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송혜숙(Hye-Sook Song),김희년(Hee-Nyon Kim) 한국사회서비스학회 2018 사회서비스연구 Vol.8 No.1
본 연구에서는 노인의 내적 자원인 자아통제감과 여가유능감, 그리고 외적 자원인 사회적 지지를 구성하는 세 가지 요인인 가족의 지지, 친구의 지지, 그리고 의미 있는 타인의 지지가 노인의 심리적 안녕감에 어떤 영향을 미치는 지를 파악하고, 그 결과를 토대로 노인의 심리적 안녕감을 향상시키는 효율적인 방안을 찾기 위한 목적으로 수행되었다. 이를 위해 연구대상자의 인구사회학적 특성, 주요변수들 각각의 수준을 검증하였고, 본 연구의 목적인 노인의 심리적 안녕감에 영향을 미치는 요인들이 무엇인지를 파악하기 위하여 다중회귀분석을 실시하였다. 5개의 독립변수와 5개의 통제변수를 모두 투입하여 다중회귀분석을 실시한 결과, 회귀식은 통계적으로 유의미하였고(F=8.592 p<.001), 종속변수인 심리적 안녕감을 29.8% 설명하고 있는 것으로 나타났다. 독립변수들 중에서 노인의 심리적 안녕감에 가장 큰 영향을 미치는 변수는 가족의 지지(β=.238)인 것으로 나타났으며, 자아통제감과 여가유능감의 β값이 각각 .237과 .179로 역시 의미있는 영향을 미치는 요인인 것으로 나타났다. 제시된 연구결과를 토대로 활용 가능한 여러 방안들이 제시되었으며, 실제 적용을 위한 사회구성원의 인식 및 행동의 변화, 그리고 효율적인 시스템 구축의 필요성이 강조되었다. This study was to find the factors affecting psychological well-being of elderly by analyzing relationships with sense of control, leisure efficacy, and social support which is composed of supports from family, friend, and significant others. Based on the factors found, an effective strategy to improve psychological well-being of elderly was suggested. To achieve this goal, socio-demographic characteristics and the levels of all other variables of the study subjects were investigated. And, multiple regression analysis was implemented to find factors to influence psychological well-being of elderly. 5 independent variables and 5 control variables with an dependent variable were used to do multiple regression analysis. The model was turned out statistically significant(F=8.592 p<.001), and explained 29.8% of psychological well-being of elderly. Among all independent variables, the support from family was the most significantly effective variable(β=.238), sense of control was second(β=.237), and leisure efficacy was third one(β=.179). Based on the study findings, several strategies were suggested. To develop psychological well-being of elderly, change of people s thoughts and acts, and necessity of implementing effective system were strongly commented.
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프리셉터 경험이 간호업무수행과 직무만족에 미치는 영향 연구
류언나,송혜숙,장은희,서효신,추연화,김인선,나명주,지성애,박경숙 중앙대학교 간호과학연구소 2001 중앙간호논문집 Vol.5 No.2
The purpose of this study was to investigate how preceptor experience has an effect upon preceptor nurses. This study was so designed that it could compare the difference between clinical performance and Job satisfaction of preceptor nurses and those of nonpreceptor nurses. Study subjects were sampled out from those nurses who worked with two university hospitals where preceptor programs were implemented. The number of subjects totaled to 134, including 69 preceptor nurses and 70 nonpreceptor nurses. The score of preceptor nurses' clinical performance and job satisfaction revealed a higher value than that of nonpreceptor nurses. A similar result was also shown in the subdomains. However these difference were not statistically significant. Among all of the preceptor nurses, the highest number of preceptor experience was just one time. Except for five times in preceptor experience, the more the number of times of preceptor experience, the higher score in clinical performance. It was manifested that the number of preceptor experience was not related to job satisfaction. The score of preceptor nurses' clinica1 performance and job satisfaction revealed a higher value than that of nonpreceptor nurses. A similar result was also shown in the subdomains. However these difference were not statistically significant. The reward that preceptor nurses wished most was a reduction of the work load assigned to them. Currently preceptor nurses are only receiving a small quantity of financial reward related with their preceptor role. Most of preceptor nurses (96.8%) were not satisfied with their existing reward. Almost half of the preceptor nurses(43.5%) did not want to play a role as preceptor again. The reason why the scores of clinical performance and job satisfaction were low might be attributed to the inadequate preceptor training program and reward system. Appropriate knowledge and clinical skill are expected to enhance the level of preceptor nurses' clinical performance and appropriate internal and external reward to elevate the level of preceptor nurses' Job satisfaction. Therefore, it is needed for us to develop more effective preceptor education program, financial reward, support of colleague nurses and nursing managers, and adjust workload for the purpose of more effective preceptor programs.
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