠학회논문지
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• 제18권4호
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• pp.480-494
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• 2018

본 연구는 이현희(2017)의 연구에서 개발한 병동 간호활동원가계산 프로그램의 실무 적용 확대를 위하여 자료의 저장 및 그래프 변환 출력 기능을 보완하여 수정 개발한 후속 연구이다. 전체 프로그램 개발과정은 프로그램 요구사항 분석과 프로그램 설계 및 개발, 프로그램 타당성 검토의 3단계로 이루어졌다. 본 프로그램은 단순히 원가계산에서 그치는 것이 아니라 원가효율성 및 원가분석 추세 비교까지 결과를 산출하여 간호관리자가 병동 간호단위 관리에 필요한 원가정보를 얻을 수 있고 이를 기반으로 원가관리전략을 수립할 수 있도록 하여 그 활용도를 확장한 점에서 의의가 있다. 또한 향후 이를 기반으로 병동 단위 뿐 아니라 수술실, 중환자실과 같은 특수부서 그리고 외래와 같이 간호활동의 구성과 범위가 다른 부서별 간호활동원가계산을 수행하는 원가분석 프로그램 개발할 수 있는 토대를 마련한 점에서도 의의가 있다. 이에 본 연구를 기반으로 이를 다양한 실제 임상 간호관리 실무에 적용함으로써 임상 간호사의 원가관리 역량을 강화하고 나아가 간호단위 간호활동의 수익과 이익 분석을 통해 계량화된 간호의 기여도를 측정, 제시함으로써 간호성과 측정 연구를 확대해 나갈 것을 제안한다. 아울러 본 TD-ABC 간호활동원가계산 프로그램의 적용과 활용을 학부 수준의 간호관리학 교과과정과 접목하고, 임상간호사의 보수교육 프로그램으로도 활용하여 간호원가관리 역량 강화를 위한 교육매체로도 활용할 것을 제안한다.

• 디지털융복합연구
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• 제17권12호
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• pp.523-533
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• 2019

본 연구는 아로마 향흡입요법이 척추 수술 노인환자의 수술 전 통증과 불안에 미치는 효과를 검증하고자 시도한 비동등성 대조군 전후시차설계의 유사실험연구이다. 실험군(n=30)에는 프랑킨센스, 마조람, 만다린을 혼합한 향유를 수술 전일 오후 8~9시와 수술 당일 수술실 가기 1시간 전에 흡입시켰고, 대조군(n=30)에는 일반적인 수술 전 간호를 하였다. 두 군의 통증, 상태불안, 활력징후를 사전과 사후에 측정한 결과, 실험군과 대조군에서 통증(t=-1.223, p=.226), 수축기혈압(t=-0.211, p=.833), 이완기혈압(t=0.638, p=.526), 호흡(t=0.734, p=.466)은 통계적으로 유의한 차이가 없었으나, 상태불안(t=-3.202, p=.002)과 맥박(t=-0.213, p=.037)은 실험군에서 대조군에 비해 유의한 차이가 있었다. 본 연구를 통해 아로마 향흡입요법이 수술 전 환자의 불안 완화에 적용 가능한 독자적 간호중재로 적용될 수 있다.

• 기본간호학회지
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• 제15권4호
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• pp.566-577
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• 2008

Purpose: Developing a curriculum(DACUM) is a method of analyzing job focused competency, which is obtained from the data of an expert belonging to a certain career. In this study the DACUM method was used to analyze the jobs of operating room nurses. Method: Through the DACUM workshop which was arranged by two DACUM facillitators, a definition of the role of operating room nurses was developed and then duties and tasks of operating room nurses' were identified. For the workshop, a DACUM committee with 10 operating room nurses was organized. Finally, the duties and tasks which were identified were validated by 422 nurses for importance, difficulty and frequency. Results: Thirteen duties and 105 tasks were identified on the DACUM chart, where importance, difficulty, and frequency of tasks were represented by alphabet letters A, B, and C as higher degree of importance. The determinant coefficient(DC) showed that the most important duty was assisting with operations(DC=6.61), and the least, managing operating materials(DC=4.22). For tasks, the most important ones were assisting in orthostatic surgery(DC=7.60), and assisting in thoracic surgery(DC=7.38), and the least important making gauze ball(DC=2.39), and saving of operation site((DC=3.27). Conclusion: The results suggest a need to develop an education program using the DACUM chart as a basis for the development and as a clinical career ladder and for curriculum of operating room nursing.