• 한국직업건강간호학회지
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• 제16권1호
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• pp.67-77
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• 2007

Purpose: To provide concretely for support system to occupational health management grasped the present condition about the private support organizations for the migrant workers. Method: The subjects were 30 organizations to support migrant workers with the healthy and medical problem. The organizations were investigated by the internet search, and the visiting and telephone interview. Then a expert advisory conference and researchers' regular meeting were held. Result: The support organizations for the migrant workers played multiple activities, but the medical treatment and education regarding the occupational safety & health were scarcely accomplished. The government constructs a network between the organizations. A health problem of a worker should be requested to the medical centers which cooperated with the private support organizations, it makes business expand to the existing organizations which take charge of the health business of a small-scale workplace rather than it constitutes new organizations. The organizations which can manage which build the online network which can grasp all the information concerning the migrant worker from whom the government became a principal axis. Conclusion: Support system on the occupational safety and health for migrant workers that it will be help to the occupational disease prevention and occupational safety and health management, is needed.

• 한국보건간호학회지
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• 제29권3호
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• pp.403-411
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• 2015

Due to lack of an information system regarding the status of using home-visit nursing (HVN), it has barriers of providing improvement of the HVN for management of elderly health care in Korea. The twofold aims of the current review are to expose the existing agendas for HVN and to suggest the political implications for HVN of Korea based on the transition process and revised HVN system of Japan. This review suggests that an information evaluation system has to precede for HVN services in detail. And, the service provided per manpower should be assessed by separating the code of manpower (registered nurse, nurse aide, dental hygienist) as well as securing detailed and precise information on the HVN services. The other suggestion, development of a community-based home health care nursing model in order to provide necessary services for long-term health insurance beneficiaries. In addition, a master plan for health care for elderly should be established at the national level in order to establish an effective home health nursing delivery system.

• 대한간호학회지
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• 제30권5호
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• pp.1156-1169
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• 2000

The study was aimed at developing an independent hospice center model that would be best suited for Korea based on a literature review and the current status of local and international hospices. For the study, five local and six international hospice organizations were surveyed. Components of the hospice center model include philosophy, purpose, resources (workers, facilities, and equipment), allocation of resources, management, financial support and hospice team service. The following is a summary of the developed model: Philosophies for the hospice center were set as follows: based on the dignity of human life and humanism, help patients spend the rest of their days in a meaningful way and accept life positively. On the staff side, to pursue a team-oriented holistic approach to improve comfort and quality of life for terminally ill persons and their families. The hospice center should have 20 beds with single, two, and four bed rooms. The center should employ, either on a part-time or full-time basis, a center director, nurses, doctors, chaplains, social workers, pharmacists, dieticians, therapists, and volunteers. In addition, it will need an administrative staff, facility managers and nurses aides. The hospice should also be equipped with facilities for patients, their families, and team members, furnished with equipment and goods at the same level of a hospital. represented by a center director who reports to a board and an advisory committee. Also, the center director administers a steering committee and five departments, namely, Administration, Nursing Service, Social Welfare, Religious Services, and Medical Service. Furthermore, the center should be able to utilize a direct and support delivery systems. The direct delivery system allows the hospice center to receive requests from, or transfer patients to, hospitals, clinics, other hospice organizations (by type), public health centers, religious organizations, social welfare organizations, patients, and their guardians. On the other hand, the support delivery system provides a link to outside facilities of various medical suppliers. In terms of management, details were made with regards to personnel management, records, infection control, safety, supplies and quality management. For financial support, some form of medical insurance coverage for hospice services, ways to promote a donation system and fund raising were examined. Hospice team service to be provided by the hospice center was categorized into assessment, physical care, emotional care, spiritual care, bereavement service, medication, education and demonstrations, medical supplies rental, request service, volunteer service, and respite service. Based on the results, the study has drawn up the following suggestions: 1. The proposed model for a hospice center as presented in the study needs to be tested with a pilot project. 2. Studies on criteria for legal approval and license for a hospice center need to be conducted to develop policies. 3. Studies on developing a hospice charge system and hospice standards that meet local conditions in Korea need to be conducted.

• 한국병원경영학회지
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• 제15권3호
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• pp.1-16
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• 2010

