• 제목/요약/키워드: Nursing Performance

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혈액투석 환자의 간호요구도와 지각된 간호수행도 차이 (Difference Between Nursing Demand and Perceived Nursing Performance in Hemodialysis Patients)

  • 김선정;김희승
    • 기본간호학회지
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    • 제18권3호
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    • pp.310-316
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    • 2011
  • Purpose: In the present study, the difference in patients' nursing demands and nursing performance as perceived by the patients was examined. Methods: The participants were 272 patients on maintenance hemodialysis at five university hospitals. Nursing need and nursing performance were measured using the tool developed by Lee for this study. Results: The mean score for nursing demand was 3.35 points out of 4. The scores were higher for participants with middle school graduation or less, those not professing religion, and those whose medical insurance was of the medicaid type. The mean score for perceived nursing performance was 3.22 points out of 4. Nursing performance as perceived by hemodialysis patients was lower than nursing demand for 22 of 28 items. The item with the largest difference between nursing performance and nursing demand was 'Give a pain-free injection', followed by 'Explain about insurance benefits and supports' and 'Maintain quiet environment in the hemodialysis unit enabling rest during hemodialysis'. Conclusion: The results show that nursing performance as perceived by hemodialysis patients was lower than nursing demand. This result indicates a need to develop appropriate strategies to enhance nursing performance, especially for items that showed low nursing performance.

임상간호사의 업무스트레스와 간호업무수행 (Work Stress and Nursing Performance of Clinical Nurses)

  • 김정아
    • 간호행정학회지
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    • 제9권4호
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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.

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입원아동 보호자의 간호요구와 보호자가 지각한 간호사의 간호수행 정도 (Nursing Needs and Nursing Performance as Perceived by Caregivers with Hospitalized Children)

  • 정은;권인수
    • Child Health Nursing Research
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    • 제21권3호
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    • pp.244-252
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    • 2015
  • Purpose: The purpose of this study was to identify differences between the degree of nursing need and nursing performance as perceived by caregivers of hospitalized children. Methods: Participants included 200 main caregivers from two pediatric hospitals where their children had been hospitalized for at least 2 days. Data were collected from October 30 to December 10, 2014. Results: The degree ($2.64{\pm}0.40$) of nursing performance perceived by caregivers with hospitalized children was found to be significantly lower than that ($3.39{\pm}0.21$) of nursing needs of caregivers. Of nursing needs, direct nursing had the highest score at 3.59, and nursing assessment, the lowest at 3.23. For nursing performance, nursing assessment had the highest score at 2.76, and education and counseling, the lowest at 2.35. Conclusion: These results suggest that performance of nursing activities by nurses caring for hospitalized children do not meet the nursing needs of the caregivers. Therefore it is necessary to develop nursing strategies to reduce the gap between nursing needs and nursing performance.

병원 간호사의 지각된 간호관리역량에 대한 중요도와 수행도 (Clinical Nurses' Perception on the Importance and Performance of Nursing Managerial Competencies)

  • 강경자;김정희
    • 한국간호교육학회지
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    • 제23권3호
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    • pp.252-267
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    • 2017
  • Purpose: This study aimed to investigate clinical nurses' perception on nursing managerial competencies. Methods: This was a descriptive study. The data were collected from 198 nurse managers who had worked in six general hospitals using a self-reporting questionnaire. Data were analyzed by descriptive statistics, t-test, ANOVA, and Importance-Performance Analysis. Results: Only 32% of the participants had experienced nursing managerial competency training. The mean score for perceived performance of nursing managerial competency was lower than that for perceived importance. There were significant differences in perceived importance, performance, and importance-performance gaps among head, charge, and staff nurses. Importance-performance analysis showed that three of the 30 nursing managerial competencies require further development: staffing, human resources development and education, and nursing standard development competency. There were significant differences in importance-performance gaps according to age, career years in current hospital, work shift, position, nursing delivery system, and nursing managerial competency-education experience. Conclusion: A training program for developing and improving nursing managerial competencies which is focused on the gaps in importance and performance level is needed for clinical nurses. In addition, it should be considered to improve nursing work conditions such as nursing delivery system and formal appointment in order to increase the performance of nursing managerial competencies.

