• Journal of Korean Academy of Nursing
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• 제47권6호
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• pp.828-841
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• 2017

Purpose: This study aimed to analyze the impact of increasing the supply of newly licensed nurses on improving the hospital nurse staffing grades for the period of 2009~2014. Methods: Using public administrative data, we analyzed the effect of newly licensed nurses on staffing in 1,594 hospitals using Generalized Estimating Equation (GEE) ordered logistic regression, and of supply variation on improving staffing grades in 1,042 hospitals using GEE logistic regression. Results: An increase of one newly licensed nurse per 100 beds in general units had significantly lower odds of improving staffing grades (grades 6~0 vs. 7) (odds ratio=0.95, p=.005). The supply of newly licensed nurses increased by 32% from 2009 to 2014, and proportion of hospitals whose staffing grade had improved, not changed, and worsened was 19.1%, 70.1%, and 10.8% respectively. Compared to 2009, the supply variation of newly licensed nurses in 2014 was not significantly related to the increased odds of improving staffing grades in the region (OR=1.02, p=.870). Conclusion: To achieve a balance in the regional supply and demand for hospital nurses, compliance with nurse staffing legislation and revisions in the nursing fee differentiation policy are needed. Rather than relying on increasing nurse supply, retention policies for new graduate nurses are required to build and sustain competent nurse workforce in the future.

• Journal of Korean Public Health Nursing
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• 제30권3호
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• pp.526-543
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• 2016

Purpose: The purpose of this study was to explore how public health nurses (PHNs) perceive their roles and duties (R&D), as well as to investigate the change of their R&D, how they manage and solve problems. Methods: The data were collected through focus group interviews. Data were analyzed using Morgan (1998) and Krueger (1998)'s four step analysis. A total of 17 experienced PHNs participated in this study. Results: The results found 5 themes and 19 sub-themes: R&D of health managers and health service providers, factors affecting the changes of PHN's R&D, R&D in adjusting with trends and expanding work field (R&D being reduced, increasing R&D, need to expand R&D), problem with the structure and quality of workforce (lack of nurse manpower, lack of promotion opportunities, increasing non-regular workers, lack of refinement as an expert), and strategies for solving personnel issues (strengthening the job capacity, cultivating professional refinement, strengthening outside activities and political activities, strengthening the roles of PHN-related associations and academy, engagement policy of non-regular workers, expansion of the activity area) Conclusion: PHNs need to recognize their changing R&D and ways they manage and solve problems to enhance their professionalism.

• Health Policy and Management
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• 제33권4호
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• pp.421-431
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• 2023

Background: The coronavirus disease 2019 (COVID-19) pandemic has led to socio-economic issues, highlighting the importance of strengthening health systems for future infectious diseases. This study aims to analyze the relationship between health system preparedness, response levels, and COVID-19 fatality rates across 194 countries. Methods: This study examined various indicators of national health system preparedness and response, including health service delivery, health workforce, health information systems, essential medicines and health products, health financing, and leadership and governance. Results: A correlation was found between the health system and the COVID-19 case fatality rate (CFR). Further examination of specific indicators within health service delivery, health workforce, health information systems, health financing, and leadership/governance showed significant correlations with the CFR. Multiple regression analysis, considering aging and urbanization rates, identified reproductive/maternal/newborn and child health, infectious diseases, nursing and midwifery personnel density, birth registration coverage, and out-of-pocket health expenditure as significant factors affecting the CFR. Conclusion: Countries with strong health system indicators experience lower case fatality rate from COVID-19. Strengthening access to essential health services, increasing healthcare personnel and resources, ensuring reliable health information, and bolstering overall health systems are crucial for preparedness against future infectious diseases.

• Women's Health Nursing
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• 제25권3호
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• pp.329-344
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• 2019

