• Safety and Health at Work
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• 제1권2호
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• pp.134-139
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• 2010

Objectives: The lung cancer mortality in Korea has increased remarkably during the last 20 years, and has been the first leading cause of cancer-related deaths since 2000. The aim of the current study was to examine the time trends of occupational lung cancer and carcinogens exposure during the period 2006-2009 in South Korea, by assessing the proportion of occupational burden. Methods: We defined occupational lung cancer for surveillance, and developed a reporting protocol and reporting website for the surveillance of occupational lung cancer. The study patients were chosen from 9 participating university hospitals in the following 7 areas: Seoul, Incheon, Wonju, Daejeon, Daegu, Busan, and Gwangju. Results: The combined proportion of definite and probable occupational lung cancer among all lung cancers investigated in this study was 10.0%, 8.6%, 10.7%, and 15.8% in the years 2006 to 2009, respectively, with an average of 11.7% over the four-year study period. The main carcinogens were asbestos, crystalline silica, radon, polyaromatic hydrocarbons (PAHs), diesel exhaust particles, chromium, and nickel. Conclusion: We estimated that about 11.7% of the incident lung cancer was preventable. This reveals the potential to considerably reduce lung cancer by intervention in occupational fields.

• 가정간호학회지
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• 제27권3호
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• pp.250-258
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• 2020

Purpose: This study aimed to investigate the relationship between nursing work environment, patient safety culture, and patient safety nursing activities in hemodialysis units at primary care centers. Methods: In this cross-sectional descriptive study, 116 nurses working in hemodialysis units at 22 primary care centers were enrolled as participants. They were selected them by the convenience sampling method. Data were collected using structured questionnaires that included questions on general characteristics, nursing work environment, patient safety culture, and patient safety nursing activities. Results: The nursing work environment was relatively good; however, the patient safety culture and patient safety nursing activities were poor. A positive correlation was found between nursing work environment, patient safety culture, and patient safety nursing activities. Factors that affect patient safety culture were rated high in the order of nursing work environment and patient safety nursing activities, and factors affecting patient safety nursing activities were rated high in the order of patient safety culture and age. Conclusion: This study showed that the development of tailored patient safety training for nurses in hemodialysis units working in primary care and administrative support from those institutions are needed. In particular, strategies accounting for nurses' characteristics such as age are required to strengthen patient safety nursing activities.

• 한국융합학회논문지
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• 제13권5호
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• pp.373-379
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• 2022

본 연구는 종합병원 간호사를 대상으로 조직몰입, 간호근무환경, 감정노동이 이직의도에 미치는 영향의 정도를 파악하기 위한 서술적 연구이다. 자료수집은 구조화된 설문지를 통해 G광역시에 소재한 100~300병상 미만의 종합병원 간호사 129명을 대상으로 수집하였다. 자료수집 기간은 2020년도 8월 1일~20일까지였다. 연구 결과 조직몰입은 평점 3.19점, 간호근무환경은 평점 2.75점이었고, 감정노동은 평점 3.19점, 이직의도는 평점 3.16점이었다. 연구결과 간호업무성과에 영향을 주는 요인은 조직몰입과 감정노동이었고 설명력은 32.0%였다. 본 연구 결과는 종합병원 간호사의 이직 의도를 감소시키기 위한 중재 프로그램을 위한 기초자료로 활용될 수 있을 것이다.

• 보건교육건강증진학회지
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• 제30권5호
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• pp.125-138
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• 2013

Objectives: The purpose of this study is to analyze factors associated with depression among workers in South Korea by socio-economic factors, health behaviors, and working conditions. Methods: Study subjects include 4,251 adults (19 and older) who are currently working using the data from 2009 National Health and Nutrition Survey. Data were analyzed using frequency test, $X^2$ test, and multiple logistic regression. Results: Multiple logistic regression analysis showed that gender (OR=1.91, p<.001), age (OR=1.53, p=.030), marital status (31-39: OR=1.88, p=.029) were significantly related to depressing among socio-economic factors. Next, among health behaviors factors, perceived health status (Poor: OR=1.76, p=.049; Very poor: OR=3.46, p=.002) was statistically significant. Among characteristics of work environment, trust and respect (OR=1.34, p=.049) and working with hidden emotion (OR=1.88, p<.001) were significantly related to depression. Conclusions: In order to manage and reduce depression among workers, it is important to develop appropriate mental health promotion programs both in work places and in regulations.