간호사가 지각하는 사회적 지지, 건강증진행위가 간호업무성과에 미치는 영향 (The influence of social support and health promotion behaviors on nursing work performance among nurses)

  • 최은비;유경희
    • 한국간호교육학회지
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    • 제27권3호
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    • pp.333-341
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    • 2021
  • Purpose: The purpose of this study was to examine the predicting factors of nursing work performance. Methods: The participants in this study were 148 nurses working in S university hospital in P city. The scales included social support, health promoting lifestyle profile-II (HPLP-II), and nursing work performance. A descriptive analysis and stepwise multiple regression were used for data analysis. Results: Significant correlations were found among social support, health promotion behaviors and nursing work performance. The significant predictive factors of nursing work performance were the emotional support subscale of social support (β=.31, p<.001) and the interpersonal relations subscale of health promotion behaviors (β=.32, p<.001). These two subscales explained 27% of nursing work performance. Conclusion: Nursing education programs should include an emphasis on developing methods of emotional support and interpersonal relations in order to improve nursing work performance among clinical nurses.

간호 퍼포먼스에 관한 국내 연구의 통합적 고찰 (Integrative literature review of nursing performance in Korea)

  • 조수미;이은주
    • Journal of the Korean Data and Information Science Society
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    • 제26권2호
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    • pp.441-453
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    • 2015
  • 최근 의료 서비스의 질 향상과 환자 안전에 대한 관심이 대두되면서 간호 업무수행에 대한 중요성이 증가하고 있다. 본 연구의 목적은 현재까지 수행된 간호사의 업무수행과 관련된 국내 연구들을 분석함으로써 이들 연구들의 현황 및 문제점을 조사하고 추후 연구의 발전방향을 제시하고자 시도되었다. 간호 퍼포먼스 관련 연구 33편 중 25편은 서술적 상관관계 연구였다. 간호 퍼포먼스를 측정한 도구에 있어서는 15편에서 Park (1989)의 도구 및 이를 기반으로 수정한 도구가 사용되었다. 간호 퍼포먼스에 대한 용어 사용과 정의에 있어서는 일치된 합의가 없었다. 대부분의 연구에서 간호 퍼포먼스를 리더십이나, 임파워먼트 등의 요소들에 의해 영향을 받는 결과값으로 설계하였다. 따라서 추후 연구에서는 국내 간호사의 퍼포먼스에 대한 개념적 기틀을 구축할 것을 제언하며, 간호 퍼포먼스가 의료 환경의 구조적, 과정적, 결과적 변수와는 어떠한 상호관련성을 가지는 지를 총체적으로 확인해보는 연구가 필요할 것으로 사료된다.

수간호사의 리더십 유형과 간호사의 직무만족과의 관계 연구 (The Relationship between Nursing Performance and Leadership Styles of Head Nurses)

  • 민순;김현숙;오송자
    • 간호행정학회지
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    • 제6권1호
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    • pp.31-54
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    • 2000
  • This study was aimed for effective nursing performance of the nurse to be able dedicate to the development of professional nursing work by understanding correlation between the leadership style of head nurse and the nursing performance of the nurse. The materials have been collected through structured questionnaires for 18 days from Feb. 2, 1999 to Feb. 20 from 234 nurses presently working at 4 hospitals Circumstances aptitude theory of Fleishman (1973) were used as the device of measuring leadership style, and staff nurses nursing performance were done by head nurses utilizing questionnaire adopted from Park. Data was analyzed by frequency, mean, ANOVA, ANCOVA, and Pearson's correlation coefficiency by using SPSS program. The results are as follows ; 1. Head nurse leadership was classified in the following manner : duty and human relationships oriented style of head nurse leadership(3.76), human relationship oriented style(3.30), duty leadership oriented style(3.12), and non-interference leadership style(2.77). Duty and human relationships showed highest score in this category. 2. The mean of nursing performance was 3.66, dependent nursing duty was 3.88, interpersonal relationship 3.78, and independent nursing was 3.34. 3. An education course of nursing performance by general characteristics was statistically significant. Job satisfaction, for seen working periods, and motivation for choosing a nursing job of nursing job characteristics was statistically siginficant. 4. As the degree of independence nursing performance increases, the degree and of dependance and interpersonal relationship of nursing performance increases. 5. The relationship between nurse leadership style and nursing performance were statistically different. The degree of duty and human relationship style of the head nurse were highest in dependent and independent nursing performance. Therefore, it is desirable that the head nurse should demonstrate the leadership style high in the duty and human relationships for effective nursing performance.

