• 한국간호교육학회지
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• 제6권2호
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• pp.345-358
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• 2000

The purpose of this study is to investigate the effect of the preceptorship on nursing performance and job satisfaction of the preceptor. This study was as a one group pretest-posttest study. The subjects were 33 nurses who was selected as preceptors in 1998. This study was carried out from 16 April 1998 to 25 May 1998. Nursing performance was measured on a 6-D scale developed by Schwirian (1978) and job satisfaction was measured by a tool developed by Slavitt et al.(1978) and interpreted by Yoon (1990). The collected data were analyzed by paired t-test with SPSSWIN. The results were summarized as follows: 1. After the preceptorship, nursing performance of the preceptor increased significantly compared to before the preceptorship. All of the score of subscales was increased. 2. After the preceptorship, job satisfaction of the preceptor was increased slightly compared with before the preceptorship, but it was not statistically significant. The scores of the subscales increased in job status, interaction, autonomy, and organization. However, the score of the task requirement was decreased. Through the results of this study, increase in nursing performance, but only a slight increase in job satisfaction can be observed(not statistically significant). It seems that the content of preceptor program, the principle of adult learning, scientific problem solving, communication, feedback, and direct teaching experience affect the individual nursing performance of the preceptor. The preceptorship was useful with personnel development in terms of organization. To fully carry out the role of educating the preceptee, it is important to motivate the preceptor and to induce job satisfaction of the preceptor.

• 간호행정학회지
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• 제12권3호
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• pp.385-396
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• 2006

Purpose: This study was a literary investigation in the development of an effective team-raised and cultural nursing organization targeting operating room nurses. This was done by grasping organizational features, different types of nursing organizational culture and team effectiveness, and by analyzing the relationships among variables. Method: The participators were 373 nurses. The data was collected between March 10th and April 28th, 2004. SPSS Win 11.0 program was used for data analysis. Results: Results of this study were as follows: A nursing organization at operating rooms was found to have an organizational culture with the characteristic of a centralized power and hierarchy-oriented organizational culture. With respect to a relationship between operating room organizational characteristics and the types of nursing organizational culture, there was a significant correlation in relationship-oriented culture and innovation-oriented culture. In the relation between the types of operating room organizational culture and team-effectiveness, it showed a significant correlation in team-devotion, peer-groupsatisfactional perception of a team's outcome in decreasing order. Conclusion: The organizational characteristic at operating rooms was power centralization and the culture type was hierarchy-oriented. These are factors that have a negative effect on a team-effectiveness-affecting relationship-oriented culture, innovation-oriented culture and work-oriented culture.

• 간호행정학회지
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• 제7권1호
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• pp.41-51
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• 2001

Today's health care environment is rapidly changing and nurse administrators' leadership styles need to identify in nursing organization to achieve organizational objectives. By Bass(1985), transformational leadership stimulates the subordinates to be creative and achieve organizational objectives and is related to job satisfaction, job involvement, productivity, and organizational commitment. Transformational leadership process consists of charisma, intellectual stimulation, individual consideration. The purpose of this study is to identify the effect of transformational leadership and personal characteristics on nurses' organizational commitment. The subjects for this study consisted of 594 nurse from 8 University Hospitals and General Hospitals. The data were collected by personal characteristics scale, transformational leadership scale, and organizational commitment scale. The factor analysis, Cronbach's alpha analysis, Pearson correlation analysis, multiple regression analysis and hierarchical multiple regression analysis were used for the statistical method. The results of this study were found that (1) charisma dimension of transformational leadership has positive influence on nurses' organizational commitment; but another two dimensions(intellectual stimulation and individualized consideration) did not showed significant effect on organizational commitment (2) nurses' personal characteristic(internal locus of control) moderated the effect of transformational leadership on organizational commitment.

