전문간호사 업무 법제화에 대한 임상 간호사의 인식에 영향을 미치는 요인: 전문간호사 역할의 만족도, 중요도를 중심으로

이세리,김주미,박희정,장진영,김혜경,양혜지,최정윤,신나연 전남대학교 간호과학연구소 2023 Nursing and Health Issues(NHI) Vol.28 No.1

Purpose: This study aimed to explore influencing factors of nurses’ perception of legislation for advanced practice nurses’ roles focusing on clinical nurses’ satisfaction and the importance of advanced practice acts. Methods: The 117 participants in this study were clinical nurses in one general hospital. Data were analyzed using descriptive statistics, Pearson’s correlation coefficients, and multiple regression analysis. Results: A significant proportion of health care professionals expressed positive cognition of the legislative acts for advanced practice nurses’ roles. Satisfaction (=.39) and importance (=.17) were significant factors, explaining 35.0% of the variance in nurses’ legislation perception of advanced practice nurses’ roles (F=21.81 p<.001). Conclusion: The findings indicate that the importance, satisfaction, and contribution of advanced practice nurses’ acts, and legislation of their roles are recognized. Results indicate a need for further development of advanced practice nurses’ roles to overcome the gaps identified through this research.

간호사의 이직의도와 관련요인

윤미숙,김진선,류소연,김기순 조선대학교 부설 의학연구소 2002 The Medical Journal of Chosun University Vol.27 No.1

Objectives: The purposes of this study were to identify the nurses' turnover intention and its related factors, and to identify the predictors of nurses' turnover intention. Method: Data were collected from 211 nurses who working in a general hospital in Gwangju using structured questionnaires. Results: Nurses expressed moderate level of turnover intention. Nurses' turnover intention was significantly different by their age, position, night duty, and size of the working place. Job related variables such as job characteristics, job satisfaction, and organizational commitment were significantly related to nurses' turnover intention. Nurses who reported higher autonomy, diversity, higher job satisfaction, and higher organizational commitment reported lower turnover intention than their counterparts. There were significant positive correlations between job characteristics, job satisfaction, and organizational commitment. Job satisfaction and organizational commitment were identified as statistically significant predictors of nurses' turnover intention and these two variables explained 35% of the variance of turnover intention. Conclusion: This study identified the importance of job satisfaction and organizational commitment to predict the nurses' turnover intention. Interventions which improve job satisfaction and organizational commitment of nurses may prevent or reduce nurses' turnover rate. To identify causal relationships of nurses' turnover and its related factors, more research is needed.

플로팅 간호사와 일반 간호사의 간호역량, 자아존중감, 직무 스트레스 비교 연구

주원진,김미영 병원간호사회 2017 임상간호연구 Vol.23 No.2

목적: 본 연구는 플로팅 간호사와 일반 간호사의 간호역량, 자아존중감, 직무스트레스를 비교하기 위해 시행된 서술적 조사 연구이다. 방법: 본 연구의 자료 수집 기간은 2015년 10월 1일부터 12월 31일이었고, 서울시 소재 3차 종합병원에서 근무하는 43명의 플로팅 간호사와 57명의 일반 간호사를 대상으로 하였다. 수집된 자료는 SPSS WIN 23.0 프로그램을 이용하여 서술통계 및 t-test, chi-square test, Ancova, Anova, Scheff-test, Pearson’s correlation coefficient, Stepwise multiple regression으로 분석하였다. 결과: 일반 간호사의 간호역량은 플로팅 간호사의 간호역량보다 유의하게 높았다(F=4.370, p=.039). 플로팅 간호사와 일반 간호사 모두 간호역량은 자아존중감과 유의한 정적 상관관계가 있었다(플로팅 간호사, β=0.45, p=.001; 일반 간호사, β=0.60, p<.001). 결론: 플로팅 시스템과 간호 업무 환경의 개선 및 지속적인 교육을 통해 플로팅 간호사의 간호 역량을 증대시키기 위한 노력이 필요하다. 또한, 자아존중감이 간호역량의 가장 주요한 예측 요인으로 나타남에 따라 플로팅 간호사의 자아존중감을 향상시키기 위한 간호중재가 필요하다. Purpose: This study was aimed to compare nursing competency, self-esteem, and job stress between floating nurses and clinical nurses. Methods: The data were collected between October 1st and December 31st, 2015, from 43 floating nurses and 57 clinical nurses working at a tertiary care hospital in Seoul. The collected data were analyzed with SPSS/WIN 23.0, using descriptive statistics and the t-test, x2 test, ANCOVA, ANOVA, Scheff é test, Pearson correlation coefficients, and Stepwise multiple regression. Results: The nursing competency of clinical nurses was significantly higher than that of floating nurses (F=4.370, p=.039). For both floating and clinical nurses, nursing competency was positively correlated with self-esteem(floating nurses, r=.47, p=.002; clinical nurses, r=.62, p<.001). Also, For both floating and clinical nurses, the most significant predictor of nursi ng competency was self-esteem(floating nurses, β=0.45, p=.001; clinical nurses, β=0.60, p<.001). Conclusi on: Efforts are needed to increase the nursing competency of the floating nurse through the improvement of the floating system, the nursing work environment, and continuous education. Also, as self- esteem is the most effective predictor of nursing competence, nursing intervention is needed to improve self-esteem of the floating nurse.

