• Journal of Yeungnam Medical Science
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• 제13권2호
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• pp.324-346
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• 1996

의사와 간호사의 복장에 대한 견해를 파악하기 위하여 1996년 3월1일부터 1996년 3월31일까지 영남대학교 의료원에 근무하는 의사 130명, 간호사 147명과 입원환자 211명을 대상으로 자기기입식 설문조사를 실시하였다. 의상의 복장에서는 의사와 간호사 모두 기존 코트 형태의 가운보다 다른 형태의 가운을 선호하였고, 특히, 의사보다 간호사들이 더 선호하였다. 환자에서 전체적으로 기존 형태와 다른 형태의 가운에 대한 선호도의 차이는 없었으나, 학력이 높을수록 다른 형태의 가운을 더 선호하였다(p<0.01). 의사의 가운 색상에 있어 의사와 간호사의 73.6%는 흰색을 선호하였으며, 환자는 86.3%가 흰색을 선호하였다. 남자의사가 여자의사와 간호사에 비해 흰색을 더 선호하였고(p<0.01), 환자에서는 색상 선호도에 대한 유의한 차이는 없었다. 진료시 넥타이를 착용해야 한다라는 응답률이 남자의사, 40세 이상 의사, 내과계 근무 의사, 그리고 교수에서 다른 군보다 유의하게 높았다(p<0.01). 환자에서는 여자가 남자보다, 60세 이상군이 다른 연령군보다, 초등졸 이하군이 다른 학력군보다, 기타 시지역 거주자와 군지역 거주자가 대구시 거주자보다 더 높았다(p<0.01). 주말 및 휴일 진료시 의사의 캐주얼 복장에 대해서는 전체적으로 찬성하는 편이었고, 의사의 연령이 젊을수록 유의하게 선호도가 높았다(p<0.05). 간호사 복장에 대해서는 의사와 간호사 전체의 78%가 바지 착용을 선호하였고, 간호사는 96%가 바지 착용을 선호하였으며, 특히, 40세 이상군과 외래, 지원 및 행정부서에 근무하는 간호사들은 100% 선호하였다. 환자들은 학력이 낮을수록 스커트를 선호하였고, 고학력군일수록 바지 착용을 선호하였다. 간호사의 가운 색상에 대해서는 의사와 간호사 전체의 46.7%가 흰색을 선호하였고, 의사들은 흰색을, 간호사들은 다른 색을 더 선호하였다(p<0.01). 환자들은 79.1%가 흰색을 선호하였다. 캡 착용에 대한 문항에서 간호사들은 95.9%가 착용하지 않아도 좋다고 응답하였으며, 특히, 40세 이상군과 외래 및 특수부서에 근무하는 간호사들은 전원 캡을 착용하지 않아도 좋다라고 응답하였다. 반면에 환자들은 77.7%가 캡을 착용하여야 한다라고 응답하였다. 이상의 결과로 보아 의사와 간호사의 복장은 기존의 전통적인 형태와 색상만을 고집할 것이 아니라, 의사와 간호사 본인들과 환자들의 의견을 만족시킬 뿐만 아니라 시대적 흐름과 현실감각에 맞게 가운의 형태와 색상에 변화를 주는 것을 고려하는 것이 좋을 것이라고 사료되었다.

• 임상간호연구
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• 제19권3호
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• pp.309-320
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• 2013

Purpose: This study was conducted to identify relationships among circadian types, sleep quality, and adaptation to night shifts among nurses working on two or three day night duties. Methods: The participants were 199 ward nurses from two university hospitals in Gyeongnam province. Each nurse worked on two or three day night duties. Data were collected between September 24 and October 14, 2012 and analyzed using t-test, ANOVA, $Scheff{\grave{e}}$ test, Pearson correlation, and multiple regression with SPSS/WIN 14.0 program. Results: Mean scores for sleep quality and adaptation to night shifts was $4.92{\pm}1.46$ on a 10-point scale and $2.66{\pm}0.47$ on a 5-point scale respectively. There were no significant differences in sleep quality and adaptation to night shifts according to circadian types of nurses. There were significant correlation between sleep quality and adaptation to night shifts (r=.25, p<.001). Factors affecting adaptation to night shifts were preference for night shifts, and subjective health status, which together explained about 35% of the total variance. Conclusions: Nurses working on two or three day night duties had low level of sleep quality and adaptation to night shifts. It is necessary to improve preference for night shifts and subjective health status for improving adaptation to night shifts of nurse.

