• 대한간호학회지
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• 제28권3호
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• pp.583-590
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• 1998

This study was undertaken in order to examine the effect of hardiness on stress-causing factors, defined in this study as burnout in nursing. The subjects were 248 nurses working in three general hospitals in Taejon. The instruments used for this study were a survey of general characteristics, modified Health-Related Hardiness Scale(HRHS) (25 items), job stress scale (63 items), and burnout scale (20 items). Analysis of data was done through the mean, percentage, Pearson correlation coefficient, and stepwise multiple regression done with a SAS program. The results of this study are as follows. 1) The average item score for the job stress was high at 4.44. In the subcategories, the highest degree of stress was night duty(5.11), and work overload(4.70), responsibility for extra affairs(4.70), conflict in nurse-doctor relationships(4.69), and low reward(4.63) in that order. 2) In the stepwise multiple regression analysis, hardiness(11.55%) was a significant determinant of burnout along with job stress(17.24%) and job duration(12.94%). The results of this study show that hardiness has an effect on psychological distress caused by stress.

• 대한간호학회지
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• 제14권2호
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• pp.28-37
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• 1984

The purpose of this study is to propose the baseline data for developing the stress measurement tool for staff nurses working in the hospital. Two hundred and fifteen stan nurses in Seoul National University Hospital were participated during the period from Feb. 28 to Mar. 10, 1984. Though the pretest and literature review a questionnaire was constructed with 63 stressors which were experienced by the nurses in the hospital. Subjects were given instruction to rate 1∼6 likert type scale according to the level of stress experienced by each stressor described. Reliability of the tool was tested by Cronbach's Alpha, and the result was α=0.94871. Factor analysis was applied to organize 63 items together. As the result, 15 factors were obtained and these factors explained 66.3% of variance. The 15 factors were: 1) Work overload 2) Role conflict as a profession 3) Lack of professional knowledge and skill 4) Interpersonal problem 5) Conflict in nurse doctor relationship 6) Work conflict with doctors 7) Emotional burden due to the limitation of medicine 8) Poor treatment 9) Unsatisfactory relationship with supervisor 10) Low reward 11) Unsatisfactory relationship with subordinate 12) Poor physical environment of unit 13）Responsibility for extra affairs 14）Unfamiliar situation 15）Night duty.

• 한국병원경영학회지
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• 제21권3호
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• pp.65-70
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• 2016

The Long-Term Care Hospital (LTCH) accreditation system was initiated in 2013 in the form of mandatory accreditation system in order to improve patient safety and the quality of medical service at LTCHs. By June 2016, the accredited LTCHs were 76.2%. This research was conducted to review the implementation process in the first cycle and to promote development of the second cycle of LTCH accreditation system. There are some changes which reinforced the accreditation standards, accreditation survey, and public access to accreditation results in order to strengthen patient safety in the first cycle LTCH accreditation system. LTCHs which participated in the accreditation system achieved certain outcomes in respect to patient safety and employee satisfaction. However, there are several urgent problems in placement criteria of night duty health care providers, reinforcement plans in the accreditation system, and incentives for accredited hospitals. In order to solve these problems, the most important thing is to clearly recognize the fact that the healthcare accreditation system is not the means for control and regulate hospitals but a system to induce hospitals to continue to strive for improvements in patient safety and medical service quality. In addition, it is required that LTCHs, accrediting agency and the Ministry of Health and Welfare compromise and cooperate to seek solutions every time issues related to the accreditation system arise.

• 간호행정학회지
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• 제17권4호
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• pp.508-515
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• 2011

Purpose: The purposes of this study were to understand correlation of parenting stress and turnover intention of nurses, and to provide basic data for effective nursing management. Methods: Subjects included 287 nurses who had children and worked in hospitals. Data were collected through organized questionnaires from September 1st to 30th 2010. Collected data was analyzed with descriptive statistics, t-test, ANOVA, correlation analysis using PASW statistics 18 program. Results: The average score for parenting stress of the participants was 3.12 out of 5. Nurture stress was statistically different depending on age, job position, shift work, night duty and stages of family development. The average score for turnover intention of the participants was 3.34 out of 5. Turnover intention was statistically different depending on age, number of children and stages of family development. As a result of correlation analysis of parenting stress and turnover intention, turnover intention showed positive correlation with daily stress, stress caused from taking parent role and average parenting stress. Conclusion: This study indicates that parenting stress is related with turnover intention, nursing managers should make efforts to decrease parenting stress in order to reduce turnover intention of nurses.

• 간호행정학회지
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• 제17권4호
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• pp.538-550
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• 2011

Purpose: The purpose of this study was to review articles, thesis and dissertation on turnover intention of hospital nurses in order to identify overall trends in turnover intention of nurses and suggest strategies for reducing turnover intention. Method: Thirty research papers on turnover intention of nurses were reviewed. Result: These papers were journal articles and thesis regarding nurses who worked in general wards, intensive nursing units, and emergency rooms in hospital. The tools used to measure turnover intention were Lawler (1983), Mobley (1982), and Lee (1995), and others. Most of tools were composed of 1-11 items, with 4-7 point Likert scales. Reported reliability was .55 to .91. The mean score for turnover intention was between 2.40 and 3.85. The important results revealed that job satisfaction, organizational commitment, and stress affected turnover intention of hospital nurses. Conclusion: The findings from this review indicate that to reduce turnover intention for hospital nurses, a nurse manager should increase job satisfaction, organizational commitment, and reduce stress by developing a good culture and work climate. Moreover it is necessary to assess stress and job satisfaction of nurses, and to manage nurses' welfare, including night duty policy, salary, and career ladder.

