• Title/Summary/Keyword: staff nurse

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The Influence of Health Promotion Life Style, Perception of Head Nurse's Leadership and Job Satisfaction on The Work Performance among Nurses of Some Veterans Hospitals (일부 보훈병원 간호사의 건강증진행위, 수간호사에 대한 리더십 인식 및 직무만족이 간호업무 성과에 미치는 영향)

  • Park, Myoung-Ok;Park, Jong;Ryu, So-Yeon;Kang, Myeng-Guen;Kim, Ki-Soon;Min, Soon;Kim, Hye-Sook
    • Journal of Korean Academy of Nursing Administration
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    • v.15 no.1
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    • pp.45-53
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    • 2009
  • Purpose: This study was to analyze the relationship between head nurse's leadership, staff nurse's health promotion life style and job satisfaction and nursing work performance. Method: The duration for investigation took place from September 11 to 29, 2006 and 501 staff nurses. Results: Nursing work performance of 3 groups of nurses that group of nurses who evaluated leadership of head nurse is high in authority aspect but is low in harmony aspect(p<.05), group of nurses who evaluated leadership of head nurse is low in authority aspect but is high in harmony aspect(p<.01), and group of nurses who evaluated leadership of head nurse is high both in authority aspect and in harmony aspect(p<.001), was all statistically much higher than group of nurses who evaluated leadership of head nurse is low both in authority aspect and in harmony aspect. Conclusion: nursing work performance of staff nurses are compositively affected by social psychological factor such as job factor, health promotion conduct, and job satisfaction and leadership factor of head nurse.

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Recommendation for the Amendment of Inpatient Nursing Fee Schedules Based on Nurse Staffing Standards in General Wards of Tertiary Hospitals and General Hospitals (상급종합병원과 종합병원 일반병동의 간호관리료 차등제 간호사 배치기준 및 수가체계 개선방안)

  • Cho, Sung-Hyun;Seong, Jiyeong;Jung, Young Sun;You, Sun Ju;Sim, Won Hee
    • Journal of Korean Clinical Nursing Research
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    • v.28 no.2
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    • pp.122-136
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    • 2022
  • Purpose: This study attempted to recommend a revision of inpatient nursing fees based on analyzing current and appropriate staffing levels. Methods: Staffing grades and their inpatient nursing fees as of the first quarter of 2022 were analyzed. Nurse managers and staff nurses answered surveys about the current and appropriate staffing levels, working days, and monthly salary. A total of 101 nurse managers and 588 staff nurses working in general wards at tertiary hospitals and general hospitals participated in the study. Results: The results showed that grade 1 staffing was found in 73.3% of tertiary hospitals and 63.7% of general hospitals. The current staffing ratios of tertiary hospitals and general hospitals were 1:9.3 and 1:10.4, respectively. The appropriate staffing ratios according to nurse managers and staff nurses at tertiary hospitals were 1:7.6 and 1:7.0, respectively, and 1:8.7 and 1:8.8 in general hospitals, respectively. The average estimated annual working days of staff nurses were 235.2 days in tertiary hospitals and 240.0 days in general hospitals. The median monthly salary for staff nurses was 4.957 million won in tertiary hospitals and 4.140 million won in general hospitals. The new staffing grade system was suggested from 1:6 (Grade 1) to 1:12 (Grade 5). The new inpatient nursing fee schedules were recommended to be paid based on nursing hours per patient day of each grade. Conclusion: The new staffing grade and inpatient nursing fee schedules are expected to increase staffing levels, improve the quality of nursing care, and provide a better work environment for nurses.

