• 대한간호학회지
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• 제36권7호
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• pp.1164-1174
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• 2006

Purpose: This study was conducted to identify the effects of a PMS nutritional education program for college nursing students. Method: Subjects consisted of nursing students(experimental group: 19, control group: 27). The experimental group participated in a PMS nutritional education program for 8 weeks (including group and individual involvement). Data was collected before and after the education, and measurement tools were premenstrual symptoms, PMS knowledge, and self health behavior. Results: After the intervention, the experimental group showed a significant increase in PMS knowledge(Z=6.32, p=.000) and self health behavior(t=3.00, p=.004) compared to the control group. After the intervention the experimental group showed a significant increase in PMS knowledge(Z=-4.64, p=.000) and self health behavior(t=-3.04, p=.005) than before the intervention. Conclusions: These results suggest that the short term effects of a PMS nutritional education program for nursing students was proven useful and the program should be applied to PMS nutrition education for PMS clients as well as health professionals.

• 간호행정학회지
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• 제3권2호
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• pp.41-59
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• 1997

This study surveyed nurses' value of reward and recognition level of organizational reward, and measured the fit of both. It also looked into the relationship between the reward fit and attitude of nurses toward their job and organization (job involvement${\cdot}$organizational commitment). It was planned to suggest the alternative of a future reward system. The sample consisted of 625 nurses of 8 private University Hospitals. Data for this study was collected from Mar. 25 to Apr. 17 by structured questionnaire. This study examined the differences of nurses' value of reward by their demographic characteristics, and looked into the relationship between the reward fit and job involvement${\cdot}$organizational commitment. Four instruments and a demographic questionnair were used to collect the data. Developed for myself and repaired by panel of judges, the value of reward scale and organizational reward scale consisted of 34 items on five points Likert-type scale. Developed by Kanungo and repaired by panel of judges, the job involvement scale measured overall job involvement on 7 items. The organizational commitment scale was developed by Mowday et al and repaired by panel of judges on 10 items. The data was analyzed by frequency, percentage, ranking, one-way ANOVA, Pearson's correlation coefficient, Chronbach alpha coefficient, t-test, SNK test, factor analysis with SPSS/PC+ progra,.Major findings are as follows 1. The mean of nurses' value of reward is 4.2435 and job content rewards are seen as the most important(M=4.5532). The following orders are seen as follows; financial rewards(M=4.4181), human realtion rewards(M=4.4130), establishment ${\cdot}$ facilities rewards(M=4.1632), professional rewards(M=4.1117), social status or prestige rewards(M=3.9228), career rewards(M=3.8816). Of 34 indivisual reward factors, the retainment allowance is seen to be thought of as the most important thing. 2. The mean of nurses' actual reward is 2.6035. The actual reward responded to the most extremely offered is job content rewards. The following orders are seen as follows ; human relation rewards(M=2.9420), financial rewards(M=2.7682), professional rewards(M=2.4601), social status or prestige rewards(M=2.3696), career rewards(M=2.3466), establishment ${\cdot}$ facilities rewards(M=1.9364). Of 34 indivisual reward factors, medical insurance benefits are felt to be most extremely offered. 3. The mean of fit of reward is -1.6874 and that means actual reward doesn't egual the value of the reward. What is offered mostly to nurses' value of reward is human relation rewards. The following orders are seen as follows; job content rewards(M=-1.5938), career rewards(M=-1.6381), social status of prestige rewards(M=-1.6382), financial rewards(M=-1.6836), professional rewards(M=-1.6854), establishment${\cdot}$facilities rewards(M=-2.3130). Of 34 indivisual factors, the item of fered most closely to nurses' value of reward is seen as the participation in educational programs at the nursing department of the hospital. 4. The mean of nurses' job involvement is 3.1987 and SD is 0.5667. 5. The mean of murses' organizational commitment is 2.9348 and SD is 0.6124, that is seen as a little lower than job involvement. 6. Significant value of reward differences were found among nurses by their demographic characteristics such as married status, tenure, academic career. 7. The fit of reward was significant related to job involvement and organizational commitment. When generalizing the result of this study, the value of reward, which nurses consider important and appropriate offers a reward that corresponds to the nurses' value of reward. This increases nurses' job and organization devotion further, as well as hospital effectiveness. It appears that nurses have recognized that the present reward offered in hospitals doesn't come up to their expectations so I think it is urgent to plan and perform the new reward system which is in accord with the nurses' reward fit.

