• Journal of dental hygiene science
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• v.3 no.2
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• pp.71-76
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• 2003

The purpose of this study was to investigate the relationship of job satisfaction and self-esteem of dental hygienists and nurse's aides. Data were obtained from 327 dental hygienists and nurse's aides who were working at dental clinics, hospitals located in Seoul city. The results, derived from using the SPSS 10.0, were as follows: (1) The level of job satisfaction was 3.02 point, the level of self-esteem was 3.41 point. (2) Service organization and types of occupation have influenced meaningfully on job satisfaction. Hospitals(3.14) are higher than dental clinics(3.0), dental hygienists(3.14) are higher than nurse's aides(2.92). (3) Service organization and types of occupation have influenced meaningfully on self-esteem. Hospitals(3.55) are higher than dental clinics(3.39), dental hygienists(3.52) are higher than nurse's aides(3.31). (4) The correlation between job satisfaction and self-esteem of dentistry employee showed statistically significant correlation.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.4
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• pp.384-395
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• 2016

Purpose: The purpose of this study was to investigate perceptions of adequacy and job performance of the nurse assistants' nursing job as evaluated by registered nurses and nurse assistants in geriatric hospitals, and by caregivers from the same hospitals. Methods: Participants included 62 registered nurses, 57 nurse assistants, and 64 patient caregivers who completed a measurement scale on the job of nurse assistants. Data collection was conducted from October to December, 2015. Data were analyzed using descriptive statistics and one-way ANOVA by IBM SPSS/WIN program version 21.0. Results: There were significant differences by items in perception of adequacy of nurse assistants' nursing job of among the three groups. There was also a significant difference in perception of the nurse assistants' job performance among the three groups. Conclusion: For nurse assistants in geriatric hospitals, the Ministry of Health and Welfare needs to develop an appropriate job practice guideline. In addition, there should be periodic courses of retraining and continuing education for nurse assistants.

• Journal of Korean Academy of Nursing
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• v.28 no.1
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• pp.60-69
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• 1998

Since the introduction of Western concept of nursing to Korea in late 1880s, Korean nursing practice has evolved into Korean culture. The purpose of this study was to explore and identify similarities and differences in hospital nursing practice between Korea and the United States using the grounded theory method. The data were gathered from 15 Korean nurses working in U.S. hospitals using semi-structured, in-depth interview method. Major similarities in nursing practice between Korea and U.S. existed in the 7 domains that Benner indicated in 1984. The nursing administration system was also similar in both countries. On the other hand, differences existed in how nurses execute these domains of nursing practice. These are the roles of nurses. nurse aides and family members. and the interpersonal relationships, and problem presentation and problem-solving strategies. American family members rarely participated in the patient's bedside nursing care, while Korean family members actively participated. American nurse aide participated in direct patient care, while Korean nurse aides did not. Also Korean nurses were participated more in administering and managiang the patient's diagnostic and treatment modalities, while American nurses foucused on the needs and demands of the patient. In terms of interpersonal relationships, American patients were more self-centered and demanding than Korean. American nurses focused more on the right of individuals while Korean nurses were more oriented to harmony with the coworkers. With inferiors and superiors, American members were more egalitarian, while Koreans tended to be hierachical. In ways of suggesting problems, American nurses tended to pick out the problems more frequently than Korean nurses did.. As to ways to solve the problems, American nurses relied heavily on explicit verbal explanations, while Korean nurses relied more on bodily action and behaviors. The results of this comparative study contribute to nursing by adding knowledge on the theory of culture care by describing the similarities and differences in nursing practice between Korea and the United States.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.4
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• pp.446-454
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• 2010

Purpose: This study was conducted to compare job satisfaction, self-esteem, and nursing task performance between registered nurses (RN) and nurse assistants (NA) in long-term care hospitals. Method: The sample consisted of 203 nursing personnel (RN 99 and AN 104), who were working in one of 5 long-term care hospitals in 5 different areas. Data were collected by structured questionnaires from March 15 to April 30, 2010, and analyzed using the descriptive statistics, independent t-test, One-way ANOVA, and Pearson correlation coefficients with SPSS/Win 17.0 program. Result: There was no significant difference between nurses and nurse assistants in job satisfaction and self-esteem. But nurses had higher levels of nursing task performance than nurse assistants. Conclusions: These findings demonstrate the necessity of developing programs that will help to improve job satisfaction and self-esteem in nurses and nursing task performance in nurse assistants. Strategies need to be developed to maximize the value of the existing workforce without impacting on the quality of care delivered.

• Journal of agricultural medicine and community health
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• v.22 no.1
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• pp.75-83
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• 1997

The medical insurance system has been adopted in 1989. Since then, the utilization of medical care services has increased rapidly. It appears that the medical institution needs more nursing manpower such as nurses and nurse aides to meet an increased demand for medical care for the residents. However, the medical care clinics run by a medical practitioners has a more shortage of nursing manpower than hospitals. The purpose of this survey was to analyze the current employment status and to obtain an opinion on the improvement of utilization such as recruitment and retention of nursing manpower. The questionnaire sent to the private physician and the response rate was 28.7% ; 87 out of 300 physicians. 82.6% of the respondents employed nurses aides rather than nurses and an average number of employees per clinic was 2.5 persons. Most physicians had difficulties in recruiting nursing manpower. It took more than one month for replacement on average, therefore, they were suffering from giving good continual care for the patient and also high resignation of nursing personnel. The low wage, long working hours, hard work and lack of incentives are the biggest reasons for the difficulty in recruiting and retaining of the nursing personnel obtained for the clinics survey. The above mentioned problems would be solved in the near future by changing those difficulties. In the meantime, the private physicians are marking an effort to retain the nursing personnel by keeping a relationship of the private physician's cooperatives.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.3
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• pp.353-366
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• 2003