특수부서와 일반병동 간호사가 경험하는 병원 내 언어폭력이 직무 스트레스에 미치는 영향 비교

김양옥(Kim, Yang-Ok),이여진(Yi, Yeo-Jin) 한국간호행정학회 2017 간호행정학회지 Vol.23 No.3

Purpose: It is expected that there will be a difference in job stress between special unit (operating room, anesthesia room) nurses and general ward nurses in general hospitals, but factors influencing job stress have not been examined. This study reports on research to examine the sources of verbal abuse in the workplace. Methods: Participants were 243 nurses (special unit 112, general ward 132) working in a hospital in I city. Data collection period was March 18 to March 25, 2016 and questionnaires were used to collect data. Comparison of differences in influence of verbal abuse on job stress between special unit and general ward nurses was analyzed with multiple hierarchical regression. Results: In special unit nurses, verbal abuse from doctors and/or nurses influenced their job stress (Adj. R<SUP>2</SUP>=.545). In general ward nurses, verbal abuse from patients and/or care-givers influenced their job stress (Adj. R<SUP>2</SUP>=.241). Conclusion: Findings indicate a need to campaign for increase respect among nurse-doctor, nurse-nurse, and nurse-patients/care givers because verbal abuse from doctors, nurses, and patients/care-givers causes negative attitudes in nurses. General ward nurses in particular should provide sufficient explanation to patients about nursing services because verbal abuse from patients/care-givers is related to their complaints about nursing care.

일반간호사의 간호법 국회통과와 폐기 경험

김연희,김보경,이수진,임하영,정향주,차주송 대한질적연구학회 2024 대한질적연구학회지 Vol.9 No.1

Purpose: This study aimed to identify and analyze the experience of passing and repealing the Nurses Act in Parliament. Methods: This qualitative study used content analysis. The data were collected through in-depth inter- views October 16 to November 23, 2023. Results: The qualitative content analysis revealed five themes and 16 subthemes. The themes included: “Learning the Nurses Act through different channels”, “The Nurses Act’s pas- sage, which strengthens the professionalism and legitimacy of the nursing profession”, “Looking back and feeling the joy and frustration of the process of getting it through the Congress and getting it repealed”, “An abandoned nursing practice due to bullying”, “Nevertheless, moving toward the re-enactment of the Nurses Act with hope”. Conclusion: Nurses expected the Nurses Act to recognize their expertise and clarify legal nursing practices; how- ever, they were outraged and perplexed when the president vetoed the Nurses Act, and they felt sorry for the Nurses Act, which was turned into a political tool in the conflict between medical professions. Nevertheless, they hoped that the Nurses Act would be re-promoted through opinions and discussions with various professions and public awareness activities by developing nurses’ political capabilities and preparing a basis for the Nurses Act.

Male Nurses’ Experiences of Workplace Gender Discrimination and Sexual Harassment in South Korea: A Qualitative Study