• 보건행정학회지
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• 제11권4호
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• pp.109-128
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• 2001

This study was conducted to investigate the factors affecting on organizational commitment of military hospital nursing officers. For the purpose of this study, the self-administerd questionnaire survey was done with 440 military hospital nursing officers during february, 2001. The major results of the study were summarized as follows: By path analysis using LISREL 7.0, variables such as met expectations, work involvement, pay, work definiteness, positive affectivity, family support, peer support, promotion opportunity, expectations before entering a military hospital had significant positive effect on Job satisfaction in order of size, however, vertical conflict and horizontal conflict had significant negative effect in order of size. Variables such as job satisfaction, met expectations, promotion opportunity, positive affectivity, pay had significant positive direct effect on organizational commitment in order of size, however, job routinization, job opportunity had significant negative direct effect in order of size. It was found that the following variables, listed m order of size, had significant total effects on organizational commitment: job satisfaction, met expectations, positive affectivity, promotion opportunity, pay, vertical conflict, job routinization, family support, work involvement, work definiteness, job opportunity. In considering above findings, the program or plan for job satisfaction promotion, met expectations, fair promotion opportunity, adequate pay, work definiteness, solving conflict, positive affectivity promotion would be implemented to increase organizational commitment of military hospital nursing officers.

• 보건행정학회지
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• 제11권1호
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• pp.62-86
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• 2001

This study purports to Investigate the determinant of job satisfaction and the organizational commitment of medical insurance review nurses working at Korean hospitals. The independent variables contain three groups of determinants: organizational characteristics variables(job autonomy, work unit control, role variety, role ambiguity, role conflict, workload, resource inadequacy, coworker support, supervisor support, distributive justice, promotional chances, job security, and job hazard), environmental variables(job opportunity, spouse support, and parent support), and psychological variables (met expectation, work involvement, positive affectivity, and negative affectivity). The sample used in this study consisted of 445 medical insurance review nurses from 89 hospitals nationwide. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of the study are as follows : 1) the following variables, listed in order of size, have significant effects on job satisfaction : role ambiguity(－), distributive justice(＋), work involvement(＋), role variety(＋), met expectation(＋), negative affectivity(－), job autonomy(＋), and positive affectivity(＋). 2) the following variables, listed in order of size, have significant effects on organizational commitment: met expectation(＋), work involvement(.＋), distributive justice(＋), job security(＋), role variety(＋), positive affectivity(＋), negative affectivity(－), resource inadequacy(＋), and tenure(－). 3) the variance of job satisfaction and organizational commitment explained by the variables used in the study are 30.0% and 39.1% respectively. 4) In comparison to the results of other studies on the determinants of job satisfaction and organizational commitment of clinical nursing staff working at hospitals, the results of this study indicate that three variables of distributive justice, work involvement, and role variety are especially important for improving the level of job satisfaction and organizational commitment of medical insurance review nurses.

