• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.3
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• pp.181-189
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• 2021

This study uses a structural equation model for the turnover intention of female nurses performing shift work at a tertiary hospital. Data collection was conducted from November 11 to December 20, 2015, and 283 samples were included in the final analysis. As a result, 12 of the 19 hypotheses of the final model were supported. It was confirmed that external employment opportunities, nursing professional value, nursing organizational culture, job stress, job satisfaction, organizational commitment, and burn out accounted for 47.8% of the turnover intention. Burn out(+) and organizational commitment(-)had direct effects on turnover intentions, and nursing professional, relationship-oriented nursing organizational culture, and job stress showed indirect effects. Therefore, in order to reduce the turnover intention of female nurses working in shifts at tertiary hospitals, it is necessary to prevent burnout, increase organizational commitment, and job satisfaction. For this purpose, measures to strengthen relation-oriented nursing organizational culture and nursing professional intuition are required. In terms of hospital manpower management, the institutional arrangements of hospitals that enable flexible working hours adjustment, mutually respectful relationship-centered organizational culture, education, and policy support to reinforce nursing professional intuition, and the institutional system of hospitals to work with pride should be implemented.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.3
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• pp.138-147
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• 2021

The purpose of this study was to develop a measuring tool for the health promotion behavior of Korean nurses. This would address the lack of a proven tool that reflects the nature of the nurses' nursing environment. This study was conducted on 530 nurses from January to December 2019. A literature review and focus group interview were conducted, data analysis was carried out to measure validity and reliability, and the conceptual framework was constructed by applying the IMB model. Five factors namely self-concept (2 questions), hospital life management (4 questions), knowledge and information regarding health (5 questions), physical and mental stress management (3 questions), and work adaptation (2 questions) were framed into 16 questions. The model fit was 346.23 (��<.001), Parsimonious Normed Fit Index (PNFI) was 0.60, and Parsimonious Comparative Fit Index (PCFI) was 0.63, which met the acceptance criteria, and the Root Mean Square Error of Approximation (RMSEA) was 0.10. Goodness of Fit Index (GFI) was 0.88, Comparative Fit Index (CFI) was 0.85, and Incremental Fit Index (IFI) was 0.85 which were found to be acceptable as per the applicable standards. All items had a Cronbach's �� score of .85, which ensured stable reliability. The nurse's health promotion behavior measurement tool developed in this study will be used to measure the nurse's health promotion behavior in terms of nursing practice which will help in understanding the broad contours of this behavior.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.12
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• pp.660-671
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• 2020

This study is a descriptive survey study that attempted to confirm clinical nurses' consciousness of biomedical ethics, moral sensitivity, critical thinking deposition, and nursing ethics code of clinical nurses, as well as to identify the factors influencing the recognition of the nursing code of ethics. The general and ethical characteristics of the subject were calculated by frequency, percentage, mean, and standard deviation, and the difference for each variable according to the general and ethical characteristics was analyzed using SAS 9.4, independent t-test, and one-way ANOVA, and Scheffé test. The average, standard deviation, and the minimum and maximum values were used for the scores of each variable, and the correlation was determined using the Pearson correlation coefficient. Multiple regression was used to identify the factors that influence the recognition of the nurse's code of ethics. All variables showed significant correlations. Critical thinking deposition (p<.05) was the most influential variable in recognizing the code of ethics for nurses. Critical thinking deposition (p<.001), consciousness in biomedical ethics (p<.001), and moral sensitivity (p<.001) were shown to be affected in order, with 27.4% explaining power. Therefore, it is necessary to develop and apply educational programs to clinical nurses that can improve critical thinking, life and bioethics, and moral sensitivity.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.6
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• pp.420-430
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• 2021

This was an investigative study to identify the role expectations for clinical research related tasks that ward nurses can participate in and the awareness of cooperation between ward nurses and clinical research nurses (CRNs) and the obstacles for the same. The subjects were 66 ward nurses and 65 CRNs. The data were analyzed using descriptive statistics, the two-sample t-test, and the 𝑥² test on SAS 9.3. As a result of this study, 4.56±0.41 ward nurses and 3.83±0.60 CRNs were found to have high role expectations of each other and statistically significant role expectations for ward nurses (p<.001). Significant differences were seen in the five categories of cooperation recognition between the two groups. Among the factors for cooperative disabilities, excessive work and lack of awareness of clinical research were ranked high. High role expectation becomes an element of role conflict. To organize the role of ward nurses and clinical research nurses in the new clinical research nursing work, procedures, establishing of effective practices, and the proper operation of an official system are expected to be necessary. To promote cooperation between the two groups, a culture of mutual trust and cooperation should be formed to enable each group to think of the other as partners and to recognize their expertise.

• Journal of Korean Public Health Nursing
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• v.7 no.1
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• pp.17-29
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• 1993

Nursing centers are nurse-managed organizations that give the client direct access to professional nursing services. Academic nursing centers are faculty-created and -organized nursing centers integrated into nursing school or cooperated with community nursing center. Academic nursing centers are needed for providing services to the forgotten or underserved populations in the community, providing learning opportunities for nursing students and practice opportunities for faculties. The intent of this study is to identify the elements needed in developing process and operations of acedemic nursing center for elderlies and the disabled, and to present the desired model for academic nursing center. The processes of my study were : 1) The articles of the academic nursing centers in U. S. were reviewed and analysed. 2) The academic nursing center for elderlies and the disabled was developed and operated in my paper. 3) Desired model for academic nursing center was presented in my paper. The followings are the results of my study: 1. Elements needed in developing process of academic nursing center were philosophy and goals, the community support, assessment of the validity of the service and health needs, identification of the service contents, roles and responsibilities, communication lines, finances for facilities and operations, cooperation with resources, and developing record system. 2. Elements needed in operations of academic nursing center were the structural organizations, realization of the above philosophy and goals, development of policy and nursing standards, faculty participation, continuity of services, and financial solutions. 3. The desired model was presented according to the process and operations.

