본 연구는 노인 요양병원 간호사의 환자안전관리 활동 영향요인을 파악하여 노인 요양병원의 환자안전사고를 예방하기 위한 기초자료로 활용하기 위해 실시한 서술적 조사연구이다. 대상자는 노인 요 양병원 간호사 220명이며, 자료수집은 2023년 2.1~2.28일까지 실시 하였으며, 수집된 자료는 SPSS 29.0 프로그램 이용하여 t-test, ANOVA, Scheffe’s test, Person’s correlation coefficients, Multiple linear regression으로 분석하였다. 환자 안전동기는 환자안전도(r=.41, p<.001), 환자안전도는 환자안전관리 활동 (r=.18, p<.01)과 양의 상관관계를 보였으며, 환자안전관리 활동에 가장 유의한 영향요인은 환자안전도(β =.21, p<.001)와 환자안전지침서(β=.16, p<.001)로 나타났고, 설명력은 7.5%였다(Adj R2=.075, p<.001). 따라서 환자안전관리 활동 역량을 증진시키기 위해 안전사고 발생 이전에 사고를 미연에 방지하도록 위험 예지 훈련과 함께 안전사고 후 효과적인 대처를 위한 실습교육을 강화하는 환자안전 교육 프로그램 개발과 적용을 제안한다.
This descriptive correlational study describes the relationship between collaboration among health care professions and nurses’ organizational commitment in the operating room. A cross sectional survey of nurses (N = 142) was conducted in March 2020. The participants were nurses with more than one year work experience in operating rooms at three university hospitals in Seoul and Gyeonggi-do. Collaboration among nurses was measured using the Nurse–Nurse Collaboration Scale, while collaboration between nurses and physicians was measured by the Nurse-Physician Collaboration Scale (NPCS). All analyses were conducted using the IBM SPSS Statistics, version 23.0 with independent t-test, one-way ANOVA, Scheffé test, Pearson's Correlation, and multiple regression. The results were as follows : The collaboration among operating room nurses was scored with an average of 2.87 out of a total of 4. Collaboration between operating room nurses to physician scored 3.47 average out of 5 total. Organizational commitment scored 3.24 average out of 5 total. The factors influencing the organizational commitment of nurses in operating rooms include collaboration among nurses and effective communication, as well as collaboration between nurses and physicians for decision-making regarding treatment and nursing care. The explanatory amount of general characteristic, nurse-physician collaboration, and nurse-nurse collaboration variables was 33%, 15%, 13% respectively. Based on these findings, to enhance collaboration among operating room nurses, there is a significant need for systematic education on communication skills and decision-making competencies, continuous research, and organizational efforts.
Purpose: This study was conducted to understand the ethical climate, nursing practice environment, and ethical sensitivity of hospital nurses, and to investigate the influence of the ethical environment and nursing practice environment on ethical sensitivity. Methods: The subjects of the study were 137 nurses with at least one year of work experience. Date collection was conducted from July to August 2021, using the IBM SPSS Statistics 26.0 for Windows program(IBM Corp. Armont, NY, USA), the frequency and percentage, mean and standard deviation and Independent t-test, one-way ANOVA, Pearson’s correlation, Multiple regression analysis. Results: As a result of the study, the ethical sensitivity of hospital nurses showed statistically significant differences according to age, marital status, position, and ethical educational experience. Ethical sensitivity was found to have a significant positive correlation between all sub-factors of the ethical environment and all sub-factors of the nursing practice environment. Among the sub-factors of the ethical environment, the factor influencing ethical sensitivity in this study is ‘relationship with peers (β=.20, p=.034) ’ and ‘relationship with manager (β=.24, p=.023) and the explanatory power was 42.0%, which was statistically significant (F=8.26, p<.001). Conclusion: This study confirmed that ‘relationship with peers’ and ‘relationship with managers’ influence ethical sensitivity among ethical environments. Therefore, it will be necessary to form a positive relationship between peers and managers to improve the ethical sensitivity of hospital nurses.