• 문화기술의 융합
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• 제7권1호
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• pp.1-10
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• 2021

본 연구는 일회성 웃음치료가 노인요양병원 업무종사자의 직무스트레스와 직무몰입에 미치는 효과를 확인하기 위한 비동등성 대조군 전후 설계의 유사실험연구이다. 연구대상자는 J도 I시 소재 노인요양병원 두 곳의 업무종사자로 실험군과 대조군 각 40명씩이었다. 대상자에게 일회성 웃음치료 적용후 전후 혈압, 맥박, 혈중 코티졸 농도를 측정하였고, 설문지를 통하여 직무스트레스와 직무몰입을 측정하였다. 수집된 자료는 SPSS Win 19.0을 이용하여 빈도, 백분율, 평균, 표준편차 X2 test, Fisher's exact test, t-test를 실시하였다. 연구결과 대상자의 수축기혈압, 혈중 코티졸 농도는 실험군이 대조군에 비해 유의하게 감소하였고 직무스트레스와 직무몰입은 실험군과 대조군에서 유의한 차이가 없었다. 따라서 일회성 웃음치료는 노인요양병원 업무종사자의 스트레스의 생리적 반응에 영향을 주어 스트레스 감소에 효과가 있는 간호중재임이 확인되었다.

• 대한간호학회지
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• 제35권2호
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• pp.407-418
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• 2005

Some fifty survivors participated in the narrative therapy sessions from March 2003 to December 2004, and thirty cases were analyzed using the transcripts. Each participant's surviving story was summarized, and then interpreted and reinterpreted by the survivors themselves in collaboration with the researcher. The two main principles in narrative analysis were hermeneutical distanciation and hermeneutical circulation. Result and Conclusion: First, nursing involvement should play active roles from the early stages of disaster incidents. Specifically, emergency nursing and flexible coping plans are to be available according to the specific properties of each case. Secondly, it is necessary to try to understand the extreme emotional experiences of disaster survival. The horror and pain people feel at an incident cannot simply be generalized, and it requires that each case be approached individually to help stop social alienation. Thirdly, more constant and long-term studies are required to set up nursing strategies for disaster survivors. Forming a trusting relationship with survivors is basic, and formally registering as participants is necessary for continuous interventions. Fourthly, we should deeply appreciate the danger and complexity of modern society and understand the complex nature of disaster. Fifthly, interdisciplinary activities and studies are necessary in combination with various other fields to establish a framework of total nursing care for disaster incidents. Lastly, it is urgently necessary to educate families and friends of the survivors and the society as a whole about life after a disaster.

• 간호행정학회지
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• 제13권4호
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• pp.501-508
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• 2007

Purpose: This study was designed to find out the fact that the followership types of nurses would effect on job satisfaction, organizational commitment and nursing task performance. Methods: The sample consisted of 219 nurses working in 2 medical institutions. SPSS program was used for descriptive statistics, ANOVA, chi-square test, Duncan test, Pearson Correlation, and Multiple Regression. Results: In the followership type, effective follower was the largest as 47.0% and passive follower was 26.9%. Nurses who had a effective followership style had the highest level of organizational commitment, job satisfaction and those who had a passive followership style had the lowest level of organizational commitment, job satisfaction, and nursing performance. The followership was significantly related to the organizational commitment, job satisfaction and nursing task performance. The active involvement had a positive effect on the organizational commitment, job satisfaction and nursing task performance. The critical thinking had a positive effect on the job satisfaction. Conclusion: These results demonstrate that the most effective followership is effective follower. And organizational managers must take into account followership types when they develop the strategies for organizational effectiveness.

• 지역사회간호학회지
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• 제9권1호
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• pp.5-20
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• 1998

