• Journal of Korean Academy of Fundamentals of Nursing
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• v.11 no.1
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• pp.31-40
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• 2004

Purpose: The purpose of this study was to describe nurses' recognition of, and practice level in management of general nosocomial infections, and methicillin resistant staphylococcus aureus (MRSA) and vancomycin resistant enterococci (VRE) infections. Method: A self-administered questionnaire was used to collect data. Data were collected on June, 2003 from 190 nurses in one university affiliated hospital located in Suwon. Result: The mean score for nurses' recognition of general nosocomial infection control was 3.57, MRSA control was 3.54, and VRE control was 3.86. The mean score on practice for control of general nosocomial infection was 3.19, for MRSA control, 3.20, and for VRE control, 3.63. There were statistically significant relationships between the recognition level and practice level for general nosocomial, MRSA, and VRE infection control. According to the general characteristics of the nurses, the mean scores for both recognition and practice were higher for those nurses who had had infection control education, for those who had worked longer in nursing, and for those who worked in the ICU. Conclusion: It is suggested that appropriate hospital infection control programs should be developed through continuous education and practice to improve nurses' level of the practice in general infection control, and especially in MRSA and VRE infection control.

• Journal of Home Health Care Nursing
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• v.29 no.3
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• pp.319-328
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• 2022

Purpose: This study investigated the relationship between artificial intelligence ethical awareness, bioethics awareness, and person-centered care of general hospital nurses. Methods: The participants were 192 nurses. Data were analyzed using descriptive statistics, t-test, analysis of variance, and Pearson's correlation coefficient with the SPSS program. Results: The average points for artificial intelligence ethical awareness, bioethics awareness, and person-centered care were 2.93, 2.77, and 3.50, respectively. Artificial intelligence ethical awareness and bioethics awareness had statistically significant negative relationships. Artificial intelligence ethical awareness, bioethics awareness, and person-centered care were not significantly correlated. Conclusion: Education, training, and organizational support are needed to improve artificial intelligence ethics awareness, bioethics awareness, and person-centered care for general hospital nurses.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.4
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• pp.404-412
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• 2008

Purpose: To analyse hospital nurse staffing level of the general nursing unit, ICU, ER and OR in general hospitals. Method: The study sample was 105 acute general hospitals which had reported the bed size and number of nurses by the nursing units. Number of bed per nurse was analysed by the hospital characteristics and the staffing levels of the doctors and the nursing assistant personnels using t-test or ANOVA and Pearson's correlation. Results: Number of bed per nurse was 3.86 in general nursing units and 0.95 in ICU. Tertiary hospitals employed more nurses in general nursing units and ICU than general hospitals. Hospitals located in Seoul and public hospitals employed more ICU nurses. OR nurse staffing level was higher in academic hospitals. Hospital size was positively correlated with nurse staffing level of the general nursing unit, ICU, ER and OR respectively. Total nurse staffing level of the hospital was positively correlated with doctor and nursing assistant personnels staffing levels. Conclusion : Differentiated nursing fee schedule was needed to implement in ER or OR. Regulation policy should be needed for the hospitals which violated hospital nurse staffing level of the law.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.3
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• pp.314-324
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• 2009

Purpose: This research was conducted to investigate the nurses' awareness and behavior on coaching and its relation with job characteristics in a hospital. Methods: Total 300 nurses in a university affiliated hospital were surveyed with questionnaires between April and May, 2008. The data was analyzed using SAS 9.1. Results: The data showed that 88.9 % of nurses responded the need of coaching training program while only 80.9% of general nurses and 75.7% preceptor nurses would like to participate in the training. The current level of knowledge for coaching was not different by the age, education level, and career. However, coaching behavior and job characteristics were significantly higher in the nurse managers than in general nurses or preceptors. The correlation between coaching behavior and job characteristics were identified. Conclusion: The gaps between the perceived necessity of coaching program implementation and willingness to participate in the coaching program were due to worry about the burden of extra hours needed to participate the program. To introduce coaching program to a nurses' organization successfully, the efforts should be made to develop the coaching training program for nurses based on the results and to support them systematically.

• Journal of Korean Clinical Nursing Research
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• v.23 no.2
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• pp.179-188
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• 2017

Purpose: This study examined post-traumatic stress (PTS) and the factors affecting it among general hospital nurses after the MERS(Middle East Respiratory Syndrome) epidemic. Methods: Data were collected from 170 nurses who worked at general hospitals since the first reported MERS outbreak. The IES-R-K assessed PTS. Data were analyzed using SPSS. Results: The mean PTS level was 7.80 points (range: 0~88); 7.1% of the participants were at a high risk. Nurses who had been in contact with patients suspected or diagnosed with MERS had high post-traumatic levels; those who had been quarantined during the MERS outbreak had relatively higher PTS levels. Shift-work nurses had higher PTS levels than those with fixed working hours. Above charge' nurses stress levels were higher than staff nurses' stress levels. The results showed that factors including contact with an MERS-suspected or diagnosed patient, position at work, and working status of MERS-affected nurses explained 16% of the PTS. Among the main variables, nurses' above charge position was the greatest factor affecting PTS. Discussion: It is necessary to develop intervention studies and programs considering these variables. Furthermore, development and implementation of differentiated programs should be done considering the position of above charge nurses.

