• 간호행정학회지
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• 제7권1호
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• pp.145-163
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• 2001

The purpose of this research is to identify antecedent variables and outcome variables of the empowerment in clinical nurses, and to suggest managerial strategies for increasing their empowerment. Data were collected from October 12 to 18, 2000 through questionnarie taken by 566 nurses in 3 general hospitals. The 5 structured instruments were used for collecting the data : Spreitzer's Items Measuring Empowerment, Bass's Multifactor Leadership Questionnaire-1, Moorman's Equity of rewards scale, Mobley's turnover intention scale, and the Organizational Commitment Scale developed by Mowday, Porter & Steers. The data obtained were analyzed using frequency, percentage, mean, standard deviation, t-test, one-way ANOVA, Scheffe' test, Pearson's Correlation Coefficients, Factor Analysis, Cronbach's alpha Coefficients, Multiple Regression. The results were as follows; 1. Head nurse's transformational leadership showed an positive correlation with empowerment(r=.304, p=.00). Regression coefficient between transformational leadership and empowerment was significant(${\beta}=.326$, p=.00), However, there was no a correlation between equity of rewards and empowerment. 2. The general characteristics of nurses were significant differences with empowerment. As for position, age, working experience, and education background showed significant difference with empowerment(F=10.979, 11.224, 6.812, 5.411, p<.01). 3. Empowerment showed a positive correlation with organizational commitment and a negative correlation with turnover intention (r=.387, -.274, p=.00). Regression coefficient between empowerment and organization commitment was significant(${\beta}=.365$, p=.00). In conclusion, the more head nurse took the transformational leadership, the higher nurses perceived empowerment. The higher their empowerment level, the higher organizational commitment they perceived. On the contrary, the higher their empowerment level, the lower their turnover intention. Therefore, in order to increase nurses' organization commitment and decrease their turnover intention, their empowerment should be increase. And it is necessary to develop the transformational leadership of head nurses so as to increase empowerment.

• 대한물리의학회지
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• 제10권2호
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• pp.1-7
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• 2015

PURPOSE: The aims of this study were to assess the intra-tester and inter-tester reliability and validity of hip range of motion using a smart phone in hip operative patients. METHODS: Twenty-five patients (eight total hip arthroplasty and seventeen femur neck fracture) participated in this study. The range of motions in active and passive hip flexion, abduction and external rotation were measured with a goniometer and smart phone over two times by two observers. The intra-tester and inter-tester reliability were evaluated using the intraclass correlation coefficient (ICC2,1). The validity was measured by Pearson's correlation coefficient RESULTS: The intra-observer reliability was good in all measured items (ICC>0.78). The inter-observer reliability was high with ICC (>0.90). All correlation coefficients of smart phone and goniometer was greater than 0.85 and showed a significant positive correlation (p<0.01). CONCLUSION: The range of motion measurement with a smart phone showed acceptable reliability. Therefore, it could be convenient and have economical benefits to measure the range of motion of the hip joint using a smart phone.

• 대한간호학회지
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• 제7권1호
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• pp.112-120
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• 1977

This study attempts to predict nurses'clinical performance from entrance examination of university and college achievements after graduation. This is based upon a survey study, 49 nurses in Yon Sei Medical Center after graduation of college of nursing. Correlation of college achievements, clinical performance and variables of nurses'clinical performance are produced using Pearson's Product moment correlation coefficient significance of correlation tested by T- test. The result of the study were as follows; 1. Clinical performance of the college achievements is the best efficient variables in predicting the nurses'clinical performance after graduation and next theory scholastic total achievements and entrance examination the last. 2. There are significant correlation among nurses'clinical performance rating variables as nursing ethics, nursing skills, achievements, attitude, the state of health.

• 가정과삶의질연구
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• 제11권2호
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• pp.30-39
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• 1993

This study examined the relationship between marital cohesion adaptability and marital communication and especially tested the linear versus curvilinear hypothese with Circumplex Model. The subjects were 142 couples living in Pusan./ The data were analyzed using frequency one-way ANOVA and Pearson's correlation coefficient The major finding of this study were as follows: The relationship between the dimensions of cohesion adaptability and communica-tion was linear than curvilinear. High cohesion and high adaptability spouses were more effective communication than low cohesion and low adaptability.

• Journal of the Korean Data and Information Science Society
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• 제17권1호
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• pp.77-86
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• 2006

This study is to investigate the error of prediction value with related variables from the recommended system and to examine the error of prediction value with related variables. To decrease the error on the collaborative recommended system on user based, this research explored the effects on the prediction related response pair between raters' demographic variables and Pearson's coefficient and sparsity. The result shows comparative analysis between existing error of prediction value and conditioned one.

