• Health Policy and Management
• /
• v.3 no.1
• /
• pp.146-168
• /
• 1993

The study was conducted to project supply and demand of the nurses till year 2010 based on analysis of supply and demand of nurses up to year 1991. Results of the study will provide invaluable information for nurses manpower planning as well as overall health manpower planning for the 21th century. It is projected that nurses will be oversupplied based on the current prductivity which is undesirable situation if the quality of care is considered, and undersupplied based on the the medical law as well as optimal productivity. Thus, it is desirable to increase active supply of nurses. One of the ways of increasing active supply would be increasing the size of training and education. But, considering low employment rate of nurses which is about 59% better way of solving problems related to nurses shortage would be improvement in nurses' employment rate. According to simulation study done as part of this study, if nurses' employment rate goes up to 80%, there is no need for increasing the size of training to meet the demand at the level of medical law.

• Health Policy and Management
• /
• v.9 no.3
• /
• pp.33-52
• /
• 1999

The purpose of this study is to project the supply and demand for nurses till the year 2012 and to make recommendations for establishment of proper policies regarding them. To predict the supply of nurses. a baseline projection and demographic methods were employed. The derivative demand was used to forecast the demand of nurses. The results of this study provide us with valuable information on nursing manpower planning for the 21th century. Specifically. results indicate that there will be an oversupply of nurses in the near future based on the current productivity. Based on the medical law. there will be an undersupply of nurses till 2002 but an oversupply after that. Thus. the active supply of nurses must be decreased. One way to achieve this would be decreasing the size of training and education. Thus. we recommend that the number of entrances to 4 year programs will be reduced 20% in 2004. and a reduction of 20% by 2005 in 3 year programs. The results of this study suggest the following: First. a manpower bank for nurses who are trying to reenter the market must be established. Second, improvement of education and retraining is needed for the quality control of nurses. Further studies should take into consideration the above factors.

• Journal of Korean Academy of Nursing
• /
• v.47 no.6
• /
• pp.828-841
• /
• 2017

Purpose: This study aimed to analyze the impact of increasing the supply of newly licensed nurses on improving the hospital nurse staffing grades for the period of 2009~2014. Methods: Using public administrative data, we analyzed the effect of newly licensed nurses on staffing in 1,594 hospitals using Generalized Estimating Equation (GEE) ordered logistic regression, and of supply variation on improving staffing grades in 1,042 hospitals using GEE logistic regression. Results: An increase of one newly licensed nurse per 100 beds in general units had significantly lower odds of improving staffing grades (grades 6~0 vs. 7) (odds ratio=0.95, p=.005). The supply of newly licensed nurses increased by 32% from 2009 to 2014, and proportion of hospitals whose staffing grade had improved, not changed, and worsened was 19.1%, 70.1%, and 10.8% respectively. Compared to 2009, the supply variation of newly licensed nurses in 2014 was not significantly related to the increased odds of improving staffing grades in the region (OR=1.02, p=.870). Conclusion: To achieve a balance in the regional supply and demand for hospital nurses, compliance with nurse staffing legislation and revisions in the nursing fee differentiation policy are needed. Rather than relying on increasing nurse supply, retention policies for new graduate nurses are required to build and sustain competent nurse workforce in the future.

• Journal of Korean Clinical Nursing Research
• /
• v.20 no.3
• /
• pp.303-312
• /
• 2014

Purpose: This study aimed to use the DACUM analysis technique and identify the job description among nurses of the Central Supply Department, in order to clarify their duty and task descriptions, identify the characteristics of job. Methods: Through a DACUM workshop, job descriptions, and the job duties and tasks were derived. A total of 150 nurses from the Central Supply Departments of medical Institutions over 100 beds were surveyed using drafting and a job analysis table. Individual jobs' frequency, importance and difficulty were measured using a 3-point scale, and the results were analyzed using SPSS. Results: The nurses' job in the Central Supply Department consisted of 13 duties and 64 tasks. Duties with highest importance and difficulty was 'sterilization assurance system', the second was 'employee safety management' and the duty with highest frequency was 'manage packaging before sterilization'. Conclusion: This study clarified the types of nursing jobs in the Central Supply Departments, as well as identified the job characteristics and status in the given setting. Given the sterilization assurance system for preventing hospital infection, and safety management for ensuring work environment safe were found to be important duties, it is suggested for the department to stress those important jobs for managing hospital safety.

• Perspectives in Nursing Science
• /
• v.6 no.1
• /
• pp.67-76
• /
• 2009

Recently, small and medium-sized hospitals which are located in rural areas have many difficulties in securing high quality nurses. That is because working environments for nurses in small and medium-sized hospitals in rural areas are poor compared with those of big hospitals in urban. As a result, the migration of nurses from small and medium-sized hospitals in rural areas to big hospitals in urban is continuously happening. In general, big hospitals provide nurses with high level of salary and fringe benefits. To prevent the migration of nurses, chief executive officers of small & medium hospitals in rural areas have been interested in improving nurses' working conditions including wages. Also, they have raised nurses' salary and improved working conditions. But, basically these individualized efforts have some limit. In connection with this, medical interest groups have produced various voices in terms of interpretation and solutions for these issues. However, from the future perspectives, it seems evident that two approaches for both manpower supply and demand plans of nurses are necessary. They should contain not only accurate estimation of the supply-demand of nursing manpower but also the improvement of working conditions and wages of nurses. Estimation of nursing manpower supply-demand depends on the standards and criteria being used. Supply and demand may be met or not in accordance with the points emphasized on the decision. In the articles, issues regarding nursing manpower, levels of salary, other working conditions and social support system for child care are discussed. According to Joe's report (2005), most health institutions did not meet the guidelines of nurse staffing in Medical Law. The wages of nurse vary on every hospital and there is a big difference in wages' range. The average starting salary for a nurse is 22 million won a year. In case of tertiary hospitals, it reaches up to 30 million won a year. Nurse as a profession should have a strong responsibility and should take care of the patients for 24 hours with three working shifts. Also, most of them are female who have the burden of child rearing. Therefore, it is suggested to increase the salary, to provide comfortable working conditions, and to have social support system for nurses with household affairs.

