• 대한간호학회지
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• 제14권2호
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• pp.19-27
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• 1984

This study was carried out for the purpose of investigating the degree of importance in nursing activities for the quality of nursing, and was conducted with 72 nurses and 69 patients in Chungnam National University Hospital from January to April, 1984. The results are as follows; 1. The mean importants score in physical care activities of the patients (2.58) is higher than that of the nurses (2.48). There is not significant difference for the mean important score in physical care activities between the patients and nurses (t=0.637, df=139, p＞0.05). 2. The mean important score in psychological aspects of activities of the patients (2.94) is higher than that of the nurses (2.44). There is a significant difference for the mean important score in psychological aspects of activities between the patients and nurses (t=2.338, df= 139, p<0.05). 3. The mean important score in observation, recording and implementing medical care activities of the nurses (2.98) is higher than that of the patients (2.79) There is not significant difference for the mean important score in observation, recording and Implementing medical care activities between the patients and nurses (t=1.329, df=139, p> 0.05) 4. The mean important score in nursing management activities of the nurses (2.63) is higher than that of the patients (2.57). There is not significant difference for the mean important score in nursing management activities between the patients and nurses (t=1.329, df=139, p>0.05). 5. A number of items in nursing activities considered most important by nurses (Mean important score of 3.0 or above) were 12 items. The most importants item was“shift and exchange of information concerning patient”. 6. A number of items in nursing activities considered most important by patients (mean important score of 3.0 or above) were 14 items. The most important item was“Explain about diagnostic test ahead of time”. 7. A number of items in nursing activities considered least important by nurses and patients(Mean important score less than 1.9) were 5 items and 2 items, respectively. The least important item by nurses was“plan some diversion or recreation for patient”, and the least important item by patients was“Give a bed shampoo”.

• 기본간호학회지
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• 제4권2호
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• pp.301-318
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• 1997

This study was done to identify the professional autonomy of clinical nurses perceived by staff nurses and doctors. The subjects consisted of 410 nurses and 219 doctors who are working at 4 general hospital in Daegu and Pusan. The nurses were surveyed by means of July 7 to September 27, 1997. The results are as follows : 1. The score which the nurses perceived clinical nurses' professional autonomy is 159.05 points. This score means mid level of professinal autonomy. 2. The score which the doctors perceived clinical nurses' professional autonomy is 140.37 points. This score means mid level of professinal autonomy. 3. The extent of the perceived clinical nurses' professional autonomy between two groups was remarkably high in the nurses group(P=.000) 4. The relationship between general characteristics and the perception of professional autonomy by nurses showed a significant difference in regard to the age, the marital status, educatioal level, the period of nursing career and the state of position. The score of professional autonomy by age was highest 41 years old or more, while the lowest was for 26-30 years old(P=.008). The score of professional autonomy of a married nurse was higher than an unmarried(P=.003). The score of professional autonomy by the period of nursing career was highest 9 years or more, the lowest was for 3-6 years(P=.009), Also, the higher the educational level(P=.000) and the state of position(P=.049), the higher the score of professional autonomy. But there were no statistically significant difference in regard to the religion and the field of work. 5. The relationship between general characteristics and the perception of professional autonomy by doctors showed no statistically significant difference.

• Asian Pacific Journal of Cancer Prevention
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• 제16권17호
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• pp.7501-7506
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• 2015

Background: Oncology nurses play a crucial role in cancer pain management and must be highly informed to ensure their effective practice in the cancer setting. The aim of this study was to determine the baseline level of knowledge and attitudes of oncology nurses regarding cancer pain management. Materials and Methods: A cross-sectional survey research design was employed. The sample comprised 58 cancer nurses working in Shahid Sadoughi hospital, Yazd, Iran. The "Nurses Knowledge and Attitudes Survey Regarding Pain" (NKAS) tool and a demographic form were utilized to ascertain the knowledge and attitudes of oncology nurses working in oncology settings. Results: The average correct response rate for oncology nurses was 66.6%, ranging from 12.1% to 94.8%. The nurses mean score on the knowledge and attitudes survey regarding pain management was 28.5%. Results revealed that the mean percentage score overall was 65.7%. Only 8.6% of nurse participants obtained a passing score of 75% or greater. Widespread knowledge deficits and poor attitudes were noted in this study, particularly regard pharmacological management of pain. Conclusions: The present study provides important information about knowledge deficits in pain management among oncology nurses and limited training regarding pain management. Our results support the universal concern of inadequate knowledge and attitudes of nurses regarding cancer pain. It is suggested educational and quality improvement initiatives in pain management could enhance nurses knowledge in the area of pain and possibly improve practice.