• The Journal of Korean Academic Society of Nursing Education
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• v.14 no.1
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• pp.108-116
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• 2008

Purpose: The purpose of this study was to identify the experiences of Team-Spirit training in new nurses. Method: Data was collected through open-ended and self-reported questionnaires which were received from 47 new nurses who had finished team-spirit training for 2 days. The content analysis method was used to derive the core-category, categories and concepts of Team-Spirit training for new nurses. Result: The care category identified in new nurses trained in Team-Spirit was upgrade myself and our team. The following 4 categories also emerged; companion, interdependency, importance of community, and future growth of myself and our community. The derived 12 subcategories were intimacy, importance of companions, binding, partaking in difficulties, empowerment, observing rules, cooperation, consensus, self-pledge as a subordinator, motivating vision formation, developing professionalism, contribution and devotion. The 34 concepts were derived from the new nurses' statements. Conclusion: These results imply that Team-Spirit Training for nurses could contribute to companionship, interdependency, importance of community, and future growth of oneself and the hospital team.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.10 no.1
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• pp.37-46
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• 2003

Purpose: This study investigated the burden of preceptors in order to improve preceptorship in nursing practice. Method: The participants were 170 preceptors at three hospitals in Pusan. The data were collected using questionnaires completed between July and September 2002, which included items to measure burden and opinions to reflect the demands of preceptors. They were analyzed using mean score, frequencies, and content analysis. Result: 1) The preceptors had an average of 6.3 years of clinical experience, while the practical career of a preceptor averaged 1.9 years. The average period of new nurse education was 5.5 weeks. Each year, 1.9 new nurses were trained per preceptor. 2) Of the preceptors 54.7% had received compensation without formal rules. but 54.1% did not want to serve further as preceptors because of overwork, lack of educational preparation, and lack of compensation. They were looking for solutions for existing problems. 3) Preceptors indicated that the major burden was having to repeat explanations to each preceptee, they were too busy to serve as preceptors, and their colleagues' had excessive expectations. Conclusion: We recommend practical management, including supplementary manpower, an education program, and compensation provided by the hospital administration with cooperation from colleges.

• Journal of the Korea Society of Computer and Information
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• v.20 no.12
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• pp.53-59
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• 2015

In this paper, we developed a Hospital Information System in which the business process is formalized and a wire/wireless integrated solution is used. This system consists of the administration office program, the medical office program, the ward management program and the rounds management program. The administration office program can enroll and accept patients, issue and reissue the RFID card. The medical office program inputs a medical examination and treatment, outputs a diagnosis, requests a hospitalization, retrieves the record of a medical examination and treatment, assigns the corresponding examination room to the accepted patients, and updates the number of an waiting patient and a patient number according to the examination room on real time. The ward management program handles hospitalizations and leaving hospital, a nurse's note, and an isolation ward monitoring. The rounds management program handles a medical examination and treatment, and a leaving hospital using PDA. This developed system can be built at low cost and increase the quality of the medical services highly by making it automated the medical administration automation. Also the small number of the medical staffs can manage the inpatients efficiently by using the monitoring functions.

• Journal of The Korea Institute of Healthcare Architecture
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• v.7 no.2
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• pp.27-36
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• 2001

This study aims to provide space organization of the Postpartum Care Center and basic data for architectural planning in the reasonable size. Nurturing method of infants at independent Postpartum Care Center combines rooming-in and non rooming-in and space organization is planned accordingly. Types of the existing floor plans are classified as a type centered on maternity protection room, a type of the separate space for multipurpose, a near type to the infants' room. New types of plane are presented as follows a core type concentrate upon nurse room, the infants' room and the same environmental and balanced corridors between the both. When an average capacity of 20 at Postpartum Care Center is planned, proper suitable floor space of Postpartum Care Center is above $753.9m^2$ and $37.69m^2$ per postpartum woman is required. It is indicated that an average floor space per postpartum woman of the reviewed facilities is smaller than one of the Postpartum Care Center in a plan and plane distributed by function too lack in nursing space. Expansion of space for the Postpartum Care Center is generally required, also the enlargement of nursing space is necessary to be harmonized with the management of a medical facilities and those mutual cooperation.

• Journal of Korean Academy of Psychiatric and Mental Health Nursing
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• v.27 no.4
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• pp.380-393
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• 2018

Purpose: The purpose of this study was to explore psychiatric nurses' decision making in the use of seclusion and restraint (SR). Methods: Data were collected using focus group interviews. Two focus group interviews were held with a total of 10 psychiatric nurse participants. All interviews were recorded and transcribed, and data were analyzed using qualitative content analysis. Results: Eleven categories emerged from three main themes. All the themes describe factors that participants took into account when deciding whether to implement SR: 1) Personal factors area: 'Personal attributes of nurses,' 'Attitude of nurses regarding SR,' 'Nurses' physical and emotional states,' 'Negative experiences of nurses related to SR'; 2) Relational factors area: 'The level of cooperation between nurses and doctors,' 'Role models created by seniors and colleagues,' 'The level of support by nursing assistants,' 'Therapeutic relations with patients'; and 3) Environmental factors area: 'Poor nursing work environment,' 'Atmosphere of ward regarding SR,' and 'Social atmosphere to raise alarm about SR.' Conclusion: These findings should be considered in the evaluation of the use of SR in psychiatric hospital settings and appropriate strategies used to help minimize the use of restraint.