• Research in Community and Public Health Nursing
• /
• v.30 no.2
• /
• pp.226-233
• /
• 2019

Purpose: Improving productivity in nursing practice is an important issue. This study investigated factors affecting nursing productivity of Korean clinical nurses. Methods: A structured survey tool was used in a cross-sectional design with a convenience sample of 239 nurses working in university hospitals. Stepwise multiple regressions were done to identify influential factors. Results: The level of nursing productivity was at a moderate level (3.3 out of 5). Those nurses who were over 36, married, over master-graduated, regularly employed, on day duty, and with experiences as a charge or head nurse reported better achievements in nursing productivity than the other groups of nurses. All three independent variables, age, and employment status explained 55.4% of the variance in nursing productivity. Conclusion: The leaders and managers of nursing organizations should develop educational programs aimed at increasing nurses' competencies in relation to emotion controls and communication skills, which consequently should improve nursing productivity.

• Journal of Korean Academy of Nursing
• /
• v.53 no.2
• /
• pp.236-248
• /
• 2023

Purpose: Nursing informatics competency is used to manage and improve the delivery of safe, high-quality, and efficient healthcare services in accordance with best practices and professional and regulatory standards. This study examined the relationship between nursing informatics competency (NIC), nursing care left undone, and nurse reported quality of care (NQoC) and nursing productivity. A path model for their effects on nursing productivity among clinical nurses was also established. Methods: Data were collected using structured questionnaires answered by 192 nurses working in a tertiary hospital located in J city, Korea, and analyzed using SPSS/WIN 23.0 and AMOS 21.0 program. Results: The fit indices of the alternative path model satisfied recommended levels χ² = .11 (p = .741), normed χ² (χ² /df) = .11, SRMR = .01, RMSEA = .00, GFI = 1.00, NFI = 1.00, AIC = 18.11. Among the variables, NIC (β = .44, p < .001), NQoC (β = .35, p < .001) had a direct effect on nursing productivity. Due to the mediating effect of NQoC on the relationship between NIC and nursing productivity, the effect size was .14 (95% CI .08~.24). Meanwhile, nursing care left undone through NQoC in the relationship between NIC and nursing productivity, has a significant mediation effect (estimate .01, 95% CI .00~.03). The explanatory power of variables was 44.0%. Conclusion: Education and training for enhancing NIC should be provided to improve nursing productivity, quality of care and to reduce missed nursing care. Furthermore, monitoring the quality of nursing care and using it as a productivity index is essential.

• Journal of Korean Academy of Nursing Administration
• /
• v.11 no.1
• /
• pp.1-12
• /
• 2005

Purpose: The purpose was to analyze the effects of internal marketing activity factors on nurse's turnover intention, nursing task performance and nursing productivity. Methods: The subjects were 355 nurses who were working at the 3 universities hospital over 1 year. The instruments were used of internal marketing activity factors(Lee, 2001), turnover intension(Lee, 1995), nursing task performance(Park, 1988) and nursing productivity(McNeese-Smith, 1996). Results: The mean score of internal marketing activity factors was 2.79, education and training 2.97, individualization 2.93, communication 2.87, promotion 2.76, work environment 2.63, reward system 2.62, and management vision for employee 2.61. The turnover intention was 3.12, nursing task performance 3.49, and nursing productivity 3.38. The internal marketing activity factors were negatively correlated with turnover intention(r=-0.37, p<0.0001), and positively correlated with nursing task performance(r=0.29, p<0.0001) and nursing productivity(r=0.30, p<0.0001). The key predictor of turnover intension was reward system, education and training, communication, and salary. They explained 35.0% of the total variance. In nursing task performance, communication, management vision for employee, salary and unit explained 26.0% of the total variance. In nursing productivity, communication, reward, education and training, salary, and position explained 24.0%. Conclusions: To increase nurse's nursing task performance and nursing productivity and to decrease turnover intention, it is necessary to concentrate on improving communication and reward system in the internal marketing activity factors. Through these activities, the effectiveness of internal marketing strategies will be enhanced and finally, nursing organizational outcome will be increased.

• Journal of Korean Academy of Nursing
• /
• v.43 no.1
• /
• pp.20-29
• /
• 2013

Purpose: The purpose of this study was to propose and test a predictive model that could explain and predict nursing productivity. Methods: A survey using a structured questionnaire was conducted with 360 nurses in Korea. The data were analyzed using SPSS Windows 18.0 and AMOS 19.0 program. Results: Based on the constructed model, burnout and organizational commitment were found to have direct effects on nurses' turnover intention and nursing productivity. While nursing work environment was found to have indirect effects on nurses' turnover intention and nursing productivity. Conclusion: This structural equational model is a comprehensive theoretical model that explains the related factors and their relationship with nursing productivity. Comprehensive organizational interventions to improve nursing productivity should focus on improving the nursing work environment. Findings from this study can be used to design appropriate strategies to decrease nurse turnover in Korea. Further studies are needed to prospectively verify these causal relationships with larger samples.

