• Journal of East-West Nursing Research
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• v.19 no.2
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• pp.138-149
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• 2013

Purpose: The purpose of this study is to understand experience of self-esteem by exploring and describing the clinical nurses' lived experiences. Methods: The qualitative research method of phenomenology was utilized in this study. In-depth personal interviews of 8 clinical nurses with more than three years of experience in the clinical setting were conducted using a records from October, 2012 to March, 2013. Results: Content analysis was done using the Colaizzi' phenomenological method. The results based on the data analysis, 19 descriptive statements and 7 themes were confirmed. The 7 themes were as followed; 'recognition of nurse's role', 'recognition of nursing as a profession', 'secure jobs', 'close relationship with the clients', 'sense of existence perceived by others', 'considerations between coworkers', and 'opportunity for self-improvement. Conclusion: This study may be helpful to understand the experience of self-esteem. The results can be used to develop the effective interventions for the improvement of nurse's self-esteem.

• Journal of Korean Clinical Nursing Research
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• v.14 no.2
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• pp.71-81
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• 2008

Purpose: The objective of this study was to determine the cause-effect and dynamic change mechanism among factors that affect calculation of the nursing workforce in the hemodialysis room and to establish a system dynamics model and create a strategic simulation to be used to increase efficiency in the clinical situation. Method: The system dynamics approach was adapted to build a simulation model for calculating the nursing workforce. The model was built using Vensim 5.0b DSS. Results: The results were as follows for Scenario A: The highest level of nursing service quality, patient satisfaction, and nurse satisfaction, and the lowest level of turnover intention is maintained when the ratio of patients to nurse is 3.5:1 compared to all other situations. Scenario B: At the ratio of patients to nurse 4.0:1 nursing service quality, patient satisfaction, and nurse satisfaction dropped slightly, and turnover intention also rose slightly. However with time the results showed improvement. Conclusion: In terms of economic efficiency in the hemodialysis room, the ratio of patients to nurse for the best nursing workforce should not exceed 4.0:1.

• Journal of Korean Clinical Nursing Research
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• v.17 no.2
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• pp.138-149
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• 2011

Purpose: The objective of this research was to explore levels of patient safety and safe nursing activities depending on the level of nurse staffing, in order to provide effective management of nurse personnel. Methods: The research was conducted with 455 nurses from eight hospitals in B city. Data were collected according to the level of nurse personnel from second (nurse vs. patient ratio of 2.0-2.5) to fifth (ratio of 3.5-4.0) rank. The survey tools were, 'Questionnaire on Patient Safety, a Hospital Survey on Patient Safety Culture developed by AHRQ (2007), and 'Questionnaire on Patient Safety Nursing Act, in which the questions were selected from nursing-related items (Medication 6 & Safety Nursing Assurance Act 4) in the Safety Evaluation developed by Evaluation Institute of Medical Institution. Data were analyzed with SPSS PC 12.0 program using descriptive statistics, $x^2$ test, ANCOVA and $Scheff{\grave{e}}$. Results: The nurses' overall cognition level on patient safety and safe nursing activities showed that nurses who are in the second and third rank had higher scores than those in lower ranks. Conclusion: The results of this study indicate that hospitals need a higher ratio level for nurse personnel in order to assure patient safety and safe nursing activities.

• Journal of Korean Clinical Nursing Research
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• v.19 no.3
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• pp.321-332
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• 2013

Purpose: Korean health insurance extended application of the Diagnosis Related Groups (DRG) payment system to tertiary and general hospitals from July, 2013. This study was done to develop a DRG fee adjustment mechanism applied to levels of nurse staffing to assure quality nursing service. Methods: Nurse stafffing grades among hospitals in Korea were analyzed. Differences and ratio of inpatient costs by nurse staffing grades in DRG fees and differences of DRG fee between tertiary and general hospitals were compared. Results: In 2013, nurse staffing grades in tertiary and general hospitals had improved, but other hospital nurse staffing grades remained at the 2001 level. Gaps of inpatient costs between first and seventh nurse staffing grades were over 10% in 4 out of 7 DRG diagnosis; However differences of DRG fee between tertiary and general hospitals were only 4.51% and 4.72% respectively. A DRG fee adjustment mechanism was developed that included nurse staffing grades and hospitalization days as factors of the formula. Conclusion: Current DRG fees motivate hospitals to decrease nurse staffing grades because cost reduction is bigger than compensation. This DRG fee adjustment mechanism reflects nurse staffing supply to motivate hospitals to hire more nurses as a reasonable compensation system.

• The Journal of Korean Academic Society of Nursing Education
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• v.28 no.2
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• pp.179-192
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• 2022

Purpose: The purpose of this study is to identify the effects of a standardized educational program to improve nursing competency on newly graduated nurses in a children's hospital after developing and applying a pediatric nurse education program. The effectiveness of the program was confirmed by evaluating the clinical competency and field adaptation. Methods: In the first step, an education program was developed using the analysis, design, development, implementation and evaluation (ADDIE) model. As a second step, a similar experimental study of a single group repeat measures design was conducted to evaluate the clinical competency and field adaptation over time after application of the program. Additionally, a focus group interviews were conducted to collect subjective data on the effects and improvement points of the program. Results: As a result of applying the program, there was a significant change in the clinical competence and the field adaptation of newly graduated nurses in a children's hospital. The categories derived from the focus group interviews were "getting special guidance," "better care," "becoming a nurse at a children's hospital" and "winning together." Conclusion: It was confirmed that the education program enhances the clinical competency of new nurses in children's hospitals. In addition, it provided the necessary data to understand the experiences of new nurses, help them adapt effectively, and establish appropriate interventions.

