• 한국산학기술학회논문지
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• 제18권4호
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• pp.317-324
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• 2017

본 연구는 신규간호사의 간호근무환경과 현실충격과의 관계에서 사회적 지지 및 자기효능감의 효과를 규명하여 신규간호사가 경험하는 현실충격을 감소시키기 위한 대안을 마련하고자 시행되었다. 연구기간은 2015년 6월 15일부터 2015년 8월 31일까지였으며, 연구대상은 일 지역 소재 3개의 종합병원과 2개의 대학병원에서 근무하는 1년 미만의 신규간호사를 대상으로 편의추출 방식으로 수집하였으며 260명을 표본으로 하였다. 자료는 기술적 통계, 단순회귀분석, 조절 회귀분석으로 분석하였다. 연구결과는 대상자의 간호근무환경은 평균 $3.06{\pm}.313$점, 현실충격은 평균 $2.73{\pm}.401$점, 사회적 지지는 평균 $3.90{\pm}.623$점 그리고 자기효능감은 평균 $3.73{\pm}.519$점이었다. 현실충격에 대해 사회적 지지(F=16.744, p<.001) 및 자기효능감(F=40.616, p<.001)은 직접효과가 있는 것으로 검증되었다. 또한, 간호근무환경과 현실충격과의 관계에서 사회적 지지(F=7.743, p<.001) 및 자기효능감(F=14.676, p<.001)이 현실충격에 대해 조절효과가 있는 것으로 검증되었다. 따라서 신규간호사가 간호근무환경에서 경험하는 현실충격을 감소시켜 줄 것으로 기대되는 사회적 지지 및 자기효능감을 향상시키기 위한 프리셉터 교육의 표준화 및 맞춤형 멘토 프로그램 등의 프로그램 개발과 자기효능감을 높일 수 있는 프로그램 운영을 제언하는 바이다.

• 산업융합연구
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• 제22권3호
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• pp.67-78
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• 2024

본 연구는 임상간호사의 긍정심리자본, 잡 크래프팅과 간호근무환경이 직무만족에 미치는 요인을 확인하여 직무만족을 높이는 방안을 마련하는 데 필요한 기초자료를 제공하는데 목적이 있다. 자료 수집은 J도에 소재한 3개 종합병원 임상간호사 208명을 대상으로 2023년 3월 15일부터 3월 30일까지 온라인으로 실시하였다. 자료 분석은 SPSS/WIN 26.0 프로그램을 사용하여 위계적 회귀분석을 실시하였다. 연구결과 대상자의 직무만족에 미치는 영향 요인으로 결혼상태, 교육 수준, 보수 만족도, 업무량, 임상 경력, 긍정심리자본, 잡 크래프팅, 간호근무환경이 확인되었다. 위계적 회귀분석 결과 간호근무환경(𝛽=.37, p<.001), 잡 크래프팅(𝛽=.35, p<.001), 긍정심리자본(𝛽=.33, p<.001), 교육수준(𝛽=.09, p=.014)과 보수 만족도(𝛽=.09, p=.015) 순으로 직무만족 영향요인으로 확인되었으며, 최종 모형에 대한 설명력은 78%이었다. 본 연구결과를 바탕으로 임상간호사의 직무만족을 높이기 위해 긍정심리자본, 잡 크래프팅, 간호근무환경을 향상하기 위한 다양한 중재 및 관리 프로그램이 필요할 것으로 보인다.

• 한국직업건강간호학회지
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• 제18권1호
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• pp.71-83
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• 2009

Objective: This study was conducted to compare health conditions and problems, health promoting behavior, and risky environment of industrial workers. Methods: The subjects of this study were 1,075 workers in 40 factories, located in Daegu, Korea. Survey data were collected from April 17th, 2006 to April 28th, 2006. CMI (Cornell Medical Index) Health Checklist was used to assess the health problems, Health Rating Scale for health status, HPLP II for health promoting behavior, and environmental risk assessment tool for risky environment. The data were analyzed by One-way ANOVA and Pearson Correlation Coefficient using SPSS 12.0 for windows. Results: The results indicated a significant difference in health problems (F=4.70, p=.000), health conditions (F=2.47, p=.022), health promoting behavior (F=5.67, p=.000), and risky environment (F=14.75, p=.000) among these industrial workers. Conclusion: The results of this study suggest that there is a need to develop customized health care programs for each company to provide differentiated health care to different types of work places. Further studies are required to assess differences in work environment among different types of work places for measures to reduce harmful factors to the environment.

• 한국간호교육학회지
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• 제22권3호
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• pp.304-315
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• 2016

Purpose: The purpose of this study was to explore the relationships of critical thinking disposition (CT), nursing work environment (NWE), and clinical decision making ability among nurses. Methods: A cross-sectional, descriptive study design was conducted on 192 nurses who had worked for more than six months in five general hospitals. A self-reported questionnaire was used to collect data, which included demographics, CT, NWE, and clinical decision making ability. Results: The mean score of CT was 3.5. The highest score was on the objectivity of CT and the lowest on systematicity. The mean score of NWE was 2.3. The highest score was on the collegial nurse-physician relations of NWE and the lowest on the staffing and resource adequacy. The mean score of clinical decision making ability was 3.3. In hierarchical multiple regression, affecting factors on clinical decision making ability were CT and NWE. Conclusion: The findings showed that clinical decision making ability is associated with CT and NWE. To improve clinical decision making ability, it is important to improve CT. In addition, it should be considered to improve NWE where the nurses can make a decision with their job through critical thinking.

