• Journal of Korean Academy of Nursing
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• v.20 no.3
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• pp.281-299
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• 1990

The organization of nursing department Significantly effects the hospital management. Especially, The head nurse is one of the most important position because head nurse is a first-line manager in the hospital level, a middle manager in nursing service organizations level and the top manager in each nursing unit level. This study was attempted to show the ideal model and nile by compare head nurses' role perception with staff nurses' role expectation according to two types of hospital. The survey was conducted among 94 head nurses and 233 staff nurses who are working at 5 different University Hospitals over 600 beds and 93 head nurses and 218 staff nurses Who are working at 12 different General Hospitals between 100∼300 beds in Seoul. The data was collected in a period from 8th September to 13th October in 1989 and the instrument used for this study was based on Han's one and reffered back to many literary sources and revised. The collected data was analysed by computer using S.P.S.S. program as a Mean, Percentage, Cronbach's alpha, Chi-Square, t-test and ANOVA. 1. The study was compared to the difference of the two subject group's general characteristics according to a type of hospital. As a relult, there were significant differences in age, educational background and career. 2. This Study was compared to the difference of the two subject group's role perception and role expection about each question according to a type of hospital. The result of this comparisons as follows : First, These were the most important issue between both groups : “Head nurse has to know about her staff's events and problems and then help them to solve that promptly.” Second, These were the least important issue between both groups : “Head nurse has an interview with patient's family and visitors”, “Head nurse is interested in her staff's privacy.” 3. This study was compared to the differences of each role areas according to a type of hospital. As a result, there were no significant differences both two subject groups except nursing manager role in staff nurses' group(t＝-2.893, df＝449.0, p＝0.004). 4. This study was tested to the difference of the two subject groups according to general characteristics. As a result, All of that there were no significant differences.

• Korean Parent-Child Health Journal
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• v.13 no.2
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• pp.86-94
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• 2010

Purpose: This study was conducted in order to identify the parenting stress of nurses with infants, toddlers, or preschoolers. Methods: The subjects are the 117 nurses working in hospitals in Gangneung City. The instruments are the questionnaires about general characteristics (14 items), parenting stress (32 items). Results: The parenting stress of nurses scored 2.46. The total parenting stress according to the demographic characteristics, there were no significant differences, but according to the position, baby-sitter, parenting support did show the significant differences. Conclusion: Nurse's parenting stress is slightly high. But it is very important to develop the nursing intervention to relieve the parenting stress by considering the characteristics that showed the significant differences in the parenting stress.

• Journal of Korean Public Health Nursing
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• v.28 no.1
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• pp.114-126
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• 2014

Purpose: The purpose of this study was to determine the accuracy and satisfaction with IVIC300 (Intravenous infusion controller). Method: The subjects consisted of 90 nurses and 100 patients. Data collected during July 2013 were analyzed using descriptive statistics, t-test, ANOVA, and $X^2$-test (Chi-Square). Result: The error value of IVIC300 was less than that of Dosi-flow. Differences of error values according to variable of fluid infusion (needle's gauge, patient's moving, patient's calls, and nurse's arabitary calls) were not significant. The mean scores for satisfaction with IVIC300 of nurses ($3.67{\pm}.76$), patients ($3.75{\pm}.63$) were above average. Satisfaction with IVIC300 of nurses differed significantly according to age, work unit, and clinical career. Satisfaction with IVIC300 of patients was not significantly different according to general characteristics. Conclusion: These findings indicate that it is proven the accuracy of IVIC300, and is considered individual characteristics in use IVIC300.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.2
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• pp.259-279
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• 2000

