• Journal of Korean Academy of Nursing Administration
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• v.7 no.2
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• pp.223-235
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• 2001

The Purpose of this study was to identify the relationship between leadership style of nurse managers and related variables and to provide the basic data for developing strategies of transformational, transactional leadership study. The subjects were 300 nurses and 10 head nurses were working at the 2 general hospitals in seoul. The data were collected from July 6 to July 14, 2001 by the structured questionnaires. For data analysis, descriptive statistics, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. The results of this study were as follows : 1. The score of the nurse managers' transformational leadership perceived by surbodinates' were higher than that of the nurse managers' transactional leadership. Among 5 subdimensions of the leadership styles perceived by surbodinates', the scores of 'charisma' and 'intellectual stimulation' were highest and 'management by exception' were lowest. 2. 'charisma' 'intellectual stimulation', 'individual consideration' and 'contingent reward' were positively related to all of variables except 'turnover intention'. 'Management by exception' was negatively related to all of variables and was positively related to 'turnover intention'. 3. As a result of regression analysis, leadership styles effect on 'leadership effectiveness', 'turnover intention', 'job satisfaction', 'empowerment', 'organizational commitment', 'autonomy', 'job involvement' in turn. The determinants of 'job satisfaction', 'autonomy', 'leadership effectiveness' were 'charisma' of transformational leadership and the determinants of 'organizational commitment', 'job involvement', 'empowerment' were 'intellectual stimulation' of transformational leadership.

• Journal of Korean Academy of Nursing Administration
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• v.1 no.2
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• pp.372-387
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• 1995

One-hundred eighty four medical doctors and 349 nurses out of 6 university hospitals and 1 general hospital were surveyed from Mar. 3, to Mar. 31, 1995, in order to appreciate the extent of their understandings on the clinical nurse specialist system. The difference was analyzed by the subjects' age, their position and department, the expected benefits of the system. the assigned department, the position and qualification, the required special educational organization and program, and the extent of autonomy of the function of clinical nurse specialists and the special nursing field. The results were as follows ; 1. The perception about the expected benefits of the introduction of clinical nurse specialist system was significantly different among the age groups of medical doctors, and the age group of 40s among them showed the most positive perception. 2. The extent of acquaintance with clinical nurse specialist was the higher in the older age groups of respondent nurses. Meanwhile, the experience of participation with clinical nurse specialists was the more in the older age group of medical doctors. 3. The opinion about the required position of clinical nurse specialists was significantly different by the age and position of the respondent nurses. The rank of head nurse was suggested by the respondent nurses of older age and higher positon, while the level of in-charge nurse was suggested by the staff nurses. Also, the duration of clinical experience required of clinical nurse specialists was the most frequently responded as 6 to 10 years by nurses, as 2 to 5 years by medical doctors. 4. The degree of educational background required of clinical nurse specialists was differently responded by the various position of medical doctors and nurses. Of the medical doctors, professors frequently responded bachelor degree and medical residents frequently responded master degree as the required educational background. Of the nurses, nursing administrators more frequently responded that master degree was required of clinical nurse specialists than staff nurses and clinical nurse specialists did. 5. The extent of acquaintance with clinical nurse specialist system was different among the various department of medical doctors, which was the highest in the doctors of psychiatry, internal medicine and pediatrics, respectively. The doctors of surgery were the least acquainted of clinical nurse specialist. 6. The nurses of special parts, of surgery and of obstetrics & pediatrics responded more frequently that clinical nurse specialists should belong to the nursing department than the nurses of internal medicine and of others did. 7. The Special parts that necessitate clinical nurse specialists were responded to be the more important by nurses than by medical doctors. Clinical nurse specialists were responded to be the more necessary in the parts of diabetics, oncology, pyschiatry, dialysis, organ transplantation, intensive care, and in cardiovascular part. They were responded to be the less important in the parts of intravenous therapy, computer informatics, nursing administration, the improvement of nursing quality.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.3
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• pp.425-444
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• 1999

