• 대한간호학회지
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• 제33권1호
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• pp.130-137
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• 2003

Purpose: The purpose of this study was to examine the effects of Self-Development training on the Human Relationship and Intrinsic Motivation for first-line nurse managers. Method: This was an empirical study on the Human Relationship and Intrinsic Motivation of Self Development Training. The researcher developed a new Self-Development Training Program, and the two-hour long training session was performed twice a week for each group. The program was performed for 4 session in two weeks. The subjects consisted with 24 nurse managers from C University Hospital in Seoul, Korea. The subjects were divided into two groups for the training. Two weeks before and 4 weeks after the training, subjects completed questionnaires that measured Human Relationship and Intrinsic Motivation. Analysis was completed by using SPSS PC 10.0 for percentile, mean, standard deviation and paired t-test. Result: The results of this study showed that Self-Development Training Program resulted in a significant effects on the Human Relationship. But the Intrinsic Motivation was not significantly affected by the program. Conclusion: This Self-Development training program had a positive effect on the Human Relationship and Intrinsic Motivation.

• 한국전문물리치료학회지
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• 제9권4호
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• pp.61-68
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• 2002

본 연구는 하퇴의지 착용자와 정상 성인간의 시간-거리, 운동형상학 변수를 조사하고 비교하기 위하여 실시하였다. 연구 대상자는 외상으로 인한 하퇴 절단자로서 내골격식 하퇴의지를 착용하고 독립적으로 보행이 가능한 20명과 연령, 신장으로 짝짓기한 대조군(matched control group) 20명이 참여하였다. 보행분석은 Vicon Clinical Manager Software (VCM)를 내장한 PC에 5개의 카메라가 연결되어 있는 Vicon 512 Motion Analysis System (MAS, Oxford Metrics Inc.)을 이용하였다. 하퇴의지 착용군의 단하지 지지시간이 정상 성인군에 비해 유의하게 짧았으며(p<.05), 하퇴의지 착용군에서 슬관절의 선전이 증가되었으며 족관절의 저측굴곡이 감소되었다(p<.05). 하퇴절단자들의 보행개선을 위해서는 하퇴절단자 개인의 보행능력에 알맞은 부품의 선택, 체계적인 보행훈련 및 평가, 보행능력 향상을 위한 근력강화 프로그램 등 체계적인 재활훈련 프로그램이 필요한 것으로 사료된다. 본 연구는 연구대상자의 수가 제한되어 있으므로 연구의 결과를 일반화하기에는 제한점이 있으나, 향후 편측 하퇴절단자의 보행연구에 대한 기초 자료로 사용될 수 있을 것이라고 생각된다.

• 가정∙방문간호학회지
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• 제13권1호
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• pp.33-45
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• 2006

Purpose : The purpose of this study is to present the desirable level of home health care services by identifying the roles and activities by task of home health nursing specialists as well as to raise the level of professionalism in home health care services. Method : This is a methodological study. The roles and activities by task were identified through a review of literature and a state-of-the-practice survey, and were structured into a questionnaire after being reviewed and modified through a consensus of experts. The field survey was conducted on 136 home health nursing specialists at medical institutions, public health centers. public medical institutions, non-governmental organizations, and religious institutions in Seoul, Gyeonggi Province. Incheon, Busan, Daegu, and Gwanggju from June 4 to August 4. 2004. Seven roles. 34 tasks and 130 activities were identified in association with home health nursing specialists. Result : The roles of home health nursing specialists were identified as professional nursing service provider, advisor, educator, administrator, case manager, researcher and leader. Under these roles. 34 tasks and 134 task-specific activities were identified. Conclusion : The the roles and activities of home health nursing specialist identified in this study can be used in various home health care settings. These the roles and activities should provide the evaluation criteria of home health care services for institutions with existing home health care programs. An evaluation tool should be developed in order to ensure the hish quality of home health care services.