This study is a descriptive analytic research measuring nursing service quality, using SERVQUAL model, to make fundamental data and strategies for nursing service improvement. Data were collected by self-reported questionnaire from 202 patients and 142 nurses, from June 7 to 14, 1999. The reliability of instrument were adequate(Cronbach ${\alpha}=.94$). SAS program was utilized for statistical analysis of collected data. The results were as follows; 1. There was a gab between patient's expectation and perception on nursing service(Gap B). Gap D was indicated an affecting factor to decide nursing service quality. Gap C was indicated an indirect affecting factor of nursing service quality. Because it was not statistically significant in total item analysis, but in individual item analysis, 7 items were appeared statistically significant. Gap A was not a gap occurrence factor of nursing service quality. 2. Focuses of nursing service quality improvement strategies were; (1) to direct qualitative improvement of nursing service in order to correspondence patient's nursing service expectation. (2) to make nurse's service activity modified because nurse's practice were not reached patient's expectation level. (3) to need internal, external factor analysis affecting nurse's service activity. 3. Nursing service quality was decided by rather environmental inappropriateness provided nursing service than itself. Therefore, to make nursing service quality improvement, it is required to improve nursing service environment. For this, followings are required; (1) to strengthen nurse's education on lower part of nursing service satisfaction and QI activities. (2) to balance demand and supply of nursing personnel. 3) to fix computerized system for reducing other duties weight except nursing care through analysis of nursing activity. (4) to construct rational cooperating system among related departments. 4. The important parts for nursing service quality improvement were indicated as follows: (1) Gap B: 'prompt reaction', 'examination symptom before patient's complaint', 'hearted nursing service reducing patient's dissatisfaction', 'explanation goals of nursing activities', 'having special Knowledge enough', 'maintenance position comfortably', 'management of patient's physical hygiene'. (2) Gap C: 'maintenance physical safety', 'explanation about hospital rules and facilities'. (3) Gap D: 'tender, safe injection and wound care'. Because above items are mostly improved through nurse's attitude change and quality improvement, it is required to establish nursing standardization and to strengthen nurse's clinical education. As the based on above results, followings are suggested; 1. SERVQUAL model is very useful to make strategies for nursing service quality improvement because it indicates multiple factors affecting hap occurrence. 2. At individual items analysis of Gap C, statistically significant 7 items appeared higher nurse's perception level than patient's perception level on nursing service were trouble perception level on nursing service quality improvement. So. it need further research to analysis about these difference occurring factors. 3. At analysis of Gap D, it is indicated that in nursing service performance process, multiple factors lowing nursing service quality were intruded. So it needs further research to analysis what these factors are and how each factors affect on nursing performance process. 4. nursing service quality measurement is changeable according to sample select time or sampled subject's characteristics. So to develope strategy for nursing service quality improvement is based on the results of periodical analysis.

• The Journal of Korean Academic Society of Nursing Education
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• v.6 no.2
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• pp.359-375
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• 2000

PBL can be defined as an active, self-directed and student-centered learning, and an opposite way of classroom teacher-centered learning which has been traditional role learning. PBL enables students think more efficiently and effectively when puzzling through the patient problems. The purpose of this study is to find out the perception of student nurse about PBL, the characteristics and the structure of the type for PBL. The research process is as follow : First, the researcher selected 35 statements for PBL with the content analysis of in depth interview and the literature review. Second, the researcher asks 38 student nurse to classify the statement cards. The result of the research is that the type of student nurse's PBL perception is divided into 4 types(Affirmative type, Negative type, Suspicious type, and Preferable type), and the explanative total variance is 44 percent. In relation to this, if PBL well combined and adapted in our traditional curriculum will change our nursing education in better direction.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.5
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• pp.84-99
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• 1998