Purpose: This study aimed to identify utilization of the work-family support policy (WFSP) and factors affecting retention intention among Korean female military officers. Methods: This cross-sectional survey recruited 103 married female officers from the Korean Army, Navy, and Air force with preschool-aged children through convenience and snowball sampling. Via online surveys from June to November, 2018, the participants self-reported retention intention, work-family conflict, job satisfaction, and utilization of the WFSP. The data were analyzed using descriptive statistics, independent t-tests, one-way analysis of variance, Pearson's correlation coefficient, and multiple linear regression. Results: Retention intention ($22.29{\pm}5.98$) was reported at the mid-level, lower than scores reported in the literature for female workers. Work-family conflict ($32.51{\pm}5.29$) and job satisfaction ($63.10{\pm}7.45$) were above the midpoint levels. Use of maternity leave (100.0%) and parental leave (92.2%) was high, especially compared to the rates of child-care day off (20.4%) and parenting time (20.4%). 'Noticeable increases in childcare services within the army' (22.8%) was reported as the supportive measure needed the most by female military officers. Job satisfaction (${\beta}=.43$, $p{\leq}.001$), the use of parenting time (${\beta}=-0.29$, p=.002), living type (${\beta}=-.18$, p=.043), and service type (${\beta}=-.16$, p=.035) significantly influenced retention intention. Conclusions: The findings highlight the priority areas of importance within the WFSP and suggest that a family-friendly culture can improve female officers' retention intention. Accordingly, policy changes at the Ministry of National Defense improving the system to enhance a family-friendly culture in the military is expected to strengthen the retention intention of female officers and contribute to excellence in the military workforce.

• Journal of the Korea Academia-Industrial cooperation Society
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• 제18권8호
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• pp.162-170
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• 2017

This study analyzed the current situation of medium and small-sized hospital nursing staff and related policies, and identified the factors that affect staffing level to provide evidence for planning and adopting policy. By analyzing the statistical data published by public institutions such as the Ministry of Health and Welfare and Health Insurance Review and Assessment Service, the result was viewed based on the understanding of various internal and external health care environments. The number of active nurses was less than 50% of the number of licensed nurses and has decreased every year. This means that the cost-effectiveness of increases in nursing college enrollment should be reconsidered. Inpatient nursing fees by staffing grades has caused nurses to move from medium and small-sized hospitals, where there is a severe lack of staff, to more advanced general hospitals. As a result, the lack of nursing staff in medium and small-sized hospitals has worsened. In conclusion, reexamination is needed to improve effectiveness of inpatient nursing fees by staffing grades as a policy to secure the workforce of medium and small-sized hospitals. Furthermore, the tracking management system of licensed nurses must be able to solve the imbalance between demand and supply of nursing staff.

• The Journal of Korean Academic Society of Nursing Education
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• 제5권1호
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• pp.97-105
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• 1999

Based on literature, status and role of the NP in America was reviewed. The process of developing NP program in America suggests us many things. In America, nurse practitioners have sustained a mutually beneficial status with their patients for over thirty years. Excel fence in academic education and clinical training will enable nurse practitioners to continue to provide quality health care. The magnitude changes in the health care system of the United States, the challange of providing real access of health care continues. Lack of access to adequate primary care was the driving force in the initial 1965 Federal Involvement in developing the NP role. In 1993 President Bill Clinton's health care reform initiative provided policy support for NPs as primary care providers. The Institute of Medicine explicitly recognized NPs as an integral part of the primary care team. In addition, several national reports recognized NPs as affordable, accessible, high-quality care providers. The recent passage of direct Medicare reimbursement for NPs reflected public policy statements coincided with and likely contributed to a growth spurt in the NP workforce. From 1965 to 1977 NP programs offered traditional primary care clinical tracks(adult, family, woman's health, and pediatrics) for relatively small clusters of students in a variety of institutional settings. From 1978 to 1990 these educational programs were incorporated into graduate schools of nursing. By 1990 the majority of NPs received educational preparation in master's-level nursing programs. A new emphases was placed on postmaster's NP programs designed for master's prepared clinical nurse specialists and nurse managers. he the health care system shifted hospital nursing resources toward community-based care, these master's -level nurses sought additional NP preparation. NP educational programs are defined as the educational structure in which one or more NP clinical tracks are offered. NP clinical tracks, in turn, offer curriculum and supervised clinical experiences that match standards in specific practice areas such as family(FNP), adult(AUP), geriatrics(GNP), pediatrics(PNP), women's health (WHNP), neonatal (NNP), and acute care(ACNP). There were indications that NP practice was expanding into new clinical areas as evidenced by new types of tracks, particularly in acute care and psychiatry. The increase in acute care NP students likely reflects the increased demand from hospitals and other acute care settings. In Korea, change of nurse's role into nurse practitioner's role may have many difficulties. The need of health consumer, policy support of government, approval of medical care team are all essential component. Every nursing personnel make effort to planning the new health care delivery system.

