• 대한간호학회지
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• 제15권1호
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• pp.44-51
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• 1985

The purpose of this study was to investigate the role conflict of head nurse； to identify the degree of the role conflict, the sources of the conflict, and the relation between the degree of the conflict and the general characteristics of head nurse. During the period from July 23, 1984 to August 4, 1984, data were collected from 109 head nurses working in 7 general hospitals in seoul. The results of this study were: 1. The degree of the role conflict of head nurse was moderate. But among the three areas in performing head nurse's role, the degree of role conflict as a operational manager was slightly serious. 2. In the various sources of the role conflict of head nurse, the main sources were the shoratage of personnel (20.7%), lack of equipment (19.3%), and lack of time. (17.6%). 3. In comparison of the degree of role conflict of head nurse, there is no significant difference in the general characteristics of head nurse. But the role conflict of head nurse as a operational manager, there is a significant difference in hospital types in which the head nurse were working. (p <0.01). And as a operational manager, there is a significant difference of role conflict in educational levels. (p <0.01).

• 대한간호
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• 제37권1호
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• pp.107-115
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• 1998

There is an important concern regarding the First-line nurse manager's leadership because of the recognition that effectiveness of Leadership in this position results in benefits for the whole health care organization. So knowledge and practice of effective leadership behavior are now more essential to nursing than ever before. First-line Nurse Managers must be effective leaders to meet today's challenge because staff nurse, patient are affected by them. So the purpose of this study was to identify and to analyse the need for Leadership program of First-Line nurse managers in university hospitals. There were three major purposes of this study. First, identify First-line nurse managers general characteristic, second, identify their experience of leadership training, third, identify and analysis their demands for leadership training program. The subjects for this study was 167 First-line nurse manager randomly from 18 university hospitals in Korea. The data were collected through questionnaires from Oct. 13th to Nov. 20th, 1997, data was analysed using frequencies and percentages. Especially the steps of analysis of descriptions were as follows: Initial analysis centered on the identification of the demands of first-line nurse managers. Later analysis collapsed the demands into broad categories. From the collect data, 283 demands of first-line nurse managers were identified. These demands were then sorted into 3 broad categories that included : Self development as first-line nurse managers, relationship with others, and practice. The result of the study were as follows ; 1) Most of nurse managers(79.6%) had leadership training course and had good experience to improve self leadership. 2) Their demands of leadership training course are as follows First, for self as first-line nurse managers, they want to learn leadership theory, identify their leadership style and then develop their leadership skill. Second, for others as first-line nurse managers, they want to improve their communication skill, empowering others, relationship with others. Third, for patients as first-line nurse managers, improve their knowledge of practice. From the above finding, this study can be suggested the following; 1. Develope a leadership training course to improve first- line nurse manager's leadership skill according to their demands, so they will be better able to lead staff nurses for organization purposes. 2. When develope leadership training program, it must be contained the factors which first-line nurse managers want to learn.

• 간호행정학회지
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• 제22권4호
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• pp.396-405
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• 2016

Purpose: The study was done to investigate nurses' customer orientation, emotional labor, unit manager-nurse exchange and relational bonds and to identify the factors affecting nurses' turnover intentions. Methods: A cross-sectional survey was conducted using self-report questionnaires. The participants in this study were 276 nurses in tertiary hospital located in a metropolitan city, Korea. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression with the SPSS program 22.0. Results: The mean scores were $3.74{\pm}0.90$ (out of 5) for turnover intention, $5.31{\pm}0.87$ (out of 7) for customer orientation, $4.82{\pm}0.96$ (out of 7) for emotional labor, $3.58{\pm}0.61$ (out of 7) for relational bonds, and $3.18{\pm}0.57$ (out of 5) for unit manager-nurse exchange. Factors influencing turnover intention were 'emotional labor' (${\beta}$=.39, p<.001), 'unit manager-nurse exchange' (${\beta}$=-.22, p<.001), 'financial bonds' (${\beta}$=-.19, p<.001), 'perceived economic status' (${\beta}$=-.15 p=.003) and 'career' (${\beta}$=.14, p=.005). These factors explained 34.9% of the variance in turnover intension (F=30.46, p<.001). Conclusion: Findings indicate that to reduce nurses' turnover intention in the hospital, there is a need to improve unit manager-nurse exchange and to manage strategies lowering nurses' emotional labor.