본 연구는 간호사의 대인관계 능력이 재직 의도와 이직 의도에 미치는 영향을 경력집단별로 파 악하기 위해 수행되었다. 연구대상은 편의표집에 의한 일개 종합병원의 일반 간호사 192명이었다(경력 36 개월 이하 95명, 37개월 이상 97명). 자료수집 기간은 2022년 2월 15일-22이었다. 자료 분석은 t-test, ANOVA, Pearson correlation coefficient, regression analysis 등을 통해 이루어졌다. 연구결과를 보면, 이 직 의도가 여자에서 더 높게 나타났다. 그리고 경력 37개월 이상 집단에서 대인관계 능력이 재직 의도와 정적 상관관계가 있었다. 대인관계 능력의 재직 의도에 대한 영향의 분석에서는 37개월 이상 집단에서 유 의한 것으로 나타났다. 그러나 대인관계 능력의 이직 의도에 대한 영향은 유의하게 나타나지 않았다. 결론 적으로 간호사들의 재직 의도 증진을 위해 대인관계 능력 강화를 위한 전략을 구축할 필요가 있으며, 이때 경력을 고려해야 할 것이다.
This study is a descriptive research study attempted to identify factors influencing depression of new nurses, focusing on job stress, self-efficacy, resilience, and social support factors of new nurses. The subjects of this study were 174 new nurses with less than one year of nursing experience, who worked at five university hospitals in the metropolitan area. A self-report questionnaire was used for the data collection of this study. The collected data were subjected to stepwise multiple regression to analyze the factors affecting depression using the SAS 9.4 program. As a result of the study, the average score of depression of the subjects was 13.01 out of 80, Factors influencing the subject's depression were identified including job stress(p<.001), self-efficacy(p=.044), resilience(p=.013), social support(p=.012), work department(p=.021), and work type(p=.001). It was found that the higher the job stress of the subject, the higher the degree of depression, while the higher the self-efficacy, resilience, and social support of the subject, the lower the degree of depression. In this study, it was confirmed that job stress, self-efficacy, resilience, and social support were factors influencing the depression of new nurses. In order to prevent depression of new nurses and actively manage with depression, it is suggested that arbitration programs for new nurses will be needed to reduce job stress of new nurses, strengthen self-efficacy, resilience and social support. It is also thought that strategies supporting for new nurses at the organizational level, such as the establishment of various social support systems, are needed
With a focus on the aspect of recruitment within “nurse manpower management,” this study examined the status and characteristics of employment of new graduate nurses in tertiary hospitals of Korea. It also explored the recruitment process and characteristics of new graduate nurses in foreign countries by referring to case studies. The new graduate nurse recruitment was carried out as an open hiring as a consequence of an analysis of recruitment announcements at 45 tertiary hospitals in Korea. The recruitment process began with document screening, followed by competency test, interviews, and physical examination. Around 80% of the institutions surveyed started document screening between June and August, and the timing of joining the hospital was determined by grades and hospital conditions. In other countries, new graduate nurses were hired by each ward throughout the year, and various forms of employment were used. In some countries, preceptorship programs or pre-hospital field trip programs were running. In Korea, recruitment of new graduate nurses is carried out by hospitals instead of wards. Therefore, it is essential to plan and implement a manpower allocation strategy to represent the desired department of the nurse as much as possible when assigning new graduate nurses. In addition, it is necessary to establish flexible employment options and working environment to encourage long-term service. Instead of manpower management policies focused on increasing the supply of nurses, it is necessary to come up with measures to address the actual causes of turnover, such as wage gaps, organizational culture, and improvement of working environment.
Nursing ethics, which is an ethical norm of nursing practice, is basic to the professionalism of nurses, and ethical education is important in building the professional virtues. The study aimed to identify the needs of nursing ethics education targeting a group of nursing professionals in South Korea. This study adopted descriptive survey design via online survey. The questionnaire items consisted of the experience of ethical issues and the needs related to the subject of ethics education in nursing. 53 questionnaires were finally analyzed by descriptive statistics and correlation coefficients. The results showed that 40 of the study participants had more than 5 years of total clinical experience(69.8%). 48 of them previously participated in nursing ethics education(90.6%). The most frequently experienced ethical issues were ‘conflicts between colleagues’, ‘protecting of patient rights’ and ‘informed consent’. In relation to nursing ethics education, ‘ethical decision making and moral distress’, ‘shared decision making’ and ‘end-of-life care’ showed high needs for education. Overall, the higher the level of experience on ethical issues, the more educational needs for nursing ethics education(r=.360, p<.01). In addition, satisfaction with previous nursing ethics education was statistically significant positive correlation with the needs for the overall nursing ethics education topic(p.<01). In conclusion, the high level of experience on ethical issues shows the demands for continuity of ethical education and systematic improvement to improve the working environment of clinical nurses, and to meet the needs of nursing ethics education, a venue for discussion and education using case-based method should be provided.