The purpose of this study is to survey evaluation of the nurse on the current Performance Appraisal System. the need for future performance of the nurse and the opinions about the job rotation, and suggest the direction of improvement by obtaining basic data to improve personnel management of the nurse in a hosipial, the subject of the investigation. The study was conducted self-reporting questionniare survey of 330 nurses working at C hospital located in Chonbuk Province and the data was collected from May 4. 1999 through May 14. The research used measuring instrument developed by researcher for evalution about the present performance appraisal. the need for the future performanc appraisal system and the opinion of job rotaion. The analysis of the collected data was computerized using SPSS/PC+ program, calculated frequency, percentage, the mean and standard deviation and used Pearson, s Correlation Coefficients, t-test, chi- square test. Major findings are as follows. 1) As for the purpose of the current performanc appraisal, the appraiser recognized it as a security of promotion standard, while the employee saw it as a means for control as guidance and supervison of work. 2) With regard to use the result of the present performance appraisal, appraiser picked ambiguous appraisal standard, employees recognized unilateral evaluation of superior eliminated the participation of them as the highest priority. 3) In relation to the current criteria for promotion of the nurse, both appraisers and employees placed more weight on the length of clinical than performance appraisal score. 4) There is much possibility of the appraiser making an error to evaluate considering the length of performance appraisal. 5) Both appraisers and employees indicated that prospective result of performance appraisal should be used for the ability development & motivation of the individual. 6) Concerning employee's participation for performance appraisal both sides wanted by far more participation. 7) Regarding the most ideal appraisal method, both parties favored most the way added up the evaluation of the head nurse and peer review and followed by the manner the revaluation of the head nurse by considering self-evaluation. 8) As to the individual interview after the appraisal, more than 60% of appraisers responded it's not necessary, while above 88.5% of employees answered it is essential so that it is showed significantly difference between the appraisers and the employees. 9) As far as open of the evaluation result is concerned. 75% of the appraiser were against it but 80% of the employee were for it so that it showed significantly between them. The most principal reason that the employee want is that it motivates the individual's ability development and the fairness of the appraisal increases. 10) Whether the periodical rotation is necessary or not, 80% of appraisers and employees answered it's necessary, however, over 70% of them did not want the rotation. 11) Work-group Cohesiveness level within the nursing unit was attentive different from desire of the rotation, that is, the work group cohesiveness level of nurses wanting rotation was significantly lower than that of the group not desiring it.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.3
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• pp.535-545
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• 1999

The purpose of this study is to investigate the nurses' needs in the general hospitals as a basic study to develop ICU clinical nurse from Aug. 3 to Sept. 26 1998 at 13 general or university hospitals that have ICU nurse training course and are accredited at KNA. The subjects of study were ICU nurses and nurse managers at the department of nursing. The questionnaire items were developed from literature review, interviews with 30 ICU nurses at an university hospital in Pusan. The results were as follows : The subjects of study educated in ICU nurse training course were 44.3% of total. The 93.1% responded the necessity of ICU CNS and 89.1% wanted to have ICU CNS certification. The 43.8% answered that ICU should be a center of CNS education and 32.0% answered the department of nursing. Most of subjects responded that the clinical experience of ICU should be needed prior to CNS education. Regarding the treatment of ICU CNS, the 34.2% of total subjects responded it would be suitable to pay additional allowance and the 28.3% answered to grade-up salary step, and then the 13.7% to promote level position. Concerning the assignment department, the 63.5% answered that the charge nurse would be proper than general nurse or head nurse. As to the working time of ICU CNS, the 93.2% responded that D-duty is needed, the 79.5% to E-duty and the 64.4% to N-duty. It is suggested that the consensus of ICU nurses for the concept, the role and the system of ICU CNS is needed.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.1
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• pp.5-15
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• 1997

Today's rapidly changing healthcare environment and increasingly professional nursing practice indicate that identifying leadership characteristic of nursing leaders and executives is a vital importance in today' s time and also mandate innovative leadership for nursing service. Therefore, the purpose of this study is to examined the transformational, transactional leadership styles of the Nurse Administrators. The sample consisted of sixteen mid-level nurse administrators, fifty head nurses of 5 General Hospital. Data for this study was collected from Sep. 20 to 29 by Bass' MLQ Questionnaire. The data was analyzed by frequency, percentage, one-way ANOVA. Major findings are as follows : Appropriate one-way ANOVA tests revealed that the differences for transformational and transactional leadership styles of nurse executives, mid-level nurse administrators as perceived by their immediate subordinates were statistically significant(P<.05). The scores of transformational and contingent reward behaviors were declined of the mid-level nurse administrators. The transactional scores of nurse administrators were lower than transformational ones, which is a desirable findings. The result of this study, the mid-level nurses administrators were perceived as the highest transformational leader by their subordinates. The nurse executives received the lower transformational leadership scores than mid-leval administrators. These results were opposit to the previous studies. Leader can aspire to these qualities of transformational leadership, building on the more traditional transactional dimensions. We can think that transformational leadership suggests a direction for developing a creative and rewarding approach to the leadership of professionalnursing practice environments. More research on transformational qualities in nursing service and controlled designs would be desirable for nursing service administration.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.1
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• pp.77-86
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• 1999

The purpose of this study is to look into nurse's legal duty and to analyze influencing factors, by reading through precedents in nursing-related malpractice cases. 157 clinic nurses and 40 head nurses who were working in 3 university hospitals in the area of Seoul and KyongKi province were surveyed with pre-set questionnaires which were based on 20 cases and to compare precedents with nurses' attitudes. Independent variables were demographic characteristics, job characteristics, experience and education, and personal characteristics. Dependent variables were the extents of understanding in their duty. To analyze the extent of duty understanding t-text. ANOVA, and multiple regression were performed according to the characteristics of each study subject. Main findings are as follows; 1. $X^2$ test was performed for each hospitals and job category. The existence of religion and job-related advisers were significantly different according to hospitals and job categories. The existences of the orientation for nursing, education, and meeting were significantly different according to hospitals. 2. The extent of duty understanding according to the subject characteristics was assessed by means of median. Each case was given the median. 12 cases(46%)out of 26 cases demonstrated the median of more than 6 showing high extent of understanding. 3. When $X^2$ test was performed. the extent of duty understanding was significantly different in the areas of marriage status. the existence of meetings. and the experience of having dispute. When multiple regression(stepwise method) was performed, above variables were not statistically significant. 4.As result of comparative analysis on precedents and nurse's attitudes. it is 4 cases that nurse's attitudes is more active than precedents and it is 9 cases that nurse's attitudes is more passive than precedents and it is 4 cases that nurse's attitudes is parallel with precedents. This study does not present statistical model which can integrate all the cases. The significance of this study is in that it generalized and assessed the nurses' understanding of duty based on nursing -care which was legally disputed and compared nurse's attitude with precedents.