장형은,정수용 한국간호과학회 2021 Asian Nursing Research Vol.15 No.5

Purpose The purpose of this study was to explore male nurses’ experiences of workplace gender discrimination and sexual harassment in South Korea. Methods Phenomenological qualitative methodology exploring male nurses’ experiences was employed to collect data, and thematic analysis of the data was conducted. Research subjects were recruited by convenience and snowball sampling. Ten male nurses participated in individual in-depth interviews via mobile phone. Data were collected from June 15 to July 24, 2020. Findings Two themes were extracted that described male nurses’ experiences of workplace gender discrimination and sexual harassment. In the first theme, “facing gender discrimination from various dimensions,” nurses’ thoughts and feelings regarding gender discrimination from various sources were expressed. The second theme, “experiencing sexual harassment at work as a man,” presented experiences of sexual harassment as a male nurse and difficulties in being recognized as a victim. Conclusion Gender discrimination and sexual harassment experienced by male nurses stem from a wide range of socio-cultural factors, ranging from individuals to organizations, and institutions. Therefore, this problem requires a correspondingly broad approach for improvement, such as making efforts to avoid classifying certain roles according to gender, developing new standards considering the specific experiences of men as victims of sexual discrimination and sexual harassment, and continuing training to increase social sensitivity and interest in the harm suffered by minorities in society. Purpose The purpose of this study was to explore male nurses’ experiences of workplace gender discrimination and sexual harassment in South Korea. Methods Phenomenological qualitative methodology exploring male nurses’ experiences was employed to collect data, and thematic analysis of the data was conducted. Research subjects were recruited by convenience and snowball sampling. Ten male nurses participated in individual in-depth interviews via mobile phone. Data were collected from June 15 to July 24, 2020. Findings Two themes were extracted that described male nurses’ experiences of workplace gender discrimination and sexual harassment. In the first theme, “facing gender discrimination from various dimensions,” nurses’ thoughts and feelings regarding gender discrimination from various sources were expressed. The second theme, “experiencing sexual harassment at work as a man,” presented experiences of sexual harassment as a male nurse and difficulties in being recognized as a victim. Conclusion Gender discrimination and sexual harassment experienced by male nurses stem from a wide range of socio-cultural factors, ranging from individuals to organizations, and institutions. Therefore, this problem requires a correspondingly broad approach for improvement, such as making efforts to avoid classifying certain roles according to gender, developing new standards considering the specific experiences of men as victims of sexual discrimination and sexual harassment, and continuing training to increase social sensitivity and interest in the harm suffered by minorities in society.

일개공공병원에 근무하는 간호사의 육아휴직 인식과 이용용이성이 직무만족에 미치는 영향

장경숙(Jang, Kyung-Suk),이여진(Yi, Yeo-Jin) 한국간호행정학회 2018 간호행정학회지 Vol.24 No.3

Purpose: The aim of this study was to identify whether awareness and perceived ease in using parental leave influence job satisfaction of nurses in a public hospital. Methods: The participants were 425 nurses working in a public hospital. A questionnaire was used to collect data from October 12 to October 25, 2016. The influence of the factors on job satisfaction of nurses was analyzed by multiple hierarchical regression. Results: Nurses taking leave accounted for 46.8% (75 nurses) of 160 married nurses. They worried about adaptation after return to work (30.7%) and complained about disadvantages related to using parental leave (45.3%). The percentage of nurses on leave replaced by new full time nurses was 70.7%. Nurses` awareness (β=.16) of perceived ease of using parental leave (β=.32) influenced the nurses` job satisfaction (R²=.21). Conclusion: To improve job satisfaction for nurses, it is necessary to increase awareness and perceived ease of using parental leave. Public hospitals should replace nurses on leave with temporary nurses and help returning nurses adapt to their jobs as they return to work. Nursing managers should create a healthy climate in which it is easy for nurses to take parental leave.

Asian Spine J 2018;12(3):484-489

Pardis Noormohammadpour,Mahla Kordi,Mohammad Ali Mansournia,Maryam Akbari-Fakhrabadi,Ramin Kordi 대한척추외과학회 2018 Asian Spine Journal Vol.12 No.3

Study Design: Single-blinded randomized controlled trial. Purpose: To evaluate the effects of a multi-step core stability exercise program in nurses with chronic low back pain (CLBP). Overview of Literature: CLBP is a common disorder among nurses. Considering that patient-handling activities predispose nurses to CLBP, core stability exercises suggested for managing CLBP in the general population may also be helpful in nurses. However, sufficient evidence is not available on whether a multi-step core stability exercise program affects pain, disability, quality of life, and the diameter of lateral abdominal muscles in nurses with CLBP. Methods: In this single-blinded randomized controlled trial, 36 female nurses with CLBP were recruited. The sample was divided into two groups of 18 patients (intervention and control). Nurses in the intervention group performed core stability exercises for 8 weeks, based on a progressive pattern over time. Roland–Morris Disability Questionnaire (RDQ), quality of life (36-item Short Form Health Survey [SF-36]), ultrasound assessment of the diameter of lateral abdominal muscles, and Visual Analog Scale (VAS) score for pain were evaluated in the participants before and after the trial. Sixteen nurses (eight from each group) dropped out of the study, and analysis of covariance was used to compare outcomes for the remaining nurses in the intervention (10 nurses) and control (10 nurses) groups. Results: The results after the trial showed significant improvements in RDQ, SF-36, and VAS score in the intervention group compared with that in the control group (p <0.005). Furthermore, the ultrasound data showed a significant increase in the left and right muscle diameter of all three abdominal muscles during the abdominal drawing-in maneuver in the intervention group compared with that in the control group (p <0.05). Conclusions: This study showed that a multi-step core stability exercise program is a helpful treatment option for improving quality of life and reducing disability and pain in female nurses with CLBP.

