• Journal of Korean Academy of Nursing Administration
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• v.20 no.2
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• pp.215-226
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• 2014

Purpose: This study was done to suggest policies for nurse workforce based on patient safety. Methods: The two steps in developing the items were items related to what would be desirable policies and items on how the policies should be developed for patient safety regarding nurse workforce. A literature review was done and suggestions from experts through two rounds using the Delphi technique were outlined. The fifteen experts who participated in this study were six representatives of service consumers and nine representatives of service providers (four medical doctors and fives nurses). Results: To guarantee patient safety, accreditation of nursing practice and nursing education were found to be necessary, and to prevent medical and nursing accidents in clinical practice, the professional judgement of the nurses was found to be pivotal to the provision of safe nursing services. Conclusion: Polices on nursing for the nurse workforce based on patient safety in clinical settings should be established to ensure that nursing care is provided according to the nurses' clinical judgements based on their professional knowledge and assessment skills.

• Journal of Korean Clinical Nursing Research
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• v.14 no.2
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• pp.71-81
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• 2008

Purpose: The objective of this study was to determine the cause-effect and dynamic change mechanism among factors that affect calculation of the nursing workforce in the hemodialysis room and to establish a system dynamics model and create a strategic simulation to be used to increase efficiency in the clinical situation. Method: The system dynamics approach was adapted to build a simulation model for calculating the nursing workforce. The model was built using Vensim 5.0b DSS. Results: The results were as follows for Scenario A: The highest level of nursing service quality, patient satisfaction, and nurse satisfaction, and the lowest level of turnover intention is maintained when the ratio of patients to nurse is 3.5:1 compared to all other situations. Scenario B: At the ratio of patients to nurse 4.0:1 nursing service quality, patient satisfaction, and nurse satisfaction dropped slightly, and turnover intention also rose slightly. However with time the results showed improvement. Conclusion: In terms of economic efficiency in the hemodialysis room, the ratio of patients to nurse for the best nursing workforce should not exceed 4.0:1.

• International Journal of Advanced Culture Technology
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• v.11 no.4
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• pp.24-33
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• 2023

This research aimed to validate the Korean version of the Workforce Agility Scale (K-WAS) among care workers for community-dwelling frail elderly. The study involved 192 care workers from Gyengsangnam-do, who completed a structured questionnaire between May 31 and July 15, 2023. The K-WAS, a 13-item instrument measured on a 5-point Likert scale, captures three key aspects of workforce agility: proactivity, adaptability, and resilience. Confirmatory factor analysis was employed to ascertain the scale's construct validity. The K-WAS demonstrated a significant positive correlation with psychological empowerment (r=.560, p<.001), thereby establishing its criterion validity. Although the results suggest that the K-WAS is a valid and reliable tool for assessing workforce agility among care workers, further refinement is recommended. The K-WAS is anticipated to aid in the implementation and evaluation of interventions focused on enhancing workforce agility among care workers for frail elderly. By providing a valid and reliable measure of workforce agility, the K-WAS can facilitate the evaluation of these interventions' effectiveness in improving outcomes for the frail elderly and_ enhancing the overall quality of care delivery.

• Perspectives in Nursing Science
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• v.13 no.2
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• pp.81-87
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• 2016

Purpose: The aim of this study is to review the nurse demand forecasting methods in empirical studies published during 1991~2014 and suggest ideas to improve the validity in nurse demand forecasting. Methods: Previous studies on nurse demand forecasting methodology were categorized into four groups: time series analysis, top-down approach of workforce requirement, bottom-up approach of workforce requirement, and labor market analysis. Major methodological properties of each group were summarized and compared. Results: Time series analysis and top-down approach were the most frequently used forecasting methodologies. Conclusion: To improve decision-making in nursing workforce planning, stakeholders should consider a variety of demand forecasting methods and appraise the validity of forecasting nurse demand.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.1
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• pp.106-116
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• 2014

Purpose: In this paper issues and challenges of the workforce policy for nursing were explored and appropriate policy responses identified. Results: Many countries, including South Korea, are facing a shortage of nurses. In South Korea, the number of practicing registered nurses is about half the average for Organization for Economic Cooperation and Development (OECD) member countries. The shortage of nurses is not necessarily a shortage of individuals with nursing qualifications but also includes complex issues, such as lack of well-educated nurses, shortage of nurses willing to work, and geographical imbalances of nurses. The present nurse workforce policies are to increase number of nursing schools, to reduce the length of training, and to replace nurses with nursing assistants. However, the findings of many studies have shown that these attempts resulted in a worsening of patient outcomes and increasingly low quality of care. Conclusion: The findings in this study indicate that nurse workforce policy should have a multi-faceted approach in order to address the many factors affecting nurse shortages.

