• 대한의용생체공학회:의공학회지
• /
• 제37권2호
• /
• pp.75-83
• /
• 2016

Nursing staffing is of major interest in hospital management, however, no practical method has been developed. The present study proposed a mathematical model based on the patient classification system for nursing staffing optimization. A few characteristic parameters possibly determined experimentally and/or empirically were introduced followed by systematic calculation of the required number of nurses. An essential concept of the model is the unit work load defined as the amount of nursing work performed on single patient per unit time, where the work load is defined as the number of nursing staffs multiplied by the working hours. The unit work load was considered to vary with the patient classification level as well as the working time during a day, both of which were represented by corresponding parameter values. The number of patients for each class and the number of working hours were multiplied to the unit work load, and added up to obtain the total required work load. As the next step, the averaged number of hours that a nurse could provide per day was formulated considering the degree of nursing practice experience into 3 levels. Finally, the appropriate number of nursing staffs was calculated as the total work load divided by the average working hours per nurse. The present technique has a great advantage that the number of nursing staffs to fulfill the required work load is systematically calculated once the characteristic parameters are appropriately determined, leading to instant and fast evaluation. A practical PC program was also developed to apply the present model to nursing practice.

• 간호행정학회지
• /
• 제17권1호
• /
• pp.115-126
• /
• 2011

Purpose: This study was done to identify differences in work environment, work stress, turnover intention and burnout and investigate the relationship among these variables in nurses in Korean Neonatal Intensive Care Units. Method: Participants were 242 nurses working in 13 general hospitals. Burnout was measured by the Maslach Burnout Inventory (MBI), work stress with the instrument by Gu & Kim (1994), and turnover intention with the scale by Kim & Lee (2001). Size of the NICU, nurse to patient ratio, and communication satisfaction were included in work environment. Data were analyzed using Pearson correlation coefficients and multiple regression analysis with SPSS WIN program. Results: The mean score for work stress in NICU nurses was 3.43 points, for burnout, 2.72 points, and for turnover intention, 4.64 points. Burnout and turnover intention level of participants were moderate-high. Work stress, communication dissatisfaction with physician, and clinical career accounted for 33% of variance in burnout. Significant differences were found between size of NICU and staffing related to environmental characteristics in turnover intention and burnout. Conclusions: Results indicate that effective communication with coworkers and institutional support for appropriate staffing according to number of beds will help to prevent work stress, burnout, and ultimately, nurses' resignations.

• 중환자간호학회지
• /
• 제10권3호
• /
• pp.9-18
• /
• 2017

Purpose : This study aimed to identify nurses' job satisfaction, patients' satisfaction, and direct nursing time according to the change in grade of nursing management fee. Methods : Descriptive design was used in this study. Nurses (n = 200) and patients (n = 200) were recruited from one university hospital in Busan. Four aspects were measured: direct nursing time, overtime, nurses' job satisfaction, and patients' satisfaction. Data were analyzed using descriptive statistics, ${\chi}^2-tests$, and t-tests. Results : There was a significant difference in patient satisfaction (t = -2.09, p = .038) and direct nursing time (t = -4.77, p < .001) when the nurse staffing grade was changed from the level two to the level one. Conclusion : The findings from this study showed that a higher nurse-to-patient ratio can provide a greater amount of direct nursing time for individual patients and increase patient satisfaction.

• 기본간호학회지
• /
• 제1권2호
• /
• pp.193-205
• /
• 1994

The Study was carried out for the purpose of investigating the degree of perception in nursing activities. The data of this study were collected by self-reported questionnaire composed of 5 point rating scale measure the ideal level and the performance level of nurses activity. For the analysis of the data, percentage, MANOVA and ANOVA were 231 nurses in 3 general hospitals in Taegu. Data was administrated from October 4 through 14, 1994. The results were as follow : 1. The average mean score for the ideal level was 4.19 with a maximum possible score 5points. The highest mean score was Infection Controll and the lowest mean score was nutrition The average mean score for the performance level was 3.75, the highest mean score was fluid and electrolyte, the lowest mean score was nutrition. In the desirable nursing pergormance, Education was found the highest response above charge nurse, Medication was found the highest response above General nurse, environment was found the highest response above aide. 2. In the analysis of the relationship between the ideal level and th performance level, significant defference was found in age, position, career, marital status, occupation satisfaction, Nursing unit, parent. 3. In the analysis of the relationship between the ideal level and the performance level and the general characteristics, significant difference was found in marital status in the ideal level of direct nursing care, significant difference was found in age, position, marital status, nursing unit in the ideal level of indirect nursing care, significant difference was found in age, position, career, marital status, occupation satisfaction, nursing unit in the performance level of direct nursing care. significant difference was found in age (25-29) and above 30 career(4-7 and 7), occupation satisfaction(good and moderate, good and poor) in scheffe test of the performance level of direct nursing care.

