• Journal of Korean Academy of Nursing Administration
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• v.6 no.3
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• pp.333-345
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• 2000

The health care environment becomes more competitive every day. It has fallen to nurse managers - from vice presidents of patient care to nurse managers and their assistants - to recruit and develop a workforce that successfully meets the needs of both patients and the organization. This means employees who demonstrate advanced critical thinking skills, creative problem solving, and sound decision making skills combined with clinical skills and patient advocacy. The environment which nurse managers create and the way they relate to their workforce, are pivotal to organizational viability. Especially leadership of first -line nurse managers contributes to the success of their organizations. First-line nurse managers are deserved to be one of the most administrative supervisors through the middle stratum in a hospital organization as being a manager in the field service if assessed from the overall aspects of hospital, as being an interim managers in the nursing department as well as being a supreme supervisor in a unit in terms of an organizational structure in the hospital. Similarly, as a compete leader, the first-line nurse managers have not only a professional which is qualified to perform a role of appropriate coordination with medical staff and key personnel but also hold an important key position a being responsible for performing his or her given role. The first-line nurse manager is expected to manage human and fiscal resources in ways not required before. While an identified need for well-prepared first-line nurse manager continues to plague the profession, first-line nurse managers often have difficulty providing the leadership required. The need leadership training to function effectively in their positions. But we hardly find a useful leadership training program for first-line nurse managers, therefore the purpose of this study was to developed the leadership training program for them. The steps of leadership program development were below: 1st step, 2 studies were done before develop a leadership program. One was done to ask to first-line nurse managers what they want to learn through leadership training, the other one was to ask the staff nurses what their opinions are for their first-line nurse managers leadership. 2nd step was searching other leadership programs contents. The results of this study were below: The total amount of hours is 24. Leadership training program contents are : Future of nursing profession (210min), understanding basic factor's of leadership and leadership theories(310 min), self understanding as first- line nurse managers(320 min), basic principle and practice of interpersonal relationship(210 min), assertiveness training, conflict management (180min), and group study(210min). This is challenging time to be a leader, especially in nursing. As nurse managers look toward the new millennium, it seems as through the same struggles are ahead that are behind. So nurse managers need to embrace change with a positive attitude. They need to demonstrate risk taking and support it in their staffs. All these things are possible that after they participate the leadership training program.

• Journal of Digital Convergence
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• v.19 no.4
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• pp.443-455
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• 2021

The purpose of this study was attempted to conduct a meta-analysis on the antecedents factors of transformational leadership of nursing unit managers. Literature was collected according to the PRISMA guidelines, and the antecedent factors of 23 studies were analyzed. The results showed that the total 23 studies large effect size (ESzr=.54). Antecedent factors were classified into three categories, and the organization-related variables group had the largest effect size (ESzr=.56). This study is an integrated presentation of the effect size of the antecedent factors of transformational leadership through a meta-analysis and the results of this study are expected to be used as a basis for developing intervention programs for nursing unit managers' transformational leadership improvement.

• Journal of Korean Clinical Nursing Research
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• v.29 no.3
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• pp.312-326
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• 2023

Purpose: This study attempted to analyze the staffing level and critical care nursing fees of intensive care units at tertiary and general hospitals and to provide a professional judgment-based recommendation on staffing level and critical care nursing fee schedules. Methods: Staffing grades and critical care nursing fee schedules for the first quarter of 2017~2020 and the fourth quarter of 2020~2022 were analyzed. A survey was conducted on nursing managers and nurses about the current and appropriate staffing levels. A total of 77 nurse managers and 708 nurses working in Intensive Care Unit(ICU)s at tertiary and general hospitals participated in the study. Results: Grade 1 staffing increased from 25.6% in 2017 to 92.1% in 2022 at tertiary hospitals and from 0.8% in 2017 to 28.4% in 2022 at general hospitals. The current staffing ratios of tertiary and general hospitals were 1:2.21 and 1:2.77, respectively. The appropriate staffing ratio according to nurse managers and nurses was 1:1.00 in patients with more than a ventilator application and 1:2.00 in patients without any ventilator application in tertiary hospitals, and it was 1:1.25 in patients with more than a ventilator application and 1:2.00 in patients without any ventilator application in general hospitals, respectively. Conclusion: The appropriate staffing level was suggested from 1:1.0 to 1:2.0. The new nursing fee schedules were suggested from 1:1.0 (Grade 1) to 1:3.0 (Grade 5) and recommended to be paid based on the staffing grade, minimum number of nurses, and standard annual working days. It is expected to increase staffing levels and provide a better nursing work environment.

