• 한국산학기술학회논문지
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• 제17권1호
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• pp.165-174
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• 2016

본 연구의 목적은 재활전문병원 간호사의 전문직 자아개념의 영향요인을 파악하기 위하여 시도된 설명적 상관관계 연구이다. B시에 소재한 3개, D시에 소재한 2개의 300병상 미만의 재활전문병원에서 근무하는 간호사 192명에 대한 자료를 2015년 5월 1일부터 5월 30일까지 수집하여 SPSS Win 18.0 프로그램을 이용하여 분석하였다. 연구 결과 전문직 자율성은 평균 3.03점, 자기효능감은 3.43점, 전문직 자아개념 3.25점으로 나타났으며, 전문직 자율성과 전문직 자아개념의 관계는 순상관관계를 보였으며, 자기효능감과 전문직 자아개념의 관계도 비교적 강한 순 상관관계를 나타냈다. 전문직 자아개념의 전체 설명력은 46.9%로 나타났고, 전문직 자아개념에 가장 큰 영향을 미치는 요인은 자기효능감 으로 33%의 설명력을 나타냈다. 따라서 이러한 결과를 바탕으로 재활전문병원 간호사의 자기효능감 향상을 통해 전문직 자아개념이 향상될 수 있도록 긍지와 자부심을 가질 수 있는 표준화된 전문교육 프로그램의 개발이 필요할 것이다.

• 디지털융복합연구
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• 제17권2호
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• pp.231-241
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• 2019

본 연구는 간호사의 전문직 자율성과 공감능력이 환자안전문화에 미치는 영향을 파악하기 위한 서술적 조사연구이다. 서울의 종합병원에서 일하는 191명의 간호사를 대상으로 구조화된 설문지를 이용하여 자료를 수집하였으며 SPSS/WIN 24.0 program을 이용하여 분석하였다. 환자안전문화는 전문직 자율성(r=.26, p<.001), 공감능력의 하위 영역인 관점 취하기(r=.30, p<.001), 공감적 관심(r=.27, p<.001)과 통계적으로 유의한 양의 상관관계가 있었다. 환자안전문화에 영향을 미치는 요인으로는 공감의 하위 영역인 관점 취하기(${\beta}=.27$, p<.001), 전문직 자율성(${\beta}=.20$, p=.004), 11년 이상의 총 임상 경력(${\beta}=.17$, p=.012)이었고, 세 개의 변수의 설명력은 15%였다. 본 연구의 결과는 환자안전문화 증진의 영향요인인 간호사의 전문직 자율성과 공감능력을 증진 시킬 수 있는 프로그램 개발의 기초자료로 활용할 수 있을 것이다. 아울러 향후 다양한 표본 집단에서의 반복연구를 제언한다.

• 간호행정학회지
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• 제23권2호
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• pp.151-160
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• 2017

Purpose: The aim of this study was to define the effects of relational bonds and professional authority in organizational commitment of Intensive Care Unit (ICU) nurses. Methods: A questionnaire was distributed to 200 ICU nurses working in 3 tertiary hospitals. The survey content included the Organizational Commitment Questionnaire (OCQ), Relational Bond Questionnaire (RBQ) and Schutzenhofer Professional Nurse Autonomy Scale (SPNA). Results: The score for OCQ was 2.59, for RBQ, 3.23, and for SPNA, 2.93. Organizational commitment was related to relational bonds (${\beta}=0.45$; p<.001; SE=0.08). These factors accounted for 21.6% of the variability in organizational commitment. Conclusion: Results indicate that ICU nurses' organizational commitment could be improved through increasing relational bonds and retaining experienced nurses which suggests a need to develop work systems designed to increase and maintain high relational bonds in ICU nurses.

• 중환자간호학회지
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• 제8권1호
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• pp.25-40
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• 2015

Purpose: The purpose of the study was to identify the frequency and importance of task performance and the perceived competence to perform of the emergency nurse practitioners (ENPs) certified in Korea. Method: This cross-sectional study was conducted with 41 ENPs certified by March 2012. The questionnaire to identify frequency, importance, autonomy, and perceived competence to perform 131 typical ENP task elements was developed on the basis of the standardized role of an ENP defined by the Korean Accreditation Board of Nursing Education. The data were analyzed using descriptive statistics. Results: The professional nursing practice showed the highest scores for performance frequency, task importance, autonomy, and perceived competence to perform as compared to other job categories. Clinical decision making was the most frequently performed duty. Data collection was the duty with highest levels of importance, autonomy, and perceived competence for the ENPs. However, the ENPs reported that research was the duty with the lowest levels of frequency, importance, autonomy, and perceived competence Conclusion: ENPs in Korea perform various tasks. In order to improve their position in the field, it is necessary to clarify their job description and enhance their competence to perform evidencebased professional nursing practices.