• Journal of Korean Public Health Nursing
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• v.31 no.3
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• pp.421-435
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• 2017

Purpose: Public health centers (PHCs) provide a variety of healthcare services according to the Regional Public Health Act (RPHA). We aim to analyze the changes in public healthcare services according to the legislation and the number of public health nurse (PHN) involved in the service, and propose an alternative to effectively distribute the public health nursing workforce for protecting the health rights of people. Methods: This is a review study that deduced the results from literature review. Results: During the revision of the PHC law to the RPHA, several services were added. Health related laws have forced the PHCs to provide services for these legislations. Consequently, the workload on the PHNs has been increasing. However, the PHNs have been consistently lacking. In 2017, there are 16.2 full-time nurses per center. Furthermore, About 50% of the PHCs are not meeting the minimum requirements of licensed or qualified health professional workforce outlined in 1997. In addition, 43% of the nurses in the PHCs are part-time nurses. Conclusion: We suggest that the minimum requirements of health professional workforce should be modified to reflect the increase in the workload of PHNs, and a legislation to enforce PHCs to fulfill these requirements is needed.

• Journal of Digital Convergence
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• v.11 no.6
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• pp.275-287
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• 2013

This study aims to derive implications on current problems in the nursing manpower management in Korea through the comparison with the nursing workforce and employmentrent in the United States and Japan. There are various issues in nursing policy, such as nursing shortage, quality of the nursing service, and the increased cost of management due to the high turnover rate of nursing staffs and it is urgent to seek various policy measures to resolve this. Although nursing shortage is a commom problem in the world, the U.S. and Japan were higher rate of employment than Korea in nursing staffs, which implicates the importance of the legislation of mandatory minimum staffing ratios, the establishment of policies such as the fees and charge policy and the nursing work environments. For quality nursing care and patient safety through the stable workforce of qualified nursing staffs, administrative mechanisms that support adequate nurse staffing and promote positive work conditions are needed, for which the improvement of legal system is required.

• Korea Journal of Hospital Management
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• v.27 no.3
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• pp.15-25
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• 2022

Purposes: This study aimed to identify the relationships among personal and organizational communication skills, occupational stress, and patient safety activity levels of two nursing workforce groups (nurses and nursing assistants) who provide integrated nursing care services. Methodology: The study design is a cross-sectional study. Seventy-one nurses and forty-three nursing assistants working in the integrated nursing care service wards participated in this study. The data were collected using a self-reported questionnaire from June to July 2021. The relationships among the variables were analyzed using the Pearson correlation coefficient. Findings: Nurses' personal communication skills (r=.294, p=.013), organizational communication skills (r=.408, p<.001), and occupational stress (r=.243, p=.041) were associated with their patient safety activities. However, nursing assistants' personal communication skills, organizational communication, and occupational stress were not correlated with their patient safety activities. Practical Implication: Patient safety activities of nurses were related to their communication skills and occupational stress, but nurse assistants were not. Therefore, nurses should encourage nursing assistants to responsibly engage in patient safety activities and supervise their works appropriately to achieve high-quality care.

• Korean Journal of Adult Nursing
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• v.15 no.4
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• pp.542-550
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• 2003

Purpose: The purpose of this study was to suggest the projected workforce of certified emergency nurses in Korea. Method: The methods used in this study are 1) demand & ratio model was used for the projected workforce of CEN, 2) Index functional formula was used for the suggestion of the number of general hospitals and hospitals, 3) Experts in Emergency care were contacted to get an opinion and information about the criteria of distribution and scope of CEN, 4) National and international internet data were collected. Result: The demand of CEN were analyzed by two ways; demand of Emergency centers only and demand of emergency centers including community centers. The number of CENs needed to meet the demands in 2002, 2005 and 2010 was estimated at minimum of 1,512 to maximum1,576, 1,640 to 1,704 and 1,892 to 1,956 respectively. The projected number of CENs for the 2002 was 1% total available nurses in Korea, and 3.2 CENs per 100,000 population. Conclusion: It is really desirable that CENs not only work for hospital emergency centers but also for emergency related centers in community.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.9 no.1
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• pp.37-45
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• 2002

Purpose: The purpose of this study was to suggest the projected workforce of home health care specialists in Korea. Method: Need model. ratio methods and expert opinion were used for projecting the number of home health care specialists. Result: 1) In 2002. there are 13 programs which offer one year home health specialist training. From those programs. they produced 3860 registered home health care specialists. 2) In 2002. there are 89 hospitalbased home health service units and 220 active home health care specialists. 3) In case of hospital- based home health service. average of 4 services per month for average of 3 months was assumed as workforce standard. 4) In case of community-based home health service. average of 4 services per month for 12 months was assumed as workforce standard. 5) The number of home health care specialists required to meet the demands for home health care population in 2000 and 2005 was estimated at minimum of 20.361 to maximum of 31.360 and 21.989 to 34.080. respectively. Conclusion: Community home health care agencies are needed to meet the demands of home health care.