• Journal of Korean Academy of Nursing
• /
• v.22 no.2
• /
• pp.174-184
• /
• 1992

This study was done to Identify the relationship between the organiaational characteristrics of hospital nursing and job satisfaction. The factors used for the organizational characteristics of hospital nursing were leadership of the head nurse, leadership of supervisor and others in higher authority positions with supervisors and organizational climate. The subjects consisted of 243 staff nurses from seven general hospitals in Seoul. The data was collected from August 1. to August 31. 1991. The tools used for measurement in this study were Park and Yoon's scale of the Perception of Organizational Characteristics and Stamp' Scale of the Job Satisfaction. The results are summarized as follows ; 1. There were significant differences between for the three nursing units organizational characteristic factors, leadership of supervisors, other higher authorities, interaction with supervisors and organizational climate and job satisfaction(p＜0.05) 2. There was a correlation between organizational chatacteristics of hospital nursing and job satisfaction. (r＝0.32－0.65) 3. The factor explaining the highest proportion of variance was interaction with supervisor. (39.8%) In conclusion, there was significant correlation between of the organizational characteristics hospital nursing and Job satisfaction. And there were significant differences in the organizational characteristics of hospital nursing and job satisfaction for different nursing units.

• Journal of Korean Academy of Nursing
• /
• v.22 no.2
• /
• 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.

• Journal of Korean Academy of Nursing
• /
• v.41 no.5
• /
• pp.581-592
• /
• 2011

Purpose: The purpose of this study was to identify and describe nurses' experience of a career ladder program (CLP) in a general hospital in Korea. Methods: The data were collected from 15 nurses who participated in the CLP. Each nurse completed individual in-depth interviews, for which the main interview question was "How do you describe your experience of CLP?" All interview data were transcribed and were analyzed using the grounded theory method. Results: The core category of the experience of CLP was identified as "challenging to rebirth as an expert". The participants used five action/interaction strategies such as "taking some time for introspection", "appreciating the essence of nursing", "making use of feedback positively", "throwing away doubts about their own capabilities", "exerting themselves with confidence". The consequence of the process of adjusting to CLP was "positioning a differentiated expert". Conclusion: The results of this study show that participants recognized CLP as a powerful resource which leads them to professional growth and development. Thus, CLP could be utilized as a clinical career-promoting program and ultimately as a program for providing high-quality nursing services.

• Korean Journal of Health Education and Promotion
• /
• v.2 no.1
• /
• pp.133-145
• /
• 2000

This study aims to develop some guidelines on visiting nursing services for the management of hypertension patients at home in the rural areas of Korea. Firstly, in-depth interviews were given to the eight staff in charge of visiting nursing services in the rural health centers from June 1, 1999 to August 30, 1999. And then, their five patients with hypertension were under participatory observation. At the same time, literature review was conducted. Through those methods, some preliminary items were derived and the initial guidelines were drawn up. They were referred to ten experts, so that their validity was tested with Delphi Technique. Through the verification of their validity, they were complemented into the final ones. The total number of the items in the final guidelines was 22. By areas, they could be categorized as follows; eight items as skilled nursing care, five as general nursing care, three as guidance for diet, two as guidance for exercise, one as hospice care, and one as connection with social welfare services. By methods of activities, 13 items were classified as assessment, two as intervention, two as demonstration, and 17 as explanation. On the basis of the guidelines, nursing services are recommended to be divided and performed; general nursing activities by nurse aids and skilled nursing activities by public health nurses.

• Journal of the Korea Safety Management & Science
• /
• v.17 no.4
• /
• pp.181-192
• /
• 2015

The health care markets are rapidly expanded due to population aging, increasing incomes, strengthening assurance of health insurance and so on, and the competition in the markets is getting serious. In the industry, hospitals have played more important role than any others, where doctors, nurses, medical technicians, administrative staff, etc cooperatively works hard. Among them, nurses capture 40 percents of specialized hospital workers and their role for patients as customers is essential. Therefore, it could be one of the most important keys to increase the productivity and wellbeing of nurses with respect to enhancing efficiency and competitiveness of operating hospitals. In this paper the impact of nurses' job satisfaction, job stress, burnout, and organizational citizenship behavior on their productivity is studied. The subjects were 576 nurses in 20 different hospitals in Seoul, Kyounggi, etc. We held hypotheses and statistically tested and analysed them, using SPSS 20.0 software. Thus, we found various significant results(p<0.05), and they will give useful suggestions for managing nurse manpower and enhancing their productivity.