• Journal of Korean Critical Care Nursing
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• v.8 no.2
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• pp.13-22
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• 2015

Purpose: This study identified the current status and perception of intensive care unit nurses' handover. Methods: A cross sectional descriptive survey was employed. The population included nurse managers and staff nurses who worked in intensive care units in hospitals with more than 500 beds and excluded nursing homes, psychiatric hospitals, and military hospitals. Results: Of the nurses, 61.7% were satisfied with the current handover method, 68.36% had no handover-related guidelines, and 83.2% of them perceived that the handover was important for patients' safety. The most frequent cause for errors related to handover was that the "nursing workload is heavy." The nurses perceived that their handover was informative ($5.62{\pm}0.79$) and efficient ($5.04{\pm}0.98$). The variables associated with their perception of the handover were the level of satisfaction with the current handover method, existence of handover guidelines, and importance of handover for patient safety. Conclusion: The development of standardized handover guidelines, especially for intensive care units, is necessary to reduce handover time and errors and to improve handover quality for patients'safety and high standards of nursing care.

• Journal of Korean Academy of Nursing
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• v.29 no.1
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• pp.21-33
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• 1999

This study was designed to develop a basic plan for computerization of nursing records. The subjects were 7 nursing record forms, 58 charts, 23 nurses, 2 nurse managers, a nurse and computer specialist, 16 master course students and 3 professors. Data collection was conducted through questionnaire, observation and interview. The collected data were analyzed for problems, plan of improvement and needs for computerization. Based upon these results, it is recommended that nursing record computerization was needed a basic plan to integrate needs of nursing record computerization. The basic plan as fellows : 1. To illustrate a data flow path of nursing record and data dictionary that show nurse's work and record process. 2. To establish a system in order to use multi -tasking and graphic user interface. 3. To establish hardware and software in order to embody integrated management of computer based system through structured walkthrough. 4. To choose effective database management system and to achieve Log as record unit.

• Korea Journal of Hospital Management
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• v.22 no.1
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• pp.10-20
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• 2017

Purposes: This study analyzed activities for improvement of quality of care in nursing units to identify group-level success factors of quality improving efforts. Methodology/Approach: Research subjects were 31 general wards of C university hospital, which has 1,200 beds. Data were collected through survey and focus group interview. The mean value of nurses in a ward was converted to unit-level variable value of the ward. The SPSS 24.0 version was used to analyse the data. The units were classified into two groups, high performing and low performing, by the subjective level of quality improvement performance. Findings: The main findings are as follows: 1. The high performing groups participated more in education related to quality improvement and showed more quality improvement cases in progress than that of their counterpart. 2. The high performing group's nurses show more positive perception and attitude on quality improvement activities, and they have positive assessment on the necessity, effect, satisfaction about the quality improvement activities. 3. Middle managers' ability, attitude, motivation, and effective communication across members of the ward played pivotal roles in boosting the quality improvement activities of wards.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.12
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• pp.836-846
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• 2018

The purpose of this study was to evaluate nursing educational objectives achievement, critical thinking disposition, and clinical competence and their relationships in nurses within five years after graduation. Subjects were 82 nurses who graduated one nursing college within five years and 68 managers in nursing unit of hospital. Questions were given to nurses. They reported their achievement of educational objectives of the nursing college, critical thinking disposition and clinical competence. Nursing unit managers received the same questions to evaluate nurses working at their unit. Data were collected from January to march 2014 and analyzed by descriptive statistics, t-test, ANOVA, Pearson correlation and multiple regression with SPSS/WIN 23.0 program. Mean scores for achievement of educational objectives, critical thinking disposition, and clinical competence were $3.60{\pm}0.60$, $3.46{\pm}0.28$, and $4.17{\pm}0.56$, respectively. Educational objectives achievement showed significant correlations with critical thinking disposition (r = 0.52, p <. 001) and clinical competence (r = 0.52, p < .001). Regression analysis showed that critical thinking disposition (${\beta}=.30$, p = .018) and clinical competence (${\beta}=.26$, p = .029) were significant factors for predicting educational objectives achievement. Manager's evaluation score for educational objectives achievement and clinical competence was higher than graduated nurses' report (p < .001). This could be used as a feed- back to reset educational objectives and upgrade the curriculum. These study results could be used to, establish strategies to improve educational objectives achievement.