본 연구는 종합병원 간호사의 감정노동과 감성지능이 소진에 미치는 영향요인을 확인하기 위 한 서술적 조사연구이다. 연구대상자는 종합병원에 근무하는 임상경력 6개월 이상인 간호사 150명이었다. 수집된 자료는 SPSS 21.0 프로그램을 이용하여 t-test, ANOVA, Scheffe's test, Pearson's correlation coefficient, Multiple regression analysis로 분석하였다. 대상자의 소진에 미치는 영향요인을 검증하기 위해 다중회귀분석 결과, 감성지능(β=-.441, p<.001), 감정노동(β=.403, p<.001), 현 직위는 책임간호사 이상 이(β=-0.111, p<.018), 지각된 건강상태는 건강한 경우(β=-.100, p<.029) 순이었다. 또한 추정된 회귀모 형의 적합도에 대한 F통계량은 35.51(p<.001)으로 매우 유의하였고, 설명력은 79.7%인 것으로 나타났다. 따라서 간호사의 소진을 감소시키기 위해 감정노동을 줄이고 건강 및 감성지능을 향상 시킬 수 있는 방안 을 모색하고 소진을 낮추기 위한 중재프로그램을 개발하는데 기초자료로 유용하게 활용될 것으로 사료된 다.
As of August 2021, the national qualification system for veterinary nurses started being implemented in Korea. The first national qualification test produced certified veterinary nurses in February 2022. Veterinary nurses assist veterinarians in treating and caring for companion animals. This study investigated improvement suggestions for the current qualification system by pinpointing what was missing in this institution and analyzing exemplary cases in other countries regarding naming for veterinary nurses, national qualification systems and expertise levels, job responsibilities, and the work coverage in veterinary nurses. Under a constantly improving national qualification system, veterinary nurses can be leading professionals for pet animals’ health and well-being and contribute to better veterinary service as long as veterinarians collaborate with veterinary nurses who take on more responsibility in collaborative efforts.
Purpose: This study aimed to identify and understand the experience of entering graduate school in an advanced practice nursing program in the COVID-19 situation. Methods: This qualitative study used content analysis. The data collection using the focus group and in-depth interviews was conducted from February 11 to September 2, 2022. Results: Six themes and 27 subthemes emerged through the qualitative content analysis. The themes included: “Graduate school: The next step”. “Concerns prior to attending grauate school”, “Learning in the COVID-19 era: Differences between expectations and reality”, “Overcoming the challenges of graduate school”, “Education: A stepping stone to becoming a specialist”, “Changes in self and others’ perceptions”. Conclusion: This study confirmed the growth and change of nurses through the experience of entering an advanced practice nursing program in the COVID-19 era.
Purpose: This study aimed to understand nurses' experiences of team effectiveness in nursing units. Methods: Data were collected from May 2 to June 8, 2018 through in-depth interviews with ten nurses who worked at a university hospital and subsequently analyzed using Braun and Clarke's thematic analysis method. Results: Four themes - ‘the leadership of the head nurse that determines the success or failure of the nursing unit’, ‘a special work environment in which shift work is predominant,’ ‘the competency of individual nurses is essential for team effectiveness’, and 'creating a desirable nursing organizational culture’. - emerged, along with 15 sub-themes. Conclusion: The findings provide valuable information on hospital nurses' experiences with team effectiveness in nursing units in both universal and unique Korean hospital environments. Nursing and hospital managers should be aware of team effectiveness in nursing units to achieve organizational goals.
Purpose: The aim of this study investigated the transition experience of novice nurses working in a tertiary hospital, focusing on the difference between nursing school education and clinical nursing practice. Methods: The data were collected through an unstructured, in-depth interview with 14 recently employed nurses from October 2020 to January 2021. The data were analyzed by qualitative content analysis. Results: The main theme of the transition experience perceived by new graduate nurses was confirmed as ‘reality shock’. In the process of identifying the main themes, five categories, sixteen sub- categories, and sixty-two concepts were derived. The five categories were, ‘Clinical field different from school education setting’, ‘Nursing school education in need of change’, ‘Strengths and limitations of clinical training in schools and hospitals’, ‘Difficulty in establishing relationships and communicating’, and ‘struggling to stand alone’. Conclusion: To minimize the reality shock experienced by novice nurses, nursing schools should innovate their traditional teaching methods based on the changing characteristics of the novice nurses and the clinical environment. In nursing practice, hospitals should grant more time to the nurses for adaptation and diversify mentoring programs comparable to internships for novice nurses.
