• 성인간호학회지
• /
• 제15권4호
• /
• pp.531-541
• /
• 2003

Purpose: The purpose of the study was to explore how hospital nurses decide to quit working as professional nurses using the grounded theory method. Method: The data was collected by individual in-depth interviews with 12 hospital nurses who recently resigned from work and it was analyzed using 'constant comparative analysis.' Result: The core category that emerged was "in search of new balance with self, work, and family". Three stages were identified: 1) "unconditionally accepting the working situation of itself," 2) "weighing advantages and disadvantages of working as a hospital nurse", and 3) "redesigning a future". Each stage contains three major strategies. The major strategies of the first stage are "maintaining a learning attitude", "enduring physical burnout," and "enduring unfair interpersonal relationships". The second stage contains "identifying advantages of working", "identifying disadvantages of working", and "comparing the advantages with the disadvantages". Lastly, the third stage includes "reassessing the aim of life", "beginning to construct an alternative life", and "deciding to quit working at a certain point". Conclusion: The results of the study will help nursing administrators in designing and implementing an effective turnover prevention program for nurses by understanding more deeply the process of turnover phenomenon among hospital nurses.

• 한국실내디자인학회논문집
• /
• 제8호
• /
• pp.44-57
• /
• 1996

Now interior designers have to meet this challenge by rising to the occasion and taking advantage of opportunities while strengthening their skills which have not kept pace with the increasing emphasis on design. furthermore, they are hampered by the lack of a general working design methodology. Interior designers in Korea have been slow to recognize the need for developing a specification methodology manual which could be adapted to meet varying requirements and modified to reflect designers experiences. The design process in Korean interior design often involves utilizing drawing document methods based on architectural prototypes rather than upon drawing methods developed by design firms as a result of work experience s and unique needs. However, these unique nees are nearly always limited by traditional working drawing methods. This has led to confusion and inaccuracies due to the lack of a single starndardized and universally acceptable working drawing methodology which is capable of reflecting the needs of all parties involved , partiality those of interior designers. This thesis is an attmepted to establish the necessity for developing a better working drawing methodogoy or technical mans of satisfying the information sorting and processing need s of interior design professionals, a five step suggestion for developing such a methodology follows. First, arrange pertinent design research information by means of a process which can be employed throughout the design process, from inception through to working drawing stage. The end result should be an interior architectural design process culminating in a pattern skillfully blending architecture, vision and product with environment . The design process should be manifested into a series of definable steps and yet sufficiently flexible and variable in order to provide the most apropos design solution. Secondly , motify the design methodology systematically according to site conditions and prevailing construction technology and manifest the design process in a booklet form so that it reflects a desired pattern. Thirdly, this methodology should incorporate a stand-ardized and functional process capable of being utilized to impact clear design concepts and objectives with preci-sion and efficiency in a manual form.

• 임상간호연구
• /
• 제16권2호
• /
• pp.57-67
• /
• 2010

Purpose: The purposes of this study were to compare the level of perception and to identify factors associated with perception on patient safety culture among health care providers working in an operating room(OR). Methods: A cross-sectional survey design was used. Data were collected conveniently from 154 RNs and 116 physicians working in a tertiary hospital in Seoul. Patient safety culture was measured using "The Hospital Survey on Patient Safety Culture" developed by the Agency for Healthcare Research and Quality (AHRQ). Descriptive statistics, t-test, ANOVA, and Spearman rank correlation coefficients were used for statistical analysis with the SPSS version 17.0. Results: The perception level of nurses and physicians on patient safety culture was "moderate" (3.14). Compared to physicians, nurses showed a significantly lower perception on the items of "teamwork within units" (t=-6.904, p<.001) and "overall perception of patient safety" (t=-4.327, p<.001), but had a higher perception about "frequency of events reported" (t=2.769, p=.006). The physicians' professional positions, years of working experience, age, and working hour per week were identified as factors associated with patient safety culture. Conclusion: Level of perception on patient safety culture may vary among health care providers working in the OR. The study finding suggests that a tailored education and training strategies should be considered to develop an effective safety culture for healthcare professionals working in OR.