The objectives of this study are to identify the actual educational contents of management for head nurse and to propose the educational subjects according to identity the needs of head, charge, and staff nurses. The subjects were investigated the actual Management Development Programs and educational needs of head nurses and prospective nurse manager(charge nurse, staff nurse with a lot of clinical experiences) in general hospitals. The tools were composed of two questionnaires: One was developed from the literature review for making items to measure actual situation. The other was revised Katz's model for measurement of educational needs. The first respondents of actual situation were 27 general hospitals with over 400 beds in Seoul and the second respondents were 89 head nurses, 67 charge nurses and 136 nurses at 3 hospitals by convenient sampling out of 27 general hospitals. Data were collected by telephone interview, mail questionnaire and visiting from 7th of October through 30th of November in 1997. In data analysis, general characteristics of the respondents and actual status of Management Development Programs were analyzed by frequency and percentage. Educational needs according to general characteristics were analyzed by ANOVA The results were as follows: 1. Actual situation of Management Development Program 1) Seven hospitals(26%) had Management Development Program for prospective managers and 14 hospitals (52%) for head nurses. 2) Education Department existed in 14 hospitals (52%). 3) One hospital(4%) had top level managers took part in the Management Development. 4) Two hospitals selected head nurse, who had finished courses of Management Development. Eight hospitals(30%) assessed educational needs. The assessment tools consisted of making a question via questionnaire(75%), determining at department meeting(12%) and interview(13%). 5) Educational programs had 3 types: 10 lecture type, 7 discussion type and 4 role play type programs. 6) One hospital evaluated the change of learner's attitude. 7) Four hospitals scored educational point, but that was measured only by attending. 8) Actual Management Development Programs were as follows. parenthesis indicates the number of hospitals. (1) Management Development Programs for Prospective manager. Role perception of Middle level Manager (1) . Role reconstruction of Nurse Manager (1). Workshop for Charge Nurse (1). Nursing Delivery System and Nursing Process (1). Communication (1). Motivation (1) (2) Management Development Programs for Head nurse.. Head nurse's Role (5). Administrative Work (7). Service Education (4). Prevention and Countermeasure of Nursing Incidence (3). Appraisal (3) 2. The results of needs on Management Development subject 1) The educational needs of all respondents on 3 skill domains showed positive agreement to strongly positive agreement. 2) High priority(more than 4.5) items were 12 of 24 Human skill items(50%), 1 of 6 Technical skill items(16%), and 2 of 13 Conceptual skill items (15%). 3) Out of high priority items, 8 items were instituted. 4) All respondents showed high needs on 3 skill domains regardless of 3 positions (head nurse, charge nurse, and nurse). Educational needs of Human skill domain, according to position were 108. S, 108.7, 106.8 (mean score = 72) , needs of Technical skill domain were 26.5, 26.6, 26.I(mean score=18), and needs of Conceptual skill domains were 56.9,56.7, 55.1(mean score=39). 5) Needs of 3 skill domains according to clinical career showed significant difference. Out of respondents, nurses with career of over 16years showed lowest degree of needs in Human skill domains(F=4.47, P=.004) and Conceptual skill domain(F=2.93, P=.034). 6) Educational needs according to educational background were not significant difference. But out of respondents, nurses educated at 3-year junior college relatively showed lowest needs in all of the 3 skill domains. With the above-mentioned findings, further study is necessary for generalization of this study at hospitals with different bed size and location. Also it is needed to study about management skill of nurse and charge nurse, and effective educational method.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.1
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• pp.97-107
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• 2000

In human societies, there are various organizations which are unique and have different roles. Among them, hospital organization are much more complex than other organizations because of their multitude of professional groups each with its own goals. To achieve its purposes, hospital should manage each professional group effectively. Hospital nursing organizations are the core positions in hospitals for patient care. Therefore nursing organizations have have efficient nurse managers to lead nurses for their own purposes. First- line nurse managers have special tasks for patients and nurses, which include to motivating, managing communicating with the people. So they should have high self-efficacy, which is the belief that one can successfully perform the behaviors in question. Self-Efficacy of first line nurse managers that asked them for leading their staff, and their tasks, is essential to bring about self-realization of staff nurses through motivation and job satisfaction, taking advantage of sound surrounding which is able to operate her staff nurses in order to function efficiently. But there were few studies on the topic in a hospital setting. This study was designed to measure first-line nurse managers' self-efficacy. The subjects for this Study were 167 first-line nurse managers randomly selected from 18 university hospitals in Korea. The Self-Efficacy was measured using 'The general self-efficacy scale' developed by Sherer and Maddux(1982). The data were collected through questionnaires and analysed using SAS program, frequencies, percentages and Pearson' correlation coefficients. The results of this study were as follows : 1. The average of first- line nurse managers' self- efficacy was 66.7. 2. The correlation between first-line nurse managers' self- efficacy and general characteristics(age, education, career) was not significant. From the above findings, this study can suggest the following : 1. Repeat studies are needed in various hospital settings. 2. First-line nurse managers must be trained with special programs for each nursing organizations' purposes.

• Research in Community and Public Health Nursing
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• v.1 no.1
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• pp.503-517
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• 1989