• Journal of Home Health Care Nursing
• /
• v.27 no.2
• /
• pp.137-145
• /
• 2020

Purpose: This study aimed to identify the training system and current status of home health nurses and to examine ways to retain sufficient number of advanced practice nurses (APNs) in the home health nursing field. Methods: This study analyzed the adequacy of the supply of home health nurse by reviewing the existing research literature and statistical data. Results: Discussions on how to revitalize the home care business have been ongoing since the beginning of 2001. However, despite home health nurses being oversupplied, discussions on the adequacy of supply have always been excluded from the focus of revitalization. The recent expansion of the home care business has resulted in a shortage of workforce, which can be inked not only to the continuous reduction of the designated quota of programs but also to the regional imbalance of educational institutions. The serious imbalance between supply and demand has caused fears that the home care business would drastically reduce. Conclusion: It is necessary to not only increase designated quotas for APNs programs but also integrate those programs of the similar curricula, thus lowering supply shortages in home health nurses.

• Journal of Home Health Care Nursing
• /
• v.31 no.1
• /
• pp.5-15
• /
• 2024

Purpose: The study aim was to examine the home healthcare system and relevant education, as well as the special certification examination, and propose a plan to increase the supply of home health nurses. Methods: A narrative literature review was conducted using data from research articles, Korean and U.S. educational institutes and organizations, Korean national statistical data, government press releases, and related medical legislation. Results: Between 2005 and 2006, 763 home health nurses were certified through the special qualification examination; however, in the 16 years from 2007 to 2023 (after the graduate-level program was established), a total of 555 home health nurses were certified, with an average of approximately 35 per year. Currently, 790 home health nurses are working at 194 medical institutions nationwide. Relatively few institutions exist in rural areas, and the supply of home health nurses is low. Only seven educational institutions offer home health nurse certification programs, with a total of 77 designated students. In contrast to Korea, post-master's certification courses are offered in the U.S.. Conclusion: To expand the supply of home health nurses, we recommend revising the rules for the special qualification examination and introducing a post-master's certification program for home health nurses. Future studies should provide additional education for applicants from other specialties in post-master's certification programs.

• The Korean Nurse
• /
• v.8 no.4 s.42
• /
• pp.15-17
• /
• 1969

• Journal of Home Health Care Nursing
• /
• v.9 no.2
• /
• pp.129-137
• /
• 2002

Purpose: This study was aimed to investigate predictors of job satisfaction of home visiting nurses at the 16 public health centers in Busan. Method: There are two groups of independent factors: non-work related (age. educational level. working duration as nurses in hospitals. certificate). and work related (working duration as nurses in public health centers. working duration as home visiting nurse. position. number of households visited per week, workload, cooperation among staff, support by supervisors, supply of vehicles, supply of materials). The participants were 88 home visiting nurses from 16 public health centers in Busan. Data were collected with self-administrated questionnaires and analysed using an univariate logistic regression and multiple logistic regression analysis. Result: support by supervisors (good vs not-good, OR=3.70. p=0.025), and supply of materials (good vs not-good, OR=3.33, p=0.038) had significants effects on job satisfaction. Conclusion: The results were similar to those of other studies on the predictors of job satisfaction of clinical nurse at hospitals, and were helpful in developing nursing interventions to increase job satisfaction among home visiting nurses in public health centers. Busan.

• Journal of Korean Academy of Nursing
• /
• v.51 no.6
• /
• pp.703-719
• /
• 2021

Purpose: We aimed to identify collaborative disaster governance through the demand and supply analysis of resources recognized by nurses during the COVID-19 pandemic. Methods: We used a descriptive study design with an online survey technique for data collection. The survey questions were developed based on focus group interviews with nurses responding to COVID-19 and expert validity testing. A 42-question online survey focusing on disaster governance was sent to nurses working in COVID-19 designated hospitals, public health offices, and schools. A total of 630 nurses participated in the survey. Demand and supply analysis was used to identify the specific components of disaster governance during a pandemic situation and analyze priority areas in disaster governance, as reported by nurses. Results: Demand and supply analysis showed that supplies procurement, cooperation, education, and environment factors clustered in the high demand and supply quadrant while labor condition, advocacy, emotional support, and workload adjustment factors clustered in the high demand but low supply quadrant, indicating a strong need in those areas of disaster governance among nurses. The nurses practicing at the public health offices and schools showed major components of disaster governance plotted in the second quadrant, indicating weak collaborative disaster governance. Conclusion: These findings show that there is an unbalanced distribution among nurses, resulting in major challenges in collaborative disaster governance during COVID-19. In the future and current pandemic, collaborative disaster governance, through improved distribution, will be useful for helping nurses to access more required resources and achieve effective pandemic response.