• The Korean Nurse
• /
• v.32 no.1
• /
• pp.47-60
• /
• 1993

This study was performed to develop the conceptual framework of the nursing productivity. The study efforts were made (1) to define the concept the nursing productivity, (2) to identify the elements of the productivity, and (3) to determine the relationship among the elements. With the aim, the study employed a descriptive analysis by way of reviewing various references related w the subject. The nursing productivity consists of such elements as the nursing efficiency and Lhe nursing effectiveness which are complememary Lo each other. The nursing efficiency is the quantative input/output ratio, while the nursing effectiveness represents the integrated outcome of sch sub-elements as the degree of accomplishing nursing goals, the quality of nursing service, consumer's satisfaction, and the degree of improvement of nurse's attitude toward the quality care. The nursing prodiccivity can be estimated by summing up the nursing efficiency and the effectiveness. By employing the system theory model, the elements of the nursing producTivity consist of three elements; the input, the process, and the output. By the process elements, the system inputs are transformed to the system outputs nursing efficiency and nursing effecitveness which are input 1.0 the system, in turn, through feedback mechanism(Figure 4).

• Journal of Korean Academy of Nursing Administration
• /
• v.20 no.2
• /
• pp.167-175
• /
• 2014

Purpose: The purpose of this study was to identify the levels of customer orientation in nurses whose work experience was between 1 and 5 years and to examine factors associated with customer orientation and nursing productivity. Methods: For this descriptive correlational study, nurses (N=164) were recruited from a University Hospital in B city, from November 1 to 23, 2012. Questionnaires included measures of customer orientation, nursing productivity, organizational commitment, job stress, and turnover intention. Data were analysed with the SPSS/WIN 18.0 program using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and stepwise multiple regression. Results: The mean age of participants was 25 years, 96% were single, and 54.9% had a bachelor degree. Organizational commitment (${\beta}$=.387) and job stress (${\beta}$=.280) significantly explained the variance in customer orientation ($R^2$=15.8). Customer orientation (${\beta}$=.479), education level (${\beta}$=.196), and turnover intention (${\beta}$=-.184) significantly explained the variance in nursing productivity ($R^2$=35.3). Customer orientation was the most important factor in explaining the variance in the nursing productivity. Conclusion: This study highlighted the relationship between customer orientation and nursing productivity. Improving the customer orientation could result in increasing nursing productivity. Future managerial intervention to improve customer orientation is warranted.

• Journal of Korean Academy of Nursing
• /
• v.20 no.1
• /
• pp.16-37
• /
• 1990

A cost analysis for hospitalized patients was carried out based upon Patient Classification System(PCS) in order to determine an appropriate nursing fee. The data were collected from 21 nursing units of three teaching hospitals from April 1 to June 30, 1989. first, all of the 22,056 inpatients were classified into mildly ill(Class Ⅰ), moderately ill(Class Ⅱ), acutely ill(Class Ⅲ), and critically ill(Class Ⅳ) by the PCS which had been carefully developed to be suitable for the Korean nursing units. Second. PCS cost accounting was applied to the above data. The distribution of inpatients, nursing costs, and nursing productivity were as follows : 1) Patient distribution ranged from 45% to class Ⅰ, 36% to class Ⅱ, 15% to class Ⅲ, and 4% to class Ⅳ, the proportion of class Ⅳ in ‘H’ Hospital was greater than that of the other two hospitals. 2) The proportion of Class Ⅲ and Ⅳ in the medical nursing units was greater than that of surgical nursing units. 3) The number of inpatients was greatest on Tuesdays, and least on Sundays. 4) The average nursing cost per hour was W 3,164 for ‘S’ hospital, W 3,511 for ‘H’ hospital and W 4,824 for ‘K’ hospital. The average nursing cost per patient per day was W 14,126 for ‘S’ Hospital, W 15,842 for ‘H’ hospital and W 21,525 for ‘K’ hospital. 5) The average nursing cost calculated by the PCS was W 13,232 for class Ⅰ, W 18,478 for class Ⅱ, W 23,000 for class Ⅲ, and W 25,469 for class Ⅳ. 6) The average nursing cost for the medical and surgical nursing units was W 13,180 and W 13,303 respetively for class Ⅰ, W 18,248 and W 18,707 for class Ⅱ, W 22,303 and W 23,696 for class Ⅲ, and W 24,331 and W 26,606 for class Ⅳ. 7) The nursing costs were composed of 85% for wages and fringe benefits, 3% for material supplies and 12% for overhead. The proportion of wages and fringe benefits among the three Hospitals ranged from 75%, 92% and 98% for the ‘S’, ‘H’, ‘K’ hospitals respectively These findings explain why the average nursing cost of ‘K’ hospital was higher than the others. 8) According to a multi- regression analysis, wages and fringe benefits, material supplies, and overhead had an equal influence on determining the nursing cost while the nursing hours had less influence. 9) The productivity of the medical nursing units were higher than the surgical nursing units, productivity of the D(TS) - nursing units was the lowest while the K(Med) - nursing unit was the highest in 'S' hospital. In ‘H’ hospital, productivity was related to the number of inpatients rather than to the characteristics of the nursing units. The ‘K’ hospital showed the same trend as ‘S’ hospital, that the productivity of the medical nursing unit was higher than the surgical nursing unit. The productivity of ‘S’ hospital was evaluated the highest followed by ‘H’ hospital and ‘K’ hospital. Future research on nursing costs should be extended to the other special nursing areas such as pediatric and psychiatric nursing units, and to ICU or operating rooms. Further, the PCS tool should be carefully evaluated for its appropriateness to all levels of institutions(primary, secondary, tertiary). This study took account only of the quantity of nursing services when developing the PCS tool for evaluating the productivity of nursing units. Future research should also consider the quality of nursing services including the appropriateness of nursing activities.

