한국 간호교육의 종합적 이해

하나선 中央醫學社 1992 中央醫學 Vol.57 No.11

This study was designed to understand the changing process of nursing education in Korea and to describe the reality of nursing education by analyzing condition of nursing education. Specialists should be produced through the desirable nursing education in order to complete specialization in field it was one way to follow the change of present society. Therefore present nursing educational system, diploma and baccalureated programs should be unified to baccalureated program. Also, definite body of knowledge should be accomplished throught he specialized nursing education related to master and docter course. In development of curriculum, it was needed to choose the concepts sutiable for Korean culture. Systematic process of education for specialized major field of stuay should be preparedthrough the study of clinical activity.

간호학생이 지각한 전문직 사회화가 역할갈등및 전문직 자아개념에 미치는 영향

하나선,박효미 병원간호사회 2009 임상간호연구 Vol.15 No.2

Purpose: The purpose of this study was to identify the impacts of professional socialization perceived by nursing students on role conflict and professional self-concept. Methods: Using a structured questionnaire, data were collected from 683 nursing students. For data analysis, descriptive statistics, Pearson correlation coefficient, stepwise multiple regression were conducted using SAS program. Results: The mean score of total professional socialization was 3.74 followed by the scores of independence , 3.98, commitment , 3.80, decision making , 3.60, and maturity , 3.53. The mean score of total role conflict was 3.72, and professional self-concept was 2.75. Total professional socialization, commitment, and independence perceived by nursing students were positively related to role conflict. Also total professional socialization and total subcategories of professional socialization were positively related to professional self-concept. As a result of stepwise multiple regression analysis, the key determinants of role conflict were found to be independence , motivation with admission , sex , desire with working , grade and decision making . The key determinants of professional self-concept were decision making , commitment , satisfaction about nursing , and interpersonal relationship . Conclusion: Through this results, it is necessary to improve professional socialization in order to increase professional self-concept among nursing students.

간호 관리자의 리더십 유형과 직무만족, 조직몰입, 이직의도와의 관계 연구

하나선,최정 한국간호과학회 2002 Journal of Korean Academy of Nursing Vol.32 No.7

-The Relationship Among Leadership Styles of Nurse Managers, Job Satisfaction, Organizational Commitment, and Turnover Intention Purpose: The Purpose of this study was to identify the relationship among leadership style of nurse managers, job satisfaction, organizational commitment, and turnover intention. Method: The subjects were 468 nurses and 19 head nurses who were working at the 3 general hospitals in seoul. The data were collected from July 6 to September 14, 2001 by the structured questionnaires. For data analysis, descriptive statistics, ANOVA, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. Result: 1) The score of the nurse managers' transformational leadership perceived by surbodinates' were higher than that of the nurse managers' transactional leadership. Among 5 subdimensions of the leadership styles perceived by surbodinates', the scores of ‘charisma' and ‘intellectual stimulation’ were highest and ‘management by exception’ were lowest. 2) ‘Charisma', ‘intellectual stimulation’, ‘individual consideration’ and ‘contingent reward’ were positively related to all of variables except ‘turnover intention’. ‘Management by exception’ was negatively related to all of variables and was positively related to ‘turnover intention’. 3) ‘Job satisfaction' was positively related to ‘organizational commitment' and ‘Job satisfaction', ‘organizational commitment' were negatively related to ‘turnover intention’. 4) As a result of stepwise multiple regression analysis, the key determinants of ‘turnover intention’ were ‘organizational commitment' and this explained 44.4% of the total variance of it.

