• 보건의료산업학회지
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• 제6권1호
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• pp.195-203
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• 2012

The purpose of this study was to identify clinical practice (clinical training education) and satisfaction depend on university hospital availability according to a survey with 850 healthcare-affiliated students. The collected data were analyzed with the SPSS17.0 program. The result was shown statistically significant difference depends on gender, major departments and satisfaction of college life. In addition, there were significant differences in satisfaction of clinical training education in the environmental aspects of practice depending on whether affiliated hospital or not. There were no significant correlation found between degree of satisfaction of clinical training education and the need for affiliated hospital (r = .204, p <.01). As a result, Attached to the university hospital can be helpful to healthcare-affiliated students on environmental and educational aspects of clinical training education. Therefore, the effective and practical training programs using university-affiliated hospitals are surely needed to develop and to apply the active support.

• 임상간호연구
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• 제29권3호
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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.

• 디지털융복합연구
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• 제14권9호
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• pp.359-367
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• 2016

본 연구는 치위생과 학생들이 임상실습시 각 분야별 수행빈도와 만족도 및 스트레스를 조사 분석하여 효율적인 임상실습 교육을 하기 위한 기초자료로 활용하고자 시행하였다. 대전 충청도에 소재하는 3년제 대학에서 임상실습을 실제 경험한 3학년 치위생과 학생 219명을 대상으로 2014년 2월 1일부터 3월 31일까지 설문조사하였다. 연구결과 임상실습기간에 대한 만족도는 종합병원 및 대학병원이 가장 높고 기술을 습득하는 정도는 치과의원이 높게 나타났다. 또한 임상실습지에 따른 진료 영역별 수행빈도와 만족도에는 유의한 차이가 나타났으며 임상실습지에 따른 진료 분야별 스트레스 정도는 '잇솔질 교육과 구강보건교육'에서는 치과의원이 가장 높았고 '환자상담'에서는 종합병원 및 대학병원이 가장 높게 나타났다. 따라서 효과적인 임상실습과 만족도를 높이기 위해서는 학생들의 임상실습에 관한 교육방향을 설정하고 표준화된 실습기준과 평가방법을 마련하여야 할 것으로 생각된다.

• 한국산학기술학회논문지
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• 제17권7호
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• pp.220-227
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• 2016

본 연구는 간호대학생의 임상실습 스트레스, 임상실습만족도, 임상수행능력과 간호전문직의 연관성을 파악하고 이들 변수간의 관계를 파악하는 서술적 상관관계 연구로써, 4년제 간호 대학생 240명 대상으로 하여 수행하였다. 임상수행능력(F=1.888, p=.048)과 간호전문직관(F=1.976, p=.046)의 경우 전공만족정도에 따라서 통계적으로 유의한 차이가 나타났다. 이를 사후 검정한 결과 전공에 만족한다는 집단이 보통인 집단, 불만족하는 집단보다 높은 것으로 나타났다. 간호전문직관의 경우 전공에 만족한다는 집단이 불만족하는 집단보다 높은 것으로 나타났으며 임상실습스트레스는 간호전문직관에 영향을 미치는 변수였고,41%로 설명되었다. 본 연구에서는 간호대학생의 임상실습 스트레스, 임상실습만족도, 임상수행능력과 간호전문직관의 정도를 분석한 결과에 따르면 간호전문직에 유의한 영향을 주는 요인임을 확인할 수 있었다. 이에 따라 임상실습 중에 경험하는 스트레스정도가 임상실습의 수행능력에도 영향을 미치는데, 스트레스를 받으면서 임상실습에 임하는 것은 중요한 실습을 하기 어려울 뿐만 아니라 실수를 범할 수 있고, 실수로 인하여 임상실습의 스트레스가 또다시 발생하게 된다. 따라서 앞으로 간호 대학생의 임상실습 스트레스를 감소시킬 수 있는 중재프로그램을 개발이 필요함을 알 수 있다.