• Korean Journal of Occupational Health Nursing
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• v.20 no.1
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• pp.1-13
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• 2011

Purpose: This study was conducted to compare the characteristics of organizational structure and occupational satisfaction among nurses in general hospital and small to medium-sized hospital and to investigate the affecting factors on their occupational satisfaction. Methods: The study was based on the cross-sectional descriptive survey. A self-report questionnaire was used to collect data from 343 nurses between June and July, 2010. Data were analyzed by ${\chi}^2$-test, t-test, ANOVA, Scheffe's test, Pearson's correlation coefficient, and multiple regression using the SPSS/WIN 14.0 program. Results: Hierarchical structure was dominant in general hospital whereas relationship was highly valued in small to medium-sized hospital. Occupational satisfaction was positively correlated with work environment built on relationship, innovation and tasks. Factors significantly influencing on occupational satisfaction in general hospital included innovative work environment, nurses' income and their health status ($R^2$=40.3%). For the small to medium-sized hospital, they included innovative work environment, satisfaction in life, tasks and professionalism ($R^2$=40.4%). Conclusion: Organizational structure, especially innovative work environment and relationship-oriented attitude had a significant influence on nurses' occupational satisfaction. Therefore, nursing administrators have to develop and consider organizational structure to improve occupational satisfaction.

• Journal of Korean Clinical Nursing Research
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• v.24 no.2
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• pp.188-196
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• 2018

Purpose: The purpose of this study was to compare the differences in compassion fatigue, compassion satisfaction and burnout between nurses working at comprehensive nursing care unit and general ward. Methods: The subjects were 35 nurses in general ward and 42 nurses in the Comprehensive Nursing Care unit in one hospital. Measurement instrument included the Stamm's professional quality of life (ProQOL) version 5-Korean. Descriptive statistics, t-test, paired t-test, ANCOVA, and Pearson correlation were used to analyze the data. Results: Nurses working at the Comprehensive nursing care unit demonstrated significantly lower compassion fatigue (F=17.00, p<.001), higher compassion satisfaction (F=14.39, p<.001), and lower levels of burnout (F=40.07, p<.001) than control group. Conclusion: Compassion fatigue and burnout were lower and compassion satisfaction was higher among nurses working at comprehensive nursing unit than general ward. In order to improve quality of the comprehensive nursing care services, there is a need to be concerned with the nurse's compassion fatigue, compassion satisfaction, and burnout.

• Korean Journal of Occupational Health Nursing
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• v.23 no.4
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• pp.219-226
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• 2014

Purpose: This study aims to determine the association between psychosocial work environment and self-rated health among general hospital nurses. Methods: A total of 195 nurses working in one general hospital were eligible for data analysis by multivariate logistic regression. The psychosocial work environment was measured with the Korean version of the Copenhagen Psycosocial Questionnaire version II (COPSOQ-K). Self-rated health was recoded as good (excellent/good) and not good (fair/poor/bad) to the question, "In general, how would you rate your health status?" Results: 40% of nurses rated their health positively. Commitment to the workplace (OR=1.27), predictability (OR=1.32), recognition and reward (OR=1.41), role clarity (OR=1.32), and social support from colleagues (OR=1.25) were positively associated with self-rated health of nurse participants. Work-family conflict (OR=0.82) was negatively associated with self-rated health. Conclusion: The findings suggest that psychological work environment predicts self-rated health of hospital nurses. Good psychological work environment may be helpful in improvement of nurses' health.

• The Research Journal of the Costume Culture
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• v.14 no.6
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• pp.1004-1014
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• 2006

The purposes of this study is to investigate the present condition of nurses' uniform design and to categorize the image of nurses' uniform design. To investigate the nurses' uniform design, total 241 data were collected from the pictures of nurses who work for private hospital and semi-general hospital in Deajeon and Seoul city and Chungnam province and the pictures of uniform for nurses in general hospital presented at nurses' uniform company web sites. This data was evaluated by 3 major garment characteristics, yin/yang, casual/professional, and lightness/ darkness-were used as criteria for categorizing the image of nurses' uniform design. Focus group consisting of 10 experts majored in Clothing and Textiles were evaluated by 7 point Likert type scales. Nurses' uniform design at the present time showed equal distribution in terms of yin/yang and casual/professional. However, in terms of lightness/darkness, nurses' uniform design were partial to light image. Therefore, dark image, specially dark and masculine image in nurses' uniform design were very rare. Nurses' uniform design had some differences by type of hospital, department, and geographical area. The most important meaning from the result through this study was that the nurse uniforms were classified into groups according to the present condition of nurses' uniform design.

• Korean Journal of Occupational Health Nursing
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• v.24 no.3
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• pp.173-182
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• 2015

Purpose: The purpose of this study was to examine the relationship between upper-scale general hospital nurses' experience of verbal abuse and job stress. Methods: Subjects were 245 nurses working at 3 upper-scale general hospitals in B city and the data were collected by convenience samples using self-reported questionnaires consist of general characteristics, verbal abuse and job stress. The data were analyzed with descriptive statistics, t-test, ANOVA, Scheff$\acute{e}$ test and Pearson's correlation coefficients. Results: The mean score of verbal abuse level was 2.2 points and job stress level was 2.5 points. Experience of verbal abuse and job stress among the subjects had a positive correlation, and verbal abuse against nurses especially showed a strong correlation with job stress. Conclusion: Results of this study show that nurses' experience of verbal abuse increases their job stress. Therefore, continuous education and training programs that are based on the case studies with coping method according to clinical careers and working areas are required to reduce upper-scale general hospital nurses' experience of verbal abuse and decrease their job stress.