• 한국병원경영학회지
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• 제24권3호
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• pp.61-71
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• 2019

Purposes: The purpose of this study is to analyze nurses' perception on the clinical career ladder system which was introduced to enhance the nursing capabilities in general hospital. Methods: Research data has been collected for approximately 30 days since March 28, 2017 from 171 nurses who had been involved in the clinical career ladder system, 177 nurses who had not participated, and a total of 348. Finding: The study results showed that nurses' perception on the cost effectiveness of clinical career ladder system is significantly different depending on the sex, age, program experience, personal stage in the clinical career ladder system and the individual's health condition. In addition, the nurses' willingness to pay for the clinical career ladder system was significantly associated with their department and the needs for the system. With adjusted age, gender, position, education and marital status, nursing competency was 8.71(95% Confidence Interval; 4.79 to 12.63) in the presence of system experience, but the perception on clinical career ladder system was 4.34(95% Confidence Interval; -6.84 to -1.84). Practical Implications: Based on the study results, we expect that more hospitals introduce the clinical career ladder system and also use these study results as basic data for securing excellent nurses.

• 한국산업보건학회지
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• 제24권4호
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• pp.446-452
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• 2014

Objective: This study aimed to evaluate the exposure status of formaldehyde(FA) among the nurses in ambulatory care departments of university hospital. Methods: Two university hospitals were surveyed. The FA concentration in air were measured to target 62 nurses in 8 ambulatory care departments(89 samples). Air sampling and analysis of FA were carried out according to the OSHA Method ID-205. The survey was conducted with questionnaire asking about how to control FA and whether the nurses use the formaldehyde protectors or not. Results: FA was detected in all samples. The maximum concentration of FA was 0.258 ppm and the geometric mean was 0.023 ppm. There was no sample that exceeded any of exposure standards by OSHA-TWA whereas there were 54 samples(60.7%) that exceeded the standards by NOISH-TWA. Among 62 nurses handling FA, 13 nurses(21.0%) used the protective gloves while nobody used a gas mask. It was assessed that any of 8 common ambulatory care departments did not use a safety cabinet for FA in which local exhaust ventilation was fixed. Conclusions: Nurses in ambulatory care departments were exposed to FA. Therefore, the environment management of a workplace, the health management of a nurses, FA handling education and installing a FA cabinet with a local exhaust ventilation were needed because FA as a carcinogen was able to cause any cancer to a human body if it was emitted in air for long time.

• 한국산학기술학회논문지
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• 제16권1호
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• pp.453-461
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• 2015

본 연구는 병원에 근무하는 간호사의 이직률과 병원의 구조적 특성 간 관련성을 확인하기 위하여 시행하였다. 자료는 한국보건산업진흥원에서 매년 조사하는 병원경영분석자료를 이용하였으며, 2008년에 전국에서 자기기입식으로 입력한 병원은 247개였다. 2008년 우리나라 간호사의 평균 이직률은 32.0%(공공병원 15.5%; 사립병원 35.3%)였으며, 민간병원, 300병상 이하 병원, 비도시 지역병원, 간호사평균급여가 2,000만원 미만인 병원, 100병상 당 간호사 수가 20명 미만 인 병원에서 높았다. 실제 이직률에 영향을 미치는 요인은 경영주체(공공 또는 사립), 병원 규모, 병원 소재지, 간호사의 평균 임금, 100병상당 간호사 수였다. 각 병원의 이직률과 총 병상 수(r=-0.322), 간호사 평균급여(r=-0.186), 100병상 당 간호사 수(r=-0.390)는 상관관계가 있었으나, 이직률에 설명력이 있는 변수는 경영주체의 공공성 여부, 총 병상 수, 100병상 당 간호사 수였다($R^2=.257$). 결론적으로 병원간호사의 이직률은 민간병원 근무자가, 총 병상수가 적을수록, 100병상 당 간호사 수가 적을수록 높았다. 간호이직 관련요인을 명확히 하기 위하여 개인요인, 사회요인과 병원요인을 동시에 분석하는 추가연구가 필요하다.

• 중환자간호학회지
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• 제5권2호
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• pp.61-71
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• 2012

Purpose: The aim of this study was to measure the inter-rater reliability of Emergency severity index (ESI) version 4 among triage nurse. Methods: This study was carried out from August 11, 2010 to September 7, 2010 in a regional emergency department. Data collection was done by ten triage nurses who trained ESI v.4. Two research nurses and ten triage nurses scored the ESI version 4 to the patients as references, independently. We calculated the weighted kappa between the triage nurses and research nurses to evaluate the consistency of the ESI v.4. Results: A total of 233 patients were enrolled in this study. Classification of ESI level was as follows - level 1 (0.4%), level 2 (21.0%), level 3 (67.8%), level 4 (9.4%), and level 5 (1.3%). Inter-rater reliability by weighted kappa was 0.79 (95% Confidence Interval= 0.74-0.83) and agreement rate was 87.1%. Under-triage rate by triage nurse was 6.0% and over-triage rate was 6.9%. Conclusion: For this study, inter-rater reliability was measured good level between triage nurses and research nurses in Korean single ED.

• 가정∙방문간호학회지
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• 제29권3호
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• pp.319-328
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• 2022

Purpose: This study investigated the relationship between artificial intelligence ethical awareness, bioethics awareness, and person-centered care of general hospital nurses. Methods: The participants were 192 nurses. Data were analyzed using descriptive statistics, t-test, analysis of variance, and Pearson's correlation coefficient with the SPSS program. Results: The average points for artificial intelligence ethical awareness, bioethics awareness, and person-centered care were 2.93, 2.77, and 3.50, respectively. Artificial intelligence ethical awareness and bioethics awareness had statistically significant negative relationships. Artificial intelligence ethical awareness, bioethics awareness, and person-centered care were not significantly correlated. Conclusion: Education, training, and organizational support are needed to improve artificial intelligence ethics awareness, bioethics awareness, and person-centered care for general hospital nurses.