• 아동학회지
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• 제26권1호
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• pp.359-373
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• 2005

This study examined the child care teachers' job satisfaction in relation to their self-esteem and the differences in their job satisfaction by demographic variables. Subjects were 285 child care teachers in Chungnam province. The instruments were 'Teachers' Job Satisfaction Scale' and 'Rosenberg Self-Esteem Scale'. The collected data were analyzed by one-way ANOVA, Pearson's correlation, stepwise multiple regression(forward), Duncan test for a post hoc test, Cronbach's a for reliability, and factor analysis by SPSS PC program(10.0 version). The results were as follows; first, child care teachers' job satisfaction and self-esteem were above average. Second, child care teachers' total job satisfaction was high in high school graduation and married status and their self-esteem was high in over 5 years career, married status, and over 40 years old. Third, the correlation coefficient was -.29 in relation of teacher's job satisfaction and self-esteem. Finally, teachers' self-esteem and demographic variables explained about 622%.

• 여성건강간호학회지
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• 제12권3호
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• pp.204-209
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• 2006

Purpose: The Edinbergh Postnatal Depression Scale (EPDS) has seen widespread use in epidemiological and clinical studies. The objective of this research was to translate and to test the reliability and validity of the 10-item EDPS in Korea. Methods: Subjects were 145 women who were 6 to 10 weeks post delivery. To test reliability, the internal consistency was assessed by Cronbach's alpha coefficient. Validity testing was performed using convergent validity by Pearson's correlation. Data was gathered at 3 hospitals during Oct. 2005 after obtaining an informed consent. Result: The mean age of the subjects was 29.9 years. and the mean parity was 1.46 times. The mean EPDS score was 18.4. Reliability analysis showed a satisfactory result (Cronbach's alpha coefficient=.84). There were significant positive correlations between EPDS and Mills postnatal depression and anxiety check list scores as expected(r=.69, p<.001) and thus supported convergent validity. Conclusion: The study findings showed that the Korean version of the EPDS-10 is a reliable and valid instrument that can be used for measuring postnatal depression in Korea.

• 간호행정학회지
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• 제11권3호
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• pp.265-273
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• 2005

Purpose: This study was to investigate the degree and pattern of learning organization and MBTI personality type in clinical nurses. Methods: The participants were 685 nurses working in the 8 general hospitals located in Seoul and Incheon. The data were collected by self-reporting questionnaires from April 1 to August 30, 2004. The data were analyzed using SAS program for descriptive statistics and Pearson's correlation coefficient. Results: The most frequent identified personality type was ISTJ and the least identified personal types was ENFJ. In 4 preference patterns, Extroversion, Sensing, Thinking and Judgement were identified a dominant index in each categories. The mean score of learning organization was 3.47 and the mental model was got the highest score. The EI index had a significant positive correlation with personal mastery. However the TF index had a negative correlation with personal mastery, systems thinking, and mental models, and also the JP index had a negative correlation with 5 learning organization sub categories. Conclusion: With these results, it was identified that the preference patterns on MBTI had the significant correlation with learning organization. So these results will be used to develop the more effective strategies to increase learning organization based on nurse's personality types.

• 한국전문물리치료학회지
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• 제20권3호
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• pp.54-61
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• 2013

This study was to determine the reliability and validity of manual measurements of patellar height to standard radiographic measurements in 30 knees of 15 subjects. Patellar height was measured using manual and radiographic methods. The manual measurements were performed by two examiners using digital vernier calipers with the subject sitting and the knees in $30^{\circ}$ of flexion. The radiographic measurements were performed in the same position. The reliability of the manual measurements was assessed by means of intraclass correlation coefficients [ICC(3,1)], and the validity was investigated using the Pearson's product-moment correlation coefficient and an independent t-test. The intra- and inter-rater reliabilities of the manual measurement of patellar height were excellent (ICC=.86 and .88 respectively). The validity of patellar height measured manually compared to the radiographic method was good (Pearson's r=.69). In conclusion, the manual method is an objective, qualitative measurement of patella height.

• 한국산학기술학회논문지
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• 제12권11호
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• pp.4764-4769
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• 2011

본 연구는 종합병원 간호사의 조직몰입과 관련 요인을 파악하기 위하여 시도되었다. 자료는 SPSS 19.0 Version으로 기술적 통계, t-test, ANOVA, Scheffe's test, Pearson correlation coeffcient, Stepwise multiple Regression을 이용하여 분석하였다. 간호사의 조직몰입은 재직기간, 결혼유무, 월수입, 성격, 밤번횟수에 따라 통계적으로 유의한 차이가 있었다. 간호사의 조직몰입은 직무만족, 소진과 유의한 상관관계가 있는 것으로 나타났다. 조직몰입에 영향을 미치는 변수로는 소진이 가장 높은 설명력을 나타냈으며, 직무만족, 밤번근무횟수가 유의한 변수로 모두 48.6%의 설명력을 나타내었다. 그러므로 간호사의 조직몰입을 향상시키기 위해 소진을 낮추고, 직무만족도를 높이고, 밤번 횟수를 줄이는 것이 필요하다.