• 한국노년학
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• 제40권2호
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• pp.311-323
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• 2020

노인은 낙상의 위험이 높고, 낙상은 심각한 손상을 유발함으로써 재원기간과 치료비용을 상승시켜 환자 가족뿐만 아니라 국가 경제에도 부담을 초래한다. 따라서 낙상 예방 활동은 간호사와 간호조무사 업무의 중요한 부분을 차지한다. 본 연구는 요양병원에서 근무하는 간호사와 간호조무사가 직면하는 낙상 예방 활동의 방해요인에 관한 사실적 맥락을 파악하기 위해 수행되었다. 36명의 요양병원 간호사 및 간호조무사를 대상으로 초점면담을 실시하였으며, Elo & Kyngäs의 귀납적 내용분석 방법에 의거하여 면담자료를 분석하였다. 환자 요인, 환경 요인, 개인 요인의 총 3개의 카테고리가 도출되었으며, 환자 요인에는 '저하된 인지 기능'이, 환경 요인에는 '인력지원의 부족'과 '낙상 위험을 고려하지 않은 입원환자 배정'이 개인 요인에는 '무력감'과 '비난에 대한 불안' 등이 포함되었다. 환자의 건강결과를 향상시키고 사회적 비용을 줄여나가기 위해 낙상 예방 활동을 증진하기 위해서는 요양병원의 간호 인력을 점차적으로 늘리고, 낙상위험에 따른 병실 배정 체계 마련, 간호 인력의 교육 및 지원 시스템을 보완할 필요성이 있다.

• 한국병원경영학회지
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• 제28권4호
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• pp.47-61
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• 2023

Purpose: The purpose of this study was to identify the influential factors on job satisfaction among nursingassistants working in medical institutions. Methods: Small and medium-sized hospitals and general hospitals (S City, U City, N City), 11 Geriatric hospitals(S City, N City, U City, T City, I City), and 29 clinics (S City, I City, N City). Data was collected from 194employed nursing assistants from February 15 to April 15, 2021. The obtained data were analyzed usingdescriptive statistics, ANOVA, Scheffe's test, Pearson's correlation analysis, and hierarchical regression analysis. Results: We confirmed a positive correlation between job satisfaction and organizational commitment, andconducted a hierarchical multiple regression analysis using monthly income, work-life balance, organizational commitment, and work confidence as influencing factors for job satisfaction, and found that organizational commitment and work confidence were significant influencing factors for job satisfaction. Conclusion: To improve the job satisfaction of nursing assistants, it is necessary to improve their understanding of the organizational culture in the workplace and expand education and training opportunities to enhance their work confidence to induce long-term retention. In addition, it was suggested that clear job scope and adequatecompensation are necessary for efficient human resource management.

• 한국컴퓨터정보학회논문지
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• 제28권1호
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• pp.103-110
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• 2023

재가노인복지센터 요양보호사들의 감정노동에 관한 연구를 통해 복지센터의 운영과 요양보호사의 근무환경을 개선하고자 한다. 본 연구를 위해 K시와 J도 소재 재가노인복지센터 소속 요양보호사 138명을 대상으로 연구하였다. 통계적 분석을 위해 수집된 자료는 SPSS/WIN 17.0을 이용하여 신뢰도 Cronbach's α 계수산출, t-test, 분산분석, Pearson 적률상관계수와 다중회귀분석을 시행하였다. 연구 결과 첫째, 재가노인복지센터 요양보호사들의 감정노동 차이는 치매 교육, 근무경력, 고용 형태, 학력, 나이순으로 감정노동 정도가 더 높았다. 둘째, 조사대상의 소진 정도는 근무경력, 치매 교육, 고용 형태, 나이순으로 높았다. 마지막으로 업무 스트레스, 감정노동은 업무소진에 유의미한 정적인 영향을 미치는 것으로 나타났다. 결론적으로 요양보호사들의 업무소진 방지를 위한 체계적인 감정조절 경험사례와 치매 교육, 서비스 대처 방법에 관한 업무 환류와 업무 스트레스 완화를 근무 여건 개선 대책 연구가 필요하다.

• 간호행정학회지
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• 제8권1호
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• pp.17-29
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• 2002