임상에서의 상생: 남성간호사에 대한 여성간호사의 적응 경험

김현수,이은진 간호행정학회 2018 간호행정학회지 Vol.24 No.5

Purpose: The present study was done to provide understanding of how female nurses adapt to male nurses andto derive an entity concept that explains the experience process for female nurses. Methods: Data were collectedthrough in-depth interviews with 16 female nurses who had work experience with male nurses. Collected data wereanalyzed using the grounded theory methodology of Strauss and Corbin. Results: The core category found in theadjustment experience of female nurses to male nurses was "win-win partnership with male nurses who struggleto keep up in the clinical setting". The central phenomenon was "unprepared meeting with male nurses who are differentfrom us". The action/interaction strategies the participants used were "recognition of differences,", "positive approach,"and "acceptance as a colleague." Conclusion: The results showed that female nurses tried to have a win-winpartnership with male nurses by using several strategies. This result broadened the range of understanding of femalenurses’ adjustment to male nurses and provides new information on their adaptation to practical work. 목적: 본 연구의 목적은 근거이론방법론을 이용하여 여성간호사가 경험한 남성간호사에 대한 적응이 어떠했는지 파악하여 이들의 경험과정을 설명할 수 있는 실체 이론을 도출하는 것이다. 방법: 본 연구의 참여자는 남성간호사와 근무한 기간이 1년 이상인 16명의 여성간호사이며 심층면담을 통해 자료를 수집하였다. Strauss 와 Corbin 의 근거이론 방법을 사용하여 자료를 분석하였다. 결과: 남성 간호사에 대한 여성 간호사의 적응 경험에서 발견 된 핵심 범주는 "임상에서 버티기 힘들어 하는 남성간호사와 상생하기"였다. 중심 현상은 “우리와는 다른 남성간호사와의 준비되지 않은 만남” 이었다. 중심현상을 다루기 위한 전략은 ‘상생을 위한 현실 맞닥뜨리기’, ‘남성간호사에게 맞춰 적극적으로 조율하고 대처하기’, 그리고 ‘상생을 통해 역량 확장하기’였다. 결론: 이 연구의 결과는 여성 간호사가 남성 간호사와 상생하기 위해 여러 가지 전략을 사용한다는 것을 보여주었다. 이 연구 결과는 임상에서 여성 간호사가 남성간호사에 적응하기 위해 어떤 경험을 하고 있는지에 대한 새로운 정보를 제공하였다.

신생아집중치료실 간호사의 상대적 간호업무효율성 분석

김효영,이혜정,민아리 한국병원경영학회 2019 병원경영학회지 Vol.24 No.4

Purpose: This study aimed to analyze the job performance efficiency of nurses in the Neonatal Intensive Care Unit (NICU) by using the Data Envelopment Analysis (DEA). Additionally, the study aimed to provide a detailed method to improve the currently inefficient way in which nurses perform their jobs by differentiating the reference group of more efficient nurses, and to compare the characteristics of the more efficient group of nurses to those of the less efficient group of nurses. Methodology: This study evaluated the relative job performance efficiency of nurses by applying DEA to 43 nurses in the NICU. The input variables for the efficiency analysis were working career (years), time spent in direct nursing care (hours), overtime (hours), and job-related training (hours); the output variables were the job performance scores of professional practice, research, leadership, and education. Data were analyzed using SPSS IBM 23.0 and Open Source DEA (OSDEA). Findings: The relative job performance efficiency of the 43 nurses was 0.933, and 20 nurses were evaluated as more efficient. In addition, the study confirmed the possibility of improving the overall job performance efficiency by improving leadership, while controlling the current input variables. Lastly, the more efficient nurses had significantly higher job performance scores for research (t=2.028, p=0.049), leadership (t=2.036, p=0.048), and education (t=2995, p=0.005) than those who were less efficient. Practical Implications: It is suggested that job performance be evaluated using DEA to improve the overall job performance efficiency of NICU nurses. The analysis results from DEA for nurses becomes evidence in support of establishing individualized goals for each nurse, thus resulting in a foundation for systematic human resource management of nurses, and ultimately contributing to increase in the job performance efficiency of nurses.