간호학생의 리더십 유형과 자아 존중감, 임상실습 만족도의 관계 연구

하나선,최명숙 대한간호학회 간호행정학회 2005 간호행정학회지 Vol.11 No.1

The Purpose of this study was to identify the relationship between leadership styles and self-esteem, satisfaction of clinical practice in nursing students. Method: The subjects were 386 nursing students who were in college and university located around Seoul, Kyounggi, Chungchung, Kangwon province. The data were collected from July 26 to September 18, 2004 by the structured questionnaires. For data analysis, descriptive statistics, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. Results: 1. The score of the nursing students' transformational leadership were higher than that of the nursing students' transactional leadership. 2. The mean of satisfaction of clinical practice perceived by nursing students was 3.07, and its subcategories were practice contents 3.28, practice evaluations 3.11, practice hours 3.00, practice environments 2.99, practice directions 2.98. 3. 'Transformational leadership', 'charisma', 'intellectual stimulation' and 'individual consideration' were positively related to 'self-esteem', 'satisfaction of clinical practice' of nursing students. 4. 'Contingent reward' was positively related to 'self-esteem'. And 'Management by exception' was negatively related to 'self-esteem'. 5. 'Transactional leadership', 'Contingent reward' were positively related to 'satisfaction of clinical practice' of nursing students. 6. As a result of multiple regression analysis, the key determinants of 'self-esteem' were 'charisma' and this explained 27.41% of the total variance of it. And the key determinants of 'satisfaction of clinical practice' were 'charisma' and this explained 10.94% of the total variance of it.

융복합 시대 준비를 위한 국내 간호대학 교육에서의 비판적 사고 연구(1996-2014) 동향 분석

하나선,박소영,이미자 한국디지털정책학회 2015 디지털융복합연구 Vol.13 No.9

내부마케팅 활동에 대한 인식정도가 간호조직성과에 미치는 효과

하나선,박효미 병원간호사회 2007 임상간호연구 Vol.13 No.2

간호 관리자의 성격특성과 인사고과 오류와의 관계

하나선,최정 전남대학교 간호과학연구소 2012 Nursing and Health Issues(NHI) Vol.17 No.1

Purpose: The purpose of this study was to identify the relationship between personality traitors of nurse managers and performance appraisal bias. Method: The data were collected by self-rating questionnaires to 27 nurse managers and performance rating data. Descriptive statistics, Pearson correlation coefficient, t-test, ANOVA, and Scheffe test with SAS package were used for data analysis. Results: The total mean score for personality traitors of nurse managers was 3.38(±.41), with scores for subcategories as follows: conscientiousness 4.04(±.73), agreeable 3.77(±.66), openness 3.56(±.65), extraversion 3.48(±.70), neuroticism 2.04(±.82). Neuroticism, extraversion, and agreeable of personality traitors perceived by nurse managers were positively related to leniency effect. Conscientiousness and openness of personality traitors were negatively related to leniency effect and all of that had no statistically significant relationship. Personality traitors perceived by nurse managers were negatively related to central tendency and all of that had no statistically significant relationship. Conclusion: This study found that personality traitors of nurse managers had no correlation with performance appraisal bias. But these findings showed that personality traitors of nurse managers is an important factor which can affect the performance appraisal bias.

간호학생의 스트레스 지각, 대처유형, 스트레스 반응간의 관계

하나선,한금선,최정 한국간호과학회 1998 Journal of Korean Academy of Nursing Vol.28 No.2

간호 관리자의 리더십 유형과 직무만족, 조직몰입, 이직의도와의 관계 연구

하나선,최정 한국간호과학회 2002 Journal of Korean Academy of Nursing Vol.32 No.6

간호조직에서의 MBO(Management By Objectives: 목표관리) 적용

하나선,임미영 瑞逸專門大學 2000 論文集 Vol.18 No.-

MBO defines a system for making organizational structure work, to bring about vitality and personal involvement in the hierachy by means of statements of what is expected from everyone involved and measurement of what is actually achieved. It stresses ability and achievement rather than personalty. MBO allows the individual nurse to contribute to the common goal of the enterprise while nurse managers focus on the business goals. It promotes high standards, focusing on the job and not on the manager or the worker. The MBO concept implies that evert person or group in a work setting has specific, attainable, and measurable objectives that are in harmony with those of the organization. MBO requires managers and workers to meet to establish specific objectives, develop alternative means of reaching them, and periodically review progress toward those objectives. MBO spells out the results expected of the clinical nursing unit and of the unit in relation to other units. It emphasizes teamwork and team results. MBO is needed for organizational development and vice versa. It allows the organization to be managed against goals and for results. MBO is not panacea for all management problems, but the system works well in managing nurse activities. Nurse managers need to take the lead in using and guiding MBO, because it is the managers themselves who most influence the organizational climate, employee morale, and motivation.