• 간호행정학회지
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• 제9권1호
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• pp.63-73
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• 2003

Purpose : The purpose of this study is to analyze the comparison of organizational climate and job satisfaction of nurses between a secondary hospital and a tertiary hospital. Method : The subjects of this study were 50 nurses who were working in a secondary hospital and 50 working in a tertiary hospital. The data was collected by self-reporting questionnaires. The data were analysed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Pearson's correlation coefficient, regression analysis. Result : 1) There was no statistical significance of the difference of organizational climate between a secondary hospital and a tertiary hospital. However, there was a statistical significance of the difference of job satisfaction. 2) In the organizational climate, there was a significant difference by income in a secondary hospital, and by position in a tertiary center. 3) In the job satisfaction, there was significant differences by age, marriage, position, and duration of working in a secondary hospital, otherwise. there was no significant difference in a tertiary hospital. 4) There was significant positive correlation between organizational climate and job satisfaction. Organizational climate significantly affected job satisfaction. Conclusion : It is suggested that the nursing organizational effectiveness program should be developed with reflecting on organizational characteristics that the nurses perceived.

• 한국직업건강간호학회지
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• 제10권2호
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• pp.174-182
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• 2001

This study was performed to find out the differences between noise levels of hospital wards and the nurses efforts for noise management in some general hospitals. The hospital wards selected were the intensive care unit(ICU), the emergency room(ER), the nursery room(NR), the internal medicine(IM), the general surgery(GS) among the 5 general hospitals located in Seoul. The data were collected from August 3 to September 13, 1999 through questionnaire survey and noise measurement in each nursing station of hospital wards. Data analysis was done by SPSS 8.0 package among the 305 questionnaires and 24 hours monitored noise levels. Frequency, Chi-square and ANOVA test were used. The study results were as belows: 1. The noise level measured by 24 hours monitoring survey were exceeded on the standard limit in all the hospital wards. Data also showed that noise levels were significantly different in each ward among the three shifts working duties. 2. The subjects were all female nurses. They were mostly working in the ICU ward(28.9%). They were 26~30 years old (43.9%), junior college graduates(57.0%), working for 1~5 years(55.1%) as staff-nurse(85.6%). There were no significant differences between hospital wards and general characteristics of nurses. 3. The noise levels perceived by nurses were regarded as 'Highly noisy'(56.4%), especially during the 11:30 and 15:30 (30.2%) o'clock. Data also showed that noise education was not ever given to nurses(89.9%). Nurses also responded that they hardly put an effort to reduce noise level(54.8%). However, there were significant differences between wards and noisy working time, experience of noise education and level of effort for noise reduction. 4. Nurses also perceived the ventilator alarm and EKG-alarm as the most disturbing sounds in the ICU, human voice and telephone ringing in the ER, human voice and EKG-alarming in the NR, human voices and telephone ringing in IM and GS both wards respectively in order. There were significant differences between hospital wards and noise making factors. 5. Nurses were shown that they regarded highly 'Sound reduction of the human voice', 'Careful handling on medical instruments', and 'Immediate appliances on alarming materials' as the practical method for noise management. There were significant differences between hospital wards and behavioral practical efforts for noise management. According to that results, the statistical differences were shown in the 24 hour monitored noise levels in each ward. Also, nurses perceived the noise severity differently and they approached variously on the practical efforts for noise reduction in each ward. Thus, author thinks that concrete and systematic endeavor will be necessary for noise reduction and management in hospitals for better working and healing environment for both of patients and staffs.

• 한국노년학
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• 제39권4호
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• pp.903-920
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• 2019

