• 임상간호연구
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• 제29권3호
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• pp.337-347
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• 2023

Purpose: The objectives of this study were to categorize the conflict management types of preceptor nurses and determine the effects of these types on preceptors' role perception and core competencies. Methods: Data was collected from 192 preceptor nurses with at least two years experiences in general hospitals, from July 1 to July 31, 2022. Conflict management type, preceptor role perception, and core competency were investigated using structured instruments. The data was analyzed using K-means cluster analysis, Independent samples t-test, One-way ANOVA with Scheffé's test, and multiple regression analysis. Results: The conflict management types were categorized into four types; comprehensive type (cluster 1), integrating, obliging, compromising type (cluster 2), undifferentiated type (cluster 3) and obliging, avoiding type (cluster 4). The effect of conflict management types on preceptors' role recognition occurred in the following order of cluster 2 (integrating/obliging/compromising type), cluster 1 (comprehensive type), and cluster 4 (obliging/avoiding type). Next, cluster 1 (comprehensive type), cluster 2 (integrating/obliging/compromising type), and cluster 4 (obliging/avoiding type) were shown in the order of the impact on the core competencies of the preceptor. Conclusion: When preceptor nurses use a mixture of various attributes of conflict management evenly, they have been shown to demonstrate effective preceptor role recognition and core competencies. Therefore, it is proposed that future development of conflict management training programs for preceptor nurses should begin with identifying their conflict management type, followed by creating a program that addresses any deficiencies.

• 간호행정학회지
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• 제18권2호
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• pp.146-154
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• 2012

Purpose: The purpose of this study was to examine the effects of preceptor nurses' self-leadership on role recognition and job satisfaction. Method: The participants were 171 preceptor nurses worked in one of three general hospitals in Seoul. The data were collected from April 12 to May 12, 2011 and analyzed using descriptive statistics, t-test, ANOVA, pearson correlation, Scheffe, and regression with SPSS Win 19.0 program. Result: The results of the study were as followed. The average score for preceptor nurses' self-leadership was 3.55, for role recognition, 3.81 and for job satisfaction, 3.28. The factors of the preceptors' self-leadership affecting role recognition were self-expectation (${\beta}$=260, p=.002) and goal setting (${\beta}$=199, p=.030), and those factors accounted for 18.9% of explanatory power. The factors of self-leadership influencing job satisfaction were self-expectation (${\beta}$=18.3, p=.021), and rehearsal (${\beta}$=-168, p=.030), and those factors accounted for 31.3% of explanatory power. Among the factors of self-leadership, self-expectation influenced both role recognition and job satisfaction. Conclusions: The results of the study indicate that to improve preceptor's role recognition and job satisfaction, there should be special training programs to enhance preceptor's self leadership.

• 한국간호교육학회지
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• 제10권1호
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• pp.44-53
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• 2004

Purpose: This research was to grasp task performance of the Preceptor and to offer the basic data to a Preceptorship establishment. Method: 208 Preceptors which have been working at three 3rd medical institutions of Seoul. A task performance degree of Preceptor has been measured using a questionnaire which modifying and supplementing Schiwirian's tool(1974) The collected data was analyzed into description statistics, t-test and ANOVA through the SPSSWIN program. Result: The task performance degree was a $4.06{\pm}.51$ score. Personal relations and understanding was the highest area with a $4.31{\pm}.50$ score and patient education was the lowest area with a $3.69{\pm}.58$ score. the service career as a nurse is more than nine years(F=3.122, P=.027), worked as the Preceptor for more than five years to less than a seven year period(F=3.499, P=.016), the number of new nurses to educate as a Preceptor is more than five(F=3.509, P=.009), it has been evaluated as a good task performance. Conclusion: The selection of competent Preceptor and the development of the education program for Preceptors are required to deal with their task effectively. Above all, the task achieved successfully can be contributed to a Preceptorship establishment.

• 근관절건강학회지
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• 제27권1호
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• pp.50-60
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• 2020

Purpose: This study aimed to identify the effects of preceptor's leadership, preceptor-preceptee exchange relationship, and preceptee's self-leadership on newly hired nurses' turnover intention. Methods: Participants were 175 nurses working at general hospitals in D city. Data were collected from 164 nurses in May 2019 and were analyzed using multiple linear regression with SPSS/WIN 24.0 program. Results: Newly hired nurses' turnover intention was negatively correlated with preceptor's transactional leadership (r=-.23, p=.003), preceptor's emotional leadership (r=-.28, p<.001), preceptor-preceptee exchange relationship (r=-.34, p<.001), and preceptee's self-leadership (r=-.23, p=.004). The work unit (β=.35, p<.001), preceptor-preceptee exchange relationship (β=-.28, p=.002), present work experience (β=.27, p=.043), and marital status (β=-.19, p=.009) were significant predictors of the turnover intention (R²=.26, p<.001). Conclusion: Therefore, in order to reduce the degree of turnover of new nurses, improving the exchange relationship of preceptor-preceptee is required, and balancing between work and life should be considered especially for the married new nurses.