The purpose of this study was to develop health promotion programs for middle aged women and to identify the adaptability and the effectiveness of the program in order to provide a model for health promotion programs as a basis for nursing intervention. The research design was a quasi-experimental, nonequivalent control-group pretest -posttest design. The data were collected from October 30 to December 11, 1996. The study subjects were middle aged women residing in Chonju city, with ages from 40 to 59. The experimental group consisted of 42 subjects who were recruited through announcements of the local newspaper. The control group consisted of 49 subjects who were mothers of nursing college students. The health promotion program for middle aged women was based on the Bandura's self efficacy theory and Pender's heath promotion behavior theory consisting of exercise and heath diaries as performance accomplishments as well as education and group sessions as verbal persuasion and vicarious experiences. The study program was provided for 6 weeks, 3 hours a day per week. There was a pretest before the program and a posttest after the 6 week program. The instruments used for the study were a Self Efficacy Scale and a Health Promotion Behavior Scale developed by Park(1995). The data analysis was done by the use of a SPSS/PC. The study results were as follows: 1. In the analysis of the homogeneity between the experimental and control groups, there were significant differences in the socio-demographic characteristics, self efficacy and health promotion behavior. There were significant differences between the experimental and control groups in occupation, the number of children, and the status of involvement in social activities. 2. The first hypothesis, 'The level of self efficacy of the experimental group will be higher than that of the control group.' was supported(F=10.154, p=.002). The second hypothesis, 'The degree of health promotive behaviors in the experimental group will be higher than that of the control group.' was supported(F=17.349, p=.000). 3. There was a significant positive correlation between the self efficacy and the health promotion behaviors in pretest and posttests (pretest: r=.732, p=.000 ; posttest : r=.754, p=.000). 4. The significant variables for health promotion behaviors were religion(t= -1.97, p=.05), family income(F=4.85, p=.00), education level (F=6.38, p=.00) and involvement in social activities(t= -3.06, p=.00) in socio-demographic characteristics. In summary, a heath promotion program based on self efficacy theory has made an improvement on health promotion behaviors. Also, the results show that the higher the level of self efficacy, the better the health promotion is in middle aged women. The study has proved that nurses can provide nursing intervention for the improvement of health promotion in middle aged women through the adaptation of a program increasing the subject's self efficacy level.

• 간호행정학회지
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• 제19권1호
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• pp.138-145
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• 2013

Purpose: This study was done to provide fundamental ontological understanding of caring and inquiring into the possibility of a caring practice in nursing based on existential phenomenology. Methods: According to Heidegger's existential phenomenology, caring has been interpreted as a fundamental ontological basis for caring practice in nursing. Further, based on Merleau-Ponty's phenomenology, the meaning of the lived experience of illness and the way of caring practice have been described from the aspect of the existential involvement in the embodied life world. Results: Heidegger's phenomenology provided ontological thinking about caring, which is understood in a basic way as the possibility of human existence and dwelling in oneself in the confrontation of the illness experience. Merleau-Ponty's phenomenology offered a meaning of human existence according to bodily intention and situated freedom in the life world. This perspective of embodiment enables nurses to understand bodily experiences of patients and recovery of their bodily capacity in responding to the situation in caring practice. Conclusion: Existential phenomenology gives insight into fundamental reflection for caring attitude and practice in nursing. Existential phenomenological nursing research can provide descriptions and meaning of the lived experience of illness and a way of coping with the crisis of human existence in caring practice.

• 한국학교ㆍ지역보건교육학회지
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• 제18권3호
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• pp.107-121
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• 2017

Objectives: Given that the expansion of smoking cessation regulations in Korea generates great demand for smoking cessation services, healthcare professionals should be up skilled to make an important contribution to tobacco control. This study was aimed to develop a smoking cessation education program for nursing students and to try to find possible ways to incorporate the smoking cessation education in their regular course program. Methods: One group pre- & post-test design was used. The subjects were 70 nursing students from two universities in S and D city. Subjects were participated in a four-hour smoking cessation education program developed for increasing knowledge, competency, and self-efficacy for smoking cessation counselling. Data were analysed with descriptives and paired t-tests. Results: The developed education program for smoking cessation counselling produced a substantial effects in terms of knowledge, competency, and especially for self-efficacy for smoking cessation counselling. Conclusions: Smoking cessation advices and support from health professionals are key aspects of a comprehensive approach to smoking cessation. Incorporating the smoking cessation education program developed in this study in the regular baccalaureate program for nursing students may help increase the involvement of nurses in cessation counseling upon graduation.