• Asian Journal for Public Opinion Research
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• 제4권2호
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• pp.88-107
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• 2017

Background: Adolescent mothers may find the transition to motherhood to be Aim: The aim of this study was to investigate the viewpoints of nurse managers and directors of nursing services in community hospitals regarding the essential competencies of head nurses. Methods: A qualitative descriptive design was used to investigate the perspective of nurse managers and directors of nursing services about essential competencies of nurse managers in community hospitals. A total of ten participants (four directors of nursing services and six nurse managers) were interviewed. Findings: Nurse managers and directors of nursing services identified leadership, management, communication, professional ethics, and policy and healthcare environment as the essential competencies for their positions in community hospitals. Conclusions: These findings can be used by executives of community hospitals and nursing institutes to plan for competency development for nurse managers. They should be included in nursing administration programs.

• 간호행정학회지
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• 제6권3호
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• pp.333-345
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• 2000

The health care environment becomes more competitive every day. It has fallen to nurse managers - from vice presidents of patient care to nurse managers and their assistants - to recruit and develop a workforce that successfully meets the needs of both patients and the organization. This means employees who demonstrate advanced critical thinking skills, creative problem solving, and sound decision making skills combined with clinical skills and patient advocacy. The environment which nurse managers create and the way they relate to their workforce, are pivotal to organizational viability. Especially leadership of first -line nurse managers contributes to the success of their organizations. First-line nurse managers are deserved to be one of the most administrative supervisors through the middle stratum in a hospital organization as being a manager in the field service if assessed from the overall aspects of hospital, as being an interim managers in the nursing department as well as being a supreme supervisor in a unit in terms of an organizational structure in the hospital. Similarly, as a compete leader, the first-line nurse managers have not only a professional which is qualified to perform a role of appropriate coordination with medical staff and key personnel but also hold an important key position a being responsible for performing his or her given role. The first-line nurse manager is expected to manage human and fiscal resources in ways not required before. While an identified need for well-prepared first-line nurse manager continues to plague the profession, first-line nurse managers often have difficulty providing the leadership required. The need leadership training to function effectively in their positions. But we hardly find a useful leadership training program for first-line nurse managers, therefore the purpose of this study was to developed the leadership training program for them. The steps of leadership program development were below: 1st step, 2 studies were done before develop a leadership program. One was done to ask to first-line nurse managers what they want to learn through leadership training, the other one was to ask the staff nurses what their opinions are for their first-line nurse managers leadership. 2nd step was searching other leadership programs contents. The results of this study were below: The total amount of hours is 24. Leadership training program contents are : Future of nursing profession (210min), understanding basic factor's of leadership and leadership theories(310 min), self understanding as first- line nurse managers(320 min), basic principle and practice of interpersonal relationship(210 min), assertiveness training, conflict management (180min), and group study(210min). This is challenging time to be a leader, especially in nursing. As nurse managers look toward the new millennium, it seems as through the same struggles are ahead that are behind. So nurse managers need to embrace change with a positive attitude. They need to demonstrate risk taking and support it in their staffs. All these things are possible that after they participate the leadership training program.

• 대한간호학회지
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• 제29권5호
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• pp.1072-1086
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• 1999

This study has been attempted using the Q methodology to clarify leader type of nurse managers that head nurses and general nurses recognize, and to clarify its relative relation. Sixty-three statements were extracted through interviews with general and professional people interested in the subject of nurse leaders to extract the Q population. A total of 314 Q population was formed added with 251 questions extracted from related documents. Final 32 Q samples were selected by reorganization of 314 Q population after reexamining statements through inquiry of 1 professor of the nurse department, 2 students in course of nurse science masters degree and 2 students in course of doctoral degree. The P sample selection standard of this study were 25 nurses and 30 head nurses. Examination subjects themselves filled out 32 statements classified in a measure of 9 points from agreeable items to disagreeable items. Principal component factors were analyzed using the QUANL pc program after grading the contents of the P sample. Nurses recognizing subjective structure for leader behaviors of nurse manager were analyzed to be 3 factors: vision presentation type, self-capability consideration type, relationship consideration type, and head nurses recognizing subjective structure were analyzed to be 2 types: task pursuit leader type, and concord pursuit type. Nursing manager's leader behavior, expected by staff nurse are more complex and higher level which may combined with task pursuit leader type in concord pursuit leader of head nurse. Also according to Horsey and Blanchard theory(1977), the effectiveness of leadership becomes to be larger as the accordance rate between the behaviors of nurse leaders and followers reaction increase Two suggestions have been made based on the conclusion. 1. Studies on creating strategies in relation to development, management, selection of nurse leaders should be made based on this study. 2. There is a need for relative study of production and degree of similarity of leadership types based on this study.