• 간호행정학회지
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• 제12권2호
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• pp.295-304
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• 2006

Purpose: The purpose of this study was to investigate the organizational citizenship behaviors(OCB) of nurses through identifying the relationship between the personal characteristics, occupational characteristics and OCB in nursing organization. Method: The subjects of this study were 223 clinical nurses. The structured questionnaires were used to collect the data. The data were analyzed using descriptive analysis, t-test, one-way ANOVA, Scheffe' test, Pearson correlation and stepwise multiple regression analysis by SPSS version 10. Results: The mean of OCB was $5.21{\pm}.59$. The OCB had statistically significant differences according to age(F=1.706, p=.007), tenure duration (F=3.450, p=.009), choice of nursing department(t=1.651, p=.000), marriage(t=2.341, p=.020) and religion(F=2.578, p=.038). The OCB was positively correlated with high-level need(r=.303, p=.000), neuroticism(r=.155, p=.020), task interdependence(r=.433, p=.000), age(r=.172, p=.010) and tenure duration(r=.190, p=.004); negatively with cynicism (r=-.310, p=.000). The task interdependence(18.7%), cynicism(7.7%) and tenure duration(1.9%) explained 28.3% of the variance for OCB in nursing organization. Conclusion: It is necessary to enhance the task interdependence, increase tenure and understand the characteristics of nurses to increase the OCB in clinical nurses. Nurse manager should be understand the positive influence of OCB on the task outputs in the hospital.

• 간호행정학회지
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• 제17권3호
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• pp.357-367
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• 2011

Purpose: The purpose of this study was to examine the influence of decentralization, participation in decision making, job satisfaction on organizational commitment among hospital nurse managers. Method: The data were derived from the self-reported questionnaire responses of 198 nurse managers from January to March, 2006 at four general hospitals over 900 beds in Seoul and Gyungi province and analyzed by frequency and percentage, t-test, ANOVA and Sheffe's test and stepwise multiple regression. Result: Mean of decentralization was 3.53${\pm}$0.52, participation in decision making was 5.04${\pm}$0.83, job satisfaction 3.54${\pm}$0.48, and organizational commitment was 5.30${\pm}$0.76. There were significant differences between participation in decision-making and career of manager, field of practice, span of control, especially in staffing decision. A significant correlation was found between organizational commitment and decentralization (r=.22, p<.001), participation in decision making (r=.40, p<.001), job satisfaction (r=.64, p<.001). The job satisfaction has the highest significant predictor of organizational commitment ($R^2$=43%). Conclusions: Nursing managers' job satisfaction and organizational commitment will be promoted by granting participation in decision-making.

• 한국정보처리학회:학술대회논문집
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• 한국정보처리학회 2014년도 추계학술발표대회
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• pp.313-314
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• 2014

인구의 고령화로 만성질환자가 증가함에 따라 개인건강관리를 위한 U 헬스 서비스에 관심이 증대되고 있다. U 헬스 서비스를 활용하기 위해서는 다양한 생체정보를 간편하게 측정하는 개인건강기기(PHD, Personal Health Device)가 필요하다. 하지만 혈압, 심전도, 혈당, 산소포화도 등을 측정하는 개인건강기기는 제작 회사마다 서로 다른 프로토콜과 포맷으로 개발되어 기기간의 상호 운용성(Interoperability)이 보장되지 않는다. 또한 각기 다른 포맷으로 측정된 데이터를 병원정보시스템(HIS, Hospital Information System)간 공유하고 관리하는데 어려움이 존재한다. 이에 따라, 본 논문에서는 개인건강기기 국제 표준인 IEEE 11073 PHD 를 기반으로 다양한 개인건강기기와 실시간으로 통신하며, 측정된 생체정보를 관리하고 전송하는 모바일 헬스케어 매니저 설계를 제시한다. 제시한 매니저는 다양한 모바일 기기 중 스마트폰 기반으로 설계하였고, 각기 다른 포맷으로 측정된 데이터를 국제표준 메시지 교환방식인 HL7 (Health Level Seven)메시지로 변환하여 전달하는 게이트웨이 역할을 담당한다.

