• 한국노년학
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• v.40 no.2
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• pp.311-323
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• 2020

Older adults are at a high risk of falling, causing severe injuries and increased hospital stays and treatment costs. This can be a burden not only on the family but also on the national economy. Thus, fall prevention is very important in nurses' and nursing assistants' work. This study intended to grasp the real situation faced by nurses and nursing-assistants working at geriatric hospitals in J province, Korea. The researcher interviewed thirty-six nurses and nursing-assistants in four geriatric hospitals and performed four focus group interviews. Data were analyzed through an inductive content analysis based on Elo & Kyngäs's approach. Three categories and five subcategories were identified. Categories were patients, environmental, and personal factors. Patient factors included patients' impaired cognitive function. Environmental factors included lack of personnel support and assignment of inpatients without regard to fall risk. Personal factors included hopelessness regarding improvement and fear of being blamed. Promotion of fall prevention practice needs a gradual increase in nursing staff at geriatric hospitals, a system for assigning hospital room according to fall risk, and education and support system to reduce nursing burden.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.25 no.3
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• pp.240-248
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• 2018

Purpose: The purpose of this study was to evaluate the validity of an educational program developed for geriatric visiting nurses in Seoul by assessing their satisfaction level and level of learning goal achievement. Methods: This descriptive research study was conducted to develop, implement, and evaluate the educational program in accordance with the ADDIE Instructional System Model. Participants were 170 nurses hired for the 2016 Seoul Metropolitan Government visiting service for older people. Based on Kirkpatrick's Training Evaluation Model, reaction and learning evaluations were conducted during and after the educational program. Data were analyzed using descriptive statistics. Results: The developed educational program consisted of basic and professional courses. The evaluations showed that participants were highly satisfied with the lectures and field placement. Over 90% of the participants achieved the learning achievement goals. Conclusion: The program developed for geriatric visiting nurses in Seoul is considered a valid educational program because of the participants' high levels of satisfaction and academic achievement.

• Korea Journal of Hospital Management
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• v.21 no.3
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• pp.22-36
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• 2016

This study aims to analyze the effects of job satisfaction on turnover intention among the nurses in geriatric hospitals. In terms of study methods, this study developed structured questionnaires, and distributed them to nurses working in 11 geriatric hospitals in metropolitan area. A total of 418 questionnaires (response rate: 87.0%) were used for final analysis. We conducted multiple regression analyses to analyze the influence of job satisfaction on turnover intention, adjusting for the characteristics of the research subjects. The results of this study are as follows. First, both job satisfaction and turnover intention were statistically significantly related to individual and hospital characteristics. Second, turnover intention was lower in older age group, and higher in smaller hospitals. As job satisfaction increases, turnover intention decreases. Third, the results of the regression analysis adjusting for subject's characteristics and job satisfaction's sub-categories show that the turnover intention is lower in nurses who are older, day worker, and work in bigger hospitals. Fourth, the result of subgroup analysis by hospital volume show that both of two groups are influenced by hospital ownership and satisfaction about compensation. In addition, professionalism had a significant effect on decreasing turnover intention in smaller hospitals. However, there was no statistically significant relationship between job satisfaction's sub-categories and turnover intention in larger hospitals. The results of this study confirms that job satisfaction lowers turnover intention among nurses in geriatric hospitals. It is suggested that the administrators of those hospitals continue to monitor critical factors associated with job satisfaction, and thus, reduce turnover intention, which helps improve quality of services.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.30 no.1
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• pp.59-68
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• 2023

Purpose: We investigated the association between empathy for the elderly, the nursing work environment, person-centered care, and geriatric nursing practice among university hospital nurses and factors that affect geriatric nursing practice. Method: We administered questionnaires to 178 nurses between May 23 and June 21, 2022 at a university hospital in city D. We used descriptive statistics, the t-test, one-way analysis of variance, the scheffé test, Pearson correlation coefficients, and stepwise multiple regression analysis for data analysis. Results: We observed a statistically significant positive correlation between nurses' geriatric nursing practice and empathy for the elderly, the nursing work environment, and person-centered care. Empathy for the elderly was positively correlated with the nursing work environment and person-centered care, and the nursing work environment showed a statistically significant positive correlation with person-centered care. Empathy for the elderly and the nursing work environment significantly affected geriatric nursing practice. The overall explanatory power of the regression model was 33.4%. Conclusion: Greater awareness and implementation of various educational programs that promote empathy for the elderly are necessary to improve nursing care for the elderly population. Furthermore, adequate manpower and material support are important to improve the nursing work environment among nurses employed at university hospitals.

