ABSTRACT
Purpose@#The purpose of this study was to understand and describe the experiences of nurses in charge of COVID-19 screening at general hospitals in South Korea. @*Methods@#Data were collected through individual in-depth interviews with 14 nurses who had been working for more than a month at a screening clinic operated by two general hospitals from May 11 to July 20, 2021. Verbatim transcripts were analyzed using Colaizzi’s phenomenological analysis. @*Results@#As a result of analysis, four theme clusters were extracted from nurses’ experiences, as follow: the role of the hospital gatekeeper entrusted with managing the COVID-19 pandemic, struggling to maintain the protective barrier, boundlessness like a Mobius strip, and driving force to endure as a nurse in charge of COVID-19 screening. @*Conclusion@#The results of this study provide a deeper understanding of the lives of screening clinic nurses who are struggling with the COVID-19 situation. The results are expected to be useful in providing basic data for improving the infection control system and response strategies that can be applied to nursing practice in other pandemic situations.
ABSTRACT
Purpose@#Since 2016, the Korean Triage and Acuity Scale (KTAS) algorithm has been applied to the triage process in the emergency departments (EDs) of Korea. This study aimed to investigate the facilitators of and barriers to a well-run triage function based on how Korean emergency nurses perceived the triage process and their experiences with it. @*Methods@#Data were collected using focus group interviews from June 2018 to January 2019. Twenty emergency nurses were divided into two junior and four senior groups based on their level of clinical experience. All interviews were recorded as they were spoken and transcribed. Data were analyzed using qualitative content analysis. @*Results@#The participants recognized the need for the KTAS algorithm to efficiently classify emergency patients and were working on it properly. According to the data, we extracted 4 themes and 20 subthemes. Four themes were as follows: (1) awareness about the necessity of triage, (2) facilitators to triage process, (3) barriers to triage process, and (4) suggestions for the establishment and development of triage. @*Conclusion@#From the findings of this study, various vulnerabilities of the triage process were identified, and solutions were suggested from the emergency nurses’ perspective. Educational, staffing, financial support, and periodic updates of the KTAS are needed to promote the triage process in the future.
ABSTRACT
Purpose@#: The purpose of this study was to understand and describe the experiences of the advanced nurse practitioner (APN) system used by healthcare providers including APNs, doctors who worked with APNs, and APN master’s course professors at a graduate school. @*Methods@#: Qualitative data were collected via snowball sampling. The participants were nine APNs, six doctors, and three professors. They were divided into three focus groups, each of which consisted of all three types of healthcare providers. Data were collected via interviews with the three focus groups conducted from September to October 2019. All interviews were audiotaped and transcribed verbatim. The transcribed data then underwent qualitative content analysis. @*Results@#: Based on the data, we extracted four themes and 14 categories. The themes were “Role and system of APNs started according to healthcare environment changes”, “Optimal healthcare provider to ensure quality of care”, “Confused role and system of APNs due to incomplete medical law”, and “Tasks for the stable operation of the APN system.” @*Conclusion@#: For quality treatment and safety of patients, a legal basis must be established for the APN system. For its stable operation, social consensus regarding legislation about APNs’ scope of practice is required. Finally, a discussion is necessary about the integration of APNs’ 13 fields.
ABSTRACT
Purpose@#This study aimed to identify factors influencing organizational commitment among male nurses in Korea. @*Methods@#This study was conducted from July to September, 2018. Data were collected from 166 male nurses whom worked for more than 6 months in secondary or tertiary hospitals in Korea. The data were analyzed using descriptive statistics, t-test, analysis of variance (ANOVA), Pearson’s correlation coefficient, and multiple regression. @*Results@#Organizational commitment showed significant differences in age (t = -4.69, p < 0.001), marital status (t = -2.95, p = 0.004), total nursing career (F = 4.91, p = 0.003), total career in the present hospital (F = 4.98, p = 0.002), total career in the present department (F = 5.47, p = 0.001), affiliation in the hospital (t = 2.28, p = 0.024) and annual average income (t = -2.55, p = 0.012). Organizational commitment correlated positively with gender role conflict (r = 0.28, p < 0.001) and job satisfaction (r = 0.21, p = 0.008). The major factors influencing organizational commitment were identified as gender role conflict (B = 0.11, p < 0.001), job satisfaction (B = 0.29, p < 0.001) and age (B = 4.77, p = 0.018), which explains 23% of the variance in organizational commitment. @*Conclusion@#The factors identified in this study which influenced organizational commitment in male nurses, could be used to assign nursing tasks and rotations. Interventional or education programs may be prepared to improve organizational commitment of male nurses.
