• Journal of the Korea Convergence Society
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• v.10 no.4
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• pp.277-284
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• 2019

Purpose: The purpose of this study is to examine the relationships among job stress, resilience and turn over intention of new graduate nurses in general hospital. Methods: A descriptive regression design was used and the participants were 90 new graduate nurses from one general hospital in S city. Data analysis included t-test, ANOVA, pearson's correlation and multiple regression. Results: There were significant correlations between conflict with physicians(r=.17, p=.049), problem relating to supervisors(r=.18, p=.040), discrimination(r=.18, p=.041), resilience(r=-.21, p=.023) and turnover intention. The regression model explained approximately 24.5 % of turnover intention. Conclusion: The findings suggest that nursing leaders have to reduce job stress and to improve resilience of new graduate nurses.

• Research in Community and Public Health Nursing
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• v.5 no.2
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• pp.130-146
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• 1994

Our medical care system is trying to diversify in order to meet the client's needs, and to adjust to a medical environment which is changing very rapidly. Because current nursing theory and practice focus on holistic care, health care management, education, and research, contrary to the traditional emphasis on only assisting a physician, more autonomy and specialization for the implementation of nursing are required. Considering these trends and actual needs, the category of clinical nurse specialist should be established as soon as possible. In order to develop strategies for implementing this new professional specialty, the authors conducted a field survey and literature review of the current system in Korea. As a result, various obstacles and constraints were discovered as follows : 1) There are few accredited educational programs for the training of CNS's. 2) Several hospitals already have staff designated as clinical nurse specialist (CNS) even though the term CNS is not yet standardized or adopted in nationwide. 3) The role of the CNS is not clearly understood by the medical societies, or even nursing societies. A nurse who works in specific nursing areas such as central supply, kidney dialysis, intensive care, coronary care, etc. for a long time, considers herself /himself a CNS. Based upon the above findings, the following alternatives are recommended. 1) The role of the CNS should be defined according to specified functions and authority : professional autonomy ; counselling and educating patients and their familes, nurses, and even other medical personnel ; research on improvement of nursing ; and management of the nursing environment including medical resources, information, and cases. 2) the qualification of CNS should be attained only by a nurse who has an RN license and clinical experience of more than 3 years in a specific nursing field: passes a qualifying examination; and contributes to the professional development of peers, colleagues, and others. A master's degree should only be optional, because of the insufficient of graduate programs which are well designed for the CNS. 3) The CNS should initially be a head nurse rather than line staff in order to deal with as wide an experience base as possible. 4) The nursing specialty could be divided into two areas such as a clinical field and a community field. The clinical field could then be categorized by the Styles' classification such as diseases and pathogenics, systems, ages, acuity, skills/techniques, and function/role ; the community field could be classified according to work site.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.1
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• pp.113-136
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• 1999

There are some new trends in judgments concerning medical malpractice. which include emphasis on medical professionals' explanation duty in order to materialize patient's rights of self-determination. Now, patient is not a mere subject of medical and nursing care any more, but a subject, participating in medical practice on equal terms with medical professionals. Legal accountability is no limited to nurses in advanced practice: it is a recognized fact of life for every practicing nurse. whether she is an RN employed as a staff nurse in a hospital, a Certified Nurse-Midwife in independent practice or a patient's home. Therefore, it is essential for nurses to be as familiar as possible with the legal guidelines that govern their patient care responsibilities. However there are only a few studies focused on nursing negligence. To define nurse's civil liability in medical malpractice, it is necessary to indentify both legal nursing behaviors and nurse's due care in those nursing behaviors. So this paper focused on nurse's due care, especially in nursing malpractice. To clarify nurses' due care. chapter II has focused on nursing behavior and the scope of nursing practice based on the medical law and health care related study results. Chapter III deals with the content and scope of nurse's due care. Generally. negligence is defined as not doing something which a resonable person. guided by those ordinary considerations which or dinarily regulate human affairs. would do. or doing something which a resonable and prudent man would not do. Next. it describes how we can set the standard of due care in nursing practice. There is objective factors and subjective factors. And we also discuss about the limitation of due care in nursing practice. Finally. chapter IV deals with the case studies related to nursing negligence in the situation of determination. Now', patient is not a mere subject of medical and nursing care any more, but a subject participating in medical practice on equal terms with medical professionals. Legal accountability is not limited to nurses in advanced practice; it is a recognized fact of life for every practicing nurse. whether she is an RN employed as a staff nurse in a hospital. a Certified Nurse-Midwife in independent practice or a patient's home. Therefore, it is essential for nurses to be as familiar as possible with the legal guidelines that govern their patient care responsibilities. However. there are only a few studies focused on nursing negligence. To define nurse's civil liability in medical malpractice, it is necessary to identify both legal nursing behaviors and nurse's due care in those nursing behaviors. So this paper focused on nurse's intravenous injection. post operation nursing care. blood transfusion. and patient nursing care. The result of this paper is as follows. First. there are several cases dealing with nurse's negligence in nursing practice. however, those cases didn't judge nurse's due care based on individual -specific standard but general-objective standard. Second, there is a tendency to put an emphasis on the principal of belief to distinguish who has the liability in the case of medical malpractice among medical care team. So nurses shoud practice nursing care more actively to protect themselves and patients because there is an effort to form professional nurse system and the scope of nursing practice will be deeper and broader. Third, standard of care is a necessary element in establishing negligence. If a nurse is able to meet the standard of care, no breach will be found.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.3
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• pp.477-500
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• 1999