• 대한정형도수물리치료학회지
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• 제30권1호
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• pp.43-50
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• 2024

Background: This study compared orthopedic physiotherapists from different working institutions regarding their health status and burnout syndrome to understand the work-related factors that affect health status and burnout syndrome Methods: This study was conducted from October 28 to November 13, 2022, focusing on physiotherapists working in medical institutions located in metropolitan areas, such as Seoul, Gyeonggi, and Incheon. A total of 591 questionnaires were analyzed. The questionnaire consisted of questions related to the basics of physical therapy, general matters, types of working institutions, health conditions, and burnout syndrome. Results: No significant difference was detected in health self-awareness status whether the working institution was a clinic, nursing hospital, hospital, oriental hospital, general hospital, or university hospital. Among the burnout factors, nursing hospitals showed the highest scores for retirement demands, work unfavorability, physical fatigue, mental fatigue, and reasons for work because of salary. By contrast, university hospitals showed the highest enthusiasm and other institutions showed the lowest enthusiasm for work. In particular, in terms of enthusiasm, scores were significantly more positive in university hospitals than in other institutions. Conclusion: A management plan for burnout for orthopedic manual physiotherapists working in nursing hospitals is needed, and future research will examine the health status of orthopedic manual physiotherapists and work that may affect burnout syndrome. An exploration of management measures, such as health promotion and burnout syndrome prevention, is needed that adds other items, such as differences in environment and differences in the number and disease severity of patients

• 한국간호교육학회지
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• 제29권4호
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• pp.339-351
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• 2023

Purpose: The purpose of this study is to identify the educational needs of virtual reality simulations that can be applied to novice nurses during the waiting period before starting work in a hospital. Methods: A convergent mixed methods was used. The survey data were collected from 230 novice nurses, and a focus group interview was conducted with 6 new nurses. The data were collected from November 2022 to January 2023. Descriptive statistics, a frequency analysis, independent t-test, and an Importance-Performance Analysis were performed using SPSS 24.0. Results: Appropriate topics for virtual reality simulation education were indicated to be medications and intravenous injections, which are high priority topics in quantitative and qualitative research. The novice nurses wanted group activity training three to four times a week for two weeks before beginning work in a hospital. They also wanted an immersive virtual reality system based on a real hospital environment. Conclusion: Based on the above results, this study provides basic data for the development of a virtual reality simulation education that can improve the adaptation of novice nurses to clinical practice. A strategy was suggested to utilize the waiting time before beginning work in a hospital as educational time.

• Journal of Preventive Medicine and Public Health
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• 제47권5호
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• pp.258-265
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• 2014

Objectives: To examine whether the nursing practice environment at the hospital-level affects the job satisfaction and turnover intention of hospital nurses. Methods: Among the 11 731 nurses who participated in the Korea Health and Medical Workers' Union's educational program, 5654 responded to our survey. Data from 3096 nurses working in 185 general inpatient wards at 60 hospitals were analyzed using multilevel logistic regression modeling. Results: Having a standardized nursing process (odds ratio [OR], 4.21; p<0.001), adequate nurse staffing (OR, 4.21; p<0.01), and good doctor-nurse relationship (OR, 4.15; p<0.01), which are hospital-level variables based on the Korean General Inpatients Unit Nursing Work Index (KGU-NWI), were significantly related to nurses' job satisfaction. However, no hospital-level variable from the KGU-NWI was significantly related to nurses' turnover intention. Conclusions: Favorable nursing practice environments are associated with job satisfaction among nurses. In particular, having a standardized nursing process, adequate nurse staffing, and good doctor-nurse relationship were found to positively influence nurses' job satisfaction. However, the nursing practice environment was not related to nurses' turnover intention.