• Journal of Korean Academy of Nursing
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• v.36 no.7
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• pp.1253-1264
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• 2006

Purpose: The purpose of this study was to understand conversations and to identify typical conversational problems between nurses and patients with dementia. Method: A conversation analysis method was used. The data was collected in a geriatric institutional setting, using a videotape recorder, and transcribed. The transcribed data was analyzed in terms of expressions, contents, and relationships to identify communicative problems and their resolutions, Results: Among a total of 532 episodes, 440(82.7%) we're identified as nurse-involved episodes. In addition, 66 of the 440 episodes were selected based on the significance of the conversation. The communicative problems between nurses and patients in terms of expressions were identified as 'directive and authoritative expressions', 'emotional and competitive expressions', 'evasive and on-looking expressions', and 'excessive use of title only', such as calling them granny or grandpa without proper names. In terms of content and relationships, 'lack of themes in psychosocial areas' and 'nurse-led relations' were identified respectively as communicative problems. Conclusion: The results of this study will provide substantial guidelines for nurses in caring for elderly patients with dementia by deeply understanding linguistic structures and problems of everyday conversations between nurses and patients with dementia.

• Journal of the Korea Convergence Society
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• v.13 no.2
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• pp.341-348
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• 2022

The study was aimed to identify the educational needs for gerontological nursing using the nursing diagnosis classification of hospital nurses. A cross-sectional survey was conducted on 245 nurses who had experience caring for older patients within 1-year at two nurse web cafes. As a result of the study, 43 nursing diagnoses were classified into 6 areas: acute care, daily life care, education and counseling, environment and resource management, health promotion, and geriatric disease management. Nursing educational needs differed according to the age, sex, marital status, education level, size of the hospital, and working experience of the nurse. In order to effectively perform nursing care for the elderly and geriatric patients, it may be necessary to investigate the needs of continuous education and develop a detailed education program.

• Journal of Korean Academy of Nursing
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• v.38 no.4
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• pp.603-611
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• 2008

Purpose: This study was to determine the mediator or moderator role of empowerment in the relationship between the head nurse's transformational leadership and organizational commitment as perceived by staff nurses. Methods: Data was collected from 451 nurses in a tertiary hospital located in B city by means of structured questionnaires. Data was analyzed with descriptive statistics, Pearson's correlation coefficient and hierarchial multiple regression using the SPSS program. Results: Empowerment showed mediating effects between the head nurse's transformational leadership and organizational commitment as perceived by staff nurses. However, empowerment did not show moderating effects. Conclusion: Nurses' perception of empowerment, the head nurse's transformational leadership and organizational commitment have a strong relationship. This finding suggests the importance of empowering nurses to increase organizational commitment.

• The Korean Journal of Health Service Management
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• v.5 no.2
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• pp.105-117
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• 2011

The purpose of this study is to investigate evaluation and improvement of long-term care hospitals for changing long-term care hospitals fee system. Data were collected from 104 CEOs in nationwide long-term care hospitals using structured self-administered questionnaires during August 17 to 31, 2009. Major results of the empirical analysis are as follows; first, to change fixed sum medical fee per day caused to decline the level of geriatric service in 87% of CEOs. Second, 79% of CEOs were dissatisfied with changing fixed sum medical fee per day, and 47% of them were dissatisfied with graded fee for doctor and nurse management. Finally, they suggested that to specialize and to differentiate of long-term care hospitals will drive to improve long-term care hospitals function and to measure workforce based on rate of filled vacancies will increase efficiency and productivity of doctor and nurse management.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.6
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• pp.449-458
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• 2017

This research is a descriptive correlation research for comprehending the end of life care stresses, work environment, and reduction of nurses in geriatric hospitals and analyzing the factors influencing their burnout. We recruited 195 nurses from 8 geriatric hospitals in B metropolitan city and collected data on the end of life care stress, work environment and reduction using organized questionnaires. The data were analyzed with SPSS WIN 21.0 program. The average grade of end life care stress was $3.84{\pm}0.56$, nursing work environment $3.25{\pm}0.60$, and burnout $2.93{\pm}0.52$. There was a positive correlation between the end of life care stress and reduction(r=.206, p=.004) but a negative correlation between nursing work environment and reduction(r=-.431, p<.001). The most influential factor on the reduction was nursing satisfaction(${\beta}=-.302$), followed by work environment(${\beta}=-.294$), age(${\beta}=.286$), duty style(${\beta}=-.17$), and end of life care stress(${\beta}=.164$). The overall explanatory power was 41.2%.These results suggest that in order to minimize the reduction of nurses in geriatric hospitals, the provision of a supportive work environment which enhances their pride and responsibility as a nurse and offers incentives is required with effective distribution of duties, development of the end of life nursing education and administrative tools for reducing their stress.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.4
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• pp.446-454
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• 2010

Purpose: This study was conducted to compare job satisfaction, self-esteem, and nursing task performance between registered nurses (RN) and nurse assistants (NA) in long-term care hospitals. Method: The sample consisted of 203 nursing personnel (RN 99 and AN 104), who were working in one of 5 long-term care hospitals in 5 different areas. Data were collected by structured questionnaires from March 15 to April 30, 2010, and analyzed using the descriptive statistics, independent t-test, One-way ANOVA, and Pearson correlation coefficients with SPSS/Win 17.0 program. Result: There was no significant difference between nurses and nurse assistants in job satisfaction and self-esteem. But nurses had higher levels of nursing task performance than nurse assistants. Conclusions: These findings demonstrate the necessity of developing programs that will help to improve job satisfaction and self-esteem in nurses and nursing task performance in nurse assistants. Strategies need to be developed to maximize the value of the existing workforce without impacting on the quality of care delivered.