Korean labor market has showed remarkable change of the increase in the amount of unemployment and contingent employment since IMF bailout agreement. There is a theoretical position to explain this increase in contingent employment at hospitals with the notion of flexibility. The high flexibility of employment due to the increase of contingent employees is becoming very important part in new business strategy of hospitals. The types of contingent employment of the nurse are part-time employment temporary employment, fixed-term employment, and internship which was introduced in early 1999. Recently, Korean health care industry managers have paid attention to the customer oriented service, rationalization of business administration, service quality control so that they can adjust their business to outer environment. Especially their efforts concentrate on the wage reduction through efficient and scientific control of man power because wage shares about 40% of total cost. This dissertation aims at verifying the phenomena of the contingent employment of the nurse and analyzing the related factors and problems. To rephrase these aims in ordinal: First, verifying the phenomena of contingent employment of the nurse. Second, verifying the problems of that phenomena. Third, analyzing the related factors of the contingent employment of the nurse. To accomplish these research goals, a statistical survey was executed. in which 384 questionnaires-66 for manager nurses, 318 for contingent nurses - were given to nurses working at 66 hospitals-which have at least 100 beds-in Seoul. Among them, 187 questionnaires-38 from manager nurses, 149 from contingent nurses'- 'were returned. Then, the data coded and submitted to T-test, $X^2$ -test, variance analysis(ANOVA), correlation analysis, multiple regression analysis, Logistic Regression with SAS program. The research results of the contingent nurses are followings: 1. The average career term at the present hospital 8.4 months: duty-on days per month are 24.2 days: working time per day is 7.9 hours. These results showed little difference from regular nurses. 2. Their wage level is about 70% of regular nurses except for internship nurses whose wage level is 41% of regular nurses. To break down the wage composition, part-time nurses and internship nurses get few allowance and bonus. And contingent nurses get very low level of additional pay except for fixed-term nurses who are under similar condition of employment to regular nurses. These results show that hospital managers are trying to reduce the labor cost not only through the direct way of wage reduction but through differential treatment of bonus, retirement allowance, and other additional pay. 3. The problem of contingent employment: low level of pay; high level of turn-over rate: weakening of union; low level of working condition: heavy burden of work; inhuman treatment. The contingent nurses consider these problems more seriously than manager nurses do. What manager nurses regard problematic is the absence of feeling-belonged and responsibility of the contingent nurses. 4. The factors strongly related with the rate of the number of contingent nurses for the number of regular nurses; gross turn-over nurses; average in-patients per day; staring wage of graduate from professional college: the type of hospital ownership; the number of beds; the gap between gross newcomer nurses and gross turn-over nurses. The factors related with their gross wage per month; the number of beds; applying of health insurance; applying of industrial casualty insurance; applying of yearly-paid leave; the type of hospital ownership; average out-patients per day; gross turn-over nurses. The meaningful factors which make difference by employment type: monthly-paid leave; physiological leave. The logistic regression analysis using these two factors shows that monthly-paid leave is related with the type of hospital ownership; the number of beds; average out-patient per day, and physiological leave is related with the gross newcomer nurses; gross turn-over nurses; the number of beds.

• Journal of Digital Convergence
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• v.16 no.6
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• pp.307-315
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• 2018

The purpose of this study is to examine to identify the mediating effects of emotional intelligence in the relation between critical thinking disposition and clinical competence among new graduate nurses immediately after graduation. Subjects were 181 new graduate nurses immediately after graduation. in two general hospitals in C city and K city. Data were collected by self-report questionnaires from February 27 to March 30, 2017. Data were analyzed by descriptive statistics, Independent t-test, ANOVA, Pearson's correlation and Multiple regression and Sobel test to test the significance of a mediation effect using SPSS 23 software. Emotional intelligence were significantly positive correlations with critical thinking disposition(r=.62, p<.001) and clinical competence(r=.60, p<.001) in new graduate nurses immediately after graduation. Emotional intelligence partially mediated the relationship between critical thinking disposition and clinical competence which showed significance in Sobel's test(Z=3.88, p<.001). Theses results indicated that in order to improve the clinical competence of new nurse, it is necessary to develop and test the program for improving not only on the critical thinking disposition but also on the emotional intelligence.