• 한국초등과학교육학회지:초등과학교육
• /
• 제26권4호
• /
• pp.372-384
• /
• 2007

The purposes of this study was to analyze qualitatively changes in students' experience and perceptions in relation to studying science using portfolios and any resultant effects on the portfolio itself. Five fourth-grade elementary students from one small city participated in this study. Data was collected through interviews as well as through student portfolios containing the science content matter of two units over two weeks. Observational diaries recorded by a teacher were also used to test the reliability of data collection. All interviews with students were transcribed to develop a suitable network to categorize students' responses. Students' portfolios were analyzed in order to reveal their essential characteristics in combination with their teacher's observational diaries. The results were as follows. First, student perceptions of their portfolios were categorized into three different levels; superficial, extended, and moderate perceptions. The changes in perception could also be divided into three levels; consistent-superficial, unstable, and a progressive-extended pattern. Second, the experience of students with their portfolio were investigated in terms of the following; successfully completing the elements of the portfolio, development of evidence, interaction with peers, teachers, and parents, and the standards of evaluation used for the portfolios. Third, the perceptions and experience of working on the portfolio by students had a number of direct effects on the way in which students actually created and developed their portfolios. Finally, students with positive attitudes towards their portfolios actively participated in the portfolio experience and finally understood what it meant completely. However, students with negative attitudes regarding portfolio based work, did not leave the experience with any heightened awareness of the utility or indeed, purpose of portfolio based work.

• 대한간호학회지
• /
• 제47권1호
• /
• pp.98-109
• /
• 2017

Purpose: This aim of this phenomenological study was to describe and understand the experience of spiritual conflict in hospice nurses by identifying the meanings and structures of the experience. Methods: Participants were 12 nurses working for one year or more at hospice units of general hospitals in a metropolitan city and experiencing of spiritual conflict as hospice nurses. Over six months data were collected using individual in-depth interviews and analyzed with the method suggested by Colaizzi. Results: The experience of spiritual conflict in participants was organized into three categories, six theme-clusters, and 13 themes. The participants felt existential anxiety on death and a fear of death which is out of human control and skepticism for real facts of human beings facing death. They also experienced agitation of fundamental beliefs about life with agitation of the philosophy of life guiding themselves and mental distress due to fundamental questions that are difficult to answer. Also they had distress about poor spiritual care with guilty feelings from neglecting patients' spiritual needs and difficulties in spiritual care due to lack of practical competencies. Conclusion: Findings indicate the experience of spiritual conflict in hospice nurses is mainly associated with frequent experience of death in hospice patients. The experience of spiritual conflict consisted of existential anxiety, agitation of fundamental beliefs and distress over poor spiritual care. So, programs to help relieve anxiety, agitation and distress are necessary to prevent spiritual conflict and then spiritual burnout in hospice nurses.

• 한국콘텐츠학회논문지
• /
• 제21권10호
• /
• pp.78-89
• /
• 2021

본 연구는 순차분석을 적용하여 직업능력개발훈련교사의 입직경로를 파악하고자 한다. 입직경로를 구체적으로 파악함으로써 체계적인 입직 준비를 위한 지원 방안 마련에 시사점을 줄 것으로 여겨진다. 특히, 본 연구에서는 직업능력개발훈련교사의 입직경로 단계별 빈도 분석, 변환 확률 분석, 유의도 검사 및 변환 상태 도식을 통해 직업능력개발훈련교사의 입직 경로의 단계별 관계를 제시하였다. 분석을 위해 직업능력개발훈련교사 자격을 취득하고 민간직업훈련기관에서 근무하고 있는 훈련교사의 응답 자료를 활용하였다. 연구결과로는 첫째, 직업능력개발훈련교사 입직을 위한 과거 경험 빈도수를 살펴보면 일 경험, 교직 훈련, 강사 경험의 비중이 높게 나타났다. 둘째, 직업능력개발훈련교사 입직 경로 단계에서 일 경험, 교직 훈련, 강사 경험이 후행 단계로의 이동에 가장 큰 영향을 미쳤다. 셋째, 직업능력개발훈련교사 입직경로는 일 경험-강의 경험-교직 훈련 경로가 높게 나타났다. 결과를 통해 직업능력개발훈련교사의 체계적 입직 준비를 위한 방안을 제안하였다.