Needs and Perceptions with Smart Technology Usage in the Elderly Care Facilities

  • Lee, Sun-Hyung;Lim, Choon-Hee;Lee, Seunghae
    • International Journal of Contents
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    • v.11 no.4
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    • pp.25-30
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    • 2015
  • The objective of this study is to identify the current state of usage and needs for Smart Technology (ST) in the elderly care facilities based on the point of view of staff members. Using survey via mails, data were analyzed with responses from top- or middle-level staff members working in 171 elderly care facilities located in Seoul, Gyeonggi-do, and Chungcheongnam-do. Results indicated that the most needed smart technology was home automation, followed by nurse call system and health monitoring. The technology with the highest feasibility was health monitoring, followed by nurse call system and video phone. Staff members in higher positions working in the elderly care facilities had the highest expectation in improving the image of their facilities by using ST, while they had low expectation for the fact that ST may increase the locus of control of the elderly. This study implies that ST implementations may vary depending on the level of responsibility of staff members and ST how people responsible for the elderly care facilities subjectively perceive the ST.

A Study of Leadership Training Program Demands of First-Line Nurse Managers in University Hospitals (일선 간호관리자의 리더쉽 프로그램 요구 조사)

  • Go, Myeong-Suk
    • The Korean Nurse
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    • v.37 no.1
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    • pp.107-115
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    • 1998
  • There is an important concern regarding the First-line nurse manager's leadership because of the recognition that effectiveness of Leadership in this position results in benefits for the whole health care organization. So knowledge and practice of effective leadership behavior are now more essential to nursing than ever before. First-line Nurse Managers must be effective leaders to meet today's challenge because staff nurse, patient are affected by them. So the purpose of this study was to identify and to analyse the need for Leadership program of First-Line nurse managers in university hospitals. There were three major purposes of this study. First, identify First-line nurse managers general characteristic, second, identify their experience of leadership training, third, identify and analysis their demands for leadership training program. The subjects for this study was 167 First-line nurse manager randomly from 18 university hospitals in Korea. The data were collected through questionnaires from Oct. 13th to Nov. 20th, 1997, data was analysed using frequencies and percentages. Especially the steps of analysis of descriptions were as follows: Initial analysis centered on the identification of the demands of first-line nurse managers. Later analysis collapsed the demands into broad categories. From the collect data, 283 demands of first-line nurse managers were identified. These demands were then sorted into 3 broad categories that included : Self development as first-line nurse managers, relationship with others, and practice. The result of the study were as follows ; 1) Most of nurse managers(79.6%) had leadership training course and had good experience to improve self leadership. 2) Their demands of leadership training course are as follows First, for self as first-line nurse managers, they want to learn leadership theory, identify their leadership style and then develop their leadership skill. Second, for others as first-line nurse managers, they want to improve their communication skill, empowering others, relationship with others. Third, for patients as first-line nurse managers, improve their knowledge of practice. From the above finding, this study can be suggested the following; 1. Develope a leadership training course to improve first- line nurse manager's leadership skill according to their demands, so they will be better able to lead staff nurses for organization purposes. 2. When develope leadership training program, it must be contained the factors which first-line nurse managers want to learn.

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A Study of Nursing Activities Performed by Nursing Personnel in Postanesthetic Room (회복실의 간호업무에 관한 조사 연구)