• 대한간호학회지
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• 제46권5호
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• pp.697-709
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• 2016

Purpose: This study was conducted to develop and test a structural model of evidence-based practice (EBP) implementation among clinical nurses. The model was based on Melnyk and Fineout-Overholt's Advancing Research and Clinical Practice through Close Collaboration model and Rogers' Diffusion of Innovations theory. Methods: Participants were 410 nurses recruited from ten different tertiary hospitals in Korea. A structured self-report questionnaire was used to assess EBP knowledge/skills, EBP beliefs, EBP attitudes, organizational culture & readiness for EBP, dimensions of a learning organization and organizational innovativeness. Collected data were analyzed using SPSS/WINdows 20.0 and AMOS 20.0 program. Results: The modified research model provided a reasonable fit to the data. Clinical nurses' EBP knowledge/skills, EBP beliefs, and the organizational culture & readiness for EBP had statistically significant positive effects on the implementation of EBP. The impact of EBP attitudes was not significant. The dimensions of the learning organization and organizational innovativeness showed statistically significant negative effects on EBP implementation. These variables explained 32.8% of the variance of EBP implementation among clinical nurses. Conclusion: The findings suggest that not only individual nurses' knowledge/skills of and beliefs about EBP but organizational EBP culture should be strengthened to promote clinical nurses' EBP implementation.

• 한국보건간호학회지
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• 제3권2호
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• pp.109-132
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• 1989

I studied the problems of the field practice of nursing student teacher for school nurse from March, 1986 to April, 1989 at several primary schools of Wonju City. The Significant problems on the field practice and the results of questionnaire research were summarized as follows: 1. Suggestion of educational goal(both physical and mental aspect rather than only physical aspect as concept of health and disease changes. 2. A need of change in educational organization of school nurse: unify the two educational organization (junior college of 3yrs and college of 4yrs) by raisin g junior college to regular college status of 4yrs_ 3. Experience of questionnaire research for health problem in field practice(such as questionnaire research for detection of the problem of emotion and physical and mental status and a case report of effective training method of teeth brushing in children). 4. The improvement of school facilities for better child health education by the educational practice in primary school. 5. The educational goals for new roles of school nurse: 1) Role in exact recognizing the school health problem. 2) Role in dealing with mental problem. 3) Role in organized activity. 6. Improvement of educational act for activating teachers' role.

• 간호행정학회지
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• 제16권4호
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• pp.507-516
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• 2010

Purpose: The purposes of this study were to understand the general hospital nurses' work stress, burn out and turnover intention and to identify the factors that influence on turnover intention. Methods: This study was conducted through a survey of 283 nurses having at least 6 months of work experience of 4 general hospitals in Seoul. Data were collected from September to October 2009. The data were analyzed using descriptive statistics, ANOVA, and stepwise multiple regression test with SPSS WIN 14.0. Results: The score for turnover intention was 3.57 out of 5. Turnover intention was significantly correlated with work stress, burn out, and working position. The factors influencing turnover intention were organizational system, depersonalization, physical environment, work position, and occupational climate. The predict variables accounted for 27.9% of turnover intention. Conclusion: The results of this study show that factors influencing turnover intention are organizational system, depersonalization, physical environment, work position, and organizational climate. Therefore, nursing managers should understand the organization's climate and establish a reasonable organization system to decrease turnover intention.

• 간호행정학회지
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• 제9권3호
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• pp.315-327
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• 2003

Purpose: The objective of this study was to explore the influence of empowerment on job satisfaction and organizational commitment. Method: The study has been conducted on 375 nurses working 6 general or university hospitals in Seoul, Korea. The data collected from April 1st to 30th, of the same month of the year 2003. For the survey tools are Chandler's CWEQ, Salvitts et al.'s(1978) Job satisfaction and Mowday et al's(1979) organizational commitment. The date analyzed by Pearson correlation coefficient, ANOVA, Scheffe test and multiple regression by SPSS win 10.0 program. Result: The mean of empowerment was 2.807 job satisfaction was 2.735 and organizational commitment was 4.095. The correlation between empowerment and job satisfaction was r=0.575(p=.000) empowerment and organizational commitment was r=0.533(p=.000) organizational commitment and job satisfaction was r=0.663 (p=.000). The influence of the empowerment on the job satisfaction was 33.0% and in case on the organizational commitment 28.4%. Conclusion: This study revealed that nurses empowerment, job satisfaction and organizational commitment were not so high, therefore each nursing organization has to concern about these points for acheiveing nursing organization's purposes.

