• 한국병원경영학회지
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• 제24권3호
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• pp.61-71
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• 2019

Purposes: The purpose of this study is to analyze nurses' perception on the clinical career ladder system which was introduced to enhance the nursing capabilities in general hospital. Methods: Research data has been collected for approximately 30 days since March 28, 2017 from 171 nurses who had been involved in the clinical career ladder system, 177 nurses who had not participated, and a total of 348. Finding: The study results showed that nurses' perception on the cost effectiveness of clinical career ladder system is significantly different depending on the sex, age, program experience, personal stage in the clinical career ladder system and the individual's health condition. In addition, the nurses' willingness to pay for the clinical career ladder system was significantly associated with their department and the needs for the system. With adjusted age, gender, position, education and marital status, nursing competency was 8.71(95% Confidence Interval; 4.79 to 12.63) in the presence of system experience, but the perception on clinical career ladder system was 4.34(95% Confidence Interval; -6.84 to -1.84). Practical Implications: Based on the study results, we expect that more hospitals introduce the clinical career ladder system and also use these study results as basic data for securing excellent nurses.

• 간호행정학회지
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• 제21권3호
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• pp.233-242
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• 2015

Purpose: This was a correlational study to identify effects of perception of clinical ladder system on job satisfaction and intention to leave in perioperative nurses. Methods: Participants were 154 of perioperative nurses from larger general hospitals in Seoul. Data were collected from April, 16 to 22, 2013 using self-report questionnaires which included items on perception of clinical ladder system, job satisfaction, and intention to leave. Data were analyzed using frequency, t-test, ANOVA, $Scheff{{\acute{e}}$ test, Pearson correlation coefficients, and multiple stepwise regression. Results: The average mean score for perception of clinical ladder system was midline at 2.69 point out of 4 point. Perception of clinical ladder system correlated positively with job satisfaction (r=.38, p<.01) and negatively with intention to leave (r=-.88, p<.01). Perception of clinical ladder system was the factor which most influenced job satisfaction explaining 17.1% of the variance, also perception of clinical ladder system was the factor which most influenced intention to leave, explaining 12.7% of the variance. Conclusion: Results of this study suggest that there is a need to enhance the perception of the clinical ladder system and to find ways to fulfill the expected effects for improving perioperative nurses' job satisfaction and reducing the intention to leave.

• 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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• 제19권4호
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• pp.501-512
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• 2013

Purpose: This study was done to develop a nursing competency scale according to a clinical ladder system for intensive care nurses. Methods: Index of content validation was done by 20 clinical experts and 80 nurses in Intensive Care Units (ICU). Results: The process and results of study are as follows. First, 12 nursing competencies were used in the establishment of the clinical ladder system (Jang, 2000). Second, the first draft of the competency lists was developed. It was based on the clinical nurses' behavioral indicators of nursing competency by Jang (2000), and was modified and supplemented through various literature reviews including competency standards for specialist intensive care nurses in Australia and consultation with 2 clinical nurses with over 10 years experience in the ICU. Third, the draft was examined by 20 clinical experts for content validity. Finally, the final draft was analysed using clinical validity where 20 nurses in each ladder participated. The final number of items was fixed at 309. Conclusion: The tool represents expected nursing competency of nurses working in ICU. Intensive care nurses can recognize their strengths and weaknesses, and identify directions for their professional growth by analysing results of their competency evaluation using this tool.

• 임상간호연구
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• 제21권3호
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• pp.277-292
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• 2015

Purpose: The purpose of this study was to develop a Clinical Ladder System (CLS) model for staff nurses working in inpatient units of tertiary care hospitals in Korea. Methods: The study was carried out in 2 steps. First, a nursing competence evaluation scale was developed. Second, evaluation of the nursing competences, qualifications, and professional activities of 230 nurses from five tertiary care hospitals was done by 49 head nurses between Feb. and Dec., 2014. Nurses were selected by head nurses according to their clinical experience and expected behavioral characteristics at each level of the ladder. Results: A nursing competence scale was developed consisting of 5 subcategories (clinical practice, ethical practice, education, leadership, and professional development) and 11 elements, and 5 levels of behavioral indicators for each element. Cronbach's alphas for the entire tool and subcategories were over .853 and stability of the scale was confirmed. There were significant differences in nursing competence according to the 5 levels of the ladder. Conclusion: The findings indicate that the proposed CLS model with a standard score for nursing competence, recommended or obligatory criteria for qualifications and professional activities provides a good tool for developing nurses' competences and retaining excellent nurses in clinical practice.