• Journal of Digital Convergence
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• v.16 no.2
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• pp.235-242
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• 2018

The purpose of this study is to provide basic data for human resource management and efficient hospital management of organization by checking the effect of psychological contract of nurses on voice behavior. It is a descriptive research study that survey nurses who consented responded to the research questions. As a result, nurse practitioners showed a low level of perceptions of organizational commitment, psychological contracts, transactional contract and relational contract. There was a positive correlation between transactional contract and constructive voice(p<.05), and there was a negative correlation between relational contract and destructive voice(p<.05). Therefore, it is necessary to establish a system in which internal and external compensation can be made according to changes in roles of nurses in order to carry out new polices and organizational changes. It is also necessary to improve the organizational culture so that nurses can actively participate in policy and organizational change.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.4
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• pp.317-324
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• 2017

The purpose of this study was to identify the effects of social support and self-efficacy on the relationship between the nursing work environment and reality shock among new graduate nurses. The participants were 260 nurses who had worked for less than 1 year at 3 general hospitals and 2 university hospitals, and who were examined from 15 June to 31 August 2015. The data were analyzed by descriptive statistics, simple regression analysis and moderated regression analysis with the SPSS WIN 21.0 program. In the results, the mean scores of the nursing work environment, reality shock, social support and self-efficacy were $3.06{\pm}.313$, $2.73{\pm}.401$, $3.90{\pm}.623$ and $3.73{\pm}.519$, respectively. Social support (F=16.744, p<.001) and self-efficacy (F=40.616, p<.001) had a direct influence on reality shock. Social support (F=7.743, p<.001) and self-efficacy (F=14.676, p<.001) also had a moderating effect on the relationship between nursing work environment and reality shock. Thus, we need to develop a preceptor education standardization and customized mentor program to enhance social support and self-efficacy, which can reduce new graduate nurses' reality shock in the nursing work environment.

• Journal of Korean Academy of Nursing
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• v.27 no.4
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• pp.880-891
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• 1997

The purpose of this study was (1)to undertake a survey to identify the profile of inactive nurses, who account for 42.2% of the 130,000 RN(Registered Nurses) in Korea, (2)to identify factors related to the inactivation of these nurses, (3)to identify reasons behind the high turnover rate of nurses, and (4)to delineate measures for inactive nurses to participate in professional nursing activities so as to upgrade the quality of the health care delivery system in Korea. For these purposes, this study surveyed existing literature on the turnover of nurses and, used the nominal group technique of action research, to collect ideas from hospital/nurse administrators, inactive nurses, nurses on the job, graduate students in nursing, part-time nurses, patients, and their families to formulate strategies to mobilize inactive nurses. The findings are as follows : Frist, institutional supports should be provided to mobilize inactive nurses. To be more specific : (1) A data-base needs be created at the Korean Nurses Association to link inactive nurses with jobs available. (2) Retraining programs need be established to equip inactive nurses for new jobs. (3) Comprehensive information related to employment needs should be made available. Second, a conducive environment needs to be created to draw in inactive nurses to the job market. To be more specific : (1) A system of part-time work needs to be introduced in hospitals. (2) Nurse-specialists need to be promoted. (3) Potential jobs need to be created. (4) Working environment and terms and conditions for nurses need to be improved. (5) Competent nurses need to be secured in the health care delivery system. To achieve the goals presented above, this paper presented 55 specific strategies that may help mitigate the turnover rate of nurses and, in turn, help make the Korean Nurses Association effective in implementing its policies.

• Journal of Digital Convergence
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• v.15 no.9
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• pp.283-300
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• 2017

This study is to understand the work experiences of nursing students under preceptorship in 3+1 year program, and suggests effective practice to prevent stopping nursing profession. Four focus group interviews were made with 23 nursing students in 3+1 year program. Data were analyzed through the grounded theory of Corbin and Strauss' (2008). Through comparative analysis, central phenomenon of was 'looking for lighthouse'. The causal condition was 'opportunity to learning practice'. Contextual conditions were 'mood of being a true nurse', 'getting vivid information about clinical field', and 'lack of students perception about preceptorship'. Intervention conditions were 'work environment', 'proactive learning' and 'attachment to the hospital'. Action/interaction strategies were 'adjustment to diverse demands of patients and guardians', 'feeling as if it were one's own affair', and 'looking as much as knowing'. Consequence were 'pride' and 'itinerary of learning as a new graduate nurse'. This study is meaningful because it gives useful basis to nursing students in the process of 'looking for lighthouse'.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.14 no.1
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• pp.18-22
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• 2007

Purpose: The rapid change to an aging society generates an increase in the incidence of chronic diseases. Many chronic patients have been facing their illnesses without enough preparation. In order to solve these problems, we designed and tested a public healthcare service based on ubiquitous technology. Method: Telemedicine has emerged as new medical care system of chronic disease. However, public potential of its technology is difficult to know under current traditional health care system. In this work, we developed a Personal Digital Access (PDA) phone based healthcare system by trained visiting nurses for elderly patients. A field test was performed by SeongBuk Public Health Center in Seoul, Republic of Korea (ROK). Result: Surveys were generated to assess the effects of this system compared to conventional public health system. Findings of trials demonstrate that healthcare coordination enhanced by PDA phone technology is satisfactory to the patients and nurses compared to previous one because prompt responses arouse their recognition of health. Conclusion: Ubiquitous healthcare system applied to public health service proved to be efficient and time-saving to monitor and control the chronic illnesses of large population.