• 간호행정학회지
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• 제17권3호
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• pp.357-367
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• 2011

Purpose: The purpose of this study was to examine the influence of decentralization, participation in decision making, job satisfaction on organizational commitment among hospital nurse managers. Method: The data were derived from the self-reported questionnaire responses of 198 nurse managers from January to March, 2006 at four general hospitals over 900 beds in Seoul and Gyungi province and analyzed by frequency and percentage, t-test, ANOVA and Sheffe's test and stepwise multiple regression. Result: Mean of decentralization was 3.53${\pm}$0.52, participation in decision making was 5.04${\pm}$0.83, job satisfaction 3.54${\pm}$0.48, and organizational commitment was 5.30${\pm}$0.76. There were significant differences between participation in decision-making and career of manager, field of practice, span of control, especially in staffing decision. A significant correlation was found between organizational commitment and decentralization (r=.22, p<.001), participation in decision making (r=.40, p<.001), job satisfaction (r=.64, p<.001). The job satisfaction has the highest significant predictor of organizational commitment ($R^2$=43%). Conclusions: Nursing managers' job satisfaction and organizational commitment will be promoted by granting participation in decision-making.

• 한국직업건강간호학회지
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• 제19권1호
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• pp.78-87
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• 2010

Purpose: The purpose of this study was to identify the effects of occupational health service(OHS) for the aged workers in small workplace. Method: A single group of pretest-posttest design was used. 608 aged workers of 253 small workplace who had one out of 4 risk factors were randomly selected. The OHS consisted of education, medical checkup, and counseling. Also information was provided by a visiting nurse 4-5 times every 4-5 weeks from March to November, 2009. The data were collected by interview, self report, and monitored by a nurse. Results: The OHS led to significant reduction of the mean systolic and diastolic blood pressures of 6.46mmHg and 5.22mmHg, each respectively. The mean total cholesterol, glucose, and BMI were also reduced significantly by 6.35mg/dL, 5.91mg/dL, and 0.31kg/$m^2$. And stages of health behavioral change were moved from 1,2,3 stages to 4,5 stages significantly. Conclusion: The OHS showed an effective intervention to improve the aged workers' health in the small workplaces. Therefore, The OHS by visiting a nurse can be a good strategy to extend to small & medium-sized companies having no in-site health manager.

• 간호행정학회지
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• 제6권3호
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• pp.347-356
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• 2000

The purpose of this study was to identify the relationship between the nursing organizational characteristics and job satisfaction. Subjects were 362 nurses at a general hospital in Seoul. Data were collected from November 1, 1999 to November 31, 1999 with the structured questionnaires and analyzed by $SPSS-PC^+$ 8.0 for descriptive statistics, ANOVA, Pearson correlation, and stepwise multiple regression. The results were as follows; 1. The average score of the nursing organizational characteristics was 3.7. The score of head nurse's leadership was highest and supervisor's was lowest. The average score of the job satisfaction was 3.1 and was similar to the results of other studies. 2. Being regarded to the nursing organizational characteristics and job satisfaction by general demographic variables, The head nurse's leadership, the supervisor's leadership and interaction, and the overall nursing organizational characteristics showed significant differences by year of career, position status, and service-department(p<.1, p<.05). The job satisfaction showed significant difference by position status(p<.01). 3. There were correlations between the nursing organizational characteristics and job satisfaction(r=0.358-0.815). 4. The most important variable in the job satisfaction was 'organizational climate' and it was explained 32.0% out of the total variance of job satisfaction and 'all of nursing organizational characteristic factors' explained 47.5%. According to the results of this study, the suggestions were as follow: 1. To improve nurses' job satisfaction, the strategy for the development of the cooperative nursing organizational climate and for the strengthening of 'the nursing manager's leadership and interaction' in the nursing department are necessary. It should to be considered the differences in the nursing organizational characteristics and job satisfaction by nursing manager and staff nurses. 2. Further study needed to analysis the organizational climate for the management of the nursing organization. Also it is necessary for further investigation regarding to the relationship between the nursing organizational characteristics and job satisfaction of pre and post-organizational change.