  • 최경숙
    • Journal of Korean Academy of Nursing
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    • v.7 no.2
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    • pp.22-30
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    • 1977
  • An analysis of the Nursing activities was carried out during the period of October 6 - 10, 1975 for five days, at postanesthetic room in Seoul National University Hospital. Continuous Time Study method was applied to this study by Observing and checking the activities performed by 8 nursing personnel at head nurse, staff nurse, and nurse aide level. Six nursing Students and 6 staff nurses observed and recorded all activities during the day and the evening for 5 days after certain process of training. Following results were obtained I 1. Percentages of nursing activity os were identified at each level of nursing personnel according to the skill Level 1) Thirty three point forty two Percent of the total head nurse's activities were spent by administrative activities, 21,33% by Clerical activities, 10.63% by Nursing activities, 6.54% by Messenger activities, 4.0% by Housekeeping activities, and 24. 08% by Unclassified activities, 2) Forty point forty two percent of the total staff nurses'activities were spent by Nursing activities, 12.7% by Administrative activities, 8.03% by Housekeeping activities, 3.08% by Clerical activities, 2.03% by Messenger activities, 0.08% by Dietary activities, and 34.19 o/e by Unclassified activities. 3) Thirty six point sixty three percent of the total nurse aide's activities were spent by Messenger activities, 14.4% by Housekeeping activities, 2.2% by Nursing activities, 1.0% by Clerical activities, 0.83% by Administrative activities, and 44.94% by Unclassified activities, 2. Percentages of nursing activities were identified at each level of nursing personnel according to area of activity. 1) Thirty three point ninety six percent of the total head nurse's activities were spent by Unit - Centered activities, 30.26% by Patient - Centered activities, 8.69 % by Personnel - Centered activities and 24.09 o/o by Other - Centered activities. 2) Fifty two point seventy four percent of the total staff nurses' activities were spent by Patient - Centered activities, 11.5 % by Unit -Centered activities, 1.68 % by Personnel -Centered activities and 34.02% by Other - Centered activities. 3) Forty nine point sixty seven Percent of the total Nurse aide's activities were spent by Unit -Centered activities, 5.13% by Patient -Centered activities, 0.27% by Personnel -Centered activities and 44.93%by Other -Centered activities. 3. Percentages of staff nurses' activities were identified at each skill Level according to their shifts. 1) Forty four point eighty one percent of the total day time activities were spent by Nursing activities, 13.62% by Administrative activities, 6.37% by Housekeeping activities, 2.08% by Clerical activities, 1.74 % by Messenger activities, 0.07% by Dietary activities and31.31 o/o by Unclassified activities. 2) Thirty three point eighty seven percent of the total evening time activities were spent by nursing activities, 10.51% by Housekeeping activities, 10.0% by Administrative activities, 4.58% by Clerical activities, 2.46% by Messenger activities, 0.09% by Dietary activities and 38.49% by Unclassified activities, 4. There was no great difference among activities of 5 days.

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Review of Nurse Staffing and Residents Quality of Care and Quality of Life in Nursing Homes : Applying Castle & Engberg's Conceptual Framework (노인요양시설 간호인력이 입소노인 케어의 질 및 삶의 질에 미치는 영향에 대한 문헌고찰 : Castle과 Engberg의 개념적 기틀 활용)

  • Shin, Juh Hyun;Lee, Ji Yeon;Lee, Yae Na
    • The Journal of the Convergence on Culture Technology
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    • v.7 no.2
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    • pp.247-259
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    • 2021
  • Purpose: The purpose of this study was to figure out the effect of nurse staffing in nursing home on the quality of care and quality of life of the residents, using Castle & Engberg's conceptual framework. Methods: A total of 31 studies published between 1996 and 2021 were selected from 6 databases, searched for keyword such as "Nurse staffing", "Nursing staff", "Outcome", "Quality of care", "Quality of life", "residents outcomes", "nursing home", "long-term care". By using Castle & Engberg's conceptual framework, systematic review was conducted. Results: More time provided by nursing staff, high level of licensed nurse staffing, good relationship between nursing staff and residents, and generous supervision system have a positive effect on resident outcomes. Conclusion: Establishing regulatory strategies of having mandatory Registered Nurse is needed because nurse staffing in nursing homes was related to resident outcomes. In addition, it is necessary to conduct further research about quality of life beyond quality of care for residents.

A Study of Factors Predicting Burnout in Hospital Staff Nurses (병원 일반간호사의 소진에 대한 영향요인 분석)

  • Kim, Young-Ock
    • Korean Journal of Adult Nursing
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    • v.14 no.4
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    • pp.591-601
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    • 2002
  • Purpose: This study was conducted to investigate the relationship of hardiness, job stress, and burnout in nurses, and to identify predictors of burnout. Method: Empirical data were collected from 154 staff nurses at one university hospital in Gwangju city. Self- reported questionnaires were composed of the Personal Views Survey(PVS), job stress scale, Tedium scale, and 7 items asking nurse's general characteristics. Data analysis was done with a SAS package. Result: In correlation analysis, hardiness, job stress, and nursing satisfaction had significant correlation with burnout. In stepwise multiple regression, 28.7% of the variance in burnout was accounted for by nursing satisfaction (19.9%), job stress (6.0%), and hardiness (2.8%). Among subscales of hardiness, only commitment was a significant predictor, so nursing satisfaction, job stress, and commitment explained 28.9% of variance in burnout. Conclusion: Based on the findings of this study, the development of program for nurses to increase nursing satisfaction is needed, and more studies to examine causal relationship between nursing satisfaction and burnout is also highly recommended.

