• 한국병원경영학회지
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• 제22권1호
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• pp.21-39
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• 2017

Purpose : This study was intended to investigate the structural relationship among empowerment, self-efficacy, job motivation, autonomy, critical thinking, job-satisfaction, burnout, and self-achievement. In addition, we tested the moderating effect of the career period on the influence of empowerment. Methodology : The structural equation model was used to test the causal relationship between factors, and t-test, ANOVA, descriptive statistics are applied to analyze the research data. Findings : The result of this study shows that the structural model that is the empowerment encourages the self-efficacy, job motivation, autonomy, and critical thinking, also these factors affect the self-achievement through both the job-satisfaction and burnout is acceptable according to the goodness of fitness indices. In addition, we show that the career period moderates the influence of empowerment on the self-efficacy, job-motivation, and autonomy, but not critical thinking. Usually, the shorter the career period is the higher the influence of empowerment is. This moderating effect means that to give proper empowerment to lower position nurses encourage them, and prevent from burnout. Therefore, they feel job-satisfaction and finally self-achievement. Practical Implications : The empowerment helps the nurse to activate self-efficacy, job motivation, autonomy, critical thinking. Hence, these factors decrease burn-out but increase job satisfaction. Finally a sense of self-perfection increase.

• 한국식생활문화학회지
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• 제12권4호
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• pp.401-409
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• 1997

The purpose of this study was to investigate the current foodservice management practices of children care social welfare facilities. Questionnaire were sent to the directors of all 275 children welfare facilities in Korea and 107 returned facilities in korea and 107 returned the complete answers. These questionnaire were answered by manager. Equipments were evaluated by investigators using the evaluation form. staffing structure revealed that most of the facilities had a director, a secretary, nurse, but only 15% of the system hired a dietitian. It showed the shortage of nurse, physical therapists, and dietitian. Therefore, food purchasing, menu planning, food delivery, and the other food service management processes are handled by non-professionals, such as director, secretary, or cooks. Food purchasing money of total budget is $10{\sim}20%$. Food purchasing place in most facilities was market place. Foodstuffs were almost purchased $2{\sim}3$ per weeks. 90% of the welfare facilities were used the menu. Modified food frequency questionnaire were used to get the frequencies of each food items used in menu. The results showed relatively satisfactory in food frequencies, however, this was about what was used in menu, not vat was eaten by the residents. conditions of most equipments in the kitchen were defective specially in dishwashing and sterilization step.

• 한국보건간호학회지
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• 제23권2호
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• pp.232-250
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• 2009

Purpose: This study was designed to define the roles, tasks, and activities of home visiting nurses aimed at enhancing the quality of nursing care under the long-term care insurance regulation for the elderly introduced on July 1, 2008 in Korea. Methods: A review of domestic and foreign literature was used to formulate the proposed roles, tasks, and activities of visiting nurses, which were subsequently modified and complemented by the agreement of home visiting nurse experts and acceptance of 127 nurses. Data was collected from 04 June - 17 September 2008 and analyzed concerning frequency and percentile using SPSS ver. 15.0. Results: The established functions of home visiting nurses were direct nursing service provider, case manager, patient educator, decision maker, care coordinator, and research worker. These functions involved 27 different tasks and 167 activities. Conclusion: The roles, tasks, and activities of visiting nurses, established based upon the guidelines of the Long-term Care Insurance Act for the elderly, were verified for their applicability by nurses involved in home care delivery. These parameters will provide a useful tool in developing an assessment to enhance the quality of home-based care for the elderly in Korea.

• 한국치위생학회지
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• 제7권3호
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• pp.301-316
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• 2007

With these changes in the environment of dental service, dental hygienists are suggested to change their roles to cope with the changes. Hygienists are putting forth many efforts to promote smooth and efficient dental treatments, and as a practical measure. As a part to cope with such changes. Korea Dental Hygienists Association(KDHA) has prepared the system of Specialized Dental Hygienist and put the system into enforcement through an affiliated organization, Korean Academy of Dental Hygiene. The purpose of this study is to investigate the specialized nurse system in our country's medical environment and the specialized dental hygienist systems in other countries as similar cases comparable to the specialized dental hygienist system in our country and present basic data for the establishment of specialized dental hygienist system. For this study, a survey of dental specialists, such as dentists, dental hygienists and nurses, and patients, has been conducted qualitatively through person-to-person depth interview. The interview questions were related to the need for a specialized dental hygienist system, educational programs, functions and roles, and issues that must be solved for establishment of the system. Based on the interview results, the following conclusions were derived. The specialized dental hygienist system must encourage dental hygienists to possess advanced abilities in clinical practices, present systematic and developmental directions in educational programs, and stimulate specialized dental hygienists to actively work as manager and supervisor, medical health service providers, educators, and researchers. Lastly, for issues that must be solved for the establishment of the system, the duties and jobs of specialized dental hygienists must be defined more concretely, which must be acknowledged by people working in related occupations, citizens and the government. Furthermore, we need to examine the scope of duties of dental hygienists and enact laws and systems to protect the scope. These roles will lead dental hygienists to lay the foundation that allow them to make enthusiastic activities as an oral hygienist and clinician as well as show the way how to act as an educator, a researcher, a manager and an administrator.