• 임상간호연구
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• 제23권3호
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• pp.376-387
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• 2017

Purpose: This study was to systematically review the contents and effects of nurse-led transitional care programs for discharged patients from hospital to home. Methods: Randomized controlled trials published between 2005 and 2015 were searched in Pubmed, Embase, Cochrane(Central Register of Controlled Trials) and CINAHL. Data were analyzed using Cochrane Review Manager(Revman) software 5.3. Results: Nine studies were selected and analyzed. Patient assessment, education and discharge planning were included in pre-discharge phase. Referring, communication and care planning were performed by nurses in transition phase. Home and phone visits, monitoring and multidisciplinary advices were included in post-discharge phase. Various outcome measures such as hospital utilization(30 days readmission and emergency department visit), quality of life, and cost were used to identify effectiveness of nurse-led transitional care programs. 30 days readmission(OR=.73, 95% CI 0.54, 0.98; p=.03) and emergency department visit(OR=.67, 95% CI 0.50, 0.88; p=.005) were statistically significant in meta-analysis. However, participant blinding was not done in seven studies which put at the risk of performance bias. Conclusion: The results indicated that nurse-led transitional care program is effective in reducing unnecessary hospital utilization. Nevertheless, small sample size and risk at performance bias are the limitation of this study. Thus, we suggest that well-designed randomized controlled trials need to be conducted.

• 간호행정학회지
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• 제23권2호
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• pp.211-222
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• 2017

Purpose: To develop staffing levels for nursing personnel (registered nurses and nursing assistants) to provide inpatients with integrated nursing care that includes, in addition to professional nursing care, personal care previously provided by patients' families or private caregivers. Methods: A time & motion study was conducted to observe nursing care activities and the time spent by nursing personnel, families, and private caregivers in 10 medical-surgical units. The Korean Patient Classification System-1 (KPCS-1) was used for the nurse manager survey conducted to measure staffing levels and patient needs for nursing care. Results: Current nurse to patient ratios from the time-motion study and the survey study were 1:10 and 1:11, respectively. Time spent in direct patient care by nursing personnel and family/private caregivers was 51 and 130 minutes per day, respectively. Direct nursing care hours correlated with KPCS-1 scores. Nursing personnel to patient ratio required to provide integrated inpatient care ranged from 1:3.9 to 1:6.1 in tertiary hospitals and from 1:4.4 to 1:6.0 in general hospitals. The functional nursing care delivery system had been implemented in 38.5% of the nursing units. Conclusion: Findings indicate that appropriate nurse staffing and efficient nursing care delivery systems are required to provide integrated inpatient nursing care.

• 간호행정학회지
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• 제14권4호
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• pp.440-447
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• 2008

Purpose: This study was to identify the factors affecting utilization of clinical nurses' hospital information system. Method: Using a convenient sampling, 450 nurses from 9 secondary or tertiary university hospitals in B metropolitan city were selected. Results: The extent that nurses utilize the hospital information system was 3.22 point on average. The hospital information system utilization was positively correlated with personal information utilization skill, information-oriented education, attitude toward computer, and support of the chief manager, while as negatively correlated with the organizational atmosphere. The causal factors of influencing on the hospital information system utilization were personal information technology, education experience of the hospital information system, age, attitude toward computers, education level and support of the chief manager. The total eigenvalue of the variables was 38%. The major variables of influencing on the hospital information system utilization were the personal information technology and education experience of the hospital information system. Conclusions: Thus, nurse managers should provide training courses to improve personal information technology of nurses, and consistently promote them so that nurses can readily apply the hospital information system which have been recently introduced in various ways and thus improve the efficiency of nursing.