• 간호행정학회지
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• 제23권2호
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• pp.191-200
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• 2017

Purpose: This study was conducted to identify the influence of nurse manager and peer group caring behaviors as perceived by nurses on intention to retention. Methods: The participants for this study were 229 nurses who had worked for over 6 months in general hospitals located in J province. Survey data were analyzed descriptive statistics and t-tests, ANOVAs with $Scheff{\acute{e}}^{\prime}s$ post-hoc testing, Pearson's correlation coefficients, and hierarchical regression analysis. Results: The scores for 'manager and peer group caring behaviors' and intention to retention were all at a moderate level, although the subjects perceived 'peer group caring behaviors' as higher compared to 'manager caring behaviors'. There were significant differences in 'manager caring behaviors' scores by suitability for present working department and employment status and in 'peer group caring behaviors' scores by suitability for present working department. The factors influencing nurses' intention to retention were religion, suitability for present department, clinical experience of over ten years, 'manager caring behaviors', and 'peer group caring behaviors' Conclusion: To improve nurses' intention to retention, it may be necessary to alter the transfer and arrangement strategies of their working environments to better consider nurses' aptitude and competence, and thereby increase both manager and peer group caring behaviors.

• 한국융합학회논문지
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• 제10권11호
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• pp.511-521
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• 2019

본 연구는 간호관리자의 리더십과 종합병원 간호사의 근거기반실무 적용의도와의 관계에서 혁신행동의 매개효과를 확인하기 위해 시행되었다. 본 연구대상으로 500병상 이상 종합병원에 근무하는 간호사 183명을 임의 표집하였다. 간호관리자의 변혁적 리더십은 간호사의 혁신행동, 근거기반실무 적용의도와 유의한 양의 상관관계가 있었다. 간호관리자의 변혁적 리더십과 간호사의 근거기반실무 적용의도간의 관계에서 혁신행동이 부분매개효과가 있었다. 간호사의 근거기반실무 적용의도를 높이기 위해서 조직차원에서 간호 관리자의 변혁적 리더십을 개발하고 향상시켜 간호사의 혁신행동에 긍정적인 영향이 연결될 수 있도록 다양한 제도와 교육프로그램을 개발할 필요가 있다.

• 한국직업건강간호학회지
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• 제10권1호
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• pp.110-119
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• 2001

This study was performed to review applying the case management to the occupational health nursing as a cost-effective way for injured workers. The case management for injured workers is a comprehensive management system, which is composed of planning and implementing in cooperation with employee, employee' family, medical service provider team, employer and case manager, to provide high quality health services to employee and their family. The case management process for injured workers is similar to the nursing process. It thus appears that the occupational health nurse is best personnel to perform the role of case manager for injured workers in workplace. As a case manager in workplace. the occupational health nurse would be expected to get both knowledge and experiences, to get trusted from the employee and employer, and to expand professional domain in changing health care environment.

• 한국직업건강간호학회지
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• 제7권1호
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• pp.65-82
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• 1998

This study was carried out in order to confirm the reliability and validity of the commitment inventory developed by Meyer and Allen, and to investigate commitment level of health manager, to compare two different professionals of health manager such as industrial health nurse and industrial hygienist to find out some characteristics that have effect on commitment. This survey was done by self-administered questionnaire to 227 respondents as the trainees of Industrial Safety Training Center, KISCO from June to December 1996. Authors classified commitment into two categories ; professional commitment and organizational commitment, and these two types of commitments have three different aspects ; affective, continuance, and normative commitment based on Meyer's inventory. The results were as follows; 1. Items of whole scales of the both type of commitments have three factors that represent three aspects of commitment ; affective, continuance, and normative commitment. This means that each type of commitment was reliable to use as measurement tool of three different aspects of commitment. Classification of items by factor analysis was more consistent in professional commitment than organizational commitment. Among 16 items of organizational commitment, four items were classified into different aspects of commitment with similar factor loading. 2. Commitment level of industrial health nurse was higher than that of industrial hygienist in affective, continuance professional commitment controlled by other characteristics. These differences can be due to other characteristics of specific task and background of health managers that were not used in this study. 3. The level of affective professional commitment was statistically different in age, sex, educational level, and that of organizational commitment was statistically different in only two variables such as age, and job tenure. The level of continuance professional and organizational commitments were different in sex group, but past history of employment have effect on continuance organizational commitment. The level of normative organizational commitment was affected by only age. As the above results, the tools of measurement of commitment developed by Meyer and Allen can be useful to measure the level of commitment of health manager. Three aspects of two types of commitments were influenced by different characteristics of health manager. Authors suggested future study on the affecting variables to the commitment such as background, task of health manager and organizational characteristics.