본 연구는 병원간호사의 조직몰입 및 관련요인에 대한 선행연구를 체계적으로 고찰하고 메타분석을 시행하고자 한다. 이를 통해 병원간호사의 조직몰입에 대한 연구동향과 유효한 변수를 규명하고자 하 며, 간호사의 조직몰입 향상을 위한 전략 및 중재개발의 기초를 제공하고자 한다. 본 연구는 2008~2018년 발표된 연구에 대한 문헌고찰과 메타상관 분석을 실시하여 병원간호사의 조직몰입과 관 련된 요인들을 분석하였다. PRISMA표를 활용하여 연구에 대한 스크리닝과 질적 평가를 시행하였고, 최종 144개의 논문을 추출하였다. 조직몰입과 관련해서는 45개의 변수가 유의미하게 분류되었으며, Schaufeli’s Energy Compass Model에 따라 이 변수들을 6개 그룹(직무요구, 직무자원, 참여형 리더 십, 개인적 자원, 피고용인의 웰빙, 직무성과)으로 분류하였다. 이들 중 직무요구를 제외한 5개 범주가 조직몰입과 일정 정도의 강한 상관관계를 보였다. 또한, 조직몰입과 긍정적인 직무성과 간에는 강한 정(+)적 상관관계가 발견되었다. 본 연구 결과, 병원간호사의 조직몰입과 직무자원 간에는 상관관계가 존재한다는 것이 규명되었다. 본 연구 결과는 향후 병원간호사의 조직몰입을 높이기 위한 프로그램 개발 및 연구에 기초자료로 활용될 수 있을 것이다
With the enforcement of the “Act on decisions on life-sustaining treatment for patients at the end of life” in February 2018, discussion on advanced care planning (ACP) has increased. However, as decisions on life-sustaining treatments are still made in the intensive care unit, deaths related to the suspension of life-sustaining treatment account for a large proportion of deaths in the intensive care unit. The nurses encounter challenges in supporting the patient's dignified death; they experience an ethical dilemma in the ambiguity due to a lack of guidance on legal responsibilities regarding decisions on life-sustaining treatment. In order for the nurses to perform as a supporter providing care to the patients and as a advocate during the process of decision-making on life-sustaining treatment, there should be a systemic change to ensure the nurses' participation. In addition, an open and continuous discussion should be proposed to cultivate nurses’ ethical sensitivity and moral courage. This paper reports two ethical examples related to the decisions on life-sustaining treatment occurred in intensive care units of a tertiary hospital.
This study was conducted to understand the current status of regional health inequalities and nurse supply and demand policies, and to suggest ways to supply nurses to regions where nurses are scarce. Secondary data such as academic papers, government announcements, and related laws were analyzed, and the results were reviewed from various perspectives to derive policy proposals. Health professions were distributed around large cities including Seoul, and those regions had relatively high health levels. However, the number of hospital beds increased steadily, mainly in the non-metropolitan area. This seems to be one of the reasons why there is always a shortage of nurses in the local medical field despite the supply of nurses, and it can be a factor that aggravates regional inequalities. In order to solve the chronic shortage of nurses, supply-oriented policies such as increasing the admission quota and utilizing inactive nurses, and demand-oriented policies such as regulations on the nurse staffing level and improvement of the incentive scheme for quality evaluation of hospital service have been implemented. In the past, the focus was simply on the quantitative expansion of nurses, but recently, policies that emphasize the qualitative aspect of nursing are being promoted. However, the policy for the distribution aspect of nurses is still somewhat incomplete. Therefore, to solve this problem, strengthening the nurse staffing level in medical institutions, promoting nursing policies led by local governments, developing standard wage guidelines, and training nurses as public health personnel were proposed.