• The Journal of the Korea Contents Association
• /
• v.15 no.9
• /
• pp.307-316
• /
• 2015

The purpose of this study was to investigate the relationship between emotional intelligence, burnout and nursing productivity, to find the factors for nursing productivity need to the efficient management of nursing organization. 255 nurses were collected a structured questionnaire by convenience sampling with 300 beds, Nov. 12-Dec. 26 in 2013. Data were processed SPSS 17.0, using t-test, one way ANOVA, Scheffe test, Pearson's correlation coefficient, and enter multiple regression analysis. These results showed a significant negative correlation between emotional intelligence and burnout, a significant positive correlation between emotional intelligence. Emotional intelligence, total clinical experence, burnout and position had a significant influence on nursing productivity, Nursing productivity explained 43.4% of the variation. Therefore, it demanded that to build the infrastructure for the nursing organization of carrer management, to improve emotional intelligence, to design diverse intervention program for the nurses, to reduce burnout, and to increase work productivity.

• Journal of Korean Academy of Nursing
• /
• v.31 no.4
• /
• pp.571-583
• /
• 2001

Purpose: The purpose of this study was to examine the levels of burnout experienced by Korean hospital nurses (N=198), and to identify predictors of their nursing outcomes such as job performance, work satisfaction, and productivity. Method: Hierarchical multiple regression was used to identify predictors of each nursing outcomes. Included predictors were nurses' general characteristics, work- related characteristics (role stress and perceived control), and burnout. Results: Korean nurses experienced higher levels of burnout compared to the cutoffs suggested by Maslach and Jackson (1986) and to those in the USA. For each nursing outcome, predictor variables explained 39% of the variance in role performance, 30% of the variance in work satisfaction, and 38% of variance in productivity. Higher personal accomplishment, lower role ambiguity, being staff nurses, and lower emotional exhaustion were related to higher job performance, and higher productivity. Lower role conflict and role ambiguity were also related to higher work satisfaction. Conclusion: Based on the findings of this study, managemental interventions for nurses to reduce their burnout experience are needed. Further study in this area is warranted.

• Journal of the Korea Society of Computer and Information
• /
• v.25 no.12
• /
• pp.235-242
• /
• 2020

This is descriptive research aimed at identifying the factors for nursing productivity in nurses at a tertiary hospital. The data were collected from a survey conducted in 257 nurses at a single hospital in Seoul from May to June 2020. The collected data were analyzed through t-test, ANOVA, Scheffe test, Pearson's correlation, and multiple regression analysis by using an SPSS 25.0 program. The total score was an average of 25.40±5.49 (range: 6-36) for gratitude disposition, 65.15±9.18 (range: 21-105) for job satisfaction, 87.64±12.05 (range: 23-115) for nursing performance, and 35.68±6.79 (range: 0-45) for nursing productivity. Nursing productivity was positively correlated with gratitude disposition (r=.219, p<.001), job satisfaction (r=.440, p<.001), and nursing performance (r=.494, p<.001). Nursing productivity was affected by gratitude disposition (β=.144), nursing performance (β=.394), and job satisfaction (β=.278). On the basis of these results, it is necessary to develop and apply education programs aimed at promoting work productivity for nursing manpower.