The purpose of this study was to examine the application of the Activity-based Costing(ABC) system to analyze the cost of nursing services in the delivery room in a major medical center.The results of this study are as follows;1. In order to calculate the cost of nursing activities, 67 activities of staff nurses on a delivery room were identified and classified as direct nursing activities(45.2%), the indirect activities(32.1%), general management activities(13.9%) and others(8.8%).2. Nursing cost in the delivery room was classified into activity cost(29.9%) and common cost(70.1%). Activity cost involved direct activity cost of staff nurses. The common costs were categorized into indirect activity & general management cost of staff nurses, management cost of the head nurse and activity cost of assistants.3. The final cost objects of nursing services in the delivery room were nursing service for women who had normal vaginal deliveries and nursing service for women who had preterm labor.The total cost of nursing service for a woman who had a normal vaginal delivery was 165,710 won (100.0%). The cost incurred through direct activity cost of staff nurses(58,242 won, 35.1%), indirect activity & general management cost of staff nurses (55,643 won, 33.6%), management cost of head nurse (16,211 won, 9.8%), activity cost of assistants (35,614 won, 21.5%).If the number of days of hospitalization was presumed to be 14 days, the total cost of nursing service for woman who had preterm labor would be 1,845,901 won (100.0%). The cost incurred by direct activity cost of staff nurses in the activity cost (341,349 won, 18.5%), indirect activity & general management cost of staff nurses in the common cost(779,002 won, 42.2%), management cost of head nurse(226,954won, 12.3%), activity cost of assistants in the common cost(498,596 won, 27.0%).In this study, the cost of the nursing services in the delivery room was calculated based on the ABC system. The results of this study showed that resources are assigned to the nursing activities in the delivery room and the mechanisms for assigning the cost of activities for nursing services.

• 한국보건간호학회지
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• 제30권1호
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• pp.122-135
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• 2016

Purpose: The aim of this study was to examine relationships between occupational stress, burnout and job satisfaction of PAs(Physician Assistant). Methods: This study was a descriptive study, and 136 PAs were recruited from hospitals in B metropolitan city. The study was approved by KUIRB, and data were collected from September to October, 2013. Results: A strong positive correlation was observed between occupational stress and burnout (r=.715, p<.001). Strong negative correlations were observed between occupational stress and job satisfaction (r=-.761, p<.001), and between burnout and job satisfaction (r=-.624, p<.001). Conclusion: An intervention program should be developed for PAs to reduce occupational stress and burnout in the health care environment.

• 대한치위생과학회지
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• 제1권2호
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• pp.9-19
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• 2018

The purpose of this study was to examine the state of conflicts among dental health care workers. A survey was conducted on 266 dental hygienists and nursing assistants who worked in dental institutions from September 12 to November 13, 2017, and SPSS(statistical package for the social science) version 20.0 was employed to analyze the collected data. The findings of the study were as follows: 1. The most common reason of the dental hygienists for turnover was working hours and heavy workload(24.6%), followed by pay (22.6%), conflicts with dentists(16.0%) and conflicts with colleagues (11.3%). The most dominant reason of the nursing assistants for turnover was pay(31.1%), followed by working hours(24.4%), heavy workload(17.8%), conflicts with dentists(15.6%) and conflicts with colleagues(8.9%). 2. The largest reason for unsuccessful communication with dentists was that heavy workload reduced the opportunity to communicate well(54.5%). The second biggest reason was that they couldn't communicate well though they had the opportunity(24.0%), and the third greatest reason was that they tended to lag behind dentists in terms of professional knowledge(16.9%). 3. The biggest reason for unsuccessful communication among the dental health care workers was that they didn't have a lot of chances to communicate well on account of heavy workload(41.0%). The second largest reason was the differences in professional knowledge(24.9%), and the third greatest reason was that they couldn't communicate well though they had the chance(23.7%). 4. The most dominant reason for conflicts with dentists was the difference in power(24.0%), followed by poor communication skills(22.1%) and a lack of mutual respect(18.1%). But the opinions of the nursing assistants were different from those of the dental hygienists, as they cited poor communication skills as the most common reason, which was followed by the difference in power and a shortage of understanding of each other's work. 5. The most common reason for conflicts among the dental health care workers was a shortage of communication and communication skills(22.9%), and the second most dominant reasons were a lack of mutual respect and poor understanding of each other's work(17.5%), followed by a lack of mutual respect(17.2%). 6. As to the ways of resolving conflicts with dentists, the most common case was making some mutual concessions to compromise (28.9%), followed by delivering opinions through the staff meeting (23.9%), resolving conflicts by candidly exchanging opinions(15.8%), avoiding each other in moderation(11.7%) and following the opinions or assertions of dentists(1.3%). 7. Concerning the conflict resolution methods among the dental health care workers, the most prevalent way was making some mutual concessions to compromise(36.4%), followed by resolving conflicts by candidly exchanging opinions(23.0%) and conveying opinions through the staff meeting(18.5%). 8. Regarding communication among the dental health care workers, the dental hygienists(3.53±.729) considered themselves to be better at communicating than the nursing assistants(3.29±.745) did(p<0.05), and the dental hygienists(3.45±.809) who thought there was respectful treatment among workers who were different in occupational categories found themselves to be better than the nursing assistants(3.21±.952) who had the same thought did(p<0.05). As a result of analyzing whether frequent job-related meetings occurred among the workers whose occupational categories were different, the dental hygienists(3.05±.975) perceived that there were more frequent meetings than the nursing assistants(2.67±.955) did (p<0.01).