• Journal of Korean Clinical Nursing Research
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• v.23 no.2
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• pp.248-257
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• 2017

Purpose: This study was aimed to compare nursing competency, self-esteem, and job stress between floating nurses and clinical nurses. Methods: The data were collected between October $1^{st}$ and December $31^{st}$, 2015, from 43 floating nurses and 57 clinical nurses working at a tertiary care hospital in Seoul. The collected data were analyzed with SPSS/WIN 23.0, using descriptive statistics and the t-test, $x^2$ test, ANCOVA, ANOVA, $Scheffe{\acute{e}}$ test, Pearson correlation coefficients, and Stepwise multiple regression. Results: The nursing competency of clinical nurses was significantly higher than that of floating nurses (F=4.370, p=.039). For both floating and clinical nurses, nursing competency was positively correlated with self-esteem (floating nurses, r=.47, p=.002; clinical nurses, r=.62, p<.001). Also, For both floating and clinical nurses, the most significant predictor of nursi ng competency was self-esteem(floating nurses, ${\beta}=0.45$, p=.001; clinical nurses, ${\beta}=0.60$, p<.001). Conclusi on: Efforts are needed to increase the nursing competency of the floating nurse through the improvement of the floating system, the nursing work environment, and continuous education. Also, as self- esteem is the most effective predictor of nursing competence, nursing intervention is needed to improve self-esteem of the floating nurse.

• Journal of Korean Clinical Nursing Research
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• v.22 no.3
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• pp.352-358
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• 2016

Purpose: This study was a methodological research implemented to establish basic data for controlling the job rotation stress of nurses and effectively managing human resources by reflecting the Nurse Job Rotation Stress Scale (NJRS) developed by Huang and others into the domestic nursing environment and verifying the use of measurement tools. Methods: The study selected nurses working at four hospitals, with over 300 beds, in Seoul, Gyeongi-do, and Busan, as its research subjects and verified the content validity, construct validity, concurrent validity, and internal consistency reliability of the measurement tool. Results: The results ultimately formed eight questions from three sub-factors (3 emotional response questions, 2 daily life questions, and 3 communication questions). In terms of reliability, emotional response issued a Cronbach's of .78, daily life issued a Cronbach's of .75, and communication issued a Cronbach's of .86. Conclusion: This study is expected to be used as basic data for achieving effective human resource management by calculating the stress of clinical nurses resulting from job rotation, but the researcher believes that the measurement tools must be expanded by confirming additional job rotation stress questions which reflect the organizational culture of Korea.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.3
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• pp.391-402
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• 2009

Purpose: The purpose of this research was to describe the decision making experience of VIP ward nurses in the clinical practice adjustment process. The research question was about "how nurses adjust their clinical practice to nursing situations and develop decision making process in a VIP ward." Method: The methodology of collecting and analyzing the data was based on the grounded theory of Strauss and Corbin(1998). The data was collected through in-depth interviews with 10 nurses from July to November, 2007. Results: The core category of nursing care decision making process was named as "adjusting with flexibility and deepened insight." The clinical practice adjustment process in nursing care decision making has progressed through four preceding interlocking phases: 1) dependent phase, 2) defensive phase, 3) independent phase, 4) integrative phase. These phases were classified by the level of nurses' dependency, proactivity, presupposition and integration. Conclusion: The result of this study indicated that nurse's decision making depended on their experiences and the nature of social context in which nursing occurs. Therefore, it is important to elaborate an effective training program for nurses to develop the phases of nursing care decision making.

• Journal of the Korea Convergence Society
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• v.13 no.3
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• pp.379-390
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• 2022

The purpose of this study is to provide the basic data for improving the coping ability of clinical nurses by deeply analyzing and understanding the bioethics dilemma the clinical nurses experience in the COVID-19 pandemic. To understand the essence of bioethics dilemma the clinical nurses would experience in the COVID-19 pandemic, this study interviewed with a clinical nurse and then analyzed it by using Colaizzi (1978)'s phenomenological method. In the results of this study, total three theme clusters were drawn such as 'Agony to face a situation that violates the principle of respect for man's life and dignity', 'Frustration and confusion caused by the situation in which the principle of good deed and prohibition of evil deed cannot be kept', and 'Doubt about fulfilling and not fulfilling the principle of justice'. To improve the ability to cope with bioethics dilemma the clinical nurses experience in the pandemic situation based on the results of this study, it would be necessary to establish the education and policy for clinical nurses, and also to make efforts to improve the treatment of nurses.

• Journal of Korean Critical Care Nursing
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• v.11 no.1
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• pp.15-27
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• 2018

Purpose : This study was intended to investigate the frequency of job performance of the Korean professional medical support staffs (PMSS). Method : The data of 1,666 PMSS from 36 hospitals and over 500 beds were analyzed. The participants were divided into 5 groups: advanced practice nurses (APN), clinical nurse experts, physician assistants (PA), coordinators, and others. Results : Among the 5 main domains of job performance, advanced clinical practice has the highest frequency (111.36 d/y), followed by consultation/collaboration (75.66 d/y), education/counseling (53.54 d/y), leadership (23.90 d/y), and research (19.14 d/y). There was a significant difference in the frequency of job performance between the 5 groups of participants. The invasive activities were more frequent in the PA group. In the education and counseling domain, APNs had a higher level of job frequency than others (p < .001). In the research and leadership domains, APNs and coordinators had more prominent performance frequency than other groups (p < .01). However, there are some ambiguities in the job performance of the 5 groups depending on institutional characteristics. Conclusion : To establish the scope of work of PMSS, organizational and individual efforts are needed to promote and expand the leadership and research domains. To resolve the ambiguities of PMSS' roles, it is necessary to reorganize their titles.