• 월간산업보건
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• 통권229호
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• pp.37-41
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• 2007

• 대한간호학회지
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• 제49권6호
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• pp.736-747
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• 2019

Purpose: This study aimed to explore public opinion on workplace bullying in the nursing field, by analyzing the keywords and topics of online news comments. Methods: This was a text-mining study that collected, processed, and analyzed text data. A total of 89,951 comments on 650 online news articles, reported between January 1, 2013 and July 31, 2018, were collected via web crawling. The collected unstructured text data were preprocessed and keyword analysis and topic modeling were performed using R programming. Results: The 10 most important keywords were "work" (37121.7), "hospital" (25286.0), "patients" (24600.8), "woman" (24015.6), "physician" (20840.6), "trouble" (18539.4), "time" (17896.3), "money" (16379.9), "new nurses" (14056.8), and "salary" (13084.1). The 22,572 preprocessed key words were categorized into four topics: "poor working environment", "culture among women", "unfair oppression", and "society-level solutions". Conclusion: Public interest in workplace bullying among nurses has continued to increase. The public agreed that negative work environment and nursing shortage could cause workplace bullying. They also considered nurse bullying as a problem that should be resolved at a societal level. It is necessary to conduct further research through gender discrimination perspectives on nurse workplace bullying and the social value of nursing work.

• 대한간호학회지
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• 제47권5호
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• pp.676-688
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• 2017

Purpose: The purpose of this study was to analyze the migration patterns of new nurses and experienced nurses and to identify the factors influencing inter-regional migration for solving regional imbalances of clinical nurses in South Korea. Methods: This study involved a secondary analysis of data from the Health Insurance Review and Assessment Service (HIRA). Data were analyzed using descriptive statistics and multiple logistic regression analysis. Results: New nurses tended to migrate from Kyunggi to Seoul. However, experienced nurses tended to migrate from Seoul and Chungchung to Kyunggi. Significant predictors of inter-regional migration among new nurses were location and nurse staffing grade of hospitals. Significant predictors of inter-regional migration among experienced nurses were location, hospital type, nurse staffing grade, ownership of hospitals and age of nurses. Conclusion: Inter-regional migration occupied a small portion of total hospital movement among clinical nurses. The regional imbalances of nurses were not caused by the migration from non-metropolitan areas to Seoul. Nurse shortage problems in the small and medium hospitals of the non-metropolitan area can be solved only through improvement of work environment.

• Safety and Health at Work
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• 제6권4호
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• pp.324-328
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• 2015

Background: Employee job satisfaction and its relationship with health and quality of life has been an issue of major concern over the past decades. Nurses experience difficult working conditions that affect their job satisfaction, health, and quality of life. Methods: A cross-sectional study was undertaken in three general hospitals and their respective health centers. Stratified random sampling by level of education was used, and 508 nurses and nursing assistants were included. A self-administered anonymous questionnaire, which included the Measure of Job Satisfaction, the 36-item Short Form Health Survey, as well as demographic details, education, and work conditions data, was used. Results: Greek nurses were found to be dissatisfied with their job according to the total score of the job satisfaction scale, although personal satisfaction and satisfaction with support had had higher scores. Their general health was reported as average, because of physical and mental health problems, low vitality, low energy, and increased physical pain. Multivariate linear regression analysis revealed that males and those wishing to stay in the job had higher physical and mental health. Increased job satisfaction was related to increased physical and mental health. Conclusion: Although Greek nurses are not satisfied with their work, those with high levels of job satisfaction had better health-related quality of life. The findings suggest that improvement of the work environment would contribute to a healthier and more satisfied nursing workforce.

• 한국간호교육학회지
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• 제27권4호
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• pp.347-358
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• 2021

Purpose: The purpose of this study is to explore the experiences of nurses who have suffered from hurt feelings in their relationships with medical personnel in intensive care units (ICUs). Methods: Data were collected from May 2019 to August 2020 through individual in-depth interviews with 8 ICU nurses. Verbatim transcripts were analyzed using the MAXQDA program, employing a phenomenological method designed by Colaizzi. Results: Four theme clusters and nine themes were identified. The themes cluster that emerged were as follows: high-handedness from a lack of understanding and consideration, not being respected as a professional, having to endure sadness alone, and strategies for accepting pain. Conclusion: In ICUs, nurses are being emotionally wounded, resulting in a variety of hurt feelings, not only by doctors, but also by other nurses. Nurses were heavy-hearted because they wanted the participants to do their part and care for critically ill patients proficiently. However, they did not treat ICU nurses as specialized professionals. The participating nurses said they felt pressure, fear, and intimidated. In addition, they felt lonely because their head nurses, seniors, or colleagues did not protect or support them. This study helped develop a program to decrease the nurses' emotional distress and create a safe work environment where they respected and cared for each other without undergoing anguish.