• 간호행정학회지
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• 제9권3호
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• pp.481-494
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• 2003

Purpose: This study was to develop nursing competencies, sub-competencies and behavior indicators according to the clinical ladder of emergency nurses. Method: index of content validation was used by 21 clinical experts. Results: This study had three phases to develop nursing competencies, sub-competencies and behavior indicators. In first phase: 12 nursing competencies and 33 sub-competencies were developed through the literature review on nursing competency and emergency nurses' job description. The content of 12 competencies and 33 sub-competencies were reviewed by 3 nursing professors. The 12 competencies and 33 sub-competencies were followed: clinical judgement and measures(6 sub-competencies), processing ability of ward works(2 sub-competencies), flexibility(2 sub-competencies), resources management(2 sub-competencies), confidence(3 sub-competencies), cooperation(2 sub-competencies), professional development power(2 sub-competencies), patient service orientation(3 sub-competencies), inclination toward ethical value(5 sub-competencies), influence power(2 sub-competencies), developing others(2 sub-competencies), self control(2 sub-competencies). In second phase, 132 behavior indicators were developed according to nurse clinical ladder: novice, advanced novice, competent, proficient. In Third phase, content validity was examined on 132 behavior indicators by 21 clinical experts. 126 among 132 indicators had over 70% agreement among experts and 6 indicators under 70% were revised. Conclusion: nursing competencies, sub competencies and behavior indicators can be used nurses' clinical performance as well as establishing proper directions for professional growth related to reward system.

• 한국콘텐츠학회논문지
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• 제18권12호
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• pp.503-515
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• 2018

본 연구의 목적은 간호사 보수교육을 위한 간호역량을 도출하고 간호역량의 정의와 지식기반을 규명하며, 경력단계를 구분하여 역량기반 보수교육시스템 개발을 위한 기초자료를 제공하는 것이다. 국내외 문헌 10개를 분석하여 간호역량을 도출 정의하였고, Carper와 Chinn & Kramer의 연구를 근거로 각 간호역량의 지식기반을 규명하였다. 간호사 경력단계별 간호역량 행동지표를 개발한 후, 국내 전문가 7인을 선정하여 내용타당도를 검증하였다. 연구결과 보수교육 이수를 위한 간호역량은 근거기반환자간호, 교육과 지도상담, 간호관리와 리더십, 법과 윤리, 직업가치와 전문성 개발, 연구와 정책개발이었다. 또한 보수교육 이수를 위한 임상경력 4단계 구분과 24개 간호역량 행동지표의 타당성을 확인하였고, 임상경력단계별 간호사 보수교육방법을 제안하였다. 본 연구결과를 토대로 임상경력단계에 따른 역량기반 보수교육시스템이 국내 간호사의 전문성 향상을 위한 효과적인 인적자원개발 전략으로 활용되기를 기대한다.

• 간호행정학회지
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• 제12권4호
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• pp.624-632
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• 2006

Purpose: This study is performed to develop the contents of career ladder program for nurses in a hospital. And this study present the appropriate strategies of career ladder program using the clinical ladder in clinical nursing field in Korea. Methods: The method of the study were modified Delphi technique with professional group for identifying nursing domains, steps of career ladder system and managerial strategy. Result: We identified tool of the nursing domains; nursing patient, quality approvement and research, development of human resources, leadership and qualifications of promotion and contents of ladder of each level. We created expected role consisted of clinical ladder and classified 4 steps; novice, competent, proficient, expert. And finally managerial principles and application process are presented in this study. Conclusions: Development of career ladder program at a hospital was not need many time consumption but very important tool of nursing profession. And it is needed to validate and refine the tool developed continuously.

• 임상간호연구
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• 제24권1호
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• pp.67-73
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• 2018

Purpose: This study was done to explore the relationship between expectations of the clinical ladder system (CLS), career commitment and turnover intention in nurses employed in small-medium sized hospitals. Methods: Participants were 154 nurses from 3 small-medium sized hospitals in Gyeonggi Province and Gwangju City. From February, 8 to April, 14, 2017, self-report questionnaires were collected and analyzed using frequency, t-test, ANOVA, $Scheff{\acute{e}}$ test, and Person correlation coefficients. Results: Of the participant nurses, 61% perceived the CLS as needed. The mean score for expectation of CLS, career commitment, and turnover intention on 5-point scale were 3.38, 3.17, 3.21, respectively. There were no significant differences in expectation of CLS according to general characteristics, but career commitment and turnover intention did show significant differences depending on age, position, type of work shift. Expectation of CLS correlated positively with career commitment (r=.23, p=.005), and career commitment correlated negatively with turnover intention (r=-.49, p<.001). Conclusion: The results of this study show that there is a need to adopt the clinical ladder system to improve career commitment.

• 한국간호교육학회지
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• 제18권2호
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• pp.284-292
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• 2012

Purpose: This study was to compare nursing performance by career levels in a career ladder system. Methods: This survey was conducted with 140 OR staff nurses. Ten unit managers evaluated their own staff with a performance evaluation tool composed of 51 items. Data were analyzed by frequency, t-test, one-way ANOVA, ${\chi}^2$-test, and ANCOVA. Results: In career level CN II, nursing performance showed differences by personal characteristics. However, there was no significant difference in level CN III. CN IIIs' nursing performance was significantly higher than CN IIs' in all domains. Nursing performance of CN III was significantly higher than CN IIs' in 5 to 10 years of clinical experience. Although there was no significant difference in other clinical experience groups, CN IIIs' scores were always higher than CN IIs' Conclusion: The results indicate that nursing performance improves with career ladder advancement. Organizations should encourage advancement to higher levels and eliminate obstacles.