• Journal of Korean Critical Care Nursing
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• v.2 no.1
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• pp.26-35
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• 2009

Purpose: This paper reviews current diagnostic evaluation, treatment, nursing considerations, and the nurse practitioner’s (NP) role in acute ischemic stroke care. Methods: National guidelines and extensive literature on acute stroke care were reviewed and a relevant clinical case was introduced. Results: Computerized tomography (CT) of the head without contrast is the initial brain imaging procedure for patients with an acute stroke. Magnetic resonance imaging (MRI) can be an alternative test. Restoration of cerebral perfusion to the affected area is a key therapeutic strategy for ischemic stroke. A number of treatment strategies such as thrombolysis, anticoagulation, antiplatelet, and surgical treatment can be selected to improve blood flow to the ischemic region. The NP on the stroke team is involved with immediate stroke management including neurological assessment, ensuring adequate oxygenation, blood pressure management, activity, and diet. Discharge planning with the patient, family teaching and coordination of follow up care should also be implemented early in the hospitalization. Conclusion: The nurse practitioner is one of the cardinal members on the stroke team, and must be updated with current treatment and management guidelines.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.4
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• pp.575-583
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• 2002

Purpose : The purpose of this study was examine the effects of Self-Development training on the Self-Identity for head nurses. Methods : The sample consisted of 24 head nurses in one university hospital in Seoul. The subjects were divided into two groups for the training. Self-Development training was developed by the researcher for during 4 sessions in two weeks that is, 2 hours a day/ 2 times a weeks / two weeks / each group. Self-Development training program consists of identification of self-development elements, self-identification I, self-identification II, and human relationship. Two-weeks before and 4-weeks after the training, subjects completed the questionnaires. Analysis was done by SPSS PC 10.0 for percentile, mean, standard deviation, paired t-test and correlation. Results : The results of this study showed that the Self-Identity had not significant differences before and after Self-Development Training. When compared 5 subscales, self-assertiveness is significant difference, and goal-directedness has the lowest score before and after training. 11(46%) of head nurses mean scores at the 4 weeks after training were slight higher. Conclusion: On the basis of the finding, the researcher makes the following conclusion. This study is one step towards understanding the impact of Self-Identity for the head nurses. It would be beneficial to replicate this study with larger, more diverse samples.

• Journal of Korean Academy of Nursing
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• v.35 no.1
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• pp.95-103
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• 2005

Purpose: The purpose of this study was to develop an instrument of task performance evaluation for clinical nurses, thus testing the validity and the reliability of the scale. Method: Data was collected from 84 Head Nurses and 255 General Nurses. A conceptual framework, composed of 4 factors of meaning in task performance evaluation, was identified through review of the relevant literature. A total of 78 items were developed and were used on a five-point likert scale. Through factor analysis, items whose factor loading was below 0.50 were deleted, thus 35 items remained. To test the validity and reliability of the instrument, the SPSS 11.0 windows program was used. Result: The results of the factor analysis indicated that 4 factors were classified and the cumulative percent of variance was 67.54%. The results of the reliability test indicated that Cronbach's coefficient of the total 35 items was over 0.9176. The results of the factor analysis indicated that factor loadings of all items was over 0.50. Conclusively, the validity and the reliability of the scale were proven. Conclusion: This study was identified as a tool with a high degree of reliability and validity.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.3
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• pp.373-383
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• 2007

Purpose: This descriptive study was designed to find out the relation between nurses' perceptions of leadership and organizational effectiveness. Method: The data was collected from nurses in 451, a tertiary hospital located in B city by means of structured questionnaires. The data was analysed by t-test. ANOVA, Pearson correlation coefficient. Results: The average age of the subjects was 29.1. Regarding the marital status, 68.1% were single. Regarding the nursing unit, 42.6% were working for the general surgical wards. The total period of clinical career was on average 73.7 months. Regarding the period in current ward, 51.0% were 1-less than 3 years. There was a positive correlation with transformational leadership, transactional leadership, job satisfaction, and organizational commitment, whereas the turnover intention had a negative correlation with transformational leadership and transactional leadership. Conclusion: The nurses' different perceptions of transformational leadership, transactional leadership, and organizational effectiveness have strong correlative relationships with each other. This finding suggests the importance of the head nurse's leadership in increasing organizational effectiveness.