• 대한간호
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• 제36권1호
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• pp.77-96
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• 1997

The duty shifts of hospital nurses not only affect nurses' physical and mental health but also present various personnel management problems which often result in high turnover rates. In this context a study was carried out from October to November 1995 for a period of two months to find out the status of hospital nurses' duty shift patterns, and preferred duty hours and fixed duty shifts. The study population was 867 RNs working in five general hospitals located in Seoul and its vicinity. The questionnaire developed by the writer was used for data collection. The response rate was 85.9 percent or 745 returns. The SAS program was used for data analysis with the computation of frequencies, percentages and Chi square test. The findings of the study are as follows: 1. General characteristics of the study population: 56 percent of respondents was (25 years group and 76.5 percent were "single": the predominant proportion of respondents was junior nursing college graduates(92.2%) and have less than 5 years nursing experience in hospitals(65.5%). For their future working plan in nursing profession, nearly 50% responded as uncertain The reasons given for their career plan was predominantly 'personal growth and development' rather than financial reasons. 2. The interval for rotations of duty stations was found to be mostly irregular(56.4%) while others reported as weekly(16.1%), monthly(12.9%), and fixed terms(4.6%). 3. The main problems related to duty shifts particularly the evening and night duty nurses reported were "not enough time for the family, " "afraid of security problems after the work when returning home late at night." and "lack of leisure time". "problems in physical and physiological adjustment." "problems in family life." "lack of time for interactions with fellow nurses" etc. 4. The forty percent of respondents reported to have '1-2 times' of duty shift rotations while all others reported that '0 time'. '2-3 times'. 'more than 3 times' etc. which suggest the irregularity in duty shift rotations. 5. The majority(62.8%) of study population found to favor the rotating system of duty stations. The reasons for favoring the rotation system were: the opportunity for "learning new things and personal development." "better human relations are possible. "better understanding in various duty stations." "changes in monotonous routine job" etc. The proportion of those disfavor the rotating 'system was 34.7 percent. giving the reasons of"it impedes development of specialization." "poor job performances." "stress factors" etc. Furthermore. respondents made the following comments in relation to the rotation of duty stations: the nurses should be given the opportunity to participate in the. decision making process: personal interest and aptitudes should be considered: regular intervals for the rotations or it should be planned in advance. etc. 6. For the future career plan. the older. married group with longer nursing experiences appeared to think the nursing as their lifetime career more likely than the younger. single group with shorter nursing experiences ($x^2=61.19.{\;}p=.000;{\;}x^2=41.55.{\;}p=.000$). The reason given for their future career plan regardless of length of future service, was predominantly "personal growth and development" rather than financial reasons. For further analysis, the group those with the shorter career plan appeared to claim "financial reasons" for their future career more readily than the group who consider the nursing job as their lifetime career$(x^2$= 11.73, p=.003) did. This finding suggests the need for careful .considerations in personnel management of nursing administration particularly when dealing with the nurses' career development. The majority of respondents preferred the fixed day shift. However, further analysis of those preferred evening shift by age and civil status, "< 25 years group"(15.1%) and "single group"(13.2) were more likely to favor the fixed evening shift than > 25 years(6.4%) and married(4.8%)groups. This differences were statistically significant ($x^2=14.54, {\;}p=.000;{\;}x^2=8.75, {\;}p=.003$). 