• 한국의료질향상학회지
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• 제4권2호
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• pp.210-221
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• 1997

Background : Willingness to satisfy patients(WSP) among nurses is essential to promoting patient satisfaction which is a critical component in the quality of health care and its outcomes. This study was carried out to empirically find out the affecting factors of WSP among nurses in hospital settings. Methods : The model contains seven job relating determinants and two intervening variables as follows: i) job relating variables of professional status, task requirements, pay, physician-nurse interaction, nurse-nurse interaction, organizational policies, and autonomy, ii) intervening variables of job satisfaction and organizational commitment. Data were collected from 205 nurses in two general hospitals owned by one foundation located in Pusan, Korea, using a structured and self-administered questionnaire. Results : The major results were as follows: First, the results of ANOVA on WPS by personal characteristics showed a statistically significant relationships between WPS and hierarchical orders(p<.01) ana tenure(p<.10). Comparing with the lower orders and shorter tenure, the higher orders and the longer tenure showed better WPS. Second, the results of simple correlation analysis between WPS and determinants and intervening variables showed the following variables, in order of importance, were statistically significant(p<.01): work satisfaction(+), organizational commitment(+), task requirements(+), nurse-interaction(+), professional status(+), physician-nurse interaction(+). Third, the results of path analysis showed that two intervening variables of job satisfaction and organizational commitment, and three determinants of task requirements, professional status, and nurse-nurse interaction had a positively significant direct effect to WPS. Conclusion : The results suggest that nurses who are more satisfied with task requirements, status, nurse-nurse interaction, overall job satisfaction, and organizational commitment, will behave in ways that patients find more satisfied.

• 지역사회간호학회지
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• 제5권2호
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• pp.130-146
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• 1994

Our medical care system is trying to diversify in order to meet the client's needs, and to adjust to a medical environment which is changing very rapidly. Because current nursing theory and practice focus on holistic care, health care management, education, and research, contrary to the traditional emphasis on only assisting a physician, more autonomy and specialization for the implementation of nursing are required. Considering these trends and actual needs, the category of clinical nurse specialist should be established as soon as possible. In order to develop strategies for implementing this new professional specialty, the authors conducted a field survey and literature review of the current system in Korea. As a result, various obstacles and constraints were discovered as follows : 1) There are few accredited educational programs for the training of CNS's. 2) Several hospitals already have staff designated as clinical nurse specialist (CNS) even though the term CNS is not yet standardized or adopted in nationwide. 3) The role of the CNS is not clearly understood by the medical societies, or even nursing societies. A nurse who works in specific nursing areas such as central supply, kidney dialysis, intensive care, coronary care, etc. for a long time, considers herself /himself a CNS. Based upon the above findings, the following alternatives are recommended. 1) The role of the CNS should be defined according to specified functions and authority : professional autonomy ; counselling and educating patients and their familes, nurses, and even other medical personnel ; research on improvement of nursing ; and management of the nursing environment including medical resources, information, and cases. 2) the qualification of CNS should be attained only by a nurse who has an RN license and clinical experience of more than 3 years in a specific nursing field: passes a qualifying examination; and contributes to the professional development of peers, colleagues, and others. A master's degree should only be optional, because of the insufficient of graduate programs which are well designed for the CNS. 3) The CNS should initially be a head nurse rather than line staff in order to deal with as wide an experience base as possible. 4) The nursing specialty could be divided into two areas such as a clinical field and a community field. The clinical field could then be categorized by the Styles' classification such as diseases and pathogenics, systems, ages, acuity, skills/techniques, and function/role ; the community field could be classified according to work site.