본 연구는 요양병원 간호사의 간호행위 위임정도, 간호전문직관 및 이직의도를 파악하고 이들간의 관계를 확인함으로써 향후 간호행위 위임에 필요한 정책적 지침 및 절차에 관한 기초자료를 제공하고자 시도되었다. 본 연구는 서술적 조사연구로 구조화된 설문지를 이용하여 2개 광역도 소재 6개 요양병원의 간호사 146명을 대상으로 실시하였으며, 자료수집기간은 2016년 7월부터 8월까지이었다. 수집된 자료는 SPSS 22.0을 이용하여 기술통계, t-test, ANOVA, Pearson 상관분석을 실시하였다. 연구결과, 요양병원 간호사의 간호행위는 위임에 대한 명확한 지침이나 법적 절차가 없는 상태에서 7개 행위를 제외한 대부분의 간호행위가 간호보조인력에게 위임되고 있었다. 요양병원 간호사의 간호행위 위임정도와 간호전문직관, 이직의도와의 유의한 관련성은 없었으나 간호전문직관과 이직의도는 유의한 음의 상관관계를 보였다. 따라서, 요양병원 간호사의 이직의도를 낮추기 위해서는 개인적인 측면으로 긍정적인 간호전문직관을 확고히 하는 방안이 모색되어야 하며, 정책적인 측면에서는 요양병원의 적절한 간호인력배치 기준을 마련하여 간호행위 위임지침을 개발해야 한다.

• 한국병원경영학회지
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• 제8권2호
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• pp.5-23
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• 2003

To survive in the competitive environment, hospitals pay more attention to patient satisfaction than ever before. Nurses are the employee that have frequent interactions with patients in a hospital, and therefore, the effective management of nursing staff is crucial to maintain high level of patient satisfaction. Searching for a way to an effective human resource management in nursing, this study attempted to investigate the pre-dispositional factors of customer orientation of registered nurses in a hospital. The customer orientation concept is originated from marketing literature and defined as the attitude of employee that focus on establishing a long term relationship rather than short term gains in dealing with customers. The study hypothesized that the personal trait of individual and the perceived level of empowerment affect the level of customer orientation of nurses. We tested the hypothesis 10 a teaching hospital. Three-hundred seventy two nurses were surveyed and 235 responses were collected. Out of the 235 responses, 24 responses were discarded due to the incomplete answers to the questionnaire and 211 responses were analyzed. The data were analyzed using factor analysis and multiple regression analysis. The results showed that the enjoyment dimension of customer orientation was affected by the agreeableness, consciousness, and openness of personal traits and the need dimension of customer orientation was affected by the agreeableness and level of empowerment. Based on the results the research and nursing resources management implications were discussed.

• 간호행정학회지
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• 제7권2호
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• pp.349-359
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• 2001

This study was attempted to provide the basic data concerning development of stress management program for hospital nurses, and to focused on the analysis of job stress and social support according to the types of behavior pattern. The subjects were 296 staff nurses at a general hospital in Seoul. Data were collected with self-reported questionnaires and analyzed by SPSS-PC+ 8.0 win for descriptive analysis and ANOVA analysis. The results of this study indicated that; 1) The perceived job stress was negatively correlated with social support and was positively correlated with TABP. 2) The score of the perceived job stress was higher in TABP nurses than TBBP. The TABP nurses usually perceived more support from peers than from supervisors These results showed that the staff nurses who supported from supervisor felt less stress, and the score of the perceived job stress was higher in TABP nurses than in TBBP. So the differences in social support and job stress according to the types of behavior pattern must be considered significantly in development of the staff nurses' stress management program. Also it was needed to develop the strategies that TABP nurses was effectively supported by the supervisor.

• 동서간호학연구지
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• 제21권2호
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• pp.148-155
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• 2015

Purpose: This study examined image of nurses in relation to their job satisfaction perceived by hospital nurses. Methods: The subjects were 352 registered nurses working in two university hospitals and one general hospital. The data were collected from October 1 to October 30, 2012 using self-report questionnaires. The data were analyzed using the SPSS/WIN 18.0 program. Results: Mean scores for nurses' image and job satisfaction were $3.66{\pm}.44$ and $3.14{\pm}.33$. Significant positive correlation was found between image of nurses and job satisfaction perceived by hospital nurses(r=.515, p<.001). Conclusion: The result indicates that strategic plan for nursing practice is needed for improving nurses' image and job satisfaction perceived by nurses in hospitals.