As a cross-sectional study, this study was aimed to investigate and compare the job efficiency and satisfaction of nurses according to the hospital grade. Survey was conducted by mail on June 2009, and the respondents were 1,016 nurses working in 15 hospitals which are 9 high-grade general hospitals and 6 general hospitals. The percent of nurses acknowledging their hospital grades is 34.5%, and that is 20.5% at high-grade general hospitals. As the result of review of studies, it is concluded that under the circumstance that differential rates are contracted to calculate fees for hospital services and copayment of patients are according to nursing grades and hospital grades, the degree of nurses' awareness of insurance fees impact on their performance like recording of care and prescription. In order to improve nurses' performance, they need to be educated about the national insurance fee system. In hospitals with higher nursing grade and more beds, the levels of nursing quality and faithfulnes and their job satisfaction were higher. Nurses' awareness of their hospital nursing grade was related to the quality of nursing but not the faithfulness. Nurses working in higher nursing-grade hospital are more self-respect and satisfied at their jobs, and their job efficiencies are not significantly different. The current nursing fees based on the proper number of nurses per beds of nursing units should be changed to be based on the amount of job per nurse by their nursing protocol, and the nurse staffing standard should be differentiated between nursing grades. As the aspect of nursing, 24-hours patient care, it is difficult to improve nurses' job satisfaction, and in the other hand, that tends to depend on their income level. In the current circumstance, comprehensive research is required to investigate the propriety of 25% of the inpatient fees as the nursing management charge.

• 대한간호
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• 제32권1호
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• pp.61-76
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• 1993

This study was done in order La provide basic data to a Fee System for hospital based Home Health Care services in Korea in the future. It was done by investigating activities provided to possible Home Health Care clients who could be discharged early from genera] hospitals and then estimating the nursing care fee according to each nursing activity based upon the time used for activity. The subjects of the study were selected by convenience sampling and consisted of 35 clients who might be clients for Home Nursing Care and were presently admitted to a medical- surgical ward of Y University Medical Center located in Seoul, Korea. The data collection period was from September 1, 1991 to September 30, 1991. The research in strum nets utilized for the study were a client selection criterial for Home Health Care developed by Choo(l991) and a check-list of nursing activity developed by researcher. The results of the study were as follows : 1. There were 44 different nursing activities provided in the seven days but the time was calculated for only 25 of the nursing activities. 2. Fees for the 25 different nursing activities were calculated by multipling the median of the average wage of a staff nurse having five years experience in an A grade general hospital to the Lime of the nursing activity. The results were compared with the insurance fee which the government recognized as an appropriate fee for that activity. The nursing activities with a lower calculated fee than the insurance fee were suction, catheterization, exercise education and dressing change. The nursing activities with a higher calculated fee than the government recognized fee were 1M injection and vital sign check. 3. There was a range of 1-15 nursing activities provided daily to the client. For the average number of nursing activities per day of 6.26 events the nursing care fee was calaulated at W 6136 per day. 4. Based upon the results of the study, a recommentdation for a Home Health Care fee per visit based on the nursing activities provided could be formulated for a Home Health Care fee system. It could be formulated as following: 1) Home health Care fee per visit $=[(direct{\;} nursing{\;}fee(direct{\;}nursing{\;}care{\;}time{\;}per{\;}activity{\;}{\times}{\;}average{\;}nursing{\;}wage)+indirect fee]{\times}average$ nursing activity per visit]+management fee+ materials fee+a travel fee In this way a nursing fee could be calculated based upon the result of the study of the nursing fees per visit. 2) Nursing activity fees per visit. = $([direct nursing{\;}care{\;}fee+indirect{\;}nursing{\;}fee]{\times}average$ number of nursing activities provided per visit] (W 6, 136) + travel fee(\ 5, 542) +management fee material $fee({\alpha})\{\;}16, 436+{\alpha}$ The nursing fee per visit as calculated in this research of $\{\;}15, 0000+{\alpha}$ could be adjusted according to the patient's condition or the use of high technology nursing care or according to the amount of time spent for travel. The nursing care fee per visit presented in this study can be validated through a Home Health Care demonstration project.

• 지역사회간호학회지
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• 제23권4호
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• pp.376-385
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• 2012

Purpose: The aim of this study was to evaluate the effects of tailored case management using a gatekeeper on depression and life satisfaction in the single-household elderly population. Methods: The design of Quasi experiment was applied to compare the variables before and after the management. Ninety-seven people who had depression categorized by the Korean Geriatric Depression Scale. Results: Depression (t=11.22, p<.001) and life satisfaction (t=-5.36, p<.001) were improved after management in comparison to the results of pre-tests, and the differences were statistically significant. The difference in the pre-test and post-test scores of the support system ($x^2$=13.89, p<.001) were significant, while the differences in the perception of depression ($x^2$=.02, p=.891) and coping methods ($x^2$=.34, p=.558) were not statistically significant. Conclusion: Tailored case management using a gatekeeper is effective to reduce the degree of depression and improve life satisfaction in the single-household elderly population having depression. This study offers a model of individualized as well as systemic mental health care for the community of single-house hold elderly people as an effective means for prevention of and early intervention in depression.