• 대한한의진단학회지
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• 제20권1호
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• pp.27-36
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• 2016

Objectives The purpose of this study was to revealed the association among the clinical performance, self-concept of the nursing profession and critical thinking disposition of nursing students. Methods The subjects were recruited from the university nursing students who was experienced Grade 3 and Grade 4 students. The general characteristics of the subjects were presented with the frequency and percentage. Differences in clinical performance, professional nursing self-concept and critical thinking disposition were analyzed by t-test, ANOVA according to the degree of general characteristics. A significant positive correlation were analyzed from $Scheff{\acute{e}}$ test. Multiple regression analysis was used to reveal the effective indexes for Clinical Competence of the subjects. The suitable significance was 0.05 Results Total 318(23 males and 295 females) participants were joined in this study. Critical thinking disposition of the nursing students was significantly different in the university satisfaction, academic record, major satisfaction, satisfaction of clinical practice, relationships with colleagues practice, satisfaction amount of practice(p<0.001). Clinical competence of nursing students was positively associated with critical thinking disposition, professional self-concept and professional self-concept was positively associated with critical thinking disposition. Critical thinking disposition and professional self-concept was significant (F=83.081, p<.001). The higher clinical competence was (${\beta}=.168$, p=.001), the higher professional self-concept was(${\beta}=.051$, p<.001). The explanation power of critical thinking disposition and professional self-concept was 34.5% in clinical competence. Conclusions There is significantly positive correlation among critical thinking disposition, professional self-concept, and clinical performance in the nursing students.

• 한국직업건강간호학회지
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• 제22권4호
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• pp.285-294
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• 2013

Purpose: This study aimed to explore professional autonomy, nursing work environment, and clinical decision making ability and to determine predictors of clinical decision making ability among clinical nurses. Methods: A cross-sectional design was used in this study and 263 clinical nurses were selected from advanced-level hospitals with over 500 beds located in D metropolitan city. Independent t-test, ANOVA, Pearson's correlation coefficients and hierarchical multiple regression analyses were done with the SPSS/WIN 20.0 program. Results: Clinical nurses reported moderate levels of professional autonomy, nursing work environment and clinical decision making ability. Marital status, professional autonomy and nursing work environment accounted for 25% of variance in clinical decision making ability required in various clinical settings. Importantly, being married, higher level of professional autonomy, and greater satisfaction with work environment were significantly associated with better decision making ability. Conclusion: Findings indicate that improving the quality of decision making in the healthcare settings requires awareness of the multiple effects of individual, occupational and environmental features. Nurses' ability to make effective clinical decisions may rely on personal characteristics, the degree of autonomy in their job, and nurses' satisfaction with their work environment.

• Asian Pacific Journal of Cancer Prevention
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• 제16권13호
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• pp.5463-5469
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• 2015

Background: Nursing focuses on the development of an empathic relationship between the nurse and the patients. Compassionate competence, in particular, is a very important trait for oncology nurses. The current study sought to determine the degree of compassionate competence in oncology nurses, as well as to determine the relationships between compassionate competence, burnout, job stress, turnover intention, degrees of job satisfaction, and organizational commitment in oncology nurses. Materials and Methods: A descriptive correlational study evaluating the relationships between compassionate competence, burnout, job stress, turnover intention, degrees of job satisfaction, and organizational commitment in 419 oncology nurses was conducted between January 30 and February 20, 2015. Results: The average score of compassionate competence for oncology nurses in the current study was higher than for clinical nurses. Conclusions: The correlational analysis between compassionate competence and organizational commitment, burnout, job stress, turnover intention, and degree of job satisfaction revealed a high correlation between compassionate competence and positive job satisfaction and organizational commitment. Conclusions: Compassionate competence was higher in oncology nurses than in nurses investigated in previous studies and positively correlated with work experience. Job satisfaction and organizational commitment in nurses may be improved through compassionate competence enhancement programs that employ a variety of experiences.

• 간호행정학회지
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• 제9권3호
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• pp.415-427
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• 2003