7. A great majority of respondents(86.9% or n=647) found to prefer the day shifts. When the four different types of duty shifts(Types A. B. C, D) were presented, 55.0 percent of total respondents preferred the A type or the existing one followed by D type(22.7%). B type(12.4%) and C type(8.2%). 8. When the condition of monetary incentives for the evening(20% of salary) and night shifts(40% of. salary) of the existing duty type was presented. again the day shift appeared to be the most preferred one although the rate was slightly lower(66.4% against 86.9%). In the case of evening shift, with the same incentive, the preference rates for evening and night shifts increased from 11.0 to 22.4 percent and from 0.5 to 3.0 percent respectively. When the age variable was controlled. < 25 yrs group showed higher rates(31.6%. 4.8%) than those of > 25 yrs group(15.5%. 1.3%) respectively preferring the evening and night shifts(p=.000). The civil status also seemed to operate on the preferences of the duty shifts as the single group showed lower rate(69.0%) for day duty against 83. 6% of the married group. and higher rates for evening and night duties(27.2%. 15.1%) respectively against those of the married group(3.8%. 1.8%) while a higher proportion of the married group(83. 6%) preferred the day duties than the single group(69.0%). These differences were found to be statistically all significant(p=.001). 9. The findings on preferences of three different types of fixed duty hours namely, B, C. and D(with additional monetary incentives) are as follows in order of preference: B type(12hrs a day, 3days a wk): day shift(64.1%), evening shift(26.1%). night shift(6.5%) C type(12hrs a day. 4days a wk) : evening shift(49.2%). day shift(32.8%), night shift(11.5%) D type(10hrs a day. 4days a wk): showed the similar trend as B type. The findings of higher preferences on the evening and night duties when the incentives are given. as shown above, suggest the need for the introductions of different patterns of duty hours and incentive measures in order to overcome the difficulties in rostering the nursing duties. However, the interpretation of the above data, particularly the C type, needs cautions as the total number of respondents is very small(n=61). It requires further in-depth study. In conclusion. it seemed to suggest that the patterns of nurses duty hours and shifts in the most hospitals in the country have neither been tried for different duty types nor been flexible. The stereotype rostering system of three shifts and insensitiveness for personal life aspect of nurses seemed to be prevailing. This study seems to support that irregular and frequent rotations of duty shifts may be contributing factors for most nurses' maladjustment problems in physical and mental health. personal and family life which eventually may result in high turnover rates. In order to overcome the increasing problems in personnel management of hospital nurses particularly in rostering of evening and night duty shifts, which may related to eventual high turnover rates, the findings of this study strongly suggest the need for an introduction of new rostering systems including fixed duties and appropriate incentive measures for evenings and nights which the most nurses want to avoid, In considering the nursing care of inpatients is the round-the clock business. the practice of the nursing duty shift system is inevitable. In this context, based on the findings of this study. the following are recommended: 1. The further in-depth studies on duty shifts and hours need to be undertaken for the development of appropriate and effective rostering systems for hospital nurses. 2. An introduction of appropriate incentive measures for evening and night duty shifts along with organizational considerations such as the trials for preferred duty time bands, duty hours, and fixed duty shifts should be considered if good quality of care for the patients be maintained for the round the clock. This may require an initiation of systematic research and development activities in the field of hospital nursing administration as a part of permanent system in the hospital. 3. Planned and regular intervals, orientation and training, and professional and personal growth should be considered for the rotation of different duty stations or units. 4. In considering the higher degree of preferences in the duty type of "10hours a day, 4days a week" shown in this study, it would be worthwhile to undertake the R&D type studies in large hospital settings.