• Journal of Home Health Care Nursing
• /
• v.25 no.2
• /
• pp.175-183
• /
• 2018

Purpose: This study was to investigate the relationship between social support, emotional exhaustion and job stress job satisfaction and intention to leave of male nurses. Methods: The subjects of this study were 90 male nurses working in hospitals, and data analysis was performed multiple regression analysis to examine factors affecting job satisfaction and intention to leave. Results: The current job satisfaction rate of male nurses was 52.8%, and the rate of intention to leave within one year was 38.2%. Job satisfaction was lower for male nurses as job stress was higher(${\beta}=-.44$), p<.001), and the higher the supervisory support in social support, the higher the job satisfaction(${\beta}=.23$), p=.011). The higher the emotional exhaustion, the higher the intention to leave(${\beta}=.35$, p<.001). Conclusion: In order to maintain male nurses as important nursing staff in hospitals, various policy are needed to reduce the job stress of male nurses and to increase job satisfaction by lowering job stress and to reduce the intention to leave by reducing emotional exhaustion.

• Journal of Sensor Science and Technology
• /
• v.19 no.6
• /
• pp.435-442
• /
• 2010

Typically, the vital signs that are representing the state of human body, are the body temperature, sphygmus, respiration and blood pressure. The body temperature is the result of metabolic regulation and human steady-state body temperature is maintained from 35.9 to $37.4^{\circ}C$ by heat regulatory center. The body temperature is indicative of infection and especially it should be monitored to requiring intensive care patients or after surgical patients. But, measuring of body temperature to a heavy workload on nursing staff has been recognized. And, the health service of nurse is limited by simple tasks such as the measurement and record of vital sign. In this paper, the body temperature monitoring telemetry system was proposed to prove the recoding and transmission of body temperature patch system according the standard(ISO TS11073-92001). We proposed the transmission protocol to suit the MFER(medical waveform format encoding rules). The telemetry patch system was implemented and it was verified by experiments.

• Korean Journal of Occupational Health Nursing
• /
• v.28 no.3
• /
• pp.125-137
• /
• 2019

Purpose: The purpose was to investigate the literature on depression among South Korean nurses in order to identify overall trends regarding depression. Methods: Forty-five papers published between 1998 and 2017 in three Korean databases-RISS4U, DBPIA, and KISS-were analyzed. Results: Depression showed significant positive associations with job stress, burnout, intent to leave, and somatic symptoms such as fatigue and trouble sleeping. Poor work environments such as staff shortage, work overload, and shift work were also positively associated with depression. Higher job satisfaction, resilience, self-efficacy, self-esteem, and social support were negatively correlated with and acted as significant buffers against depression. Conclusion: These results indicate that healthcare policymakers must pay more attention to the management and prevention of nurses' depression. In order to effectively do so, poor work conditions, which involve long working hours, high patient-to-nurse ratios, and extreme workloads, should be improved. Simultaneously, nursing managers should implement initiatives such as counseling and competency improvement programs, and stress management to reduce and prevent depression among nurses and strengthen their positive competency. Also, further research is required to clarify the prevalence of depression in South Korean nurses, with more meta-analyses also required to identify variations in depression rates owing to various factors.

• Journal of muscle and joint health
• /
• v.27 no.3
• /
• pp.247-254
• /
• 2020

Purpose: This was a descriptive observational study examining the reasons for, frequency of, and factors affecting work interruption among intensive care unit (ICU) nurses. Methods: Convenience sampling was used to recruit 46 regular nurses who had been working in an ICU at D tertiary hospital in B metropolitan city for at least six months. To measure the degree of work interruption, this study revised a tool used by Brixey et al. (2007) for analyzing the type of work interruption. Results: A total of 1,787 work interruptions occurred during 368 hours of observation, i.e., at an average of 4.85 times per hour. Communication-related factors caused work interruption most frequently, followed by environmental, work-related, and personal factors. As for the work-related characteristics of nurses, participants experienced work interruption more frequently while working on weekdays, when the medical staff were stationed, than on weekends. Conclusion: ICU nurses experienced work interruption frequently. With the health care system expected to become more complicated in the future, efforts should be made to reduce unnecessary work interruptions to improve the operation efficiency of ICUs.

• Journal of Hospice and Palliative Care
• /
• v.13 no.1
• /
• pp.13-23
• /
• 2010

Purpose: This study was to identify the role of general hospice palliative nurse through job analysis (duties, task, and task elements). Methods: The sample consisted of 136 nurses or professors who were performing duties related to hospice care areas in Korea. A survey method was used, and the questionnaire included frequencies, criticality, and difficulties of task elements in job description by the DACUM method. Descriptive statistics were performed by using SPSS WIN 17.0. Results: The job description of general hospice palliative nurse was identified 8 duties, 36 tasks, and 137 task elements. As for the 8 duties, the average scores of frequency, criticality, and difficulty were 2.94, 3.66, and 2.80, respectively. The role of ‘pain assessment’ was the most important task element among frequency and criticality. The lowest score at the frequency and criticality were ‘manage public finance’ and ‘collect datum through diagnostic test & lab', respectively. Furthermore, the role of 'identify spiritual needs of patients and family' was the most difficult task, whereas the role of 'manage documents and information' was the least. Conclusion: In this study, we could recognize the reality of general hospice palliative nurse's performances. For general hospice palliative nurse, therefore, concrete practice guide lines of psychosocial and spiritual care, communication skills, and bereavement care with qualifying system are critically needed.