• Journal of the Korean Data and Information Science Society
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• v.27 no.1
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• pp.191-201
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• 2016

The purpose of this study was to explore the correlation among professional self-concept, self-efficacy and job satisfaction and to identify the effect of professional self-concept and self-efficacy on job satisfaction in general hospital nurses. Questionnaires were completed by 156 nurses who were working for one general hospital in Busan. The mean score of professional self-concept and self-efficacy were $3.02{\pm}0.23$ and $2.92{\pm}0.21$ respectively. The mean score of job satisfaction was $2.76{\pm}0.26$. With respect to job satisfaction, the correlations were .325 (p<.001) for professional self-concept and .212 (p=.008) for self-efficacy. As integrate of the study result showed job satisfaction had correlation to professional self- concept and self-efficacy. The regression model explained 12.6% of job satisfaction. Professional self-concept was factor influencing job satisfaction. So professional self-concept enhancement strategies and self-efficacy improvement programs should be developed to improve job satisfaction.

• Journal of Digital Convergence
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• v.15 no.1
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• pp.593-601
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• 2017

This study was attempted to provide nurse students with basic materials to improve their clinical practices, and to investigate changes in their views on Nursing Professionalism, Job satisfaction, and role conflicts. After experiencing clinical practices, their nursing professionalism(t=-2.184, p=.031) and job satisfaction (t=-2.068, p>.001) increased but role conflict (t=-3.729, p>.001) increased as well. They were satisfied with their jobs, building up nursing professionalism through clinical practices. However, they had also acquired time on thinking about their future jobs more deeply than before practices and realizing their roles in real sense. In particular, they felt stress in some of subcategories, personal inner conflicts (t=-3.729, p>.001), role obscurity (t=-5.720, p>.001) so it is necessary to review standards on their job and task in nurse education and clinical practices.

• Journal of Korean Clinical Nursing Research
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• v.29 no.3
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• pp.238-248
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• 2023

Purpose: This study aimed to examine the relationships between positive nursing organizational culture, organizational communication satisfaction, and the level of work engagement among nurses working in tertiary hospitals, as well as to identify influencing factors on work engagement. Methods: This study used a descriptive research design. Data were collected from 184 general nurses working in four tertiary hospitals in Seoul using self-report questionnaires from March 13 to 30, 2023. The collected data were analyzed using descriptive statistics, t-test, ANOVA, Scheffé test, Pearson correlation, and hierarchical regression. Results: In the hierarchical regression analysis, the variables that significantly influenced work engagement in Model 1 were marital status (β=.26, p=.002), graduate or higher degree (β=.41, p<.001), more than 1 year and less than 3 years (β=.18, p=.030) and 3 years or more but less than 5 years of clinical experience in present hospital (β=.17, p=.023), and satisfaction (β=.27, p=.002) and moderate satisfaction with pay (β=.18, p=.033). In model 2, adding the subdomains of positive nursing organizational culture and organizational communication satisfaction to the Model 1, the variables that had a significant effect on work engagement were trust-based organizational relationships (β=.50, p<.001) and organizational communication satisfaction (β=.25, p=.005). Conclusion: The results suggest that education level, clinical experience, and satisfaction with pay should be considered to improve nurses' work engagement. In addition, it was identified that organizational relationship based on trust and organizational communication satisfaction are the main influencing factors for improving work engagement.

• The Journal of the Korea Contents Association
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• v.22 no.10
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• pp.320-329
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• 2022

The purpose of this study was to identify factors influencing intention to stay among new graduate nurses. The participants were 127 new graduate nurses working at A University hospital in Gyeonggi Province. Data were analyzed by descriptive statistics, independent t-test, one-way ANOVA, Pearson's correlation coefficient, and multiple regression. The results showed that job satisfaction, reality shock, working period, and resilience were significant predictors of intention to stay and explained for 44.2% of the variance in intention to stay. The findings of this study suggest that interventions focusing on reducing the reality shock through pre-experiences or trainings in clinical situations and enhancing the resilience are needed to improve intention to stay for the new graduate nurses. Also it is necessary to establish a support system and work environment to improve nursing job satisfaction, and a long-term education program of more than 6 months is needed to help new nurses adapt to work.

• Journal of Korean Academy of Nursing
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• v.25 no.3
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• pp.597-607
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• 1995