• 간호행정학회지
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• 제6권3호
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• pp.421-429
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• 2000

Two nurses' assications were organized in Korea during Japanese colonial period One was Choseon Ganhoboohoi(朝餘看護續會, the Korean Nurses' Association)started in 1923 and the other was Choseon Ganhoboohoiphoi started in 1924. Two nursing associations were very different in their members and activities. Choseon Ganhoboohoi was organized and lead by Western missionary nurses in Korea and their Korean pupil nurses. The aim of Choseon Ganhoboohoi was to become a member of ICN. Choseon Ganhoboohoi united with the Western Graduate nurses' Association in Korea, tried to raise the standard of nursing education, and became a branch of Japan Imperial Nurses' Association. All was to become a member of ICN. It continued 15 years and was quite active. But after the half of 1930s Japan's ruling policy became more and more suppressive and western missionaries were expelled from Korea so it could not but discontinue it's activities. Choseon Ganhoboohoiphoi(朝鮮觸護續協會) was organized and lead by Korean nurses. The aim of it was to do the role of nurses by social activities. So it tried health education for the public, It continued only about 2 years, But the leaders of Choseon Ganhoboohoiphoi moved to women's liberation movement and Korean liberation movement and tried to solve the problems of colonized women. The organizations and activities of Choseon Ganhoboohoi and Choseon Ganhoboohoi were two trends to develop Korean nursing during Japaneses Colonial period. The former asked for international cognizance by the raise of nursing standard, and the latter asked for national cognizance by social activities. Although two nurses' associations were different in their ways but quite same in the aspect that both tried for the development of nursing in Korea. But the colonial situation prevented them from continuing their activities. This means that the colonial situation of national level influenced deeply on the development of nursing profession.

• 의료ㆍ복지 건축 : 한국의료복지건축학회 논문집
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• 제7권2호
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• pp.27-36
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• 2001

This study aims to provide space organization of the Postpartum Care Center and basic data for architectural planning in the reasonable size. Nurturing method of infants at independent Postpartum Care Center combines rooming-in and non rooming-in and space organization is planned accordingly. Types of the existing floor plans are classified as a type centered on maternity protection room, a type of the separate space for multipurpose, a near type to the infants' room. New types of plane are presented as follows a core type concentrate upon nurse room, the infants' room and the same environmental and balanced corridors between the both. When an average capacity of 20 at Postpartum Care Center is planned, proper suitable floor space of Postpartum Care Center is above $753.9m^2$ and $37.69m^2$ per postpartum woman is required. It is indicated that an average floor space per postpartum woman of the reviewed facilities is smaller than one of the Postpartum Care Center in a plan and plane distributed by function too lack in nursing space. Expansion of space for the Postpartum Care Center is generally required, also the enlargement of nursing space is necessary to be harmonized with the management of a medical facilities and those mutual cooperation.

• 한국융합학회논문지
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• 제13권2호
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• pp.331-340
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• 2022

본 연구는 중소병원 간호사의 간호전문직관, 간호조직문화 및 의사소통능력이 간호서비스 질에 미치는 영향요인을 확인하기 위한 서술적 조사연구이다. 연구대상은 G 광역시 300병상 미만 중소병원 간호사 166명이었으며, 자료수집은 2019년 8월 22일부터 8월 30일까지 진행하였다. 자료분석은 빈도와 백분율, ANOVA, t-test, Pearson correlation coefficient, Scheffe test, Stepwise multiple regression으로 분석하였다. 연구결과, 간호서비스 질에 영향요인은 간호전문직관(𝛽=.485, p<.001), 의사소통능력(𝛽=.354, p<.001), 위계지향조직문화(𝛽=.154, p<.01) 순이었다. 추정된 회귀모형의 적합도는 64.75(p<.001)의 F 통계량으로 유의하였으며, 54.6%의 설명력을 보였다. 본 연구결과를 토대로 간호서비스 질을 향상을 위한 방안을 모색하고 이를 위한 간호중재 프로그램을 개발하는데 기초자료로 유용하게 활용될 것으로 기대한다.