• Journal of The Korean Society of Integrative Medicine
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• 제8권2호
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• pp.187-198
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• 2020

Purpose : This study was conducted to provide basic data for the association's policy management and to improve the activity areas by investigating Gyeonggi-do physical therapists' recognition of the national responsibility for dementia. Methods : A total of 1,839 physical therapists participated in this survey, and the data from a total of 29 questionnaires were analyzed using SPSS 22.0 windows. Results : Among the physical therapists in Gyeonggi-do, 61.1 % had low awareness of the national responsibility for dementia, and the recognition of the center for dementia was also low. On the other hand, there was a remarkably high opinion that the physical therapist was a necessary workforce, and positive responses to dementia-related work and education participation were also high, 51.9 % and 68.5 %, respectively. Those with a high educational background, annual salary, clinical experience, or dementia-related institutions, such as nursing homes and physical therapy, had a high awareness of "dementia national responsibility", awareness of "center for dementia" and "participation in dementia-related work and education". On the other hand, "work participation" and "education participation" were found to be inversely related to age and clinical experience. Conclusion : Physical therapists based in Gyeonggi-do showed an awareness of dementia policy. This result will help the association's policy management and protect the physical therapist's rights and interests.

• Journal of Convergence for Information Technology
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• 제8권1호
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• pp.43-51
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• 2018

The purpose of this study was to develop a mentoring program to support the professional growth of new nurses and to check the effectiveness. This mentoring program was developed by research teams and mentoring professionals based on Benner's theory. The data was analyzed using SPSS 18.0 program. The average of satisfaction of mentoring program in the mentees is 4.31 higher than mentor as 3.77. The highest scored item was 'need of mentoring program', the lowest one was 'mentoring program period and number of meetings'. Finally based on the results of the research, the duration of the mentoring program was changed to the six months. A steady support of the organizational policy about mentoring program is required to secure an outstanding nursing workforce.

• Quality Improvement in Health Care
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• 제25권2호
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• pp.16-25
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• 2019

Purpose:The healthcare system of South Korea is at the extreme of the dispersed system. Few regulations limit patients from directly visiting higher-level medical institutions for primary care sensitive conditions. As a result, similar to local clinics, general and tertiary teaching hospitals also provide diverse primary care services. Our study aimed to examine the general public's perceptions of their primary care performance. Methods: Face-to-face surveys were conducted with 1000 adults who were living in South Korea with the aid of a questionnaire that included the Korean Primary Care Assessment Tool (KPCAT). The KPCAT consists of five domains, which are the main indicators of primary care performance: first contact, comprehensiveness, coordination, personalized care, and family/community orientation. One-way analysis of variance and post hoc tests were used to compare the KPCAT scores across the three types of medical institutions. Results: Domain-wise analyses revealed two different patterns. With regard to first contact and its subdomains, the highest and lowest scores emerged for local clinics and tertiary teaching hospitals, respectively. However, the other four domain scores were significantly lower for local clinics than for the other two types of medical institutions. Conclusions: Local clinics were perceived to be medical institutions that are responsible for providing primary care. However, the general public perceived only one domain of their primary care to be superior to that of the other two types of medical institutions: first contact. National efforts should be taken to strengthen their other four domains of primary care by training their workforce and providing appropriate incentives.

• Korean Journal of Child Education & Care
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• 제18권2호
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• pp.85-102
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• 2018

The purpose of this study is to determine the working conditions and demands of the assistant workforce at childcare centers, and to provide suggestions on policies for childcare teachers. To achieve the purpose of the study, a total of 190 assistant teachers, nursing helpers, alternative teachers and others were surveyed online during the month of August 2017. The survey examined the employment route and working motives, working conditions and environment, job and educational difficulties for analyzing the work conditions and demands of ancillary staff. For the analysis method, SPSS 12.0 was used to analyze frequency and difference. The main findings are as follows. First, childcare center assistants were able to work at their respective times, making it mandatory for them to enter the workforce, and making job openings for ancillary teachers. Second, 73.7% said the daily working hours were '4 hours to 8 hours' under the conditions and 57.9% said 'More than 510,000 won to less than 1 million won.' Average amount of rest time per day was about 30 minutes, and 17% had no rest periods. Third, based on the job and education status, ancillary personnel performed "infant and child guidance and interaction", "Cleaning and cleanliness related tasks" most actively, and "care for cleaning and cleanliness" and "care for morning and night care". Fourth, in the job trouble and difficulty, ancillary staff found it difficult to satisfy with wage related complaints and job insecurity, and the reason for agreeing to the non-regular workforce becoming a regular worker was found to be due to the stability of employment. Lastly, the most urgent tasks to solve the problem of non-regular workers were to fill the wage gap between regular and irregular workers, shorten the working hours and improve the working conditions. The policy implications are presented based on the above findings.