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Comparison of Job Performance, Job Satisfaction and Job Stress of Child Health Nurse Practitioners by Roles in the Work Place (국내 아동전문간호사의 근무지 역할에 따른 직무수행과 직무만족도 및 직무스트레스 비교)

  • Lee, Hyejung;Huh, Eunjoo;Kim, Sanghee;Kim, Kieun;Seo, Minjeong
    • Child Health Nursing Research
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    • v.21 no.3
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    • pp.253-260
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    • 2015
  • Purpose: Child Health nurse practitioners (CHNPs) in Korea have important roles in disease management and health promotion for children and adolescents. Yet, practices of CHNPs licensed and employed in hospitals have not been adequately identified. Thus, in this study the scope of practice by CHNPs and job satisfaction and stress were investigated and compared according to the CHNPs' position in the working place. Methods: A descriptive cross-sectional survey design was used. All 53 licensed CHNPs participated in the mail survey which included a 71-item questionnaire on job performance and job satisfaction and a job contents questionnaire. Descriptive statistics, ${\chi}^2$ test, independent t-test and Mann-Whitney U test were used to compare CHNPs employed as nurse practitioner (NP) and CHNPs employed as staff nurses. Results: Compared to CHNPs employed as staff nurses, CHNPs employed as NPs more frequently provided education, environment management, coordination and research in their practice areas. No significant difference was found in job satisfaction between the two groups except for the administration and income subdomains. Only the physical exertion subdomain in job stress was stressful to CHNP employed as staff nurse. Conclusions: Job performance of CHNPs in Korea needs to be revised to include more practical practice in education, coordination, and research related areas.

The Mediator Effect of Empowerment in Relationship between Transformational Leadership and Organizational Commitment (변혁적 리더십과 조직몰입의 관계에 미치는 임파워먼트의 매개효과)

  • Lee, Yun-Mi;Kim, Bok-Mi
    • Journal of Korean Academy of Nursing
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    • v.38 no.4
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    • pp.603-611
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    • 2008
  • Purpose: This study was to determine the mediator or moderator role of empowerment in the relationship between the head nurse's transformational leadership and organizational commitment as perceived by staff nurses. Methods: Data was collected from 451 nurses in a tertiary hospital located in B city by means of structured questionnaires. Data was analyzed with descriptive statistics, Pearson's correlation coefficient and hierarchial multiple regression using the SPSS program. Results: Empowerment showed mediating effects between the head nurse's transformational leadership and organizational commitment as perceived by staff nurses. However, empowerment did not show moderating effects. Conclusion: Nurses' perception of empowerment, the head nurse's transformational leadership and organizational commitment have a strong relationship. This finding suggests the importance of empowering nurses to increase organizational commitment.

Nurse Staffing and Patient Outcomes in Korea: A Systematic Review (간호인력과 환자결과: 체계적 문헌고찰)

  • Lee, Ji Yeon
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.22 no.1
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    • pp.104-115
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    • 2021
  • The purpose of this review was to systematically assess empirical studies on the relationship between nurse staffing and patient outcomes through systematic literature review. Peer-reviewed articles published between January 2009 and December 2018 were identified in CINAHL, Pubmed, EBSCOhost, RISS, and Dbpia databases. A total of 13 articles relating to nurse staffing and patient outcomes in Korea were systematically reviewed and analyzed. The review showed that better nurse staffing aligned with better patient outcomes. However, some studies did not directly correlate patient outcomes with nurse staffing. This is because each study examined varied aspects of nurse staffing and different patient outcomes. These inconsistent study results indicate that continuous study is required. There should be continued efforts to establish guidelines and strategies for deploying nurse staff by maintaining optimal patient-to-nurse ratio.