• 임상간호연구
• /
• 제23권2호
• /
• pp.131-141
• /
• 2017

Purpose: This study was to investigate the nationwide operational status of the professional medical support staffs (PMSS) who practice the expanded roles in the hospital setting. Methods: The data were obtained through survey from 36 hospitals with over 500 beds from 25th May to 12th July 2016. Data from 1,666 PMSS were analyzed. Results: Since the job titles varied, we classified them into 5 groups according to their roles; advanced practice nurse, clinical nurse expert, PA (physician assistant), coordinator, and others. There were differences in the operation status of PMSSs depending on the region, nurse staffing grade and number of hospital beds. Qualification criteria varied from hospital to hospital, and almost half of the hospitals didn't have any qualification standards for them. There were differences in age, educational level, clinical careers, rewards, and job satisfaction in 5 groups. Especially PA group had low salary, poorer working conditions, more difficulties in performing their work, and lower job satisfaction than other groups. Most PMSS (99.5%) were using a delegated prescription authority, however only 68.3% had job description and 19.9% had documented delegated role. Conclusion: Adequate training curriculum, documented delegated roles, and the protocols for legal protection and efficient medical services are needed.

• 한국간호교육학회지
• /
• 제23권3호
• /
• pp.252-267
• /
• 2017

Purpose: This study aimed to investigate clinical nurses' perception on nursing managerial competencies. Methods: This was a descriptive study. The data were collected from 198 nurse managers who had worked in six general hospitals using a self-reporting questionnaire. Data were analyzed by descriptive statistics, t-test, ANOVA, and Importance-Performance Analysis. Results: Only 32% of the participants had experienced nursing managerial competency training. The mean score for perceived performance of nursing managerial competency was lower than that for perceived importance. There were significant differences in perceived importance, performance, and importance-performance gaps among head, charge, and staff nurses. Importance-performance analysis showed that three of the 30 nursing managerial competencies require further development: staffing, human resources development and education, and nursing standard development competency. There were significant differences in importance-performance gaps according to age, career years in current hospital, work shift, position, nursing delivery system, and nursing managerial competency-education experience. Conclusion: A training program for developing and improving nursing managerial competencies which is focused on the gaps in importance and performance level is needed for clinical nurses. In addition, it should be considered to improve nursing work conditions such as nursing delivery system and formal appointment in order to increase the performance of nursing managerial competencies.

• Perspectives in Nursing Science
• /
• 제6권1호
• /
• pp.67-76
• /
• 2009

Recently, small and medium-sized hospitals which are located in rural areas have many difficulties in securing high quality nurses. That is because working environments for nurses in small and medium-sized hospitals in rural areas are poor compared with those of big hospitals in urban. As a result, the migration of nurses from small and medium-sized hospitals in rural areas to big hospitals in urban is continuously happening. In general, big hospitals provide nurses with high level of salary and fringe benefits. To prevent the migration of nurses, chief executive officers of small & medium hospitals in rural areas have been interested in improving nurses' working conditions including wages. Also, they have raised nurses' salary and improved working conditions. But, basically these individualized efforts have some limit. In connection with this, medical interest groups have produced various voices in terms of interpretation and solutions for these issues. However, from the future perspectives, it seems evident that two approaches for both manpower supply and demand plans of nurses are necessary. They should contain not only accurate estimation of the supply-demand of nursing manpower but also the improvement of working conditions and wages of nurses. Estimation of nursing manpower supply-demand depends on the standards and criteria being used. Supply and demand may be met or not in accordance with the points emphasized on the decision. In the articles, issues regarding nursing manpower, levels of salary, other working conditions and social support system for child care are discussed. According to Joe's report (2005), most health institutions did not meet the guidelines of nurse staffing in Medical Law. The wages of nurse vary on every hospital and there is a big difference in wages' range. The average starting salary for a nurse is 22 million won a year. In case of tertiary hospitals, it reaches up to 30 million won a year. Nurse as a profession should have a strong responsibility and should take care of the patients for 24 hours with three working shifts. Also, most of them are female who have the burden of child rearing. Therefore, it is suggested to increase the salary, to provide comfortable working conditions, and to have social support system for nurses with household affairs.