• 간호행정학회지
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• 제20권4호
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• pp.426-436
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• 2014

Purpose: This study was conducted to identify factors that affect nursing performance; Those factors are personal characteristics, sub-categories of empowerment and job satisfaction of clinical nurses. Methods: Data were collected from November 24, 2012 to March 11, 2013, and participants were 451 hospital nurses in 6 hospitals. Descriptive statistics, t-test, one-way ANOVA, Pearson correlation coefficient, and stepwise multiple regression were used for data analysis. Results: Nurses who were older, married, highly educated, in the position of charge nurse, and with longer clinical careers showed relatively higher empowerment, higher job satisfaction, and higher nursing performance than others. Also, there were strong correlations between nursing performance and empowerment (r=.576)/job satisfaction (r=.617). Factors predicted nursing performance were relationship with coworkers (${\beta}=.398$), duty (${\beta}=.181$), promotion system (${\beta}=.134$), and turnover intention (${\beta}=-.109$). Factors predicting job satisfaction were competency of empowerment (${\beta}=.249$), and clinical career (${\beta}=.151$). These 6 factors explained 55.2% of the variance in nursing performance (F=93.37, <.001). Conclusion: Regarding human resource management, relationship with co-workers is a changeable factor. Therefore nursing organizations should apply these factors in human resource management to enhance nursing performance and achieve organizational goals.

• International Journal of Advanced Culture Technology
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• 제9권4호
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• pp.162-168
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• 2021

This is a group pretest-posttest design study that aim to evaluate the effect of problem-based learning using flipped learning to self leadership, nursing leadership, and confidence of nursing students. The subjects were 87 4th nursing students who took nursing management from March 15 to April 26, 2021. A questionnaire was used to measure self leadership, nursing leadership, and confidence. The measurement of self leadership is a 5-point Likert scale that employs a questionnaire. Flipped learning uploaded a 5-8 minute lecture video, and the subjects learned on learning management system, using smart device. PBL teaching was developed about personal growth, cooperation, nursing excellence, creative problem solving, influence. As a result of the study, self leadership was significantly improved after education than before education(t=-6.27, p<.001). Nursing leadership and confidence were significantly changed before and after education(t=-16.10, p<.001; t=-2.37, p<.001). According to the results of this study, the PBL teaching method using flipped learning is an effective teaching and learning strategy for improving leadership, and confidence. In future studies, it will be necessary to develope and verify specific teaching and learning methods by applying nursing experts in consideration of the type of leadership.

• 대한간호학회지
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• 제14권1호
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• pp.34-49
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• 1984

This study was carried out to collect basic information of the budget and management of the nursing service equipment A survey was conducted with charge nurses (72), head nurses (400), supervisors (93), nursing directors (43) in 134 Hospitals The questionnaire was consisted of 34 questions related to management of budget, facility, supplies, and equipment We investigated from l0th to 22nd, Oct 1983. The results obtained were summarized as follows: 1) A budget for the department of nursing was 65.4% (51/78) 2) A budget commitee was 43.6% (34/78) 3) 51.3% took corrective action for the deviation from the budget, if indicated (40/78) 4) An established lost conciousness program in the hospital was 87.2% (64/68) 5) A formalized system for the maintenance of supplies for the patient care units was 87.2% 6) 87.9% had stocks level which was established for patient care units. 7) 64.6% had safeguards for the storage of special equipment which was investigated regularly in 54.7%. 8) The director of nursing or her representative, participates in the selection was 72.4%, 9) 58.2% was provided instruction in the use of equipment by manufacturers of technical equipment.

• 여성건강간호학회지
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• 제10권3호
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• pp.190-199
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• 2004

This thesis explores the actual circumstances of Korean nursing by investigating its present situations. Ultimately, the intent of this study aims to establish a future direction of Korean Nursing. As such, the current conditions of Korean nursing is analyzed in the following categories: education, practice, research, nursing policy, expansion of nursing field, and entrepreneurship. In the final conclusion, an appropriate orientation of the future of Korean nursing is discussed. There are two primary Nursing programs, a three-year(63) and a four-year(53), in Korean Nursing education. Master's programs are available at 32 nursing schools or 32 professional graduate schools. A total of 15 nursing schools have a doctoral program in Korea. The ratio of graduates between the three-year and four year programs is 76:24. Hence, it is highly encouraged to expand four-year nursing programs, because it will help raise the social status of nursing professionals as well as the quality of nursing. In the clinical nursing field, independency and self regulation are critical. As such, organizational change, implementation of a standardized nursing m information system, appropriate workforce, and improvement of the reimbursement system in nursing is recommended. In community nursing, the following should be resolved to provide better nursing services: improvement of working condition and benefits, establishment of a law enforcing the hiring of nurses, and providing continuing education. The number of nursing research has increased and nursing studies are in great quantity. However, research in practices and theories are more in demanded. Hence, research that integrates theories and practices are very significant. Ultimately, it is critical to support nursing studies that will influence nursing policy. The Korean Nurses Association(KNA) is an organization that supervises the nation's nursing policy. The primary focus of KNA is to combine the three and four year undergraduate education systems into 4 years and to establish the Nursing Practice Act. The Ministry of Health and Welfare has adapted a system to educate and certify nurse specialists in 10 nursing areas in 21 nursing graduate schools expecting high-quality nursing services and a decrease of cost. The government also allowed nurses to operate facilities for health management or welfare agencies.