This study is to analyze factors affecting the school nurse's activities. The survey was undertaken during Sept. 1-Nov. 30, 1986. The subjects were 137 school nurses from elementary, junior-high, and senior-high schools in Daegu City and Kyungppk Province. The results are as follows: 1. Correlational findings between school nurse's self-confidence and their general characteristics 1) Program Planning & Evaluation: Health Experinece(r=-0.1803, p<0.05) Salary Step(r=-0.1741, p<0.05) 2) Clinic Management: Salary STep(r=-0.2580, p<0.01) 3) Health Education: Salary Step(r=-0.1929, p<0.05) 4) Management of School Environment: Salary Step(r=-0.2501, p<.05) 5) Health Care Services: Health Experience(r=0.1901, p<0.05) Salary Step(r=-0.2424, p<0.05) 2. The degrees of school nurse's self-confidence(high: 4 point, low: 1 point) 1) Clinic Management: 2.92 2) Health Education: 2.86. 3) Program Planning & Evaluation: 2.74 4) Health Care Services: 2.73 5) Management of School Environment: 2.67 6) Operating of School Health Organization: 2.42 3. Significances to self-confidence on school nurse's activities 1) Program Planning as Evaluation: Expending Times for Health Care Services (r=-0.2262, p<0.05) Expending Times for Health Education (r=0.2943, p<0.05) Size of Clinic(r=0.2163, p<0.05) Location of Clinic(t=2.43, gH0.047) Use of Clinic(t=2.06, p<0.007) 2) Clinic Management: Location of Clinic (t=3.36, p<0.010) 3) Health Education: Purchase of Medicine(r=-0.1736, p<0.05) No, of Classes (r=-0.1794, p<0.05) (4) Management of School Environment: School Health Budget(r=0.1731, p<0.05) Home Message(r=0.1805, p<0.05) Location of Clinic(t=4.46, p<0.0001) 5) Operating of School Health Organization: School Health Budget(r=0.1878, p<0.05) Use of Clinic(t:1.90, p<0.018) 6) Health Care Services: School Health Budget(r=1.90, p<0.018) Expending Times for Health Education(r=0.2577, p<0.05) Size of Clinic(r=0.4336, p<0.001) Location of Clinic(t:5.10, p<0.001)

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.129-140
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• 2012

The purpose of this study was to identify attitude of hospital nurse's on death with dignity. The subjects of the study were 516 nurses. The data was analyzed by SPSS PC 19.0 program. 1) 82.8% participants agree to death with dignity, and they and their family will ask death with dignity in actual situations. 2) The average score of overall attitude on death with dignity was $3.13{\pm}0.52$. 3) With respect to the general characteristics of participants there were statistically significant difference in total score according to age, Marital Status, education level, religion, career, position, and existence of patients with incurable disease around. 4) With respect to the death with dignity related characteristics of participants there were statistically significant difference in total score according to agreement to death with dignity, request to my death with dignity, in case my family member requests death with dignity. Although many nurses had a positive concept of death with dignity, they still have ethical dilemmas in life-sustaining care. Therefore training programs on moral rights are necessary to provide guidelines foe end-of-life care.

• Journal of muscle and joint health
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• v.2 no.1
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• pp.41-72
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• 1995

The purpose of this study is to examine the effects of assertiveness training and value clarification training on nurse's conflict and conflict management mode. Fifty seven registered nurses participated in the study ; they were employed by three general hospital located in Daegu, Korea. The study employs two treatment groups. The assertiveness training group consisted of subjects who participated in 90-120 minutes sessions of assertiveness training nine times over five weeks. The other treatment group, was adiministed nine, 90-120 minutes sessions of value clarification during the same period. For the control group, nursing subjects were appointed the training after five weeks. Pre-test evaluation were administered to all subjects in three groups prior to one week of the treatment. Role conflict Inventory-general(RCI-G) and Communication Conflict Inventory-general (CCI-G) measure nurse's conflict management mode. Post-test evaluation were administered to all subjects in three groups two weeks after the last session by Role Conflict Inventory-Specific(RCI-S), Communication Conflict Inventory-Specific (CCI-S), Management Model-Specific(CMMI-S). The analysis of variance(ANOVA) and covariance(ANCOVA) on gain scores were running the SPSS program. In order to test statistical differences among mean scores of the scales obtained after treatment, multiple comparisons were carried out by Turkey method. Conclusions obtained from the results are as follows. 1. The assertiveness training and the value clarification training were effective in decreasing the nurse's role conflict. The value clarification was more effective than the assertiveness training in decreasing the nurse's role conflict. 2. Both assertiveness training and value clarification training were effective in decreasing nurse's communication conflict. There was, however, no differences between assertiveness training and value clarification training in decreasing the nurse's communication conflict. 3. The assertiveness training and the value clarification training were quite effective in compromizing and collaborating conflict management mode, to reducing the withdrawl and accomodate, force and accomodate conflict management mode to conflict. There was no difference in the effectiveness of assertiveness training and value clarification. In assessing the effects of the treatments, this study employed different measurements. It is unclear whether the measurement affected the test results. It is worth conducting a further test using the same measurements. The results of future studies can be compared with those of this study. The homogeneity of the control group and treatment group is questionable. Futher studies may employ homogeneous sample group to evaluate whether the sample characteristics bias the test results. Assertiveness training or value clarification training for nurses can be utilized in nursing intervention.