• 성인간호학회지
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• 제15권1호
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• pp.94-104
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• 2003

Purpose: This study was performed to identify the factors which affected exercise and the perceived exercise behaviors in women according to Q-methodology and to provide basic strategies for health promotion of middle-aged women in Korea. Method: Q-methodology provides a scientific method for identifying perception structures that exist within certain individuals or groups. Thirty subjects in Seoul, Incheon, Chung-buk classified 35 selected Q-statements in to 9 points standard. The collected data was analyzed by using a QUANL pc program. Result: Principal component analysis identified 3 types of exercise behavior of middle-aged women in Korea and named by the researcher. They are called persistent activity preference type, living-exercise preference type, exercise mania type. In persistent activity preference type, the middle-aged women thought activity was very helpful to achieving health and releasing stress or fatigue. Also, they recognized the relationship between physical health and psychological health. In living-exercise preference type, the middle-aged women preferred maintaining stability or nonactivity to intended exercise or activity for health. In exercise mania type, the middle-aged women thought there was no other way to keep her health than to exercise. Conclusion: The findings of this study will provide the health care provider including nurse with useful information. It's very important to offer appropriate exercise intervention to the middle-aged women of each type by taking into consideration the characteristics of individual types.

• 대한간호
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• 제36권4호
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• pp.88-99
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• 1997

Applying effective coping strategies and reducing powerlessness for the chronic pain adjustment of musculoskeletal patients were researched for basic data in the development of nursing intervention. The subjects were 99 musculoskeletal patients with chronic pain. Data was gathered with direct interview using a questionnaire. With the SAS tool. data were analyzed for percentage. Pearson correlation. t-test. and ANOVA according to characteristics of variables. Internal consistency(alpha) coefficients were .91 for coping scales and .71 for powerlessness scales. The results are as follows: 1. Pain duration was mainly 6 - 12 months(52. 5%). 2. Primary pain site was mainly lower limbs(58.6%) and pain severity was a moderate level. 3. The preference of coping strategies was decreased in the order named in resting. seeking social support. exercise or stretch. guarding. and asking for assistance. 4. The longer pain duration. the more the coping strategies of asking assistance used. This was stastically significant(F=3. 35. p<.05). 5. The group with the experience of hospital admission was more powerless than the group without that(F=3. as. p<.01). 6. Pain severity and powerlessness were significantly positively correlated(r=.444. p<.001). Coping strategy applying and powerlessness were significantly negatively correlated(r=-. 288. p<.01). In consequence. the nurse should playa role as the supporter of patient's maximal usage of his resources in pain relief. adjustment, and control. The nurses should also develop for the nursing intervention of physical therapy and educational programs.

• 성인간호학회지
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• 제24권5호
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• pp.489-498
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• 2012

Purpose: The purpose of the study was to identify reports of workplace violence, stress and turnover intention among perioperative nurses. Methods: The data were collected using questionnaire from 162 perioperative. Results: All of the nurses in the study reported incidents of violence within six months of the study. Doctors and specifically operating surgeons were cited as perpetrating workplace violence. The stated source of the violence was failure or shortage of surgical equipment or instrument and fall out of surgeon's preference. Subjects reported (87.7%) workplace abuse from nurses and most often from senior nurses. Nurse abuse was in the form of verbal abuse. Fatigue and stress stemming from heavy workload were cited as the source of the workplace violence. The subjects reported stress levels of 7.39 out of a possible ten points from workplace violence. A little more than thirty five percent of the subjects reported having intentions to leave because of workplace violence. These nurses reported higher level of stress and experienced more workplace violence from nurses and doctors as compared to those nurses who reported no turnover intention. Conclusion: The results of this study indicate that a third of the employed nurses reported wanting to leave their positions due to workplace violence. Workplace violence is a serious problem for nurses whether it is from physicians or from other nurses.