• 보건의료산업학회지
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• 제3권1호
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• pp.59-65
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• 2009

This study was trying to find the differences of the levels of e-commerce system satisfaction and a relationship between system satisfactions and behavioral intention to use e-commerce system continuously. Based on the previous studies, we identified the factors of system satisfaction that were consist of system readiness, accuracy, content, ease of use, timeliness and IT Support. The system satisfaction levels of martial status and the training status of hospitals had significant differences. In martial status, un-married managers had higher levels of ease of use and timeliness than the married. In this result, we might consider an age effect for younger persons are more likely to use IT and have more satisfaction perceptions. Rather than training hospitals, non-training hospitals had higher level of ease of use and IT support, which could be interpreted as e-commerce systems of training hospitals might not match their own managerial purposes and need an improvement of their system functionalities. This study also identified that the factors of system satisfaction has a relationship with behavioral intentions. Except accuracy and IT support of all six system satisfaction factors, four factors were significantly correlated with system usage intentions in their e - commerce works.

• 임상간호연구
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• 제24권3호
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• pp.347-355
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• 2018

Purpose: The purpose of this study was to understand morality identity, occupational stress and authentic leadership and identify factors contributing to turnover intention among intensive care unit (ICU) nurses. Methods: Data were collected from 230 nurses at the university hospitals in Daegu, Ulsan and Busan between February 15 and March 23, 2017. Instruments measuring turnover intention, moral identity, occupational stress, and authentic leadership were utilized. Statistical analysis included t-test, ANOVA, Pearson correlational analysis, and hierarchical regression analysis. Results: A total of 207 nurses in ICU participated in this study. The power of explanation with age and dependents on turnover intention was 4.1%. With inclusion of occupational stress, moral identity, and authentic leadership factors put into the model, further 20.4% was explained. The explanatory power of the turnover intention in the final model was 23.6% (F=11.63 p<.001), and occupational stress was the key factor explaining turnover intention (${\beta}=.28$, p<.001). Predictive factors contributing to turnover intention were age, occupational stress, moral identity, and authentic leadership in final model. Conclusion: These findings demonstrated occupational stress, moral identity and authentic leadership as critical factors contributing turnover intention of ICU nurses. It is necessary to promote nursing manager's authentic leadership, and to encourage moral identity in ICU nurses. In addition, providing intervention programs to reduce occupational stress for ICU nurses is necessary.

• 대한간호학회지
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• 제51권3호
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• pp.305-319
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• 2021

Purpose: The purpose of this study was to develop a measurement tool for a positive nursing organizational culture and to verify its reliability and validity. Methods: A conceptual framework and construct factors were extracted through an extensive literature review and in-depth interviews with nurses. The final version of the preliminary tool for the main survey was confirmed by experts through a content validity test and a preliminary survey of 40 nurses. Subsequently, the final tool was developed using a validity and reliability test containing 43 preliminary items. The final version of the tool was used with 327 hospital nurses in the testing phase for the main survey to assess validity and reliability. Results: From the factor analysis, 4 factors and 26 items were selected. The factors were positive leadership of the nursing unit manager, pursuit of common values, formation of organizational relationships based on trust, and a fair management system. The entire determination coefficient was 67.7%. These factors were verified through convergent, discriminant, and concurrent validity testing. The internal consistency reliability was acceptable (Cronbach's α = .95). Conclusion: Both the validity and reliability of the scale were confirmed demonstrating its utility for measuring positive nursing organizational culture. It is expected to be used for education, research, and practical performance policies regarding the nursing organizational culture.

• Child Health Nursing Research
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• 제28권1호
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• pp.41-50
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• 2022

Purpose: This systematic review aimed to investigate the effectiveness of home visiting programs targeting parents who have maltreated their children on the prevention of child maltreatment recurrence. Methods: Major databases were searched (Ovid-Medline, PubMed, Cochrane Library, CINAHL, and RISS). The frequency of maltreatment was measured for the meta-analysis, which was conducted using Review Manager 5.2 software. The effect size was measured using odds ratios (ORs). Results: Six studies were included in the analysis, none of which were conducted in South Korea. The meta-analysis demonstrated that the risk of child maltreatment recurrence significantly decreased after a home visiting program was implemented (OR=0.45, 95% confidence interval [CI]=0.29-0.68). Nurses were the most common intervention providers. Conclusion: Home visiting programs should be provided for families in which maltreatment has already occurred to prevent the recurrence of maltreatment and foster a home environment in which children can live safely. Since the rate of child maltreatment in Korea is increasing, further research is needed to develop and implement home visiting programs in which nurses play a major role in preventing the recurrence of child maltreatment.