• Asian Oncology Nursing
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• v.6 no.1
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• pp.15-26
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• 2006

Purpose: This study was to assess relationships among the uncertainty, medical staff's support, and anxiety perceived by family members with cancer patients while the family members were waiting for their patients undergoing surgery. Method: The data were collected from the family members of cancer patients who were undergoing surgery in D University Hospital at B city from February 1 to April 12, 2005. The used instruments were the State Anxiety Scale of Spielberger's(1975) STAI, Mishel's Uncertainty in Illness Scale (MUIS)(1981), and Relationship Questionnaires (Lee, 1978). The collected data was analyzed by using t-test, ANOVA, Pearson's coefficients, and stepwise multiple regression. Results: As the result, the most influential variable explaining anxiety of family members was uncertainty $({\ss}=0.37)$, followed by perceived illness state $({\ss}=-0.27)$. These two variables simultaneously explained 29.3% of the variance in anxiety. Conclusion: We suggest to develop a nursing intervention program to reduce the uncertainty through the medical staff's support and o test its effects.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.3
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• pp.353-366
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• 2003

Purpose: This study was to define the care time of elderly in long-term care facilities and to compare and analysis the care time by staff and facility types. Method: The data were collected from 530 elderly over sixty, residing in two long-term care hospitals for dementia, three long-term care hospitals for the elderly and two skilled nursing facilities. Care time for individual residents was measured the total time spent by nurses, aides. Result: The average care time measured by nursing staff was 158.6 minutes a day. The average care time for one resident by nurse was 40.4 minutes, and by aides, 118.2 minutes. The difference of the care time showed statistical significance between long-term care facility types(p<0.001) : average care time for dementia hospital(199.1min) was twice as long as that of skilled nursing facility(94.1min). Conclusion: The results of the study showed that the care time differentiates care time provided to elderly in long-term care facilities in Korea. The study suggests the need to emphasize the importance of standardization of level of staff and service programs by the long-term facilities.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.3
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• pp.405-418
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• 2000

The purpose of this study was to investigate the influence of the leadership of head nurses on the job satisfaction and job performance of staff nurses. The leadership styles of head nurses were classified to "authority-oriented" and "benevolence-oriented" based on korean traditional culture. The subjects of this study were 450 staff nurses working at medical-surgical units, intensive care units, emergency units of general hospitals in Kyungbuk area. Data were collected from March 13 to March 25 with several scales for the measurement of leadership styles of head nurses, job satisfaction and job performance of staff nurses. The Cronchbach alphas for the scales were. 79 in "authority-oriented" leadership style, 90 in "benevolence-oriented" leadership style, .91 in job satisfaction, .97 in job performance. Data were analyzed with SAS program using statistics of percentage, means, standard deviation, Pearson correlation, ANOVA and ANCOVA. The results were : 1. There were significant correlations between benevolence-oriented leadership style and job satisfaction, job performance of staff nurses(r=.24, p=.000 ; r=.12, p=.008), authority-oriented leadership style of head nurses and job satisfaction of staff nurses(r=.12 ; p=.024). 2. There were significant differences in job satisfaction of staff nurses by age and clinical career(F=10.36, p=.000 ; F=7.63, p=.000). Also there were significant differences in job performance of staff nurses by age, religion, marriage and clinical career(F=17.79, p=.000 ; F=2.89, p=.035 ; F=4.41, p=.036 ; F=14.33, p=.000). 3. There was significant differences in job satisfaction by the leadership style of head nurses. The job satisfaction of staff nurses with benevolence-oriented head nurses was higher than those with authority

• Journal of Korean Academy of Nursing Administration
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• v.19 no.4
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• pp.470-479
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• 2013

Purpose: This study was conducted to investigate and compare the characteristics and relations of nursing practice environment, professionalism and job satisfaction among nurses in general hospitals according to hospital size. Methods: The participants included 314 staff and charge nurses who were working in the general medical/surgical nursing units in one large hospital, three medium sized hospitals, and four small hospitals. Data collected through using self-report questionnaire were analyzed using the SPSS and SAS statistical programs. Results: Nursing practice environment and job satisfaction had significant differences according to hospital size. Both of these scales were highest for medium hospitals and lowest for small hospitals. For all hospital sizes there were positive correlations between each of the variables. Multiple regression analysis showed that both nursing practice environment and job satisfaction were affected by hospital size, but professionalism was not. Conclusion: The results of this study indicate that nursing practice environment and job satisfaction vary with the size of the hospital. Therefore, further study is necessary to identify the work environment variables of nurses for performance management and to implement appropriate policies.