• 한국융합학회논문지
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• 제10권7호
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• pp.355-371
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• 2019

본 연구는 종합병원의 프리셉터십 프로그램 과정에서 나타나는 프리셉터와 프리셉티 간호사의 참여 경험과 프리셉터십 프로그램의 개선점을 탐색하기 위한 질적 연구이다. 2018년 5월 1일에서 6월 20일까지 종합병원의 프리셉터십 프로그램에 참여 경험이 있는 프리셉터와 프리셉티 간호사 9명을 대상으로 개별 심층 면담을 실시하였고, 연구참여자들의 경험적 진술을 주제 분석 방법으로 분석하였다. 연구참여자들의 의미 있는 진술을 바탕으로 프리셉터 간호사의 경험은 4가지, 프리셉티 간호사의 경험은 5가지 주제가 도출되었다. 본 연구에서 프리셉터십 프로그램은 프리셉터 간호사의 교육에 효과적일 뿐 아니라 프리셉터 간호사의 직무 만족과 역량 강화에도 도움이 되었다. 그러나 프리셉터십 프로그램의 보다 효율적인 운영을 위해 병원기관의 적극적인 지원과 간호부서의 체계적 준비가 필요하다. 또한 프리셉터 간호사를 위한 교육과정 커리큘럼 개발과 함께 이들의 노력에 대한 적절한 보상과 근무 여건이 마련되어야 할 것이다.

• 혜화의학회지
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• 제21권1호
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• pp.151-161
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• 2012

Purpose: This survey aimed to find out the relationship of work stress, self-efficacy, and task performance of the preceptor. Method: The data of this study were collected from 215 Preceptors who have been working in four hospitals in Deajeon. The data were analyzed by t-test, ANOVA and Duncan test for group differences, Pearson's correlation and Multiple Linear Regression with SPSS WIN 17.0 program. Result: There were significant positive relations between the work stress (r=0.193, p<0.05), self-efficacy (r=0.346, p<0.00), and the task performance of preceptor. The most predictive factors of the task performance were self-efficacy(11.5%), the job stress(2.7%), and age(2.0%). Conclusion: Nursing department supervisors need to manage preceptor to reduce work stress and to improve self-efficacy. It is recommended that work stress should be decreased and programs for increasing self-efficacy need developing in order to satisfy self-realization of preceptors and their needs.

• 한국간호교육학회지
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• 제13권2호
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• pp.237-245
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• 2007

Purpose: This study was to investigate actual conflicts between newly graduated nurses and preceptors during preceptorship period and the preceptor's core competency related to their conflicts in order to prepare an educational program to develop a preceptor's core competency. Method: A total of 100 questionnaire sheets were collected for data analysis from a valid pair of 94 newly graduated nurses and 94 preceptors. The questionnaire consisted of the preceptor's core competency evaluation tool, and experiences of the conflicts between newly graduated nurses and preceptors. Data was analyzed using SPSS 12.0. Result: Preceptors faced more conflicts than newly graduated nurses, but the former went through conflicts for a shorter time. The conflict-experiencing newly graduated nurses evaluated their preceptor's core competency more excellently than the other's except 'role model'. The conflict-experiencing preceptors evaluated 'learning plan implementation' competency more excellently than the other's. Conclusion: It is advisable to have educational programs and opportunities for increasing preceptor's core competency.

• 간호행정학회지
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• 제18권2호
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• pp.202-212
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• 2012

Purpose: As Evidence-Based Practice (EBP) has increasingly been proven as a means of cost-effective and higher-quality healthcare, its successful implementing are challenging. This study done to identify EBP beliefs, knowledge and performance among nurses experienced as a preceptor. Method: A descriptive cross-sectional survey was conducted with a convenience sample of 249 preceptor nurses working in 9 general hospitals in Korea. Reliable and valid questionnaires (EBP beliefs scale, Evidence Based Practice Questionnaire, Research-related activities) were used and the data were analyzed using SPSS win 17.0. Result: Perceived beliefs on EBP were relatively positive (mean score 3.57 out of 5), and the level of knowledge was moderate (4.21 out of 7). However, performance of EBP was low (3.82 out of 7). Regularity in reading research journals and searching evidences using core web-database were rarely conducted. Statistically significant correlations were found between beliefs, knowledge and performance of EBP (all p<.05). Conclusions: This result indicates that education and training programs to facilitate EBP performance are needed among preceptor nurses.

• 한국응급구조학회지
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• 제25권3호
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• pp.17-35
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• 2021

Purpose: This study aimed to investigate basic data on preceptor's core competencies required for junior 119 paramedics to improve the quality of emergency care in the prehospital field. Methods: From February 23 to March 10, 2021, data were collected through structured mobile questionnaires from 163 paramedics working in Sejong, Daejeon, and Chung Nam fire stations. The data were analyzed using SPSS version 25.0. Results: The average score of core competencies for junior 119 paramedics accounted for the importance of core competency (3.92 points), level of competence (3.43 points), educational needs (3.65 points). Among them, the importance of a role model accounted for 4.02 points, the highest among the sub-areas. Additionally, there was a significant correlation (r=.686), which was the highest, between the importance and educational needs of core competency; therefore, higher the importance of core competency, higher are the educational needs. Conclusion: Preceptor's core competencies concern three domains: role model, socialization facilitation, and instructional design. It would be more effective for those with higher professionalism and professional self-development needs to be trained as a prehospital preceptor.

• Perspectives in Nursing Science
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• 제10권1호
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• pp.77-86
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• 2013

Purpose: The purpose of this study was to describe hospital nurses' lived experience of being a preceptor in Korea. Methods: The data were collected in three focus group interviews with 15 nurses in one general hospital. The phenomenological analytic method suggested by Colaizzi was used to analyze the data. Results: Five theme clusters and 11 themes emerged from the analysis. The five themes include "inevitable rite of passage for an authentic nurse", "facing new role and situations that were difficult to handle", "preceptee-centered preceptorship", "healing connection with colleague nurses", and "enhanced status with competence". Conclusion: The findings of the study provide deep understanding on hospital nurses' positive as well as negative experiences of being a preceptor and should inform the development of a more integrative preceptorship program to empower both preceptees and preceptors.