• 간호행정학회지
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• 제8권4호
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• pp.515-534
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• 2002

Purpose : This study was to provide a meaningful framework for establishment of the direction of Nursing Management area to get ready for Nursing Personal Licensing Examination Board. Method : Using methodological and descriptive research method, the research process was as follows: a preliminary work list which was performed by New Nurse related to nursing management area was made of such key information as the domain of nursing management work, the element of that domain, and the detail work content, by means of a broad review of literature related to nursing management on Licensing Examination for the new nurse. After this preliminary work list sought to obtain examination, consensus, and modification of expert group in the nursing management field, research instrument which was the work list performed by new nurse within nursing management area was to developed. And next, it was to survey various of the importance and the frequency of that work performance by registered nurse, nurse manager, and the professors to take responsible of nursing management. Finally, the educational content for nursing management at the level of baccalaureate was proposed by various analyzing of research results. Results : The work list which was performed by new nurse related to nursing management area consisted of 9 domains, 24 elements, and 80 detail work contents. After it was examined into such various analysis as descriptive statistics, ANOVA, mean range, and so on, of the importance perception of the work and the frequency of work performance, the educational contents for baccalaureate in nursing management which consisted of total 65 contents made up of 18 core contents and 47 essential contents, which new nurses have to necessarily know and perform within the nursing management area. Conclusion : The results of this study will contribute to identifying the work list of new nurses performed in nursing management area and also proposing the educational contents that was taught at the level of baccalaureate in nursing management area based on doing actually in nursing unit.

• 간호행정학회지
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• 제8권2호
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• pp.249-259
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• 2002

Purpose: This study was to identify the relationship between transformational leadership of nurse managers and autonomy, empowerment of nurses. Method: The subjects were 468 nurses and 19 head nurses were working at the 3 general hospitals in seoul. The data were collected from July 6 to September 14, 2001 by the structured questionnaires. For data analysis, descriptive statistics, ANOVA, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. Result: 1) 'Autonomy' and 'Empowerment' were positively related to 'Total Transformational Leadership', 'Charisma', 'intellectual stimulation', 'individual consideration'($r=.18{\sim}24$, $r=.26{\sim}36$, p<.001). 2) 'Transformational leadership' showed a significant difference according to major field of practice(F=4.47, p<.001). 3) 'Autonomy' showed a significant difference according to age, education level, total numbers of years in nursing practice, and position in present(F=3.68, 3.27, 3.13, 4.34, p<.05). 4) 'Empowerment' showed a significant difference according to age, marital status, education level, major field of practice, total numbers of years in nursing practice, and position in present(F=16.02, t=9.04, F=6.97, 1.86, 15.71, 11.38, p<.05). 5) As a result of regression analysis, the key determinants of 'autonomy' were 'Charisma' and this explained 10.61% of the total variance of it. And the key determinants of 'empowerment' were 'intellectual stimulation' and this explained 16.01% of the total variance of it.

• 간호행정학회지
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• 제5권3호
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• pp.513-524
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• 1999

