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제2형 당뇨노인을 대상으로 한 당뇨 자가관리 방해요인 사정도구(DSCB-OA) 한국어 버전의 타당도와 신뢰도 검증
장선주(Chang Sunju),강경자(Kang Kyungja) 대한근관절건강학회 2010 근관절건강학회지 Vol.17 No.2
Purpose: The purpose of this study was to test the validity and reliability of the Diabetes Self-Care Barriers Assessment Scaler for Older Adults (DSCB-OA) in Korean older adults with type 2 diabetes. Method: To develop Korean version DSCB-OA used translation and back-translation method. Then, Korean version DSCB-OA was analyzed using data of 278 older adults with type 2 diabetes. Cronbach's alpha coefficient, item to total correlation and test-retest reliability was used for the reliability test, and factor analysis was used for the construct validity. Results: Cronabach's alpha of the DSCB-OA was .77, and item to total correlation coefficient ranged from -.13 to .56. The results of factor analysis showed DSCB-OA consisted of four factors(diet, exercise, blood sugar test, treatment) which explained 62.8% of total variance. Conclusion: The Diabetes Self-Care Barriers Assessment Scaler for Older Adults (DSCB-OA) was confirmed helpful tool for Korean older adults with type 2 diabetes.
신규간호사를 위한 맞춤형 멘토 프로그램(새싹프로그램)의 개발 및 적용 : 일개 대학병원 중환자실을 중심으로
권은옥,조정숙,송경자,최스미,장선주,김주희,박승현,신효연,유미,김정아 대한간호학회 간호행정학회 2009 간호행정학회지 Vol.15 No.4
Purpose: The purpose of this study was to develop specialized mentor program to improve adaptation for new nurses of intensive care unit and to identify the effect of the program on early resignation rate. Methods: The study adopted nonequivalent control group, non synchronized design. Based on the identification of problems and the needs of new nurses, a 6 month specialized mentor program was developed. The program was consisted of three parts; developing knowledge, improving interpersonal relationship and increasing coping competency for emergency situation. Data were collected between July 2006 and 2008 from 37 nurses and the early resignation rate was compared before and after the implementation of the mentoring program. Results: Early resignation rate of the nurses who received the mentor program was significantly lower than that of the nurses who didn't. The resignation rate within 1 year dropped from 44.5% to 8.3%(p=.034). Conclusions: The specialized six month mentoring program was effective in reducing early resignation rate.