• 가정간호학회지
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• 제26권3호
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• pp.319-328
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• 2019

Purpose: The purpose of this study was to establish baseline data for the development of employment policies to improve the efficiency and stability of visiting healthcare services. It identifies factors affecting visiting nurses' intention-to-retention at healthcare centers in Seoul. Methods: This descriptive study investigated subjective health perception, job stress, professionalism, job satisfaction, and intention-to-retention of 269 nurses with more than one year of work experience as a visiting nurse. These factors were analyzed using t-tests, chi-square, partial correlation, and stepwise multiple regression. Results: The results indicate that satisfaction for professional status in job satisfaction, educational level, autonomy in professionalism, and visiting nursing career were significant factors that impacted the retention of visiting nurses. Conclusion: It is necessary to frame policies and provide support to enhance the satisfaction and autonomy for visiting nurse as a profession for the efficiency and stability of visiting healthcare services.

• 지역사회간호학회지
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• 제9권2호
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• pp.518-532
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• 1998

The purpose of this study is to investigate the professional self-concept and job satisfaction of clinical nurses. The subjects consisted of 569 nurses who work at a university hospital and 6 general hospitals in Daegu, Kyungpook and Kyungnam. The findings are as follows : The average item score of professional self concept was 2.68. The mean item scores of professional self-concept in each dimension were as follows: 2.77 for professional practice: 2.33 for satisfaction: 2.91 for communication. The average item score of job satisfaction was 2.79. The mean item scores of job satisfaction in each dimension were as follows: 3.39 for interaction : 3.27 for professional status; 3.19 for autonomy : 2.90 for doctor-nurse relationship: 2.57 for administration: 2.41 for task requirements: 2.16 for pay. The stronger a subject's professional self-concept, the stronger the job satisfaction. The relationship between general characteristics and professional self-concept shows a significant difference with regard to age, religion, marital status, period of nursing career, and position. The relationship between general characteristics and job satisfaction shows a significant difference with regard to age, religion, educational level, work setting, period of nursing career, position, and region. In conclusion, this study suggests that we need to develop a program for improving professional self-concept of clinical nurses through nursing education.

• 간호행정학회지
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• 제9권1호
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• pp.41-49
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• 2003

Purpose : This study was to illuminate the main characteristics and limits of the feminine ethics of care when it applies to the nursing ethics, and suggested sufficient conditions of care ethics in nursing in order to actualize the autonomy for nurses. Method : This study inquired the relationship between the ethical trait of caring in nursing and Gilligan & Noddings's moral theory as feminine ethics in relation to supporting the nursing ethics. In contrast to traditional moral theories based on universal principles, Gilligan's moral theory emphasized the conscious of the interpersonal relationship on the basis of the empathy and the responsibility for the other's need in contextual situations, and Noddings developed her ethics based on mothering as a model for the caring relation, the moral feature of which was characterized as reciprocity, receptiveness and responsiveness. Result : The feminine ethics of care came to support nursing ethics considering the nterpersonal relationship and responsibility. However, it did not show a possible ideal of nursing ethics because it has some difficulties in actualizing the nurse's individual and professional autonomy in the health care system. Conclusion : Therefore, in order that ethics of care can be an ideal and universal nursing ethics, it should be studied in proper direction, that is, toward actualization of the autonomy of the universal ethical self in relation to the concern and responsibility for the other.

• 한국간호교육학회지
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• 제15권1호
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• pp.72-80
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• 2009

Purpose: This study was designed to identify the prediction factors that influence nurses' organizational commitment. Method: The sample of this study consisted of 526 full-time nurses randomly picked at 19 general hospitals in Korea. The data was analyzed by computer using SPSS 15.0 for Pearson's correlation coefficient, and multiple regression analysis. Result: 1) According to general characteristics, nurses' organizational commitment levels among the sample were significantly different in age, religion, social status, marital status, clinical career, and department satisfaction. 2) Level of nurses' organizational commitment was average 2.70, job satisfaction 2.91, burnout 3.03, empowerment 3.36, autonomy 2.93, and self-efficacy 3.51. 3) Nurses' organizational commitment had significant positive correlations with job satisfaction, empowerment, self-regulation, social support, self-efficacy, clinical career, and personnel movement experience. On the other hand, it had significant negative correlations with occupational stress, burnout, and age. 4) The prediction factors which influence Nurses' organizational commitment were job satisfaction($\beta$=.405), burnout($\beta$=-.282), self-regulation($\beta$=.171), clinical career($\beta$=.135). These factors were approximately 49.6% reliable in explaining nurses' organizational commitment. Conclusion: These results can be used to develop hospitals' management strategies for increasing organizational commitment effectiveness and nursing productivity.