• 치위생과학회지
• /
• 제5권4호
• /
• pp.155-163
• /
• 2005

본 연구는 울산광역시 근무하는 치과위생사의 실무능력수준을 파악하고 그 관련요인을 규명하기위한 탐색적 연구이다. 연구의 대상은 울산광역시 치과 병, 의원에 근무하는 치과위생사이고 자료수집기간은 2005년 6월부터 7월까지 총 87부의 설문지를 배포하여 회수된 77부의 설문지를 최종분석에 사용하였다. 본 연구에서 실무능력은 장에 의해 개발된 실무능력에 관한 행동지표를 수정, 보완한 도구를 이용하여 측정하였으며 13개 영역의 실무능력을 4개의 실무능력군으로 구분하였다. 조사된 연구대상자의 일반적 특성과 총 실무능력간의 관련성은 SPSS 11.5 로 분석하여 다음과 같은 결과를 얻었다. 1. 연령에 따른 실무능력은 과학적 실무능력군과 심미적 실무능력군에서 연령이 높을수록 실무능력이 높아지는 것으로 통계적으로 유의성을 보였다. 2. 결혼여부에서는 미혼인경우가 기혼인경우보다 윤리적 실무능력군을 제외한 3개의 실무능력군에서 높게 나타났으며 통계적으로도 유의한 차이가 있었다. 3. 학력과 근무지에 따른 실무능력에서는 전문대졸이 대학 재학 이상보다 4개의 실무능력군에서 실무능력이 높게 나타났고 근무지에 따라서는 윤리적 실무능력군을 제외한 3개의 실무능력군에서 치과의원이 높게 나타났으나 별다른 유의한 차이는 볼 수 없었다. 4. 월 급여에 따른 실무능력은 월급여가 높을수록 과학적 실무능력군과 심미적 실무능력군에서 실무능력이 매우 높게 나타났으며 통계적으로도 유의성을 나타내었다. 5. 경력에 따른 실무능력은 경력이 높을수록 과학적 실무능력이 높게 나타난 반면 다른 3개의 실무능력군에서는 별다른 유의성이 없었다. 6. 같이 근무하는 구성원에 따른 실무능력을 살펴보면 치과위생사만 근무하는 경우보다 간호조무사와 같이 근무하는 경우 과학적 실무능력군에서 높은 실무능력을 보이는 것으로 나타나 통계적으로 유의성을 보였다.

• 한국산학기술학회논문지
• /
• 제19권6호
• /
• pp.240-251
• /
• 2018

본 연구는 요양병원 간호사의 도덕적 고뇌와 도덕적 민감성의 정도, 상관관계, 도덕적 고뇌에 영향을 미치는 요인 및 도덕적 고뇌의 경험상황을 파악하기 위해 시행되었다. 연구대상자는 G도에 소재한 6개의 요양병원에 근무하는 간호사 180명으로, 자료수집은 2016년 3월 21일부터 4월 8일까지 시행하였으며 SPSS win 23.0 프로그램을 이용하여 분석하였다. 대상자의 도덕적 고뇌정도는 평균 3.57점, 도덕적 민감성정도는 평균 4.82점이었으며, 도덕적 고뇌와 도덕적 민감성 간에는 유의한 정적 상관(r=.494, p<.001)이 있었다. 요양병원 간호사의 도덕적 고뇌에 영향을 주는 변인은 도덕적 민감성과 윤리적 딜레마 경험여부로 나타났다. 대상자의 도덕적 고뇌 상황 경험은 간호의 질이 보장되지 않은 부적절한 간호행위와 관련된 상황, 비윤리적인 인권문제와 관련된 상황, 부족한 간호 인력과 관련된 상황, 조직 및 국가 차원의 지원 부족과 관련된 상황 등에서 경험한 것으로 나타났다. 따라서 요양병원 간호사의 도덕적 고뇌를 감소시키기 위해서는 도덕적 민감성과 윤리적 문제해결능력을 함께 향상시킬 수 있는 중재방안이 마련될 필요가 있다.