• 지역사회간호학회지
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• 제4권1호
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• pp.45-57
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• 1993

The study was conducted with 27 health mangers working in manufacturing industries. The purpose of this study was to analyze the health manager's employment status, health examination, and it's follow. up health management level(about the industrial type). The results are as follows: 1. Characteristics of Manufacturing Industries: The ratio of nurse to employees is 1 : 552.6 and the percentage of physician employed was 51.9% All of the physicians were part time except one. 2. Health Examination and Follow Up ; 1) Periodic screening examinations were provided to 92.39% of the employees. Of these 11.56% required a detailed examination. Follow up on routine cases were done for 51.69%. Follow up on intensive cases were done 13.97%. 2) 62% of all employees working in hazardous conditions(noise, artificial light 74.1%) are required to receive a special health examination bi annually. Of these 96.66% were examined. 11.24% of these employees required a detailed follow up examination. 3. Relevancy between health management level, industrial type, and health manager's status 1) Health clinic operated separately except one case. Nursing activity level :. health diagnosis(0.27) Occupational condition (0.97) Health education(0.81) Health assessment(0.74) Health education level is higher at the industries working in environmental technician(P=0.017). The other's significance is not shown by any type of the staff.

• 대한간호학회지
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• 제43권4호
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• pp.507-516
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• 2013

Purpose: The purpose of this study was to use cost-benefit analysis of activity to clarify the economic effect of prepared nurses versus atmospheric environment managing engineers as healthcare managers. Methods: For the study 111 workplaces were surveyed, workplaces in which nurses or atmospheric environment managing engineers were employed as healthcare managers. The survey content included annual gross salaries, participation in external job training, costs in joining association covered by the company, location and year of construction of the healthcare office, various kinds of healthcare expenditures, costs in operating healthcare office, health education, and activity performance in the work of environment management. Results: In the case of the healthcare manager being a nurse, benefit was larger than input costs at a ratio of 2.31. On the other hand, in the case of healthcare manager being an atmospheric environment managing engineer, input costs were larger than benefits (benefit-cost ratio 0.88). Conclusion: Results indicate that nurses are an effective healthcare human resource and can offer good quality healthcare service. Therefore companies should hire nurses and actively promote the economic efficiency of nurses in workplace.

• 지역사회간호학회지
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• 제7권1호
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• pp.154-169
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• 1996

Parish nursing is a community health nursing role developed in 1983 by Lutheran chaplain Granger Westberg. An increasing emphasis on holistic care, personal reseponsibility for a healthy lifestyle, and changes in healthcare delivery systems have undoubtedly facilitated the establishment and nurturance of an innovative nursing role in the community. Parish nurses are functioning in a variety of church congregations of various denominations. The parish nurse is a educator, a personal health counselor, a coordinator of volunteers. The parish nurses helps people relate to the complexed medical care system and assists people to integrate faith and health. The autors conducted a study on pastor's expectations from parish nurses. Results of this study will be useful to those instrumental in planning, initiating, supporting, and evaluating a parish nurses program The research was done on 130 pastors in Taegue and Kyong Sang Buck Do, of various ages ranging from their 20's to 60's: and pastoring churches of various sizes, ranging from under 100 to over 300 members. 94.6% agreed that they needed a parish nurse on their staff; and 86.2% said they wanted to start a parish nurse program in their churches if certain basic conditions were met. The pastors responded that some would hire the nurses on a full-time basis(22.3%), a part -time basis (37.7%) or use volunteer nurses (40%). The pastors said they would expect the following from a parish nurse: health counselling (80.0%) regular health check-ups (78.5%) health care for the elderly (78.5%) health information and education (72.3%) hospice care (72.3%) visiting sick church members at home (69.2%) arranging and training volunteers to help the seek (59.2%) health care for expectant mothers (50.0%) introducing and taking people to health care facilities (46.2%) The pastors were surveyed about specific areas of health education they would want the parish nurse to teach(for example, high blood pressure and heart disease prevention and management(76.2%) ; stress management(74.6%); and diabetes prevention and management(73.8%). The pastors were surveyed about specific areas of health counselling they would expect the parish nurse to do (for example, drug abuse, (73.1), alcohol abuse(64.6%), marriage conflict(60.0%), recovery after the loss of a loved one(56.9%), and women's conflict with parents-in-law(53.8%). The pastors were surveyed about types of things they would want included in regular health check-ups, what they would want a parish nurse to do on home visits, and what they would want included in home care for the elderly. They were also surveyed on what kind of spiritual care they would like parish nurses to give. Most (90.7%) wanted their parish, parishioners to be involved in the parish nurses program as volunteers, and in a variety of ways(such as visiting sick in their homes(68.5%) and helping with housework(63.1%) and taking sick people to health facilities(60%). Parish nurses role, activities, and boundaries of practice should be continuously monitored and refined and a 'case manager' should be conceptualized as an additional or all-encompassing role. An initial parish / community needs and readiness assessment should be done prior to establishing a program to detemine if the congregation is ready, willing, and able to support such a position for at least a 2 to 3 year period.