• 대한간호학회지
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• 제7권1호
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• pp.1-9
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• 1977

Primary function of health record is that as tool of communication between the health processionals with the mutual goal, the promotion of health care standard. Studies have been carried out world over oil tile subject, among those, Weed's Problem-Oriented Health Record is considered a paramount achievement. This study was designed to assess tile possibility of implementing tile problem-oriented health record system through ail experiment in order to provide data for nurse administrators infiltrating reformation of recording system and format. Record of 29 patients admitted at Korea University Hospital, Seoul, from March through June, 1976 for 4 to 14 days were sampled. Nursing notes were recorded by research assistants; senior nursing student trailed extensively by the researcher oil Problem-Oriented Records, oil Problem Oriented Nursing Record format (experimental group) and analysis were carried out comparative, with that of traditional nursing records noted by other nursing personnel (control group) on the same patient. Attitude towards Problem Oriented Nursing Record system and format were attained through questionaries responded by the 51 research assistants. Results are as fellows: Comparative analysis revealed that: 1. Assessment of patients' health problems recorded significantly more in traditional records. 2. Focus of health Problem differed; traditional records slowed significantly higher frequency in medical and procedure as focus while problem oriented records on nursing focus problems. 3. Problem- Oriented records were better organized, Mean value scores of attitude towards Problem- Oriented Records revealed that: Positive value scores on all 4 categories: 1) Assessment of nursing needs, 2) Nursing care planning 3) Patient progress assessment and 4) Tool of teaching and learning revealed that the Problem-Oriented Nursing Record is positively accepted by tile respondents. Recommendation Further experiments on implementation of Problem- Oriented Health Record are recommended: experiment involving all health professionals, in larger scope and longitudinal.

• 한국간호교육학회지
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• 제14권1호
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• pp.127-137
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• 2008

Purpose: This study aimed to explore the level of importance perceived by caregivers of elderly on the education of long term care nursing assistants (LTCNAs) taking care of elders with dementia or stroke. Method: Data was collected from 296 participants (112 families, 98 NAs, and 86 RNs) from October 2006 to February 2007. A structured questionnaire was used for data collection. Result: The item of 'attitude while caring for the aged' was identified as most important. The family group reported that 'position change' and 'understanding of geriatric diseases' were the most important for education, while LTCNAs, highly identified, 'bathing', and 'bed sheet change'. The RNs group regarded 'position change', and 'bathing' as most important. Institutions demanding LTCNAs' activities were special facilities for elderly care and special hospitals for the aged, and the need was also high in families with an elder incapacitated by illness. Conclusion: Nurses need to take an interest in education for enhancing the quality of LTCNAs and thus advance the quality of nursing care as well as the quality of life for the aged.

• 간호행정학회지
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• 제22권3호
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• pp.209-219
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• 2016

Purpose: To analyze the proportion of medical institutions meeting the legal standard for nurse staffing. Methods: Data collected from 29,282 institutions between 1996 and 2013 were analyzed. Nurse staffing was measured as daily patient census per registered nurse (RN). The standard for general hospitals, hospitals, and clinics is 2.5 or less, and that for long-term care hospitals is 6.0 or less of the daily patient census per RN. Clinics may substitute nursing assistants for RNs by 50% or 100% depending on their daily inpatient census; long-term care hospitals may substitute nursing assistants for RNs by two thirds of the required number of RNs. Results: The proportion of general hospitals, hospitals, clinics, and long-term care hospitals meeting the standards was 63%, 19%, 63%, and 94%, respectively, in 2013. While general hospitals had an increase in the proportion during the 1996-2013 period, small changes were found in hospitals and clinics. In 2013, nurses were estimated to care for 16 (interquartile range: 12~24) patients per shift in general hospitals. Three quarters of clinics had no RNs in 2013. Conclusion: Many medical institutions did not meet the legally mandated minimum staffing level. The government must implement policy actions for all medical institutions to meet the legal standards.

• 중환자간호학회지
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• 제11권1호
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• pp.15-27
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• 2018

Purpose : This study was intended to investigate the frequency of job performance of the Korean professional medical support staffs (PMSS). Method : The data of 1,666 PMSS from 36 hospitals and over 500 beds were analyzed. The participants were divided into 5 groups: advanced practice nurses (APN), clinical nurse experts, physician assistants (PA), coordinators, and others. Results : Among the 5 main domains of job performance, advanced clinical practice has the highest frequency (111.36 d/y), followed by consultation/collaboration (75.66 d/y), education/counseling (53.54 d/y), leadership (23.90 d/y), and research (19.14 d/y). There was a significant difference in the frequency of job performance between the 5 groups of participants. The invasive activities were more frequent in the PA group. In the education and counseling domain, APNs had a higher level of job frequency than others (p < .001). In the research and leadership domains, APNs and coordinators had more prominent performance frequency than other groups (p < .01). However, there are some ambiguities in the job performance of the 5 groups depending on institutional characteristics. Conclusion : To establish the scope of work of PMSS, organizational and individual efforts are needed to promote and expand the leadership and research domains. To resolve the ambiguities of PMSS' roles, it is necessary to reorganize their titles.