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간호사의 간호역량이 직무만족과 간호업무성과에 미치는 영향 (An Analysis of Nursing Competency affecting on Job Satisfaction and Nursing Performance among Clinical Nurses)

  • 하나선;최정
    • 간호행정학회지
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    • 제16권3호
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    • pp.286-294
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    • 2010
  • Purpose: The purpose of this study was to identify the effects of nursing competency of nurses on job satisfaction and nursing performance. Method: Using a structured questionnaire, data were collected from 368 nurses. Descriptive statistics, t-test, ANOVA, Scheffe test and pearson correlation coefficient with SAS package were used for data analysis. Results: The total mean score for nursing competency was 2.65, with scores for subcategories as follows: ethical competency 2.74, personal competency 2.65, esthetical competency 2.64, and scientific competency 2.61. The mean score of total job satisfaction was 3.18 on a 5 point scale, and nursing performance was 2.97 on a 4 point scale. Total nursing competency and total subcategories of nursing competency perceived by nurses were positively related to job satisfaction and nursing performance. Conclusion: In conclusion, nursing competency of nurses influence job satisfaction and nursing performance. With these result, it is necessary to concentrate on improving nursing competency of nurses to increase job satisfaction and nursing performance.

균형성과표를 이용한 병원 간호단위의 조직성과 평가지표 개발 (Development of Performance Measure Indicators in Hospital Nursing Units)

  • 강경화;김인숙
    • 대한간호학회지
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    • 제35권3호
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    • pp.451-460
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    • 2005
  • Purpose: The purpose of this study was to develop performance measure indicators for hospital nursing units based on a Balanced Scorecard (BSC). Method: This study was a methodological study, The development process consisted of 3 stages. The first stage was setting up strategies for nursing units from a nursing department's mission and vision. The second stage was developing performance measure indicators after a validity check. The third stage was modifying developed performance measure indicators and classifying them. Results: 7 strategies were set up according to 4 perspectives of a BSC. 15 performance measure indicators for hospital nursing units were developed, and the indicators were divided into 8 independent indicators and 7 shared indicators according to the degree of performance responsibility. In addition, they were classified into two groups, 7 leading indicators and lagging indicators. Conclusions: The result of this study suggests that performance measure indicators for hospital nursing units provide a framework and method for nursing organizations' performance management. Also, the developed indicators are expected to provide valuable information for successful organization management.

간호사의 감성지능과 간호업무성과 (Emotional Intelligence and Nursing performance of Clinical Nurses)

  • 이경완;박금숙;김영희
    • 대한한의정보학회지
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    • 제20권1호
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    • pp.9-24
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    • 2014
  • Purpose: This study was done to identify the relationship between emotional intelligence and nursing performance of clinical nurses in hospitals. Methods: Data were collected from a convenience sample of 396 nurses who work for a university in a city. The Questionnaire measured the level of emotional intelligence, nursing performance of nurses. The data were analyzed with PASW (SPSS) 18.0, using t-test, ANONA, Scheffe' test, Pearson correlation coefficients, and multiple regression. Results: The mean score of emotional intelligence was 3.44(${\pm}.39$), nursing performance was 3.59(${\pm}.42$). There were significant differences on emotional intelligence to age, education level, current position, total clinical career, job satisfaction. And there were significant differences on nursing performance to age, marital status, education level, current position, total clinical career, job satisfaction. It was significant positive correlation between emotional intelligence and nursing performance. The emotional intelligence and age explained 32.7% of variance in nursing performance. Conclusion: The findings indicate that to increase nursing performance, nursing managers need to develop emotional intelligence, especially use emotion and regulation of emotion for nurses.

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