• 임상간호연구
• /
• 제29권1호
• /
• pp.107-120
• /
• 2023

Purpose: The purpose of this program is to develop an educational program to improve the nursing management competency of middle-level nursing managers. Methods: The program outline is based on the results of the Importance Performance Analysis (IPA) and Systematic Review (SR). Also performed the content validity accordingly. Results: The result of the concepts are derived from 6 competencies for planning process, 4 competencies for organizing process, 4 competencies for staffing process, 26 competencies for directing process, and 12 competencies for controlling process by integrating IPA and SR. This outline of the program was constructed according to the derived integrated concept and both content validity and structured outline were interpreted as valid. Conclusion: This suggests that middle-level managers need a systematic program and support to effectively lead the organization by recognizing the importance rather than performance.

• 대한간호학회지
• /
• 제21권3호
• /
• pp.383-395
• /
• 1991

This study was to investigated the factors influencing the decisions of nurses to resign. The purpose was to contribute information useful for the effective management of nurse staffing resources. The specific objectives were as follows : 1. To investigate the level of job satisfaction of nurses who resign. 2. To analyze the relationship of job expectations and the decisions to resign. 3. To investigate the major reason for nurses' resignations. 4. To identify the relationship of the general characteristics of the nurses and the factors influencing their decisions to resign. 5. To analyze the relationship of the intention to resign and the factors influencing the decisions to resign. The sample consisted of 90 nurses who worked at Y hospital in Seoul from march. 1987 to Feb. 1988 and who had resigned. The instruments used for this study were slavitt et al's Index of Work Satisfaction Scale and a job expectations scale developed by the researcher Analysis of data was done using frequency, t-test and ANOVA. The results of study were as follows : 1. There was no difference in the job satisfaction level of nurses who resigned compared with nurses in active service but the subcategory interaction score was lower and the subcategory salary score was higher than for nurses in active service. 2. Low job expectation scores influenced the decision to resign. 3. The major reason for resigning were personal problems such as marriage, childbirth, and relocation of family. 4. The length of employment and the number of different service areas of the nurses who resigned were associated with the job satisfaction level. 5. The nurses who had have an intention to resign while in active service had lower scores for job satisfaction and the job expectation score was a greater influence on the decision to resign. In conclusion, the factors influencing the decisions of nurse to resign were job satisfaction, job expectations and intention to resign while still in active service.

• 대한간호학회지
• /
• 제22권2호
• /
• pp.185-206
• /
• 1992

In this study nursing activities were examined to determine the nursing cost. A professional nursing group developed a tool for the investigation. 128 nursing activities were identified by the tool in 16 nursing care areas as referenced in the literature. Each activity was examined for four essential factors to define nursing cost ; time consumed for the care, level of professional skill, degree of independency and performer of the care. The activity was rated by a five point Likert scale. This investigation was conducted with the nursing staffing working in the 21 university hospitals in Korea and having more than four years experience especially in medical or surgical wards. The participating nursing staff were screened on the basic of the recommendation of the nursing director. The data were gathered from June 12th to August 12th, 1989. All the data were analyzed for mean, standard deviation, percent, and correlation coefficients between items. The results are summarized as follows : 1. Direct nursing care was classified into 16 large areas and 128 small activities. 2. No significant correlation was found between the study items of each activity. 3. Among 128 nursing activities, Those performed less than 50% of the time by a nurse were excluded from the nursing cost. Also excluded activities which were given less than 9 marks in all three items, time consumed, level of professional skill, and degree of independency. As a result, 83 activities in 14 nursing care areas were selected for the proposal to estimate nursing cost.