• 대한병원협회지
• /
• 제13권12호통권120호
• /
• pp.38-43
• /
• 1984

• 임상간호연구
• /
• 제23권3호
• /
• pp.376-387
• /
• 2017

Purpose: This study was to systematically review the contents and effects of nurse-led transitional care programs for discharged patients from hospital to home. Methods: Randomized controlled trials published between 2005 and 2015 were searched in Pubmed, Embase, Cochrane(Central Register of Controlled Trials) and CINAHL. Data were analyzed using Cochrane Review Manager(Revman) software 5.3. Results: Nine studies were selected and analyzed. Patient assessment, education and discharge planning were included in pre-discharge phase. Referring, communication and care planning were performed by nurses in transition phase. Home and phone visits, monitoring and multidisciplinary advices were included in post-discharge phase. Various outcome measures such as hospital utilization(30 days readmission and emergency department visit), quality of life, and cost were used to identify effectiveness of nurse-led transitional care programs. 30 days readmission(OR=.73, 95% CI 0.54, 0.98; p=.03) and emergency department visit(OR=.67, 95% CI 0.50, 0.88; p=.005) were statistically significant in meta-analysis. However, participant blinding was not done in seven studies which put at the risk of performance bias. Conclusion: The results indicated that nurse-led transitional care program is effective in reducing unnecessary hospital utilization. Nevertheless, small sample size and risk at performance bias are the limitation of this study. Thus, we suggest that well-designed randomized controlled trials need to be conducted.

• 한국보건간호학회지
• /
• 제28권1호
• /
• pp.114-126
• /
• 2014

Purpose: The purpose of this study was to determine the accuracy and satisfaction with IVIC300 (Intravenous infusion controller). Method: The subjects consisted of 90 nurses and 100 patients. Data collected during July 2013 were analyzed using descriptive statistics, t-test, ANOVA, and $X^2$-test (Chi-Square). Result: The error value of IVIC300 was less than that of Dosi-flow. Differences of error values according to variable of fluid infusion (needle's gauge, patient's moving, patient's calls, and nurse's arabitary calls) were not significant. The mean scores for satisfaction with IVIC300 of nurses ($3.67{\pm}.76$), patients ($3.75{\pm}.63$) were above average. Satisfaction with IVIC300 of nurses differed significantly according to age, work unit, and clinical career. Satisfaction with IVIC300 of patients was not significantly different according to general characteristics. Conclusion: These findings indicate that it is proven the accuracy of IVIC300, and is considered individual characteristics in use IVIC300.

• 한국의류학회지
• /
• 제26권1호
• /
• pp.168-178
• /
• 2002

This study is aimed at investigating and comparing the differences in the uniform of nurses according to regions and hospital size in Korea. This study takes two large regions as its survey area; one is Seoul, Incheon and Gyeonggi Province, and the other is Daejon and Chungcheong Province. The hospital size is divided into general hospitals and neighborhood hospitals. The survey was conducted among the nurses working in 12 randomly-selected hospitals and its statistical results are analysed firm 818 respondents'questionnaires. The results are divided into 3 categories as follows; 1) Results of analysis of survey on the uniform of nurses : Nurses usually wear two-piece suits and more than half of the hospitals choose a white-color pattern. And the nurse's uniform with color varying according to their position and ward is considered to be desirable; 2) Analysis on regional differences : In the case of Daejon and Chungcheong Province, there is a relatively high ratio of respondents who answered questions with 'high percentage of young nurses', 'position differentiation by means of different design and fabric according to ward'. In case of Seoul, Incheon and Gyeonggi Province, questions with 'use of a patterned textile in nurses'uniform', 'ready-made size system'are higher; 3) Analysis of the differences in accordance with hospital size : In the case of general hospitals, there is relatively a high ratio of respondents who answered questions with 'use of different design and fabric according to a nurse's position', 'use of patterns in nurses'uniform'. In the case of neighborhood hospitals, there is a high ratio of respondents with'use of classical one-piece or two-piece type wear', 'ready-made type size system', 'obligatory use off nurse's cap'.

• Asian Pacific Journal of Cancer Prevention
• /
• 제17권1호
• /
• pp.165-170
• /
• 2016

Background: Nurses are the most visible, frontline personnel providing health education to patients. In particular, nurse experience with Pap examinations have the potential to influence women's attitudes toward screening for cervical cancer. However, nurses in Taiwan have lower rates of Pap testing than the general population. Understanding the factors predicting nurse intent to have a Pap exam and Pap exam status would inform interventions and policies to increase their Pap exam uptake. Therefore, the present study was undertaken. Materials and Methods: Data were collected by questionnaire from a convenient sample of 504 nurses at a regional hospital in central Taiwan between August and October 2011 and analyzed by descriptive statistics, confirmatory factor analysis, and logistic regression. Results: Nurse intention to have a Pap exam was predicted by younger age, less negative attitudes toward Pap exams, and greater influence of others recommendations. However, nurses were more likely to actually have had a Pap exam if they were older, married, had sexual experience, and had a high intention to have a Pap exam. Conclusions: Nurses who are younger than 34 years old, unmarried, sexually inexperienced, and with low intention to have a Pap exam should be targeted with interventions to educate them not only about the importance of Pap exams in detecting cervical cancer, but also about strategies to decrease pain and embarrassment during exams. Nurses with less negative attitudes and experiences related to Pap exams would serve as role models to persuade women to have Pap exams, thus increasing the uptake rate of Pap exams in Taiwan.