• 한국직업건강간호학회지
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• 제30권4호
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• pp.232-242
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• 2021

Purpose: This study investigated the occupational status and job stress of visiting nurses during the COVID-19 pandemic. Methods: Participants were 151 visiting nurses working in the public health services in Seoul and Gyeonggi-do. The study was conducted using a structured online questionnaire. Results: The average age of the visiting nurses was 49.5 years. A occupational period was 38.4% of the participants had worked for a period of 6-10 years and 34.5% of them had worked for a period of 11 years or more. In terms of employment type, 74.8% had permanent contracts and 13.9% had fixed terms. 93.4% of nurses were working on COVID-19-related work; and 57.6% of them were working more than 50% of their work. Each visiting nurse provided health services for a total of 436.4 cases on average and the per day count was 14.3 cases. The service was provided through home visits or phone consultations. The results of the job stress were relationship conflict (60.92±20.72), job demand (59.05±14.10), job autonomy (57.83±14.63), job instability (45.25±27.37), organizational system (44.97±17.21), workplace culture (42.71±18.00), and inadequate compensation (35.29±18.14). There was a significant difference in job stress according to the proportion of COVID-19 work was 'workplace culture' (p=.023), Job autonomy (p=.053) and Inappropriate compensation(p=.054). Conclusion: In order to provide a stable working environment for visiting nurses and effective public visiting health services during unexpected circumstances, such as the COVID-19 pandemic, it is necessary to promote progressive policies and systemic improvements.

• 한국산학기술학회논문지
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• 제17권5호
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• pp.125-136
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• 2016

본 연구는 현상학적 방법을 이용하여 간호사의 경력단절 후 재취업 경험에 대한 스트레스의 경험의 본질을 탐구하고자 하는 질적 연구이다. 대상자는 보건의료기관 근무 후 퇴직하고 3년 이상 단절 후 다시 재취업을 경험한 간호사이다. 분석결과는 총 5개의 주제 군을 도출하였다. 도출된 범주는 '주어진 현실과 내 기대와의 엇박자', '어린선배와의 골이 깊어져 상처가 됨', '변화된 업무 환경에 적응하기 위한 몸부림', '슈퍼맘으로서 홀로 지쳐감', '전문직으로서 살아남기 위해 발버둥 침'이다. 본 연구결과에서 경력단절 후 재취업한 간호사들은 동료, 가정, 의료 환경과의 엇박자를 경험하면서도 이를 극복하여 궁극적으로 전문직 간호사로 나아가고자 발버둥 치는 모습을 보이고 있었다. 경력 단절 이후 재취업 하는 간호사가 현장에 잘 적응하기 위해서는 재취업 간호사를 교육하는 기관에서 변화된 병원환경에 대한 올바른 정보를 제공하는 것이 필요하고, 더불어 변화된 의료 환경에 적응할 수 있는 재교육 프로그램의 다양화 및 접근성을 높이는 것이 중요하다. 업무환경과 간호업무의 전문성을 증진시키고 간호사의 자부심을 고취시킬 수 있는 방안을 모색하며, 경력단절 간호사들이 재취업에 성공적으로 적응할 수 있는 프로그램의 개발이 필요하다.

• 대한간호학회지
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• 제32권2호
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• pp.155-164
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• 2002

With the dynamically changing environment of society, managing change is the vital element of organizations's survival and growth. Health care organizations have expended enormous resources to restructure patient care delivery. Despite the growing literature describing these organizational innovations, there is a paucity of credible data that reflects systematic measurement and evaluation of such changes. This study examined the nurses' psychological response toward the work process redesign, newly introduced by the nursing department in a acute care hospital. The aim of the study was to figure out how nurses's general perception of change and perceived attributes of change affected their acceptance of change during the organizational transition. This was descriptive- correlational. The sample for the study included 50 head nurses and 135 staff nurses. Data was analyzed using SPSS PC+, version 10.0. The major findings of the study were as follows: First, the mean score of the perception of change was 71.2(SD=13.8) with the range of 0-100, which means nurses generally perceived change positively. There were significant differences in perception of change by gender and education level. Head nurses perceived change more positively than staff nurses. The higher education level showed the more positive view of change. Second, among the perceived attributes of change, trialability had the highest mean score, which means nurses perceived the change more positively if it is testable on a limited basis. Relative advantage was perceived the most negatively. Finally, factors influencing the acceptability of the work-process redesign were perceived comparability, complexity, relative advantage, and observability, which accounted for 43.7% of the variance in the acceptability of change. This study evaluated the preliminary effects of the nursing process for reengineering, focusing on nurses' acceptability towards change. The usefulness of this research study was to determine the factors influencing acceptance of organizational members during transitional periods of change and to suggest effective strategies for increasing adoption as well as for decreasing resistance to change.