• Journal of Korean Clinical Nursing Research
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• v.22 no.2
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• pp.205-216
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• 2016

Purpose: This study was performed to develop a valid and reliable Korean Patient Classification System for Neonatal care nurses (KPCSN). Methods: The study was conducted in tertiary and general hospitals with 1~2 grade according to nursing fee differentiation policy for NICU (neonatal intensive care unit) nurse staffing. The reliability was evaluated for the classification of 218 patients by 10 nurse managers and 56 staff nurses working in NICUs from 10 hospitals. To verify construct validity, 208 patients were classified and compared for the type of stay, gestational age, birth weight, and current body weight. Nursing time was measured by nurses, nurse managers, and nurse aids. For the calculation of conversion index (total nursing time divided by the KPCSN score), 426 patients were classified using the KPCSN. Data were collected from September 5 to October 28, 2015, and analyzed using t-test, ANOVA, intraclass correlation coefficient, and non-hierarchial cluster analysis. Results: The final KPCSN consisted of 11 nursing categories, 71 nursing activities and 111 criteria. The reliability of the KPCSN was r=.83 (p<.001). The construct validity was established. The KPCSN score was classified into four groups; group $1:{\leq}57points$, group 2: 58~80 points, group 3: 81~108 points, and group $4:{\geq}109points$ in the KPSCN score. The conversion index was calculated as 7.45 minutes/classification score. Conclusion: The KPCSN can be utilized to measure specific and complex nursing demands for infants receiving care in the NICUs.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.2
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• pp.189-198
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• 2016

Purpose: The aim of this study was to investigate the relationships between the hemodialysis unit nurses' experience of verbal abuse, job stress, burnout, and turnover intention, and to identify the explained variances for turnover intention. Methods: The research design was a descriptive survey using a probability sampling. The data were measured using self-report questionnaires from 231 hemodialysis unit nurses in seven cities in Korea and were analyzed with SPSS 20.0. Results: The mean scores were $2.45{\pm}0.62$ (out of 5) for experience of verbal abuse, $2.40{\pm}0.26$ (out of 4) for job stress, $2.31{\pm}0.48$ (out of 4) for burnout, and $3.16{\pm}0.05$ (out of 5) for turnover intention. There were significant correlations among the experience of verbal abuse, job stress, burnout, and turnover intention within the hemodialysis unit nurses. Factors influencing turnover intention were 'burnout' (${\beta}=.42$, p<.001) and 'job stress' (${\beta}=.17$, p=.015)which explained 42% of the variance (F=15.98, p<.001). Conclusion: Results suggest that in order to reduce nurses' turnover intention, nurse managers should explore strategies to reduce nurses' burnout and job stress in nurses in hemodialysis units.

• Korean Journal of Occupational Health Nursing
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• v.19 no.2
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• pp.236-245
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• 2010

Purpose: The purpose of this study was to examine the relationship of psychosocial distress, intention to quit and nursing performance. Methods: The data were collected through structured questionnaires from 210 registered nurses in a general hospital. They were analyzed by descriptive statistics, t-test, ANOVA, scheffe test, Pearson's correlation coefficient and multiple regression with the SPSS WIN program. Results: The results of the analysis showed that the mean of the psychosocial distress was $25.38{\pm}7.26$, intention to quit was $3.51{\pm}0.78$, and nursing performance was $3.67{\pm}0.46$. In the correlation analysis, the nursing performance had negative correlation with psychosocial distress(r=-.371, p=.000) and intention to quit(r=-.211, p=.002). There were statistically significant differences in nursing performance depending on age, marital status, position and work experience. The psychosocial distress and age explained 15.1% of nursing performance. Conclusion: This study showed psychosocial distress and intention to quit affects the nursing performance. Therefore, nursing executives and unit managers need to concern on the significance of the stress management programs so that these can be organizational support.