• 한국직업건강간호학회지
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• 제23권3호
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• pp.154-162
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• 2014

Purpose: This study examined self-efficacy, emotional labor, and health promoting behaviors. It also investigated factors affecting health promoting behaviors of nurses working for tertiary and general hospital. Methods: Between June and July 2013, a convenience sample of 233 subjects was collected from 2 tertiary hospitals and 4 general hospitals. The data analysis was done with ANOVA, t-test and stepwise multiple regression. Results: Emotional labor of the subjects was slightly lower than that of other nurses and the average level of health promoting behaviors was lower than the median. Health promoting behaviors were differentiated by education, hospital type, and monthly income. Self-efficacy showed positive correlation with HPLP-II, but emotional labor showed negative correlation with self-efficacy and HPLP-II. The most significant factor affecting health promoting behaviors was self regulation(16.3%). The combination of self regulation, attentiveness to required display rules, BSN, preference to task difficulty, and monthly income(${\geq}300$) accounted for 25.4% of health promoting behavior. Attentiveness to required display rules was a negative factor of HPLP-II. Conclusion: When developing health promotion programs for nurses, self-efficacy should be considered and further research is needed to identify mediating variables between emotional labor and health promoting behaviors.

• 간호행정학회지
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• 제11권3호
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• pp.265-273
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• 2005

Purpose: This study was to investigate the degree and pattern of learning organization and MBTI personality type in clinical nurses. Methods: The participants were 685 nurses working in the 8 general hospitals located in Seoul and Incheon. The data were collected by self-reporting questionnaires from April 1 to August 30, 2004. The data were analyzed using SAS program for descriptive statistics and Pearson's correlation coefficient. Results: The most frequent identified personality type was ISTJ and the least identified personal types was ENFJ. In 4 preference patterns, Extroversion, Sensing, Thinking and Judgement were identified a dominant index in each categories. The mean score of learning organization was 3.47 and the mental model was got the highest score. The EI index had a significant positive correlation with personal mastery. However the TF index had a negative correlation with personal mastery, systems thinking, and mental models, and also the JP index had a negative correlation with 5 learning organization sub categories. Conclusion: With these results, it was identified that the preference patterns on MBTI had the significant correlation with learning organization. So these results will be used to develop the more effective strategies to increase learning organization based on nurse's personality types.

• 디지털융복합연구
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• 제14권4호
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• pp.325-336
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• 2016

본 연구는 임상간호사의 업무소진과 사회지능이 이직의도에 미치는 조절효과를 탐색하기 위한 서술적 조사연구이다. 자료 수집은 J시, D시에 소재한 대학병원과 종합병원에서 근무하는 임상간호사 188명을 대상으로 2015년 8월 3일에서 9월 1일 까지 진행하였다. 연구도구는 사회지능, 소진, 이직의도 척도를 사용하였다. 자료 분석은 실수와 백분율, 평균 및 표준편차, t검증, 일원변량분석, Pearson 상관관계, 위계적 조절 회귀분석을 이용하였다. 대상자의 이직의도는 학력, 연령, 간호직 추천, 근무연수, 직위에 따라 유의한 차이를 보였고, 사회정보는 직위에 따라, 사회기술은 여가활동, 교대근무형태, 병원 교육 참여도, 간호직 추천의사 등에 유의한 차이가 있었다, 소진은 사회정보와 부적상관관계가 있고, 이직의도, 사회기술, 사회적 인식은 정적 상관관계가 있다. 이직의도에 소진은 높은 영향력을 보였고, 업무소진과 이직의도간의 사회지능은 조절효과가 나타나지 않았다. 학습지능인 사회지능이 간호사의 업무소진과 이직의도와의 관계를 탐색하는데 연구 의의를 두며 사회지능 향상을 위한 디지털 융합 교육 프로그램의 개발 필요성을 제언한다.

• 한국경영과학회:학술대회논문집
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• 한국경영과학회 2004년도 추계학술대회 및 정기총회
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• pp.599-602
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• 2004

오늘날의 대부분 의료기관이 성취해야 할 가장 중요한 과제는 의료 관리비용의 절감과 의료 서비스품질의 향상이다. 최근 병원의 대형화 및 병원간의 경쟁 과다로 인하여 환자에 대한 서비스는 호전되었지만, 병원 자체 인력에 대한 효율적 배분 및 인력 운용에 있어서의 형평성 문제는 아직까지 해결되지 못한 부분이 많다. 특히 모든 일을 경제 원리로 풀려고 하는 사회적 풍토 및 현대화, 대형화에 따른 병원 재정의 압박은 병원 운용 인력의 $30{\sim}40\%$를 차지하는 간호 인력에 대한 관심을 소홀히 하고 있다. 이에 본 연구에서는 국내 대형 병원을 사례기관으로 선정하여 기존의 간호사 근무 편성 기준을 분석하고, 이를 토대로 간호사들의 요일별, 시간별 선호도를 고려한 근무 편성표를 작성하여 간호사 근무에 형평성을 기하고자 한다. 또한 기존 휴리스틱에 의거한 근무표와 수리계획법을 활용하여 작성한 근무표 간의 비교를 통하여, 간호사 개인이 특정 근무 기간동안 얻게 되는 만족도를 분석하고자 한다.