• 기본간호학회지
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• 제13권1호
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• pp.68-75
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• 2006

Purpose: This study was carried out to obtain basic data for developing effective pain management by identifying the positive and negative determinants for pain management in both cancer patients and their nurses. Method: The participants were 85 cancer patients and 78 nurses at C university hospital in Seoul. Data were collected from December 2004 to March 2005 using structured questionnaires. Results: The level of pain peaked at 5.02 when going into the hospital, and was then lowered to 2.08. The waiting time for analgesics was less than 30 minutes in 81.1% of the patients and for 68.2% answered that they reported their pain when the pain was no more endurable. Just over eighty percent (80.6%) of the patients were satisfied with the pain management. Only 10.3% of the nurses used a standardized tool for assessing patients, pain and 64.1% gave analgesics whenever patients complained of pain, while 19.2% did not when patients complained too frequently. Nurses who were unsatisfied with pain management accounted for 85.4% of the participants. Patients showed higher levels of barriers to pain management than nurses. Conclusion: There is a need to give cancer patients and nurses appropriate information on effective cancer pain management.

• 기본간호학회지
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• 제18권2호
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• pp.226-236
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• 2011

Purpose: The purpose of this study was to determine the meaning of the adaptation experiences of new ICU nurses who were working in a newly established university hospital. The study was based on phenomenological research methodology. Method: Data were collected over 3 months through in depth interview with 6 new nurses who had worked less than 1 year in a newly established ICU of university hospital of less than 1 year located in Y city. The Colaizzi analysis method was used for data analysis. Results: The themes were classified into 13 themes clusters. The 13 themes clusters were finally grouped into 6 categories, 'The endlessness of a new beginning', 'Pressure of work due to lack of senior nurses', 'Wanting to quit', 'Attachment for the complete hospital and ICU', 'Preciousness of colleagues', 'Pride in self-growth'. Conclusion: New ICU nurses have a difficult time due to pressures of work and lack of expert knowledge, and anxiety adds to these problems making the situation more difficult. The study results indicate that professional knowledge and skills learned through repetition of difficult work, pride through self growth, recognition from others and good-fellowship are driving forces to overcome obstacles and with stand difficult daily work.

• 간호행정학회지
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• 제13권1호
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• pp.65-73
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• 2007

Purpose: This study was carried out to find out the factors affecting on organizational commitment of hospital nurses. Method: The questionnaire-based research was done with 989 hospital nurses between January and March, 2004. Results: Variables such as job satisfaction, met expectations, compensation and welfare status of hospital, work involvement, positive affectivity had significant positive direct effect on organizational commitment in order of size, however, vertical conflict and job opportunity had negative direct effect in order of size. It was found that the following variables, listed in order of size, had significant total effects on organizational commitment: job satisfaction, met expectations, vertical conflict, compensation and welfare status of hospital, positive affectivity, work involvement, job opportunity, job autonomy, work definiteness, division justice, stability of employment, expectations before entering a hospital. Conclusion: It is recommended that programs for job satisfaction promotion, met expectations promotion, adequate compensation and welfare of hospital, work definiteness and work autonomy, solving conflict, positive affectivity promotion should be implemented to increase organizational commitment of hospital nurses.

• International Journal of Advanced Culture Technology
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• 제10권3호
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• pp.18-24
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• 2022

This study attempts to provide basic data for the development of manpower maintenance programs by checking the degree of job stress and emotional burnout for nurses working in a university hospital and identifying factors affecting emotional burnout. Data were obtained through a structured questionnaire survey conducted on 187 nurses. The average score for job stress of nurses was 2.50 (range 1 to 4) and emotional burnout was 3.29 (range 1 to 5). The factors affecting emotional burnout were occupational climate, job demand, job insecurity, and lack of reward, which accounted for 44% of explanatory power. In order to reduce the emotional burnout of nurses, the management of medical institutions needs administrative and financial support. Further, it is necessary to improve the organizational culture regarding job assignment through job analysis, employment security, and a performance-based reward system.

• 간호행정학회지
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• 제20권1호
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• pp.69-81
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• 2014

Purpose: The aim of this study was to investigate and identify work environment, job embeddedness, and burnout among general hospital nurses in Korea. Methods: The participants were 563 clinical nurses working in 13 general hospitals across the country. Data were analyzed using SPSS and Microsoft Excel programs. Results: Mean scores were 2.62 for nurses' work environment, 2.97 for job embeddedness, and 3.61 for burnout. Nurses' work environment showed a positive correlation with job embeddedness (r=.70, p<.001), but a negative correlation with burnout (r=-.49, p<.001). Subcategories of nurses' work environment that predicted job embeddedness included satisfaction and happiness, hospital support for the work environment, patient care environment, satisfaction with work schedule, manager leadership, supportive environment for nurses' work, and computer problems. Subcategories of nurses' work environment that predicted burnout included satisfaction and happiness, violence within ward, hospital support for work environment, and patient care environment. Conclusion: Findings from this study indicate the need to evaluate and improve the work environment for nurses to increase job embeddedness and control burnout. Future studies should explore ways in which turnover intention can be decreased by changing nurses' work environment.