Purpose: This study was attempted to investigate the relationship among workplace bulling, organizational silence, organizational justice, ethical climate, and intent to leave in hospital nurses. Methods: This study was a cross-sectional survey. Data were collected from 267 full-time nurses working at one general hospital in South Korea from June 10 to 30, 2022 and analyzed using the SPSS 25.0 program. Results: As a result of the study, workplace bullying averaged 1.81 (out of 4), organizational silence 2.60 (out of 5), organizational fairness 3.06 (out of 5), ethical climate 3.57 (out of 5), and intent to leave was 2.88 (out of 5). The higher workplace bullying and organizational silence, the lower organizational justice and ethical climate, the intent to leave of hospital nurses was high. Organizational justice, workplace bullying, and age could explain their intent to leave of 37.0%. Conclusion: It Is found that it is important to increase organizational justice and prevent workplace bullying in order to lower hospital nurses' intent to leave. So it is concluded that managers should disclose the process and results of organization operation, and prepare measures to prevent bullying in the workplace centered the vulnerable.
Purpose: This study aimed to gain an in-depth understanding by analyzing and exploring the work experience of infection control nurses (ICNs) in response to the prolonged COVID-19 pandemic. Methods: Data were collected from 14 ICNs, (two in in-depth interviews and 12 in groups of six) from February 19, 2021, to March 20, 2021, and were analyzed according to the content. Results: In the prolonged COVID-19 pandemic, ICNs took the lead in responding to infectious diseases, where they felt pressure in doing everything. In addition, they were confused by a lack of workforce and undetailed job plans. ICNs have been exhausted by insufficient support and system, such as the lack of support in the hospital, communication with health authorities, and difficulties with patients and visitors. However, ICNs settle with the help and encouragement of those around them. For example, pride in the work that only ICN can do, change in the cooperation of hospitals, and development of ICNs’ unique method of perseverance. Conclusion: During the COVID-19 pandemic, ICNs experienced structural, physical, and mental difficulties at work. Nevertheless, the study found that a driving force enabled ICNs to endure, and that to efficiently respond to new infectious diseases in the future, it is necessary to secure ICNs and strengthen them.
Purpose: This study aimed to understand the impact of nurses’ psychosocial experiences in COVID-19 on their mental health and the psychosocial adjustment and growth of patients with COVID-19. Methods: This study used qualitative content analysis. Data were collected through individual in-depth interviews with 10 nurses with COVID-19 from February 24, 2022, to March 17, 2022. Results: Six themes were identified in the qualitative content analysis, including ‘Psychological burden after diagnosis’, ‘Acceptance of confirmed results’, ‘Difficulties caused by change in an unfamiliar environment’, ‘Confusion after returning to daily life’, ‘Mental state after a complete recovery’, ‘Incomplete prevention of infectious disease and control guidelines’. Conclusion: In the context of the COVID-19 pandemic, the physical and mental health of nurses can have a significant impact on the quality of medical care; therefore, an understanding of their psychosocial adjustment will help support nurses adjust better in future pandemic situations.
Purpose: The purpose of this study was to explore the nurses’ experience of the side effects of COVID-19 vaccination and understand its meaning. Methods: This study was a qualitative study using the content analysis method. The data collection period using a focus group was from October 26, 2021 to January 23, 2022. Results: The themes included: “Pressure from mandatory COVID-19 vaccination”, “Feeling relieved because the side effects are mild”, “Severe vaccine side effects cause negative emotions”, “Tolerating side effects and coping personally”, “Confusion and alienation about insufficient coping of side effects”, “Feeling skeptical about the COVID-19 vaccination policy”, “Thinking about how to build trust in the COVID-19 vaccine”. Conclusion: In the future, it is considered important to establish scientific evidence through continuous monitoring and data collection of the side effects of COVID-19 vaccination and to build trust in vaccines through transparent information disclosure.
This study was conducted to define the concept of social stigma related to COVID-19 and to identify attributes of nurses with experience in nursing COVID-19 confirmed patients. The study analysis method used the hybrid model of Schwartz-Barcott and Kim, and data was collected from literature related to social stigma and 7 nurses who had experience caring for confirmed COVID-19 patients. As a result of this study, the social stigma related to COVID-19 of nurses who have experience nursing confirmed patients was derived into three attributes. The three areas were derived from undervaluation, discrimination, and negative stereotypes. As a result, social rejection, social isolation, and lack of social support were found. As a primary result, cognitive response to inequality, emotional response to increased stress, increased anxiety, disappointment, alienation, and avoidance appeared. As a secondary result, negative self-concept, destruction of self-integration, self-stigmatization, and job satisfaction were shown. As a result, this study is meaningful in that it provided a practical foundation for a strategy to reduce social stigma related to COVID-19 of nurses who have cared for COVID-19 confirmed patients.