• 대한간호학회지
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• 제26권4호
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• pp.946-962
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• 1996

The purpose of this study was to contribute to the development of clinical instruction by students' ratings of teaching effectiveness in clinical nursing education. The subjects were comprised of graduating class 618 students from 24 nursing colleges in the nation. The instruments used in this study were "general characteristics & status of clinical nursing education" developed by the researcher and "Instrument to Measure Effectiveness of Clinical Instructors" by Reeve(1994). The 50 questions used in the questionaire were categorized into 13 components subject to factor analysis. The 13 components were interpersonal relationships, communication skills, role model, resource for students, favorable to students, encouraging to think for selves, teaching methods, evaluation, finding assignments for objectives, organization of subject matter, professional competence, knowledge of subject matter & working with agency personnel. The results of this study are as follows 1. Status of clinical nursing educaion : 1) Clinical nursing education were led by nursing professors(44.9%), a team of both nuring professor & head nurse(6.8%), instructors from specific hospital(15.1%), instuctos for a specific subject(14.6%), & head nurse(6.8%). For 3-year program students, 34.6% of the clinical nursing education were led by instructors from specific hospital & 51.4% of the education by nursing professors for Bachelor's program. 2) The contents for clinical education comprised of Conference being the most frequent of 34.5% ; a combination of Nursing skills, Orientation, Conference etc.22.0% : Nursing process 21.7% : Orientation 13.5% : Inspection(making rounds ) 6.4%, & Nursing skills of 2% being the least frequent. 3) Students' preference of clinical teachers from the highest to the lowest were instructors for a specific subject being the most desired (44.9%) followed by nursing professor, head nurse, a team of both nursing professor & head nurse, & instructors from specific hospital being the least desired. 4) Students felt that the qualification for clinical teachers should be at least a master's degree holder and 5 or more years of clinical experience. The reason they felt was because knowledge & experience are imperative for professional education. 2. Clinical teaching effectiveness : The total points for teaching effectiveness was 147.97(mean of 2.95±0.98) where the total score is considered to be an average rating. 3. Teaching effectiveness as status of clinical nursing education : 1) The score ratings for the clinical instructors from the highest to the lowest were as follows : instructors for a specific subject, instructors from specific hospitals, a team of both nursing professors & head nurses, nursing professors, head nurses, which resulted in significunt difference(F=4.53, P<0.001). 2) The rating scores based on the teaching program from the highest to the lowest were as follws ; nursing skills, nursing process, a combination of nursing skills, orientation, conference etc. , conferences, orientation, inspection, which resulted in significunt difference(F=10.97, P<0.001). 4. Based on 13 categorized components from the questionaires, questions related to communication skills scored the highest points of 3.20 where inquiries regarding resource for students scored the lowest points of 2.38. 5. Among the 13 categorial components from the questionaire, Interpersonal relationship, Communication skills, Resource for students, Encouraging to think for selves, Evaluation, Teaching method, Finding assignment for objectives, Organization of subject matter, Professional competence, & Working with agency personnel, instructors for a specific subject scored the highest points and head nurse scored the lowest, which resulted in significant difference. Favorable for students, instructors for a specific subject scored highest points and nursing professor scored the lowest, which resulted in significant deference (F=5.39, P<0.001). Role model & Professional competence, instructors for a specific subject scored the highest points and head nurse scored the lowest, with minimum variation(F=1.29, P>0.05 : F=1.64, P>0.05) 6. Based on 13 categorial components as a whole, the highest points scored among the 5 groups of clinical teachers was instructors for a specific subject and the lowest, by head nurse(F=1.94, P<0. 001). A team of both nursing professor & head nurse attained higher score in clinical education than their independent education.