• 대한간호학회지
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• 제27권4호
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• pp.880-891
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• 1997

The purpose of this study was (1)to undertake a survey to identify the profile of inactive nurses, who account for 42.2% of the 130,000 RN(Registered Nurses) in Korea, (2)to identify factors related to the inactivation of these nurses, (3)to identify reasons behind the high turnover rate of nurses, and (4)to delineate measures for inactive nurses to participate in professional nursing activities so as to upgrade the quality of the health care delivery system in Korea. For these purposes, this study surveyed existing literature on the turnover of nurses and, used the nominal group technique of action research, to collect ideas from hospital/nurse administrators, inactive nurses, nurses on the job, graduate students in nursing, part-time nurses, patients, and their families to formulate strategies to mobilize inactive nurses. The findings are as follows : Frist, institutional supports should be provided to mobilize inactive nurses. To be more specific : (1) A data-base needs be created at the Korean Nurses Association to link inactive nurses with jobs available. (2) Retraining programs need be established to equip inactive nurses for new jobs. (3) Comprehensive information related to employment needs should be made available. Second, a conducive environment needs to be created to draw in inactive nurses to the job market. To be more specific : (1) A system of part-time work needs to be introduced in hospitals. (2) Nurse-specialists need to be promoted. (3) Potential jobs need to be created. (4) Working environment and terms and conditions for nurses need to be improved. (5) Competent nurses need to be secured in the health care delivery system. To achieve the goals presented above, this paper presented 55 specific strategies that may help mitigate the turnover rate of nurses and, in turn, help make the Korean Nurses Association effective in implementing its policies.

• 임상간호연구
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• 제17권1호
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• pp.1-15
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• 2011

Purpose: This study was to identify ethical dilemma, coping types, job satisfaction and turnover intention in order to examine nurses' ethical recognition. Methods: The subjects were 1,225 registered nurses who were working in 111 general hospitals with more than 300 beds in Korea. The data were collected from August 15 to September 15, 2010 by using the self-reported questionnaires. The data were analyzed by descriptive statistics, t-test, ANOVA, $Scheff\acute{e}$ test and Pearson's correlation coefficient, using the SPSS/WIN 17.0 program. Results: The mean score of the level of ethical dilemma was 0.69/1, and nursing practice area was the highest (M=0.75). The result showed that nurses experienced ethical dilemma in many cases in their practice. The mean score of the level of coping with ethical dilemma was 1.43/3. The score of the job satisfaction of the participants was 2.97/5, and that of the turnover intention was 2.94/5. The ethical dilemma demonstrated significant correlations with coping (r=.255, p<.001), turnover intention (r=.079, p=.005), and job satisfaction (r=-.212, p<.001). Conclusion: Nurses need to get education on reducing ethical conflict as well as training to develop strategies for effective coping with ethical dilemma in practice. Futhermore, it is necessary to take efforts as a whole to increase nurses' job satisfaction and to reduce their turnover intention.

• 임상간호연구
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• 제25권3호
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• pp.294-302
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• 2019

Purpose: The purpose of this study was to investigate the wage structure of hospital nurses in Korea and to analyze the factors that determine the level of nurses' wages. Methods: First, a mobile survey on nurses' wages was conducted with a total of 3,742 nurses working in hospitals. A literature review was also done. Second, a regression model was applied to analyze the determinants of nurses' wages. Results: The average monthly wage of 3,742 nurses based on the survey was KRW 3,588,000 and the standardized monthly income of 3,742 nurses was estimated to be KRW 3,364,000 as of the end of 2018. The results of regression analysis(R²=61.7%) showed that gender, nursing experience, designated night duty, ownership, and number of beds were statistically significant variables for nurses' wages at 1% significance level. The monthly wage of nurses working in total nursing care wards was not significantly different from those working in other wards at 5% significance level. Conclusion: The substantial difference in nurses' wages according to job career, hospital size, region, etc may result in the low proportion of nurses with more than three to five years of service experience and the high turnover of less-experienced workers. Consideration should be given to adjust the gap in wage level and a standard nurse wage system could be effective measures.

• Journal of the Korean Data and Information Science Society
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• 제27권3호
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• pp.791-801
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• 2016

본 연구는 유휴간호사의 재취업 의향에 영향을 미치는 요인을 규명하고자 실시하였다. 2013년 대한간호협회와 한국보건사회연구원에서 실시한 '병원간호사 이직(사직)에 대한 조사' 연구를 위한 설문조사 자료 중 최종 381명의 자료를 활용한 이차자료 분석 연구이다. 재취업 의향이 있는 경우는 70.9%로 나타났고, 이들 중 선호하는 근무형태로는 시간선택제 47.8%, 낮번전담제 43.3%, 3교대제 6.3% 이었다. 대상자의 사직의 주된 이유는 '노동 강도가 높아서' (18.8%), '밤근무가 힘들어서' (16.7%), '임금 수준이 낮아서' (15.9%), '출산 및 육아 보육' (15.9%), '직장내 인간관계의 어려움' (11.1%)이었다. 재취업 의향에 유의한 영향을 미치는 요인은 기혼, 최종 근무직장이 종합병원 또는 요양병원인 경우, 선호하는 근무형태가 3교대제인 경우가 각 기준집단에 비해 높은 것으로 나타났다. 또한 '간호직무 자체에 대한 불만족'의 사직이유인 경우로 나타났다. 이에 재취업을 활성화하기 위해 다양한 형태의 근무방식 적용과 노동강도를 고려한 인력 배치와 간호전문직 사명감을 높일 수 있는 교육 프로그램을 제안한다.