• 한국사회복지학회:학술대회논문집
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• 한국사회복지학회 2003년도 추계학술대회 자료집
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• pp.185-216
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• 2003

본 연구에서 지체장애근로자들의 직업성공을 구성하는 요인들을 분석하고 이들 요인이 직업성공과 이직에 영향을 미치는 정도를 조사하여 가설적 이론모형을 검증하려는 목적을 두었다. 이를 위해서 지체장애를 가진 근로자 374명과 일반근로자 453명을 대상으로 구조화된 설문지를 통해 나타난 주요 연구결과들은 다음과 같이 요약되었다. 첫째, 장애근로자와 일반근로자의 직업성공을 구성하는 요인은 개인, 가정, 조직의 측면에서 나타났다. 개인적인 측면은 자아존중감과 자아효능감으로 구성되었고, 가족적인 측면은 다중역할스트레스와 자녀의 수로 구성되었다. 조직적인 측면은 자원활용능력, 네트워킹, 그리고 조언자로 구성되었다 이 밖에도 주관적인 직업성공과 객관적인 직업성공이라는 잠재변수에서 종 10개의 측정변수가 도출되었다. 둘째, 장애근로자와 일반근로자 집단 모두 직종이 직업성공에 영향을 미치는 것으로 조사되었다. 관측변수에서는 두 집단에서 직업성공에 영향을 주는 변수가 서로 다르게 나왔다. 장애근로자집단은 이직을 했을 때 평균적으로 근속한 년수와 임금을 제외하고 나머지 모든 관측변수에서 영향을 미치는 것으로 나타났으며, 일반집단은 조언자와 근속년수를 제외하고 나머지 모든 관측변수에서 영향을 미치는 것으로 조사되었다. 셋째, 장애근로자와 일반근로자 집단 모두 연령과 이직 경험이 이직 (이직횟수)에 영향을 미치는 것으로 나타났다. 그러나 장애집단은 친구의 수, 일반집단은 직업선택 시 중요하게 고려하는 사망이 각각 이직에 강한 영향을 미치는 것으로 조사되어 두 집단의 자이를 보여주었다. 또한 관측변수에서도 장애집단은 배우자의 직업과 근속년수, 일반집단은 다중역할 스트레스와 이직평균 근무년수에서 각기 다르게 이직에 영향을 미치는 것으로 나타났다. 넷째, 가설적 경로모형을 검증한 결과 제 1모형은 어느 정도 타당하고 직업성공을 예측할 수 있는 것으로 나타났으며, 제 2모형은 카이스퀘어와 자유도 ($x^2=64950$, df=61, P=0341), 기초부합치 (AGFI)는 .954, 비적합지수 (CFI)는 997, 그리고 원소간의 평균차이 (RMR)도 .038로써 모형의 적합도 지수는 모두 허용된 범위 안에 있기 때문에 매우 적합한 모형으로 직업 성공을 보다 높게 예측할 수 있는 것으로 조사되었다. 이상의 연구결과를 바탕으로 본 연구에서는 다음과 같이 결론을 도출하였다. 첫째, 직종이 두 집단 모두에서 직업성공을 예측하는데 주요한 변수로 나타나 장애근로자들의 학력을 높이고 계속해서 전문화 육에 많은 노력이 필요할 것이다. 특히, 임금정도와 같은 객관적인 직업성공 보다는 임금과 진급에서의 만족과 같은 주관적인 직업성공에 더욱 더 많은 고려를 기울여야 할 것으로 사료된다. 둘째, 장애근로자의 이직을 줄이기 위해서는 직장 내에서 유용한 인적 자원과 네트웍의 수를 늘여야 할 것이다. 이것은 장애집단이 일반집단보다 대인관계에 대해서 더 많은 시간과 노력을 기울여야 한다는 것을 의미한다.

• 유통과학연구
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• 제8권3호
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• pp.17-26
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• 2010

세계경제 및 환경의 변화에 따라 농산물의 불안정적인 수급으로 인한 문제점이 노출되고 있으며, 우리나라의 경우 농산물의 안정적인 확보를 위하여 국가 전략적 차원에서의 해외농업투자의 필요성이 요구되고 있다. 하지만 정부차원의 지원 미진, 해외 농업에 대한 정보 및 기술 미비, 개발자금 확보의 어려움, 장기간의 투자금 회수기간, 사후관리 미흡 등의 이유로 성과를 이루지 못하고 있는 실정이며, 특히 해외 농산물의 국내 반입 시 관세의 장벽, 물류 유통비용 등으로 가격 경쟁력이 떨어지고 있어 국내에 반입되지 못하고 있는 실정이다. 이에 본 연구에서는 우리나라의 해외농업투자의 기본개념 및 실태를 살펴보고 해외농업투자의 필요성과 고려사항, 문제점 등을 도출하여 해외에서 재배된 농산물의 경쟁력을 위한 유통 측면에서의 개선방안을 정부의 간접적인 지원, 유통 현대화 및 유통정보기능 강화, 유통시설, 수송루트, 하역업무개선, 경쟁력 확보를 위한 정부의 정책적 지원, 교육 훈련을 통한 전문인력 양성 등 다섯 가지 측면에서 제시하였다.