• 가정간호학회지
• /
• 제23권2호
• /
• pp.195-205
• /
• 2016

Purpose: The aims of this study were to describe the levels of personal coping resources, perceived organizational supports, and job stress, and to examine factors that affect job stress in hospital-based home care nurse practitioners. Methods: A cross-sectional survey was conducted. Data were collected from 170 subjects with a structured questionnaire from April to July, 2016 and analyzed using descriptive statistics, t-tests, One-way ANOVA, Pearson's correlation, and multiple regressions. Results: The means for personal coping resources, perceived organizational supports, and job stress were $3.7{\pm}0.43$, $3.4{\pm}0.55$, and $3.4{\pm}0.55$ out of 5, respectively. Personal coping resources and perceived organizational supports were significantly correlated. However, both had no associations with job stress. In the multiple regression analysis, the experiences of home care nursing and hospital location were found to be predictors of job stress. Both personal coping resources and perceived organizational supports were not statistically significant predictors of job stress. Conclusions: It is necessary to carry out organization-based educational programs and support systems aimed at enhancing personal abilities to cope with stress at work. Additionally, further studies are needed to identify other hospital-related characteristics that can lead to job stress in home care nurse practitioners.

• 보건의료산업학회지
• /
• 제7권4호
• /
• pp.131-141
• /
• 2013

The purpose of this study was to investigate the long-term care hospital nurse's recognition and performance level of hospital infection control. The subjects of the study were 147 long-term care hospital nurses. The period of data collection was from April 1 to 30, 2013. The data were analyzed by SPSS 19.0 program. The result are as followed; First, the total average scores of the recognition and performance by long-term care hospital nurses of hospital infection control were $4.64{\pm}0.32$ and $4.21{\pm}0.23$. Second, recognition of hospital infection control was significantly different according to position and hospital infection control education experience. Performance of hospital infection control was significantly different according to education level and hospital infection control education experience. Third, there was a positive correlation between the degree of recognition and performance of hospital infection control. Therefore, it is suggested to apply the concrete education program to enhance the recognition in order to improve the performance of hospital infection control of the Long-term hospital nurses.

• 대한간호
• /
• 제37권3호
• /
• pp.41-51
• /
• 1998

• 간호행정학회지
• /
• 제11권2호
• /
• pp.129-145
• /
• 2005

Purpose: This research was, by investigating the relations between the cultural types of a nursing organization in military hospital and performance, to ascertain the cultural types to be able to improve performance. Method: The date were gathered from 255 nurse officers who were in 19 military hospitals by using the self-report type of questionnaire. The period of data collection was from April 20, 2003 to July 15, 2003. For this research, the following tools were used: the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment. For data analysis the SPSS Win 12.0 program was used. Result: 1) Most of the cultural types of a nursing organization in military hospital is Relation-oriented. 2) In the relation between general the characteristics of subject and the organizational cultural type, there was a difference in the innovation-oriented, relation-oriented, hierarchy-oriented, and task-oriented culture according to nurse officers careers, hospital types, year in hospital, marital status, and unit(p<0.05). 3) In the relation between general characteristics of subject and organizational performance, there was a difference in the job satisfaction, affective commitment, transactional commitment, and normative commitment according to nurse officers careers, education, madrigal status and unit(p<0.05). 4) In the relationship between the of a military hospital were correlated with the type of each culture(p=0.00), 5) In the relation between the organizational culture type of military hospital and its performance, there was a positive correlation among job satisfaction and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with job satisfaction(p<0.05). There was a positive correlation among affective commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with affective commitment(p<0.05). There was no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture. The types to have an influence upon nurse officers' job satisfaction were relation-oriented culture and innovation-oriented culture(p=0.00). And relation-oriented culture and innovation-oriented culture were major variances for affective commitment and only relation-oriented culture was influential variance for normative commitment(p=0.00). Conclusion: The organizational culture type was found which had an influence upon nurse officers' job satisfaction and organizational commitment. These result are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• 대한간호학회지
• /
• 제15권1호
• /
• pp.44-51
• /
• 1985

The purpose of this study was to investigate the role conflict of head nurse； to identify the degree of the role conflict, the sources of the conflict, and the relation between the degree of the conflict and the general characteristics of head nurse. During the period from July 23, 1984 to August 4, 1984, data were collected from 109 head nurses working in 7 general hospitals in seoul. The results of this study were: 1. The degree of the role conflict of head nurse was moderate. But among the three areas in performing head nurse's role, the degree of role conflict as a operational manager was slightly serious. 2. In the various sources of the role conflict of head nurse, the main sources were the shoratage of personnel (20.7%), lack of equipment (19.3%), and lack of time. (17.6%). 3. In comparison of the degree of role conflict of head nurse, there is no significant difference in the general characteristics of head nurse. But the role conflict of head nurse as a operational manager, there is a significant difference in hospital types in which the head nurse were working. (p <0.01). And as a operational manager, there is a significant difference of role conflict in educational levels. (p <0.01).