1960년대 이후 인공호흡기(mechanical ventilator)의 보급과 최근 의료과학의 발달, 간호의 질적 향상의 결과로 저체중출생아를 포함한 고위험 신생아의 생존율이 높아져왔다. 호흡장애증후군(RDS)은 일차적으로 폐포의 완전한 확장을 위해 필요한 계면활성물질(surfactant)의 부족, 미발달된 심폐기능에 의한 병리적 현상으로 저체중아의 가장 큰 원인이 되어왔다. RDS로 인해 인공호흡기에 의존해 있는 저체중아의 경우 적절한 산소공급과 이를 위한 호흡의 유지는 치료의 가장 큰 핵심이 되며, 이를 위한 기관내 흑은 비인두 흡인 (nasopharyngeal suction)은 신생아 중환자실(NICU)의 가장 중요한 간호행위가 되어왔다. 인공호흡기를 위한 기관삽관은 그 자체가 기도의 성모운동을 방해하고 기침반사를 억제시켜 폐 분비물의 효과적 배출을 억제하며, 특히 저체중아의 경우 조산과 관련하여 미발달된 흥곽운등과 심폐기능은 폐분비물의 이동을 저해하는 요소이다. 따라서 기도내의 분비물의 이동을 효과적으로 하여 흡인 시에 최대한의 효과를 돕기 위해 흥곽 물리요법(chest physiotheraphy : CPT)의 한 형태인 흉곽진동법 (Chest Vibration : CV)가 행해져 왔다. 그러나 저체중아를 위한CV의 임상적 적용은 그 대상의 생리적 특성, CV의 적용부위(site)와 기간(duration)에 대한 과학적 근거 없이 만성감염이나 폐질환을 가진 성인이나 cystic fibrosis환자를 위한 CV protocol을 무분별하게 채택하여 저체중아에게 행하여져 왔다 이에 본 연구자는 저체중아에 대한 CV의 안전성을 평가하고, 이에 기초하여 저체중아에게 바람직한CV의 형태를 알아보고자 본 연구를 시작하였다. 연구설계는 CV의 안전성을 평가하기 위한 실험연구이다. CV의 안전성은 RDS치료의 가장 일차적 목표인 oxygenation변화에 의해 평가될 수 있으므로, 본 실험 연구에서는 Pulse oximeter에 의해 계속적으로 측정된 산소포화 변화(oxygen saturation change)를 측정하였다. 실험대상은 미국동부에 위치한 대학병원의 NICU에 입원하여 RDS와 관련된 호흡장애로 인공호흡기에 의존해 있는 10명의 저체중아였다. 인공호흡기에 의존된 모든 저체중아는 Pulse oximeter와 심폐기능 측정기(cardiopulmonary monitor)에 의해 산소공급과 호흡상태가 계속 측정되고 있었다. 실험대상의 평균 출생시 몸무게는 평균 1,3050gm(SD=580.6)이었고, 임신월령 은 평균 28.6주(SD=3.1)였다. RDS가 그들의 일차적 진단명이었고, 그중 4명은 pneumonia, atelectasis의 합병증을 가지고 있었다. 10명중 6명은 intermittent mandatory ventilation(IMV)의 형태로, 4명은 continuous positive airway pressure(CPAP)의 형태로 인공호흡기에 의존되어 있었고 CV시의 FiO2는 평균 42.3(SD=21.2)였다. CV는 중환아용 소형진동기 (minivibrator)를 이용해 가각 10명 의 간호사에 의해 행하여 졌고, 최소 22초에서 최대 100초 동안 실시되었다. 50%의 간호사는 30초에서 40초간 CV를 실시하였으며, CV의 적용부위도, 전후 흉곽부위, 혹은 병변이 있는 좌 우측, 흑은 양쪽 흉벽 등으로 다양했고, 적용방법도 원형으로 돌려가며(circular motion), 혹은 아래에서 위로, 혹은 아무런 기준없이 간호사의 기호에 따라 다양하게 적용되었다. 산소포화의 변화는 CV가 행해지기 전.후로 5초동안 관찰되었다. 연구의 결과, 산소포화 변화는 비 모수통계(non parametric statistics)의 일종인 Matched Paired Wilcoxon test로 분석 한 결과 CV후에 3%의 감소를 보였다(P<.05). 저체중아에 있어 산소포화의 3%감소는 임상적으로 중요한 의미가 없다고 사료되어지며, 실제 흡인전의 과도호흡에 의해 CV를 행하기 이전의 산소공급수준으로 돌아 왔다. CV실시 기간과 산소포화와의 상관관계는 비 모수통계인 Spearman rho correlation coefficient를 이용하여 분석하였는데, 이 두 변수는 서로 관계가 없는 것으로 나타났다(P>.05) 또한 CV와 흡인 후에 각각의 간호사들에게 CV를 필요로 한 저체중아의 기준, 적용부위, 기간, 방법등에 대한 기준을 물었으나 대상의 특성에 따른 간호사정에 의존하기보다는 간호사 각자의 선호하는 방법이나 습관에 라 행하는 것으로 나타났다. 결론적으로 CV와 산소포화 변화와의 관계, NICU에서 관찰된 CV의 임상적 적용을 기초로 저체중아에게 안전한 CV protocol은 신생아용 소형 진동기를 이용하여, 양쪽 흉곽의 늑골하측 변연 부위(low lateral costal margin)에서 시작하여 흉골 중앙부위 방향으로 30초 동안 진동기를 적용하는 것이 좋은 것으로 나타났다. 이에 CV의 효과를 평가하기 위한 보다 과학적인 접근방법으로, CV와 흡인의 결과인 가래(sputum)에 대한 연구를 제언하는 바이다.