• 대한간호학회지
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• 제19권2호
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• pp.212-222
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• 1989

When the head nurse who is pivotal in the nursing service administration of the hospital performs efficiently as a first-line manager, the effectiveness of the nursing unit, which includes the quality of nursing care, the jab satisfaction of staff members, and the cohesiveness of staff members is increased. With this point of view in mind, the researcher carried out a study to determine the actual work (the content of the work, the work process, the role of the head nurse, the activity media, and the purpose of the work) of the head nurse in a university hospital in Korea. In addition, this study was also carried out for the purpose of preparing an ideal model for the work of the head nurse. The research subjects were 39 head nurses. This included all the head nurses in two university hospitals except those who were working in outpatient care, operating rooms, central supply, nursing administration, in-service education and emergency care. Data were collected from September 24th to October 21th, 1987 and April 4th to 12th, 1988. A work activity record on which the head nurse recorded directly in a chronological narrative form, was used as the research instrument. The 234 work activity records, 39 head nurse's continuous recording over 6 days(from Monday to Saturday) were collected and analysed. The results were as follows ; 1. With regard to the work content for the total daily work of the head nurse, 45.2% of the activities were managerial activities but 58.1% of the head nurse' s time was spent in direct patient care. 2. With regard to the work process of the head nurse, specifically the location, the size and membership of groups contacted, the results were as follows : 1) Of the total daily work activities 92.4% were carried out in the nursing unit and this occupied 84.5% of total daily work time. Direct patient care was generally performed on the nursing unit and managerial work was performed in other areas. 2) Of the total daily work activities, 73% was with one or more persons and 51.2% of total daily work time was spent in groups. 3) A total of 51 persons, working in different capacities were contacted. These included 21 persons giving patient care, 19 persons working in nursing unit management, and 7 persons working in human resource management. 3. With regard to the head nurse's role in work activity, 53.3% of total daily work activities involved the informational role, 26.9%, the interpersonal role and 19.9%, the decisional role. With regard to time, 57.7% was spent in the informational role, 23.9%, in the interpersonal role and 18.3%, in the decisional role. When the head nurse performed managerial work, she gave nearly equal emphasis to all three roles when she gave direct patient care the informational role was increased. 4. With regard to the activity media, the number of unscheduled activities accounted for 27.1% of the activities, scheduled activities, 24.3%, desk work activity, 22.1%, rounds, 12.5% and telephone calls, made or received, 14.0%. In daily total work time managerial work related to desk work and scheduled activities were high, ranging from 29.8% to 29.9% but for direct patient care time, scheduled activities and unscheduled activities were high, ranging from 23.6％ to 35.3%. 5. With regard to the purpose of the work performed, 54.4% of the total daily work was concerned with the team and 41.4% was concerned with the agency. The managerial work was concerned mainly with the team and the direct patient care was concerned mainly with the patient. When the frequency of an activity and time were compared no significant difference was found between the days for which the work was recorded for any of the variables : the work content, the work process, the work role, the activity media and purpose of the work. On the basis of this study the following are proposed as an ideal model for head nurse work in Korea : The managerial work should be increased to 70%. The decisional role activities should be increased to 40%. Twenty percent of the work activity should be allocated to agency, community and profession. It is believed that this model for the head nurse's work can contribute to guidelines for job description development. Finally, educational programs, organizational and structural devices, and administrative support are needed for the proper function of the head nurse in this proposed model.