• 한국직업건강간호학회지
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• 제26권2호
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• pp.114-123
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• 2017

Purpose: This study aimed to explore personal as well as occupational factors and health status associated with work-life balance in Korean registered nurses. Methods: This study was a secondary data analysis using cross-sectional nationally representative data from the Korean Working Conditions Survey (KWCS) in 2014. Study participants included 450 registered nurses in South Korea. Descriptive analysis, Independent t-test, $x^2$ test, and Logistic regression analyses were performed using the SPSS 21.0 statistical program. Results: Work-life balance was reported in 70.6% individuals with 85.7% being male and 70.0% being female nurses. Logistic regression analysis revealed that being male good health state, having less than 40-hour working week, lower number of night duty, policy on flexible work arrangement were significant predictors of work-life balance. Conclusion: This study provided evidence that identify predictors of work-life balance in registered nurses in South Korea. Therefore, we need the actively support health care service promotion and prevention for work-life balance predictors.

• 기본간호학회지
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• 제17권4호
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• pp.566-574
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• 2010

Purpose: This study was done to identify the relationship of emergency department(ED) nurse's job characteristics, organizational commitment and turnover intention. Method: This study was conducted through a survey of 171 nurses from ED in nine general hospitals of Band U cities. The data were collected by self-report questionnaires and analyzed with the SPSS WIN 17.0 program using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression. Results: The mean score for job characteristics was 3.37. Job characteristics according to position, number days night duty, and monthly income showed significant differences. Turnover intention according to age, total career, and monthly income showed significant differences. A significant positive correlation was found between job characteristics and organizational commitment. Significant negative correlations were found between job characteristics and turnover intention, organizational commitment and turnover intention were found. The significant factors influencing turnover intention were organizational commitment, monthly income, and total career, which explained 27.6% of the variance. Conclusion: The findings indicate that nurse managers should analyze the reasons for high turnover intention, focusing on the main factors affecting turnover intention and consider solutions for decreasing turnover intention.

• 한국철도학회:학술대회논문집
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• 한국철도학회 2009년도 춘계학술대회 논문집
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• pp.1871-1877
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• 2009

KORAIL has been established by 1st January 2005. From organization change to KORAIL(Korea railroad Corporation), labour union and company management team has been argument for their train crews and drivers operation system. For example, train crew and driver working conditions; working hours per week, off day and duty day time, over night time working payment, current position payment, preparation time, company own lodge operation and so on. I assure that this comparison study for train crew and driver operation between KORAIL and EWS will helps to improve other korean railway companies management efficiency. In conclusion, EWS has 4$\sim$6 times more efficient employee for active operation than KORAIL per 1 freight brock-train operation. EWS has very resonable train crews and driver operation system, and self-control regulation for employee and management team with trusty. This thesis propose that korean railway companies and their own labour unions need joint research and benchmarking other oversea railway companies as like EWS.

• 한국직업건강간호학회지
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• 제23권1호
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• pp.11-19
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• 2014

Purpose: The purpose of this study was to examine the relationship of job stress, hardness and burnout among emergency room nurses. Methods: The subjects were 110 emergency room nurses from three university hospital and three general hospital, with more than 500 beds, in G city and J region. Data collection was done from October 11 to November 12, 2010. Results: The score of job stress was 3.8 out of 5 point, the score of hardness was 2.6 out of 4 point, and the score of burnout was 3.3 out of 5 point. Burnout was found to be in a significant positive correlation with job stress and significant negative correlation with hardness. The main predictors of burnout were to hardness, job stress and night duty, and these variables explained 45.2% about burnout. Conclusion: In conclusion, the higher job stress was in higher burnout and the higher hardness was in the lower burnout. It is necessary to create improvement ways and programs to reduce and prevent burnout of emergency room nurses.

• 한국항해항만학회:학술대회논문집
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• 한국항해항만학회 1995년도 VTS and IBS 95 The Korean Institute of Navigation 1995년도
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• pp.125-152
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• 1995

An Integrated Bridge System (IBS) is not an officially defined term, but a concept of which integrates on a consol at bridge the primary functions of stand-alone navigational aids and communication instruments or of stand-alone units which are integrated i.e. ARPA ECDIS It aims to enable officers on navigational watch to perform their duty without impairing proper lookout. IBS has been taking shape through a rapid development of navigation and communication systems in relation with bridge configuration bridge work station and one man bridge operation system. IBS related matters have been considered for years and is on the agenda of the International Maritime Organization(IMO) for its technical details and safety aspect of possible one-man watchkeeping at night. However IMO has made it clear that human element should be the key factor in considering IBS and single watchkeeping issue. In the development of IBS ergonomic element and human psychological aspect have been more emphasized than technical requirements. This paper refers to documents presented to the IMO and its progress made in various IMO technical meetings on the development of IBS which is perceived as an effective aid to proper bridge lookout and those standards adopted by classification societies on the composition of workstation at bridge in order to identify the international trend on regulating required equipment function of workstation of IBS the regulatory review process and technical recommendations related thereto.