• Quality Improvement in Health Care
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• v.30 no.1
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• pp.88-104
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• 2024

Purpose: This study explored the suitability of interventions for medication interruption and intervention preferences. Methods: Two rounds of Delphi surveys were conducted with 18 expert panels comprising staff (or charge) nurses, nursing managers, and Quality Improvement (QI) team nurses working in a tertiary general hospital. For 47 situations involving the location of interruption, medication step, and source of interruption, the suitability of three interventions (no-interruption zone, medication safety vest, and education) was evaluated using a 5-point scale. Results: A total of 51 interventions for each situation were found appropriate by satisfying the degree of convergence and consensus. Patients or caregivers, peer nurses, doctors, telephones, and call bells were sources of interruption and were identified as appropriate for the application of interventions. 'Responding to requests and inquiries' by patients or caregivers showed high overall suitability. The nurses' preferred color for the intervention design (no-interruption zone, medication safety vest) is blue text on a yellow background. The priority groups for education related to medication interruptions were patients or caregivers, nurses, and non-nursing staff, in that order. Conclusion: Effective implementation of tailored intervention strategies that consider the specific characteristics of medication interruptions is crucial for mitigating interruptions and enhancing patient safety. Comprehensive educational programs aimed at reducing medication interruptions by improving awareness are necessary. Moreover, future research should evaluate these strategies in clinical settings to ensure their effectiveness in enhancing patient safety.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.4
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• pp.485-493
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• 2004

Purpose: This study was to identify the degree of empowerment and ethical sensitivity of staff nurses and to examine the relationship between empowerment and ethical sensitivity. Method: Data were collected from 235 staff nurses in 4 hospitals in Gyeonggi Province using a questionnaire and collected data was analyzed by the SPSS PC program. Results: The degree of empowerment was 2.76(${\pm}$ .35) out of a possible score of 4 and that of ethical sensitivity was 0.71(${\pm}$ .11) out of a possible score of 1. The relationship of between empowerment and ethical sensitivity showed statistically significant positive correlation(r=.34, p=.00). For general characteristics, there was a significant difference in empowerment according to age(F=13.18, p=.00), educational background(t=-2.09, p=.04) and clinical practice career(F=15.15, p=.00) and in ethical sensitivity according to age(F=4.01, p=.02). In characteristics related to ethics, there was a significant difference in empowerment according to experience of ethics instruction in clinical practice(t=2.25, p=.03), attitude toward the nursing profession(F=7.96, p=.00) and ethical standards(F=9.39, p=.00) and in ethical sensitivity according to attitude toward the nursing profession(F=2.94, p=.03). Conclusion: Findings suggest that a systemic and effective training program reflecting the above general and related ethics characteristics be developed to enhance empowerment and ethical sensitivity.

• Journal of Korean Critical Care Nursing
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• v.3 no.1
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• pp.15-28
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• 2010

Purpose: This study was conducted to explore and compare the level and type of nursing ethical values according to career and nursing units of clinical nurses, Methods: The subjects were 944 nurses working in General Hospital in Seoul and the data were collected from March 8 to August, 2007 using the nursing ethical values questionnaire, The collected data were analyzed using SPSS WIN 10.0 program. Results: The results were as follows; The level of clinical nurses' ethical values were significantly different according to career and nursing units (p<.01) and it was found that most clinical nurses had deontological ethics in the areas of professional nursing domain ($2.77{\pm}.31$), cooperative relations domain ($2.90{\pm}.26$) and customer relation domain ($3.03{\pm}.32$). but that they had utilitarian ethics in human life domain ($2.53{\pm}.32$). Conclusion: Different approaches are needed to develop to establish clinical nurses' ethical values based on career, characteristics of nursing unit and various clinical situations.