Purpose: The purpose of this study was to investigate the degree and pattern of knowledge management process, and to identify the relationship between knowledge management process and organizational effectiveness in clinical nurses. Method: Participants were 665 regular clinical nurses who had worked for over 1 year in general units of 9 tertiary medical hospitals including 2 national university hospitals, 5 university hospitals, and 2 hospitals founded by business enterprises. Data were collected from March to May 2003 through questionnaires. Four structured instruments were used to collect the data: Knowledge Management Process Scale(Jeong, Lee, Lee, & Kim, 2003), cCommitment Questionnaire(Mowday, Steers, & Porter, 1979), General Satisfaction Scale(CooK, Hepworth, Wall, & Warr, 1981), and one for general characteristics. The data were analyzed using factor analysis, reliability analysis, descriptive analysis, cluster analysis, one-way ANOVA, Scheffe test, correlation analysis with the SPSS for Windows 10.0 program. Result: 1) The average score for knowledge management process in nurses was $3.08{\pm}.54$ on a 5-point Likert scale. In order from highest mean score, the elements of knowledge management process, were Knowledge $Utilization(3.35{\pm}.57)$, Knowledge $Sharing(3.07{\pm}.58)$, Knowledge $Creation(2.99{\pm}.63)$, and Knowledge $Storage(2.91{\pm}.82)$. 2) Four knowledge management patterns for nurses, which were derived from cluster analysis, were inactivate pattern, delayed pattern, activate pattern, and high-activate pattern of knowledge management. 3) The degree of knowledge management process activation and 4 elements of knowledge management process, Knowledge Creation, Knowledge Storage, Knowledge Sharing, and Knowledge Utilization, were significantly correlated with nurses' organizational commitment and job satisfaction(p=.000). 4) The nurses' organizational commitment and job satisfaction showed significant differences according to the knowledge management patterns derived from cluster analysis of high-activate pattern, activate pattern, delayed pattern, inactivate pattern(p=.000). Conclusion: These results suggest that there are four knowledge management patterns for nurses, and knowledge management process positively affects the nurses' organizational commitment and job satisfaction. From the above findings, knowledge management process is empirically verified as a useful and effective method to increase organizational effectiveness, and develop the organization.

• 의학교육논단
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• 제13권2호
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• pp.9-23
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• 2011

This study aimed to investigate the effects of tutors' domain and teaching expertise on learning outcomes in a problem based learning (PBL) environment. Four tutors and 25 first-year medical students participated in this study. Tutors' domain expertise was classified by clinical or non-clinical which is basic medicine and teaching expertise by previous tutoring experiences or not. The results showed a statistically significant difference in achievement depending on the tutors' domain expertise. Students grouped with an experienced clinical tutor attained higher achievement scores than those with an experienced non-clinical tutor, while those with an inexperienced non-clinical tutor attained higher scores than those with both inexperienced clinical tutors and experienced non-clinical tutors. Students with clinical medicine tutors also showed higher satisfaction scores than those with non-clinical medicine tutors. In particular, students grouped with an experienced clinical tutor gained higher satisfaction scores than those with inexperienced non-clinical tutors, and among the inexperienced tutors, students tutored by a clinical tutor showed higher scores than those with a non-clinical tutor. Different intervention styles were also found depending on tutors' domain and teaching expertise. Experienced tutors gradually reduced the tutoring intervention, whereas the novice provided more as the semester proceeded. Moreover, experts with a clinical medicine degree preferred direct teaching, whereas, non-clinical tutors preferred facilitating. Also, experienced tutors in the clinical medicine facilitated critical awareness than the other tutors. These results show the importance of developing a program for novice tutors to improve PBL in medical education.

• 대한간호학회지
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• 제30권5호
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• pp.1254-1264
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• 2000

This study investigated the relationship between the nurse's followership, job satisfaction and organizational commitment. The sample consisted of 173 nurses of 2 private university hospitals. The instruments used in this study were the followership scale (Kelly, 1994), the job satisfaction scale (Slavitts et al., 1978), the organizational commitment questionnaire (Mowday et al., 1979) and the demographic questionnaire. SPSS/WIN program was used for descriptive statistics, ANOVA, and Pearson correlation analysis of data. The results were as follows: 1) The styles of followership were classified as pragmatist followers (73.4%), exemplary followers (19.7%), passive followers (4.6%), and alienated followers (2.3%). 2) The mean of independent/critical thinking was 3.32 (M=3.0), and active involvement was 3.04 (M=3.0). As a whole, the mean of followership was 3.18 (M=3.0), job satisfaction was 2.82 (M=2.5), and organizational commitment was 3.97 (M=3.5). 3) Significant differences were found in the degree of clinical nurses' perception of followership according to the demographic characteristics such as age, education, position, and career. 4) Significant differences were found in the degree of clinical nurses' perception of followership according to followership styles. 5) The followership was significantly related to job satisfaction and organizational commitment. In conclusion, the nurse's followership is considered as an important concept and this suggested that the concept could be used as a major variable in measuring effectiveness of nursing organization.