Purpose: This study was to define the care time of elderly in long-term care facilities and to compare and analysis the care time by staff and facility types. Method: The data were collected from 530 elderly over sixty, residing in two long-term care hospitals for dementia, three long-term care hospitals for the elderly and two skilled nursing facilities. Care time for individual residents was measured the total time spent by nurses, aides. Result: The average care time measured by nursing staff was 158.6 minutes a day. The average care time for one resident by nurse was 40.4 minutes, and by aides, 118.2 minutes. The difference of the care time showed statistical significance between long-term care facility types(p<0.001) : average care time for dementia hospital(199.1min) was twice as long as that of skilled nursing facility(94.1min). Conclusion: The results of the study showed that the care time differentiates care time provided to elderly in long-term care facilities in Korea. The study suggests the need to emphasize the importance of standardization of level of staff and service programs by the long-term facilities.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.11
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• pp.4844-4851
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• 2011

This study seeks to measure the level and root causes of occupational and interpersonal conflicts between nurses and nurse aids against hospital doctors, in order to help increase motivation of both groups in their workplace and enable more effective nursing care to patients. 271 nurses and nurse-aids working in small- and medium-sized hospitals were therefore given a series of surveys on topics such as conflicts with doctors, communications, cause of conflicts and solutions. Analysis of the survey result shows that both nurses and nurse-aids share relatively similar level and causes of conflicts in their place of work; however, nurse-aids felt more stress when their responsibilities seem to be duplicated or blurred from those of doctors and nurses. When conflicts actually occur with doctors, both groups would first try to avoid it one way or another. Then, nurses would make others cave in or file complaints through union, while nurse aides would seek help from supervisors or try to meet them half way.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.1
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• pp.10-21
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• 2014

Purpose: This study was done to identify determinants of registered nurse (RN) skill mix and staffing level focused on hospital characteristics. Methods: Data were obtained from health insurance claims data and hospital reporting system in the Health Insurance Review and Assessment Service (HIRA) for the year 2010. Data from 2,998 hospitals were analysed using t-test, ANOVA, Pearson correlation, and regression analysis. Results: The RN skill mix and staffing level were positively related to hospital size and the percentage of inpatients to total patients. RN skill mix and staffing level were statistically different across regions. Including nursing aides (NA), however, there was no difference in staffing levels across regions. Medically vulnerable regions, bed operation rate, and the number of patients per doctor were also related to RN skill mix and staffing level. Conclusion: The statically significant determinants of RN skill mix and staffing level included hospital size, region, bed operation rate, percentage of inpatients, doctor-patient ratio. Further study needs to be done to investigate factors including RN supply and wages.

• Research in Community and Public Health Nursing
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• v.9 no.1
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• pp.163-180
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• 1998

The purpose of this study is to evaluate the community based home care service, and make reorientation for better service. The data was collected from the public health center, which was operated for one year, 1997. This case is evaluated and reoriented according to five elements of public health care system; system of resources for public health, organization and administration, health care delivery system of financing, management. In resources for public health, available health personnels are 15 physicians, 17 nurses, 11 nurse aides and 2 other persons. One professional health personnel take care of 609 clients, The equipments used for elderly and the disabled are 6 wheelchairs, 4 walkers, 1 hairwashers and 30 viberations. But these equipments are not enough to deal all clients. In organization and administration, planning and setting goals for community home care are made by the director, supervisor of family department and public health nurse. So there is no regular commitee for home care services in this community. The form of delivery of health care is focused on preventive health care. The important works of public health nurse are health education, preventive care for hypertension, D.M. and vaccination of communicable desease. In finaning system, funds come from central government(8.3%), local goverment(16.7%) and health center itself(3.8%), The services consist of health education, vaccination, clinical test and equipment. There are several local volunteers, which are local hospitals, a college, a christian association, a catholic association, a drivers association and a disabled association. The volunteer groups give physical and mental support to the clients. In management, this health center has three evaluation methods. One is done by local government, one is done by health center itself, and the other is done by clients with questionair. But the evaluation tools are deferent between agency. Home care services must be planned and evaluated. This public health center has to have more personnel, equipments, education for professional kowledge and meetings with community volunteer agencies.

• Journal of Digital Convergence
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• v.11 no.6
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• pp.275-287
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• 2013

This study aims to derive implications on current problems in the nursing manpower management in Korea through the comparison with the nursing workforce and employmentrent in the United States and Japan. There are various issues in nursing policy, such as nursing shortage, quality of the nursing service, and the increased cost of management due to the high turnover rate of nursing staffs and it is urgent to seek various policy measures to resolve this. Although nursing shortage is a commom problem in the world, the U.S. and Japan were higher rate of employment than Korea in nursing staffs, which implicates the importance of the legislation of mandatory minimum staffing ratios, the establishment of policies such as the fees and charge policy and the nursing work environments. For quality nursing care and patient safety through the stable workforce of qualified nursing staffs, administrative mechanisms that support adequate nurse staffing and promote positive work conditions are needed, for which the improvement of legal system is required.