• 한국산업보건학회지
• /
• 제15권3호
• /
• pp.232-238
• /
• 2005

There are growing needs for improving the general performances of the domestic working environment evaluation organizations. For this purpose, introduction of laboratory accreditation program has been suggested. This study was conducted as a part of this effort. With a questionnaire developed in accordance with the ISO/IEC 17025, the current status of industrial hygiene (IH) laboratories in terms of manpower, management and technical aspects. The results of this study were as follows: 1. The average working staffs' number of the working environment evaluation organizations was $6.8{\pm}3.3$ persons. In addition, 49% of all organizations are run by less than 5 persons. This suggests that manpower of Korean IH laboratories is very limited. 2. IH laboratories surveyed in this study obtained 53% of the points by the international standard. And there is significant correlation between the number of staffing and total scores (P<0.05). 3. The period of work experience is one of the most important factors to determine the working capability. The average year of work experience of the laboratories' directors was $13.5{\pm}5.3$ years. Directors with more wok experiences obtained higher scores on the questions that ask to prove the appropriateness of the research methodology (p<0.05). 4. As for academic qualifications of laboratory directors, 14% had Ph.D., 31% with Master's, 29% with Bachelor's, and 4% had Associate degree. There was significant correlation between the total scores and the general managers' academic background (p<0.05). The 27% of laboratory directors have majored in either industrial hygiene or health, 8% majored in medicine, another 8% majored environmental studies, and 6% majored in chemistry. 5. Only 14% of all IH laboratories surveyed employ directors with Certified Industrial Hygienist licence, 41% have general managers with Certified Associate Industrial Hygienist (Level 1) licence, and 45% of all laboratories either employ directors without relevant qualification or did not respond. When the laboratory manger holds relevant qualification, laboratory health and safety management was better (p<0.05). 6. When compared to the general international standard in terms of the management, and 55% in terms of technological level.

• Journal of Nutrition and Health
• /
• 제29권6호
• /
• pp.651-660
• /
• 1996

The purpose of this study was to examine and analyze the degrees and the influence factors of job satisfaction of dietitians working in hospitals in relation to performance of duty in their works and to provide effective management of hospital dietitians for high quality health and food service in hospital. The questionaire was prepared with reference to the previous studies on job satisfaction of dietitians working in hospitals throughout the nation. 201 dietitians in the country were surveyed. The period of research was from January 20 to February 28, 1995. The results are as follows. 1) In regard to the degree of job satisfaction of hospital dietitians, they showed the highest degree of job satisfaction in the relationships with fellow dietitians followed by worth and self-confidence, aptitude and interests, relationships with cooks, job stability, degree of recognition of the dietitians competence, supervision of the superiors, degree of application of professional knowledge, work load, wage level, degree of recognition of the importance of duty, cooperative relationships with load, wage level, degree of recognition of the importance of duty, cooperative relationships with doctors, degree of performance of clinical work, the number of dietitians, the prromotion system, and welfare system in that order. On the other hand, they showed the highest dissatisfaction with food service facilities. 2) The influence factors on job satisfaction are as follows. (1) Wage factor : Shorter weekday working hours and higher bonuses make greaster job satisfaction (R2=0.3115). (2) Working condition factor : Larger number of monthly holidays(R2=0.5142), shorter weekday working hours(R2=0.1077), longer previous food service experience and computer utilization (R2=0.1432) make greater job satisfaction. (3) Welfare factor : Welfare system (R2=0.4132) and promotion system (R2=0.1624) have to do with computer utilization. Job stability has to do with marital status and computer utilization (R2=0.1165). consequently, those married dietitians who use computers show higher job satisfaction. (4) Human relationship factor : Smaller mumber of patients receiving food makes greater job satisfaction (R2=0.1334). (5) Superivision factor : Shorter weekday working hours and larger number of monthly holidays make greater job satisfaction (R2=0.1709). (6) Achievement factor : Marriage, larger number of dietitians(R2=9.2293), age, larger number of monthly holiday, higher monthly wages and computer utiliazation (R2=0.1088) make greater job satisfaction. (7) Speciality factor : Marriage, longer current hospital tenure, higher position and working in seoul(R2=0.1142) make higher job satisfaction. (8) Job inclination factor : working in general hospitals rather than in oriental hispitals, working in seoul(R2=0.1776) and better bonuses(R2=0.1078)make greater job satisfaction. As a result, the following is suggested for the job satisfaction of hospital dietitions on the basis of this study : hospital dietitians can achieve miximum job satisfaction through smooth relationships with coworkers, and the responsible managers should improve welfare and working conditions for the job satisfaction of hospital dietitians.