• 간호행정학회지
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• 제1권1호
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• pp.112-131
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• 1995

The purpose of this study is to know experiences and process of patients' healing relation with nurses. This study had been conducted from July to September in 1994. The subjects were 7 patients who had hospitalized within 10 days at general surgery unit in C university hospital. The data were collected through in-depth interview and observation on the basis of Grounded Theory. In-depth interview were performed 3-6 times for each patient and taken 10-15 minutes at once. The result were as follows : (1) The main concepts are worry to operation, worry to hospital environment, worry to their children, worry to nurses, general appraisal, appraisal of appearance, appraisal of attitude, appraisal of nurses' response, appraisal of nurses' help, interest to patients, appraisal of explanation, appraisal of direct nursing, appraisal of nursing role, appraisal of nursing fairness, empathy, feeling of jung, discontent exposure, content, rapport. (Jung is a unique feeling that appeared in only korean culture) (2) The main categories are worry, general appraisal, concrete appraisal, empathy, and rapport. (3) These process is worry, appraisal, empathy, and rapport in the order. (4) The core category is the need of relation formation. The hospitalized patients have had need of relation formation with nurses. In order to satisfy this need, patients in the early of hospitalization had the worries to nurses, hospital environment, their children and themselves. The more patients have information about themselves, the more they have worries. In addition to, patients have general appraisal through the first impression or feeling to nurses. A time goes by, general appraisal has changed concrete appraisal. High educated group (above bachelor degree) have expressed concretely and variousely their needs. The patients who have empathy to nurses are content with nurses and form rapport to be shown frankly thier discontents. Therefore, patients' healing relation formation is the process of being filled up the need of relation formaton with Nurses. As mentioned above, researcher suggests that nurses need study nursing strategies to make earlier the last phase of the healing relation formation, rapport.

• 종양간호연구
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• 제4권1호
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• pp.49-61
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• 2004

Purpose: The purpose of this study was to suggest the projected manpower of oncology nurses & Advanced oncology certified nurses needed in the future. Method: Need models, ratio models and expert opinion were used for projecting the number of oncology nurses & Advanced oncology certified nurses. Resul: 1. The demand for the oncology nurses was estimated 6,043 in the year 2003, 6,548 in the year 2005, and 4,556 in the year 2010. 2. The demand range of the advanced oncology certified nurses centering on the number of hospitalized patients were estimated 358-538 in the year 2003, 388-583 in the year 2005, and 448-672 in the year 2010. 3. The demand range of the middle and long term advanced oncology certified nurses centering on the number of sickbed were estimated 507-787 in the year 2005, 523-810 in the year 2010, and 540-837 in the year 2020. 4. The demand range of the advanced oncology certified nurses centering on the number of organizations were estimated 374 in the year 2003, 399 in the year 2005, 410 in the year 2010. 5. The total demand range, concerning the numbers of hospitalized patients, hospital bed, and organizations are estimated 358-538 in the year 2003, 388-787 in the year 2005, 428-840 in the year 2010, and 540-837 in the year 2020. 6. In the demand of developed country's level oncology nurses are OCN's level 1,495, AOCN's level 102 in the year 2003, OCN's level 1,613, AOCN's level 111 in the year 2005, OCN's level 1,879, AOCN's level 128 in the year 2010 in case of the United States, and in case of Canada, 765 in the year 2003, 826 in the year 2005, and 956 in the year 2010.

• 대한간호학회지
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• 제28권1호
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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.

• 지역사회간호학회지
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• 제33권2호
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• pp.175-187
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• 2022

Purpose: This study was conducted with a focus group interview that drew out experiences, limitations, and difficulties in the workplace according to the employment conditions of visiting nurses in the public health centers. Methods: A total of 12 visiting nurses are those working in the public sector in Seoul and Gyeonggi province who were willing to participate in the interview. Analysis categories and coding were divided into three categories: compensation system, occupational status, and opinions to improve their treatment. Using the content analysis method, the current working status and compensation system of visiting nurses were described. Results: The main themes derived from the significant statements of visiting nurses were 'Ten years of frozen salary system', 'Full-time workers of their own league', 'Excluded from performance benefits', 'Every visiting nurses are virtually precarious', 'Experience of exclusion and discrimination', and 'Reasons and barriers to be a full-time worker'. All of the visiting nurses working in the community insisted on having equal treatment for work of equal value. Visiting nurses in the public health sector wanted to be set to the same payment system and the fair allowance system as well. It is necessary to continuously seek solutions to the problems left in insisting on the civil service of visiting nurses. Conclusion: Visiting nurses who were working in a precarious job position felt job insecurity, and experienced discrimination, alienation, and exclusion. Legal and institutional reform is needed to improve the treatment of visiting nurses.