• Journal of Korean Academy of Nursing
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• v.22 no.2
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• pp.174-184
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• 1992

This study was done to Identify the relationship between the organiaational characteristrics of hospital nursing and job satisfaction. The factors used for the organizational characteristics of hospital nursing were leadership of the head nurse, leadership of supervisor and others in higher authority positions with supervisors and organizational climate. The subjects consisted of 243 staff nurses from seven general hospitals in Seoul. The data was collected from August 1. to August 31. 1991. The tools used for measurement in this study were Park and Yoon's scale of the Perception of Organizational Characteristics and Stamp' Scale of the Job Satisfaction. The results are summarized as follows ; 1. There were significant differences between for the three nursing units organizational characteristic factors, leadership of supervisors, other higher authorities, interaction with supervisors and organizational climate and job satisfaction(p＜0.05) 2. There was a correlation between organizational chatacteristics of hospital nursing and job satisfaction. (r＝0.32－0.65) 3. The factor explaining the highest proportion of variance was interaction with supervisor. (39.8%) In conclusion, there was significant correlation between of the organizational characteristics hospital nursing and Job satisfaction. And there were significant differences in the organizational characteristics of hospital nursing and job satisfaction for different nursing units.

• Journal of Korean Clinical Nursing Research
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• v.29 no.3
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• pp.249-260
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• 2023

Purpose: The study aimed to examine the effects of nurse staffing levels on patient outcomes in long-term care hospitals in South Korea using path analysis. Methods: We conducted a secondary analysis of national data, which included the 2021 hospital assessment results of long-term care hospitals from the Health Insurance Review and Assessment Service. Data collection was performed between June 19 and June 27, 2023. The study sample consisted of 1,215 hospitals, and we analyzed the data using SAS 9.4 and Mplus 8 software. Results: The average numbers of patients per registered nurse, certified nursing assistant, and nursing staff, including both registered nurses and certified nursing assistant, was 10.00, 7.43, and 4.00, respectively. Path analysis revealed that the number of patients per registered nurse had direct effects on improvements in activities of daily living and indirect effects on indwelling catheterization, pressure ulcer improvement, and weight loss. The number of patients per certified nursing assistant had direct effects on new pressure ulcer development and pressure ulcer improvement, with no indirect effects. The number of patients per nursing staff had direct effects on pressure ulcer improvement and no indirect effects on other patient outcomes. Conclusion: The findings suggest that establishing policies to evaluate staffing levels of registered nurse and certified nursing assistants separately is necessary in order to improve registered nurse staffing levels and patient outcomes in long-term care hospitals.

• Journal of Korean Clinical Nursing Research
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• v.19 no.1
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• pp.115-127
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• 2013

Purpose: This study aimed to describe how nurses in neurological intensive care units (ICU) perceive their roles about patient transfer and liaison. Methods: A cross-sectional survey was conducted using a questionnaire developed for the study. Data were collected from a convenience sample of 115 nurses working in the neurological intensive care units ofsix university hospitals. Data were analyzed using SPSS software (version 15.0). Results: Staff nurses were mainly in charge of patient transfer, and the awareness about its importance was significantly related with the burden about the practice of patient transfer (p<.001). Patient liaison was mainly conducted by staff nurses as well. Liaison practice wassuggested to be started from the ICU at the time of transfer; the suggested time for completion of liaison service and evaluation was when patients were adjusted to the transferred ward. Preparing job descriptions and increasing nursing staffing for patient liasion service were strongly recommended. Conclusion: The results suggest that the ICU nurses' burden in relation to patient transfer is commensurate with their awareness about itsimportance. To improve the continuity of care from ICU to transferred ward, it isrequired to reduce the burden about patient transfer and improve perceptions about patient liaison.