• Journal of Korean Clinical Nursing Research
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• v.15 no.2
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• pp.5-21
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• 2009

Purpose: This study was aimed to develop a tool for evaluating nurses' performance by using Balanced Score Card (BSC) in hospital units. Methods: Preliminary survey was done in 10 hospitals to investigate evaluation criteria for nurses' performance. For the main study, each of 14 nursing managers evaluated 2 nursing units (total of 28 nursing units) to verify the sensitivity of the tool criteria. The evaluation result drawn from the preliminary BSC tool was analyzed to verify the sensitivity and validity of the tool. Results: As a result, nurses' performance evaluation tool consisted of 4 categories, 8 objectives, and 14 criteria was developed. Conclusion: The BSC tool for nurses' performance evaluation provides meaningful data in evaluating nursing performance in hospital units.

• Journal of Korean Academy of Nursing
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• v.8 no.2
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• pp.1-13
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• 1978

Evaluation for students’performance is a very important and difficult responsibility of head nurses. This study was undertaken to investigate and identify head nurses’attitudes toward evaluation for clinical performance of nursing students. Data were gathered through questionnaire from eighty eight head nurses at three hospitals in Kwang Ju City and four hospitals in Seoul, during the period of April 9th-26th, 1978. The questionnaire developed by the researcher included 19 statements which concerned the attitudes of head nurses: their perception about objectives of evaluation for the students clinical performance, their attitudes toward responsibility as evaluator, their attitudes toward method of evaluation, their understanding and interest in nursing students. Mean attitude score more than 60% were classified as positive or favorable, and less than 60% to be negative or unfavorable. The result obtained could be summerized as follows: 1. The mean score of head nurses’attitudes was positive (67.9%). Hypothesis I was rejected, 2. Head nurses’perception about objectives on performance evaluation was very favorable (85.5%). 3. Head nurses’attitudes toward evaluating method were negative (50.9%), post-evaluation interview were perceived to be a part of evaluating process (73.9%), although only few (22.7%) implemented. 4. The head nurses’attitudes in the responsibility as a evaluator were unfavorable (58.2%). 5. Relatively favorable response was revealed in understanding and interest about nursing students (79.6%). 6. Educational level, duration of clinical experience, marital status, and geographical region of head nurses were no significant influence on the attitudes toward evaluation for clinical performance (P > 0.05), while only age revealed significant difference (P < 0.05) Hypothesis 2, 3, 5 and 6 were accepted, hypothesis 4 was rejected.

• Journal of Korean Clinical Nursing Research
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• v.14 no.1
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• pp.71-84
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• 2008

Purpose: The purpose of this study was to develop a performance tool to evaluate operating room nurses. Method: In the first stage, 59 preliminary items were selected after two focus group meetings were carried out using as background a reference review. At this stage 59 items were developed. Next, the selected preliminary items were modified by an expert group of nurses with over 10 years experience, nurses holding doctoral degrees and professors in nursing. In the third and fourth stage, these items were analyzed by the expert group to determine validity and tested by hospital nurses with over 10 years experience to determine reliability Results: For the final tool, the 59 items, 47 items for the performance evaluation dimension and 12 items for the competence evaluation dimension were found to be valid and reliable. Cronbach's $\alpha$ was .9622, a promising alpha value for the total instrument. Conclusion: This tool is an efficient performance evaluation instrument providing meaningful feedback for operating room nurses.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.3
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• pp.260-267
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• 2008

Purpose: The objective of this study was to identify relationships among the perception of quality assurance and national hospital evaluation program and nursing performance of hospital nurses. Method: The participants were 401 nurses who worked at the A medical center. The data were collected from 25 April to 9 May. 2008. The cross-sectional descriptive survey was done using a structured questionnaire. Result: The perception of the quality assurance correlated significantly with nursing performance. Also, the perception of national hospital program correlated significantly with nursing performance. However, the scores of perception of quality assurance & national evaluation program of hospital nurses is relatively low. Conclusions: These results means positive perception of quality assurance of nurses can produce good nursing performance. It suggests that nurses need more education and training for quality assurance. And the incentives will be needed to enhance the perception of quality assurance. Moreover, the detailed nursing performance indicators should be developed to measure the quality of nursing performance properly.

• The Korean Nurse
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• v.31 no.5
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• pp.53-64
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• 1992

A nurse is give much weight in the professions of hospital.The effective achievement of a goal of hospital organization needs to get nurses to contribute the structure positively through the rational personnel management of the nurses.The operation of performance rating system is necessary to improve because the nurses hold negative opinions about the resonable management of that system in most Korean hospitals.Therefore, the prupose of this research was to suggest an efficient method to solve the problem in connection with the management of nurses performance rating system.The results of the study are summarized as follows.1. As the performance rating implies the evaluation of employee's functional accomplishment and ability, and essential condition of the job was surveyed according to the job analysis of nursing activities and nurse position.That is to say, Nusrses' performances and capability is estimated in comparision with the condition of the job. 2. It is required adequacy for evaluation factors in performance rating.That is, $\circled1$ as for those who work in psychiatry or newborn baby room they should be appraied in terms of different factors from those applicable to whom work in a general staffs. $\circled2$ Evaluation factors should be concrete so that the quality and quantity of work and the potential ability of them can be correctly appraised. 3. In order to realize the object of perfamance rating system, the training on chief nurses are quite important. Also, careful practices and continuous supplementary training are required before the system is introduced.First of all, the appropriate evaluation can be mad by continuing to record the rating objects every day for the purpose of obtaining the objectivity of rating. 4. In course of transfering of the position and training, the induction of self-rating system and presentation of self-description is required to supplement functionally the performance rating system. 5. For the efficiency of nurses' performance rating system, the results of performance rating system must be reflected in promotion, allocation and training course, which makes the nurses have the motives and the organization accomplish the goal of modern nursing through its activation.