• 한국노년학
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• 제39권4호
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• pp.663-677
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• 2019

본 연구는 요양병원 근무 간호사의 근무환경, 역할갈등 및 직무배태성을 확인하고 직무배태성에 미치는 영향요인을 파악하기 위하여 수행되었다. 본 연구를 위하여 일개 도에서 자료 수집을 허락한 10개 기관에서 총 200명의 간호사를 대상으로 2018년 7월과 8월에 걸쳐 자료를 수집하였다. 본 연구에서는 구조화된 설문지를 통해 일반적 특성과 간호사의 근무환경, 역할갈등 및 직무배태성을 평가하였으며 배포한 200부 중 분석에 적합한 190부를 최종 분석하였다. 수집된 자료는 SPSS 버전 25.0를 이용하여 서술적 통계, t-test, ANOVA, Pearson's correlation coefficients, 다중회귀분석을 실시하였다. 분석 결과 직무배태성은 5점 만점에 2.98±0.46점이었고, 하위영역별로는 적합성, 연계, 희생 순으로 나타났다. 간호사의 근무환경은 평균 3.14±0.42점이었고 하위영역별로는 수간호사의 리더십, 실무체계, 동료와의 관계, 기관의 지원 순이었다. 역할갈등은 평균 3.43±0.51점이었고 하위영역 중 환경장애가 가장 높았다. 직무배태성은 간호사들이 인식하는 근무환경과 통계적으로 유의한 정적 상관관계를 보였고, 역할갈등과는 통계적으로 유의한 부적 상관관계를 보였다. 최종적으로 본 연구의 종속변수인 요양병원 근무 간호사들의 직무배태성에 영향을 미치는 요인은 근무환경, 연령, 역할갈등이었으며 설명력은 50.4% 이었다. 본 연구결과를 통해 요양병원에 근무하는 간호사들의 근무환경, 역할갈등과 직무배태성을 확인하였으며 현재 문제가 되고 있는 간호사들의 높은 이직률과 관련하여 직무배태성 제고를 위한 방향성을 점검하였다. 즉 요양병원 조직의 차원에서 간호근무환경 개선과 역할갈등 완화 노력이 요구되는데 이를 위한 조직과 정책적 뒷받침이 필요해 보인다. 또한 근무 중인 간호사 연령층의 특성을 고려할 필요성을 확인한 것 역시 의미있는 발견이라 하겠으며 앞으로 더욱 가속화될 고령인구 증가와 더불어 요양병원 근무 간호사들의 직무배태성 제고에 더욱 관심을 가질 필요성이 제기된다.

• 한국직업건강간호학회지
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• 제22권2호
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• pp.75-82
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• 2013

Purpose: This study is to investigate the effect of nurse's competency empowerment and boss' job competency recognition on work performance. Methods: 216 nurses participated for data collection which was conducted from September 1, 2011 to September 10, 2011. The collected data were analyzed with SPSS/WIN 16.0 and with frequency test, ANOVA, Scheff$\acute{e}$ test and Multiple regression. Results: Firstly, the work performance in accordance with subject's general characteristics was found to be significant in the 50s, graduate school or higher education, Roman Catholic, charge nurse and 21-years or older. Secondly, the correlation among nurse's competency empowerment, boss' competency recognition and work performance was found to be positively related (r=.501~.639, p<.001). Thirdly, competency empowerment was found to be the most effective factor for work performance, followed by boss' competency recognition and career year, and these factors accounted for 63.5%. Conclusion: As the results show that the work performance is highly affected by the nurse's competency empowerment, boss' competency recognition level and career level in clinical environment, effective education programs are required to provide an appropriate experience to both entry-level and experienced nurses, as well as to enhance boss' competency empowerment at the same time.