• 동서간호학연구지
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• 제27권1호
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• pp.32-42
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• 2021

Purpose: The purpose of this study was to identify factors influencing nursing performance of clinical nurses. Methods: This was a descriptive study involving 172 nurses who worked for 6 months or longer at one general hospital in B City. The data analysis was conducted with t-test, ANOVA, Scheffé test, Pearson's correlation coefficients, and stepwise multiple regression. Results: Nursing performance of participants positively correlated with job stress (r=.16, p=.033). The factors affecting nursing performance were total clinical experience (β=.37 p<.001), salary (β=.19, p=.028), and job stress (β=.13, p=.045). These variables had a 27.2% variance to explain nursing performance. Conclusion: Based on these results, administrative and financial support are required for the development of a clinical career program, including the differentiation of salary systems of clinical nurses. There is also a need to develop and implement job stress management and coping programs.

• 대한임상검사과학회지
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• 제54권3호
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• pp.224-238
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• 2022

안과검안인력의 근무 환경 및 업무 범위에 대한 연구는 보고된 바 없다. 우리는 온라인 설문 조사를 이용하여 이러한 점들을 조사하였다. 또한, 연구 결과를 토대로 임상병리사 관점에서 대학-협회-학회에 정책 방안을 제안하고자 하였다. 대상자의 연령은 20대가 40.7%로 가장 많았고, 30대(28.4%), 40대(23.5%), 50대(7.4%) 순이었다. 대상자의 56.0%가 여성이었으며, 임상 경력은 1년 미만에서 15년 이상까지 고르게 분포되어 있었다. 안과검안인력의 업무 스트레스는 높았고, 직업병은 빈번하였으며, 업무 범위는 넓은 것으로 나타났다. 업무 스트레스를 줄이고 만족도를 높이기 위한 최적의 방안은 인력 확충이었다. 검사실 내 임상병리사가 선임 직종인 경우는 48%로 다른 직종에 비해 높았고, 검사실 내 직종 분포는 선임의 직종과 밀접한 관련이 있었다(P<0.001). 임상병리사는 약 30가지의 안과검사를 담당하고 있었다. 하루에 가장 많이 시행되는 검사는 굴절검사였으며, 색각경검사가 27분으로 가장 긴 소요시간을 보였다. 종합하면, 임상병리사는 매우 다양한 안과 검사를 수행한다. 검안에서 임상병리사의 중요성을 감안할 때 대학-협회-학회 차원의 다각적인 노력이 요구된다.

• 한국식품조리과학회지
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• 제32권6호
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• pp.745-753
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• 2016

Purpose: This study was conducted to provide basic data for human resources management of hospital foodservice employees by determining their job characteristics, job satisfaction, and organizational commitment according to recent hospital environment changes. Methods: Our survey was administered to 248 hospital foodservice employees in Busan area from September 1 to September 25, 2014. A total of 158 questionnaires were used for final analysis. Results: The mean score of job characteristics showed significantly difference by work experience (p<0.001), annual salary (p<0.01), and cooking certification (p<0.05). Job satisfaction had significantly difference by the age (p<0.05), annual salary (p<0.001), and turnover intention (p<0.001). Organizational commitment showed significantly (p<0.001) difference by age, work experience, and annual salary. There was positive correlation (p<0.001) between organizational commitment and job characteristics, job satisfaction. Organizational commitment had significantly positive correlation with skill variety (p<0.001), feedback (p<0.01), and task significance (p<0.001) of job characteristics, with work (p<0.001), pay (p<0.001), and co-workers (p<0.001) of job satisfaction. Job characteristics (${\beta}=0.249$, p<0.001) and job satisfaction (${\beta}=0.380$, p<0.001) had positive influences on the organizational commitment(p<0.001). In sub factors of job satisfaction, work (${\beta}=0.291$, p<0.001) and pay (${\beta}=0.252$, p<0.01) had positive influences on organizational commitment. Conclusion: To develop the organizational commitment, hospital managers need to reinforce responsibility and fulfillment by job enrichment and to consider increasing salaries to get a higher satisfaction from foodservice employees.