• 대한간호학회지
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• 제28권2호
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• pp.431-440
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• 1998

The purposes of this study were to determine the factors that influence job satisfaction for ICU nurses and to analyze group differences in job satisfaction based on the nurses' preference and perception of the work environment with an enhanced professional role. A total of 231 nurses who had been working in Intensive Care Units at least for 6 months at selected university hospitals participated in the study while head nurses or those with administrative positions were excluded. The study participants had an average of 33 months of clinical experience with an age range of 23 to 40 years. The data were analyzed by utilizing SPSSWIN and the results are as follows. 1) Hierarchical multiple regression analysis showed that work characteristics defined by Job characteristics theory and nurses' preference / perception of ideal work environment together explained 33% of variance in job satisfaction. Skill variety, task identity and autonomy as well as individual perception of work environment were significant variables for explaining job satisfaction. Job satisfaction was not significantly related to age, marital status, education, and clinical experience. 2) The groups classified by nurses' preference and perception of work environment were significantly different in their job satisfaction. Nurses with high preference and high perception showed significantly higher general and specific job satisfaction than other nurses. The nurses who showed high preference but perceived their work environment as not reflecting ideal job characteristics reported the lowest job satisfaction among the groups. In conclusion, the role of individual preference and perception of the work environment in explaining the relationship between the redesign of work environment and job satisfaction was supported by the study, The preferences of nurses to the innovative work characteristics should be considered in the process of enhancing job characteristics to lead job satisfaction and low turnover and ultimately to improve quality of care.

• 한국직업건강간호학회지
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• 제14권1호
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• pp.5-15
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• 2005

Purpose: The purpose of this study are to identify the influencing factors on work-related musculoskeletal disorders of women workers. Method: Data were collected by questionnaires from 616 women workers from in such industries as electronics, food product, garment product and analyzed using descriptive statistics, multiple logistic regression. Result: As its result, 71.3% of female manufacturing workers had musculoskeletal symptom. When Multiple logistic regression analysis on factors relating to musculoskeletal symptoms was carried out, age, work posture, job demand, type of industry, working hour, type of work, family support were statistically significant variables. Conclusion: In conclusion, this study identifies that age, work posture, job demand, type of industry, working hour, type of work, family support are important factors affecting WMSDs.

• 동서간호학연구지
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• 제20권1호
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• pp.29-36
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• 2014

Purpose: The purpose of this study is to identify relationships among work environment, job satisfaction and turnover intention of emergency department (ED) nurses. Methods: The survey was given to 220 ED nurses which are located in G metropolitan from May 1st to July 31st of 2012. The results were analyzed by descriptive statistics, t-test, ANOVA, pearson correlation coefficients and stepwise multiple regression using SPSS WIN 19.0 program. Results: The turnover intension according to the general characteristics of the subjects has significant difference between emergency room experience, current duty satisfaction, and turnover plan in 1 year. In the correlation between work environment, job satisfaction and turnover intention of the subjects, work environment and job satisfaction have positive correlation, job satisfaction and turnover intention either job satisfaction and turnover intention have a negative correlation. Factors influencing turnover intention are job satisfaction, career and current duty satisfaction, also the full explanatory power of the model was 24.4%. Conclusion: The results indicate factors that influence turnover intention are job satisfaction, career, and current job satisfaction. We hope these result help to provide effective intervention strategies for reducing ED nurses' turnover.

• 대한간호학회지
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• 제39권4호
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• pp.549-561
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• 2009

Purpose: Work-related stress and risk factors among Korean employees were identified in this study. Methods: Data were obtained from employees aged 20 to 64 using the Korean Working Conditions Survey 2006 (KWCS). Multiple logistic regression analysis using SAS version 9.1 was performed to examine risk factors of work-related stress by gender. Results: The age-adjusted prevalence of work-related stress among male and female employees was 18.4% and 15.1% respectively. After adjustments for multiple variables among both male and female employees, there was a significant relationship between work-related stress and risk factors including education, company size, work time, ergonomic risks, biological chemical risks, and job demands. The significant variables for male employees were housework load, occupational class, and shift work, and for female employees, type of employment. Conclusion: There is a need to develop and support intensive stress management programs nationally giving consideration to work-related stress associated with working time, physical working environment, and job demands. Based on gender specific approaches, for male employes, stress management programs should be developed with consideration being given to occupational class and shift work. For stress management programs for female employees, consideration needs to be given to permanent employment status, specifically those in small companies.

• 간호행정학회지
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• 제17권1호
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• pp.115-126
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• 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.

• 근관절건강학회지
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• 제30권3호
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• pp.197-207
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• 2023

Purpose: This study attempted to discern the factors that influence nursing professionalism, learning agility, and the nursing practice environment on the performance of nurses. Methods: Data were collected from 202 clinical nurses who both consented to participate and who have worked for more than one year in one of five small- and medium-sized hospitals located in three regions of Korea. The data were analyzed using the SPSS/WIN 26.0 statistical programs. Results: The nurses' performance showed a statistically significant correlation with nursing professionalism (r=.50, p<.001), learning agility (r=.54, p<.001), and nursing practice environment (r=.37, p<.001). Factors affecting the results of nurses' performance in relation to the subjects are those of learning agility (β=.33, p<.001), nursing professionalism (β=.25, p<.001), clinical career (β=.24, p=.001), education level (β=.16, p=.011), and nursing practice environment (β=.15, p=.016). Conclusion: To improve the performance of nurses in medium-sized hospitals, it is necessary to develop a nursing practice environment, programs, and strategies for enhancing nursing professionalism and learning agility.