• 한국콘텐츠학회논문지
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• 제13권6호
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• pp.438-449
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• 2013

본 연구는 병원에서 근무하는 간호사들을 대상으로 개인적, 조직적, 시스템 요인이 간호사들의 병원정보시스템 만족도에 미치는 영향을 분석하고 병원정보시스템 성과를 평가함으로써 사용자가 제공된 정보의 활용도를 높이고, 업무의 효율성과 시스템 만족에 보다 나은 방안을 제시하는데 목적이 있다. 위계적 회귀분석결과, 시스템 요인 중에서는 시스템품질, 정보품질, 서비스품질 요인이 병원정보시스템 성과인 사용자 만족도에 높은 영향을 주는 것으로 나타났다. 그러나 개인적인 요인인 컴퓨터 자기효능감, IT혁신성, IT활용능력은 유의한 영향을 미치지 않았으며, 조직적 요인에서의 최고경영층의 지원과 관리자의 관여도 역시 유의한 영향을 미치지 않는 것으로 나타났다.

• 간호행정학회지
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• 제15권4호
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• pp.563-570
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• 2009

Purpose: The purpose of this study was to develop specialized mentor program to improve adaptation for new nurses of intensive care unit and to identify the effect of the program on early resignation rate. Methods: The study adopted nonequivalent control group, non synchronized design. Based on the identification of problems and the needs of new nurses, a 6 month specialized mentor program was developed. The program was consisted of three parts; developing knowledge, improving interpersonal relationship and increasing coping competency for emergency situation. Data were collected between July 2006 and 2008 from 37 nurses and the early resignation rate was compared before and after the implementation of the mentoring program. Results: Early resignation rate of the nurses who received the mentor program was significantly lower than that of the nurses who didn't. The resignation rate within 1 year dropped from 44.5% to 8.3%(p=.034). Conclusions: The specialized six month mentoring program was effective in reducing early resignation rate.

• 중환자간호학회지
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• 제11권1호
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• pp.35-45
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• 2018

Purpose : Nurses' knowledge regarding advance directives may affect their administration of and confidence towards end of life care. This study aimed to describe the relationships of knowledge, confidence, and learning needs with advance directives among hospital nurses. Method : This cross-sectional study was performed at a tertiary university hospital in Seoul between September 25 and October 14, 2017. Convenience sampling was used to recruit nurses who provided bedside care and had at least 1 year of clinical experience. We used a validated self-report questionnaire. Results : The mean score of knowledge, confidence and learning needs were $5.00{\pm}1.73$, $29.81{\pm}7.52$, and $64.54{\pm}8.48$ respectively. Hospital nurses' knowledge, confidence and learning needs were significantly different according to age, job position, educational level and perceived advance directives. Knowledge regarding advance directives was significantly associated with confidence (r = .27, p < .001) and learning needs (r = .16, p = .005). Conclusion : Knowledge regarding advance directives was relatively low compared to the findings of previous studies. Therefore, nurses should be knowledgeable and encouraged to initiate advance directives. It is necessary to develop a standardized educational program regarding advance directives based on Korean cultures.

• 지역사회간호학회지
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• 제14권2호
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• pp.211-222
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• 2003

Purposes: The purposes of this descriptive correlational study were to assess knowledge and attitude toward smoking and smoking cessation counseling activity among nurses in a community, and to identify predictors of their smoking cessation counseling activity. Method: Nurses employed by institutions such as university hospital, hospital, clinic, and health department in a community were surveyed using a structured questionnaire. Of the nurses invited to participate in this study, 760 (88.5%) responded with completed questionnaires. Results: Nurses had relatively positive attitude toward their roles and responsibilities about smoking cessation counseling activity. However, smoking cessation counseling activity was not a routine part of their nursing practice. Moreover, the level of engagement with smoking cessation counseling activity was significantly different by working place. Nurses who were working at the university hospital, hospital, and health department were more actively engaged with smoking cessation counseling activity than nurses who were working at the clinic. Smoking cessation counseling activity was significantly correlated with knowledge of smoking. attitudes toward smoking-related issues, and self-efficacy for smoking cessation counseling activity. In the final stepwise multiple regression, smoking cessation activity was predicted by the nurses' working place, attitudes toward smoking-related issues, and self-efficacy for counseling knowledge and skills. Conclusion: In conclusion, nurses need to participate routinely and actively in smoking cessation counseling activity. To help nurses counsel and intervene patients regarding smoking cessation more effectively, it is essential to integrate educational information on smoking cessation intervention into curriculums of nursing schools as well as to offer smoking cessation intervention as a continuing education program available for currently practicing nurses.