• Journal of the Korean Applied Science and Technology
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• v.39 no.6
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• pp.727-737
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• 2022

This study was conducted to identify the factors Influencing the burnout of general hospital nurses. Method: The study subjects were 150 nurses in three general hospital. The collected data were analyzed by t-test, ANOVA, Scheffe's test, Pearson's correlation coefficient, and Multiple regression analysis. Results: The factors affecting the burnout of the subjects, multiple regression analysis results showed that emotional intelligence(β=-.441, p<.001), emotional labor(β=.403, p<.001), current position was more than responsible nurse(β=-.111, p<.018), and health status was healthy(β=-.100, p<.029). In addition, the F statistics for the fitness of the estimated regression model were 35.51(p<.001), which was very significant. The explanatory power was 79.7%. Conclusion: The results of this study showed that emotional intelligence of the general hospital nurse was the most influential factor on burnout, and the higher the position, the better the health status, the lower the emotional labor, the lower the burnout. Therefore, the results of this study suggest that it is necessary to find ways to reduce emotional labor and improve health and emotional intelligence in order to reduce burnout of nurses, and it is considered to be useful as basic data for developing intervention programs to lower burnout.

• The Journal of the Korea Contents Association
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• v.15 no.2
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• pp.324-332
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• 2015

The purpose of this study was to identify the relationship between resilience and organizational socialization in new nurses. Data collection for the study was carried out between September 28th and December 30th, 2012 by surveying 221 new nurses working in general hospitals located in D, K, and P city. Measures were subjects' resiliency and organizational socialization. The data were analyzed using t-test, ANOVA, Person's correlation coefficients and multiple regression analysis with SPSS/WIN 19.0 version. The average of subject's resilience was 3.37(${\pm}0.62$) and organizational socialization 3.20(${\pm}0.70$). There were significant differences in organizational socialization according to age, number of hospital beds, pay grade, desired position and clinical training experiences of hospital. Resilience correlated positively with organizational socialization. Factors affecting new nurses organizational socialization were identified in the order of resilience, clinical training experiences of hospital, age and pay grade. The findings of the study indicate that in order to increase new nurses' organizational socialization, their resilience have to be enhanced.

• Journal of Industrial Convergence
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• v.21 no.1
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• pp.95-102
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• 2023

This study was to identify the factors affecting nurses' use intention of digital healthcare and the moderating effect of clinical career based on the UTAUT model. The items were composed by performance expectancy 3 items, facilitation condition 3tiems, and perceived risk 3 items. CFA was performed to verify the construct validity. As a results, average variance extracted (AVE) was .5 or higher, and construct reliability (CR) was .7 or higher. Model fit was confirmed as CMIN/df=1.797, GFI=.955, CFI=.979, TLI=.968, IFI=.979, and RMSEA=.063. The internal reliability was .93 for performance expectancy, .84 for facilitating conditions, and .64 for perceived risk. Performance expectancy, facilitating condition, and perceived risk had a significant effect on use intention, and clinical career showed a moderating effect(t=-2.159, p=.032). Therefore, in order to enhance the use intention of digital health care, performance expectancy, and facilitating conditions should be raised and perceived risk should be reduced.

• Journal of dental hygiene science
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• v.13 no.4
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• pp.378-385
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• 2013

Although dental hygiene has haven a special domain of knowledge and its own business territory, people have misunderstandings about dental hygienists as nurses or nirses' aides in Korea. Inadequate knowledge could make negative results for university applicants to choose department of dental hygiene. This study was aimed to compare major and job satisfaction of students and graduates in dental hygiene and nursing for objective comparison and suggestion for dental hygiene. The subjects were 98 dental hygiene students, 113 nursing students, 53 dental hygienists, and 53 nurses by convenience sampling in Daejeon. The questionnaire consisted of satisfaction of college life, social identity, career path and job. ANOVA with Tukey post-hoc analysis was used with SPSS 20.0 program. Although dental hygiene students scored lower than nursing students in satisfaction of college life, social identity, career path and job, dental hygienists, nurse and dental hygiene students didn't have different satisfaction of job. Dental hygienists scored the lowest in relation with clinical work and major curriculum, and sexual discrimination. Nurses scored the lowest in working condition and salary. Dental hygienists and dental hygiene students had lower scores in information and advice of career path, entrance to graduate school, stable work, family's pride of my major, social position and so on. We suggested the community of dental hygiene should try to promote dental hygienists to public, the community of dentists should give the stable working condition, and the department of dental hygiene should improve the major curriculum to relate with clinical work.

• Journal of the Korea Convergence Society
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• v.13 no.4
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• pp.89-101
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• 2022

This study attempted to develop a scale that Interpersonal Caring Behavior Measurement Tool, based on Kim's Interpersonal caring theory, and confirmed its reliability and validity. The items were used as 50 items of 10 concepts based on the Su-ji Kim's interpersonal care theory in Korea developed by Seon-hee Yun. Subjects were nurses working at a general hospital or higher, who agreed to participate in this study. As a result of the study, 50 questions in 10 concepts of the first were derived from active listening, accepting, complimenting, noticing, and companioning through exploratory and confirmatory factor analysis, and criterion validity and reliability were verified. This tool is meaningful in that it can measure Caring Behavior from the perspective of the subject and family, and can be used as an index to visualize the quality improvement of nursing care by quantifying it.