The shortage of nursing personnel was become one of the most serious problems in operating pediatric oncology nursing unit which was the first pediatric oncology nursing unit in Korea. The purpose of this study was to estimate the optimal number of nursing personnel by calculating nursing care hours. The subjects were 13 staff nurses and inpatients of pediatric oncology nursing unit at Seoul National University Hospital during the period of May 20, 1996, to June 2, 1996. The number of nurses' duty was 132, the number of patients treated was 1288 for these 2 weeks. The tools used for this study were pediatric patient classification indexes and direct & indirect care indexes. Each nurse measured the time that they spent for their activities by self record under the supervision of their nurse manager. The method used to calculate the number of nursing personnel was multiplication of the average number of nursing care hours per patient per day with the number of patients. Percentage, average, t-test, F-test were used for data analysis. The results of this study were as follows : 1) The distribution of patient class : Class I & II none, Class III 86.8%. Class IV 12.9% 2) Direct nursing care hours for a patient per shift according to patient classification: Class III : 27.64 minutes, Class IV : 54.64 minutes The average direct nursing service hours for a patient per shift(3 shift) was 31.54 minutes(94.62 m/day). The average indirect nursing service hours for each patient per duty(3 shift) is 21.3 minutes (63. 91 m/day). 3) The average nursing hours for a patient per duty was 52.80 minutes(2.64h/day). 4) The group of administering medications in direct care activities showed the highest percentage (38.9%). Checking vital signs among observation took the most time am.ong each direct care activity (6.88 minutes for a patient per duty). 5) Charting took the most time of each indirect care activity(52.53 minutes/ duty/nurse). 6) The average personal time per duty is 29.40 minutes, which 'was below 30 minutes of this hospital regulations. 7) The average nursing hours that a nurse provided for a duty was 8.60 hours, which meant that a nurse worked 1.10 hours overtime. 8) Standardizing to a 33 bed to a unit, 17 nurses were needed at the present nursing level.

• 간호행정학회지
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• 제12권2호
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• pp.265-275
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• 2006

Purpose: The purpose of this study is to identify and to investigate the nursing organizational culture. Method: A descriptive correlational study was conducted with convenience sample of 448 staff nurses who were working for six general hospitals located in Seoul, Province of Gyeonggi and Province of Chung-cheong. The period of data collection took over 5 months between August and December. Organization Culture Questionnaire developed by Lee (2001) were used to measure nursing organizational culture. Collected data were analysed on SPSS Win 12.0. Result: The meta culture of the nursing organizations was the conservative culture. The cultural pattern of nursing organizations was classified into three patterns which were conservative-dominant culture, symmetric culture and innovative-task culture. Conclusions: The meta culture of the nursing organizations was the conservative culture. But conservative culture decreased nurses' outcomes. Therefore the nurse manager should develop a symmetric organizational culture including four types of culture than dominant culture of one type.

• 간호행정학회지
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• 제9권3호
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• pp.495-505
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• 2003

Purpose: The purpose of this study was to develop 360 feedback for nursing unit manager based on the current personnel evaluation system and to evaluate the new tool according to evaluation subjects. Total of 277 subjects of nurse unit managers and staff nurses were participated in this study. Method: The study was conducted in three phases each for development, application, and analysis of 360 feedback. SAS program was utilized for data analysis with descriptive statistics, t-test, and analysis of variance. Result: The evaluation criteria of the developed 360 feedback tool consisted of 13 subscales such as professional knowledge, apprehension & judgement, job performance, applicability, creativity, leadership, responsibility, promptness & accuracy, administrative ability & sense of mission, activeness, cooperation, communicability, and general attitude. The internal consistency of the tool was Cronbach's alpha .939. The evaluation score by! peers(M=4.30) was the highest one, followed by self-evaluation(M=4.23), evaluation by supervisor(M=4.17), and evaluation by subordinate(M=4.10). The differences in the total evaluation scores among the subjects supervisor, self, peer, and subordinate were not statistically significant, but significant differences were found in some subscales scores. Conclusion: Further research is required to test the reliability and validity of the $360^{\circ}$ feedback tool, and to test the outcome and the process of $360^{\circ}$ feedback system.

• 가정간호학회지
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• 제19권1호
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• pp.63-73
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• 2012

Purpose: The purpose of this study was to determine the factors related to the social support, family and friend support as well as home care nurse support, in family caregivers of patients with home care service. Method: The participants were 111 family caregivers of patient, who were receiving home care services from home health care centers of 3 different general hospitals located in Seoul. The data was collected, using self-administered questionnaires. Result: The level of family and friend support varied significantly according to patients' mental status, period of home care nursing, frequency of home care service, caregiver's education level, family income, and family functioning level. On the other hand, home care nurse support varied significantly according to patients' mental status, caregiver's age, existence of interchangeable family caregivers, and family functioning level. There was a significantly positive correlation between the social support the family caregivers' perceived and family function while there was a negative correlation between family and friend support and the period of home care service. Conclusion: Thus, the establishment of nursing interventional program, with understanding of their social support, is needed for both patients and their caregivers.