• 임상간호연구
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• 제29권3호
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• pp.223-237
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• 2023

Purpose: This study aimed to investigate the impact of a nurse shift improvement pilot project on nurses' shift adjustment, work-life balance, and turnover intention, as well as nurses' experiences of participating in the pilot project. Methods: An explanatory sequential mixed-methods study was performed. Survey data was collected from a total of 1,051 nurses both in participant and non-participant groups. For the qualitative study, focus group interviews were conducted with 22 nurses who participated in the shift improvement pilot, including 12 staff nurses, 7 nurse managers, and 3 substitute nurses. Results: There were significant positive effects on the key variables of nurses' shift adjustment, work-life balance, and turnover intention in the group that participated in the nurse shift improvement pilot project. Based on the qualitative study, participants in the shift improvement pilot project indicated that it enabled nurses to recover their circadian rhythm, and achieve a better work-life balance, and they wanted to continue working as a nurse, and hoped expanded application of the pilot project. Conclusion: In order for expanded implementation of the pilot project and continued improvement in the shift system, we recommend establishing compensation standard, systematizing the use of substitute nurses, developing guidelines for shift schedules, and expanding the shift improvement pilot project to other departments such as the emergency room.

• Safety and Health at Work
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• 제14권4호
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• pp.467-475
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• 2023

Background: To mitigate the spread of Covid-19, nurses infected with the virus were required to isolate themselves from their families and community. Isolated patients were reported to have experienced mental distress, posttraumatic stress disorder symptoms, and suicide. Though studies have reported the psychological impact of the Covid-19 pandemic, less is known about the lived experiences of nurses who survived Covid-19 infection in sub-Saharan Africa. Methods: A descriptive phenomenological approach was used to study the lived experiences of registered nurses who survived Covid-19 disease. In-depth interviews were conducted among nurses diagnosed with Covid-19 from two hospitals in Kenya between March and May, 2021. Purposive and snowball sampling were used to recruit registered nurses. Data were analyzed using Giorgi's steps of analysis. Results: The study included ten nurses between 29 and 45 years of age. Nurses' experiences encompassed three themes: diagnosis reaction, consequences, and coping. Reactions to the diagnosis included fear, anxiety, and sadness. The consequence of the diagnosis and isolation was stigma, isolation, and loneliness. Nurses coping mechanisms included acceptance, creating routines, support, and spirituality. Conclusion: Our findings aid in understanding how nurses experienced Covid-19 infection as patients and will provide evidence-based content for supporting nurses in future pandemics. Moreover, as we acknowledge the heroic contribution of frontline healthcare workers during the Covid-19 pandemic, it is prudent to recognize the considerable occupational risk as they balance their duty to care, and the risk of infection to themselves and their families.

• 간호행정학회지
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• 제10권1호
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• pp.25-36
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• 2004

Purpose: Nursing puts much weight en the organization of hospital. Therefore it is necessity to improve nursing care. One of the most important things is to secure confident nurses and to develop nurse' potentiality. It directs nurse evaluation system. The concept of "performance appraisal tools" is extremely important in evaluation system. Therefore, the purpose of this study aims to define performance appraisal process. Method: In order to do this, two main study has been observed interviewing appraisers and employees in-depth and analyzing performance appraisal tools of seven hospitals and analysed validity, reliability, acceptability and practicability. Result: The result of this study can be summarized as follows; Firstly, the result of analysis of performance appraisal tools. Regard to validity, Hospitals had a typical goal, but had not put to practice use. Regard to reliability, 1) Appraisal rule had been focused on appraiser's error, how to avoid. 2) 5 hospitals accessed nurses with relative rating and 2 hospitals with absolute rating both in practice. 3) 3 hospitals informed nurses the result of performance appraisal but 4 hospitals did not. 4) All hospitals in this study had conducted superiors rating. Regard to acceptability, 1)Rating scale method had been implemented by 6 hospitals and among those conducted beth ranking method and descriptive method. 2) Most hospitals had focused on personal traits in performance appraisal factors. Regard to practicality, The term of appraisal took $10{\sim}14$ days; performance appraisal happened 1 or 2 times per year; appraisal factors were based on 10 different items. Secondly, the result of in-depth interview with head nurses and staff nurses Regard to validity, head nurses and nurses wared that the goal of performance appraisal is to develop nurse's ability. Regard to reliability, head nurses pointed out that they were doubt of the justice of performance appraisal and they should have got training. Nurses insisted that raters should have been trained due to lack of qualification of appraiser; Head nurses and nurse proposed to convert form relative rating to absolute rating; to inform the result of appraisal; to implement peers rating. Regard to acceptability, One of the critical problems of performance appraisal tools was abstract of appraisal factors ; Lack of job analysis. Regard to practicality, Head nurses used to take overtime for appraisal. There was only a little respond despite of their efforts. Nurses questioned that appraisal tools exist for only appraisal; there was less cost-effectiveness. Conclusion: Based en these findings, it could be suggested to improve the performance appraisal tools for nurses evaluation. Firstly, it is necessary to describe goal of performance appraisal clearly set up, so that nurses could improve their positive word performance and develop their potentiality. Secondly, it is necessary to obtain various training on raters, implement absolute rating and inform the result of appraisal to nurses and use peers rating. Thirdly, it is necessary to convert from rating scale method to management by objectives or behaviorally anchored rating scale and take measurable appraisal factors based en job analysis. Finally, it is necessary to reduce the appraisal cost but increase effectiveness of performance appraisal.