• The Journal of the Korea Contents Association
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• v.14 no.7
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• pp.291-301
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• 2014

This study is a descriptive research of investigating the correlation between new nurses' nursing performance, emotional intelligence, self-resiliency and core self-evaluation. The subjects were 114 new nurses working for less than 12 months at two different hospitals with over 800 beds located in Gyeonggi-do. Between July and November, this study collected the data measured by using a structured questionnaire survey for nursing performance, emotional intelligence, self-resiliency and core self-evaluation. As a result, it was found that there was a difference in the degree of nursing performance according to new nurses' education level, job satisfaction, and working position task satisfaction, and that the higher the emotional intelligence, self-resiliency and core self-evaluation were, the better the nursing performance was. As for emotional intelligence, education level, core self-evaluation and job satisfaction, it was found that they were variables to well predict the degree of nursing performance, and explained 33% of variance in nursing performance. Accordingly, it is necessary to provide actual field-adaptive training education including emotional intelligence and core self-evaluation other than nursing performance from new nurses' orientation in consideration of education degree and job satisfaction.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.1
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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.

• Journal of Korean Academy of Nursing
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• v.40 no.1
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• pp.69-77
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• 2010

This methodological research was designed to develop performance evaluation key indicators (PEKIs) for management by objectives (MBO) and to estimate their weights for hospital nurses. Methods: The PEKIs were developed by selecting preliminary indicators from a literature review, examining content validity and identifying their level of importance. Data were collected from November 14, 2007 to February 18, 2008. Data set for importance of indicators was obtained from 464 nurses and weights of PEKIs domain was from 453 nurses, who worked for at least 2 yr in one of three hospitals. Data were analyzed using $X^2$-test, factor analysis, and the Analytical Hierarchy Process. Results: Based upon Content Validity Index of .8 or above, 61 indicators were selected from the 100 preliminary indicators. Finally, 40 PEKIs were developed from the 61 indicators, and categorized into 10 domains. The highest weight of the 10 domains was customer satisfaction, which was followed by patient education, direct nursing care, profit increase, safety management, improvement of nursing quality, completeness of nursing records, enhancing competence of nurses, indirect nursing care, and cost reduction, in that order. Conclusion: PEKIs and their weights can be utilized for impartial evaluation and MBO for hospital nurses. Further research to verify PEKIs would lead to successful implementation of MBO.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.25 no.1
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• pp.67-77
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• 2018

Purpose: The purpose of this study was to compare the efficiency of general ward nurses in hospitals using Data Envelopment Analysis (DEA). Methods: Participants were 30 nurses working at a general ward. Input variables were labor cost and time of direct nursing. Output variables were prevention rate of medication error and bedsores, and patient satisfaction. These variables were extracted using literature review and CVI of an expert group. Data were collected from September 18 to October 7, 2017. Data were analyzed using EMS 3.1 program for DEA and descriptive statistics. Results: The average efficiency score of 30 nurses was 0.986, which was very high over all. In the super-efficiency analysis of 11 nurses, their efficiency ranged from 1.0 to 1.047. In addition, when the current output was fixed, the labor cost of nurses did not affect efficiency. Conclusion: This study attempted a new approach concerning performance evaluation of nurses using DEA. This method was useful during appraisal of nurses. We suggest that various input and output variables that were not considered in this study should be added to develop a integrative performance analysis model for nurses.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.4
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• pp.515-527
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• 2003

Purpose: The purpose of this study was to examine the work stress and nursing performance of clinical nurses' and to identify relationship between work stress and nursing performance. Method: This descriptive study queried 316 clinical nurses, selected by convenient sampling from four hospitals. Demographic characteristics, work stress and Nursing performance were measured. Descriptive statistics, t-test, ANOVA were performed to identify relationship between work stress and nursing performance on SPSS WIN 10.0. Result: The study subjects reported that the younger they were, the higher work stress they experienced and the lower nursing performance they behaviored. Also, the longer they worked as a nurse, the lower work stress they experienced and the higher nursing performance they hehaviored. The nurses working at ICU experienced more work stress. The nurses working at pediatric ward reported higher nursing performance. The married nurses' nursing performance was higher than unmarried nurses'. There was significant negative correlation between work stress and nursing performance among nurses. Conclusion: These results suggest that the nurse who experience higher work stress couldn't perform optimistic leveled nursing performance. Strategic planning for nursing administer and avoidance of work stress were discussed.