ABSTRACT
Purpose@#: The purpose of this study was to understand and describe the experiences of the advanced nurse practitioner (APN) system used by healthcare providers including APNs, doctors who worked with APNs, and APN master’s course professors at a graduate school. @*Methods@#: Qualitative data were collected via snowball sampling. The participants were nine APNs, six doctors, and three professors. They were divided into three focus groups, each of which consisted of all three types of healthcare providers. Data were collected via interviews with the three focus groups conducted from September to October 2019. All interviews were audiotaped and transcribed verbatim. The transcribed data then underwent qualitative content analysis. @*Results@#: Based on the data, we extracted four themes and 14 categories. The themes were “Role and system of APNs started according to healthcare environment changes”, “Optimal healthcare provider to ensure quality of care”, “Confused role and system of APNs due to incomplete medical law”, and “Tasks for the stable operation of the APN system.” @*Conclusion@#: For quality treatment and safety of patients, a legal basis must be established for the APN system. For its stable operation, social consensus regarding legislation about APNs’ scope of practice is required. Finally, a discussion is necessary about the integration of APNs’ 13 fields.
ABSTRACT
Purpose@#This study aimed to identify factors influencing organizational commitment among male nurses in Korea. @*Methods@#This study was conducted from July to September, 2018. Data were collected from 166 male nurses whom worked for more than 6 months in secondary or tertiary hospitals in Korea. The data were analyzed using descriptive statistics, t-test, analysis of variance (ANOVA), Pearson’s correlation coefficient, and multiple regression. @*Results@#Organizational commitment showed significant differences in age (t = -4.69, p < 0.001), marital status (t = -2.95, p = 0.004), total nursing career (F = 4.91, p = 0.003), total career in the present hospital (F = 4.98, p = 0.002), total career in the present department (F = 5.47, p = 0.001), affiliation in the hospital (t = 2.28, p = 0.024) and annual average income (t = -2.55, p = 0.012). Organizational commitment correlated positively with gender role conflict (r = 0.28, p < 0.001) and job satisfaction (r = 0.21, p = 0.008). The major factors influencing organizational commitment were identified as gender role conflict (B = 0.11, p < 0.001), job satisfaction (B = 0.29, p < 0.001) and age (B = 4.77, p = 0.018), which explains 23% of the variance in organizational commitment. @*Conclusion@#The factors identified in this study which influenced organizational commitment in male nurses, could be used to assign nursing tasks and rotations. Interventional or education programs may be prepared to improve organizational commitment of male nurses.
ABSTRACT
Purpose@#The purpose of this study was to develop a program for reinforcing the resilience of new nurses and relation-oriented organizational culture. @*Methods@#An Intervention Research (IR) model was used to develop a program. Literature review, focus group interviews with nurses and need surveys were conducted from August to December 2018. Based on the results of the investigation, the researcher developed the content of a program. The program was revised by nurse managers for the content validation. Results: According to the results of the need surveys, 58.8% of the participants thought relation-oriented culture was the most ideal, and 61.8% of the participants wanted to participate in a program for organizational culture improvement. In the focus group interview, not only new nurses but also wards and nursing organizations should be a target subject of the program. Reinforcement of resilience and relation (3R) program was developed as a one-year course, which includes a ‘mentor-mentee’ program and a ‘thanks’ program. Conclusion: It would contribute to improving the resilience of new nurses and creating a relation-oriented organizational culture by 3R program.The 3R program could play a role as expanded program from an existing pragmatic short-term training program for improving the competencies or communication skills of new nurses.
ABSTRACT
PURPOSE: The purpose of this study was to validate the Korean version of Partners In Health scale (PIH-K) which is used to measure the self-management of patients with chronic illnesses in Korea.METHODS: Translation of the 12-item PIH-K was conducted according to the World Health Organization guidelines. Data from 306 participants who took medicines over 3 months by doctor's prescription were collected from October to November 2017. Validity such as content validity, construct validity, and concurrent validity were conducted using content validity index (CVI), exploratory and confirmatory factor analyses (CFA). To evaluate concurrent validity, the correlation coefficients between the PIH-K and concurrent scales (Self-As-Carer Inventory) were calculated. The reliability of the PIH-K was examined using the internal consistency and test-retest reliability tests.RESULTS: The CVI of the PIH-K was 0.91. According to the CFA, factor loadings for four factors ranged from .64 to .97, which explained 67.5% of the total variance. The PIH-K was significantly correlated with concurrent variables such as those on the Self-As-Carer Inventory. The Cronbach's α was .86 and the intraclass correlation coefficient for the two-week test-retest reliability was .88.CONCLUSION: Findings show that the PIH-K is reliable and valid in measuring self-management of patients with chronic illnesses.
Subject(s)
Humans , Chronic Disease , Health Behavior , Korea , Prescriptions , Reproducibility of Results , Self Care , Weights and Measures , World Health OrganizationABSTRACT
PURPOSE: This study aimed to investigate the current statistics of professional medical support staffs(PMSSs) working in general hospitals with less than 500 beds. METHODS: This study was conducted on 35 general hospitals with less than 500 beds from September 11th to October 27th, 2017. RESULTS: Four hundred fifty one PMSSs were currently providing medical support. The number of clinical nurse experts was the highest among the roles, followed by Physician Assistants(PA) and Advanced Practice Nurses. The mean job satisfaction score was 3.07 out of 5. In the case of PA group, most of the delegated prescriptions were performed, however the delegated roles were not much documented in written format. The paucity of documentation requires a development of a committee for PMSSs, including a development of selection criteria and a scope of practice in each institution. CONCLUSION: The results of this study suggested the composition of a committee for PMSSs in the medical institutions and renaming the specified titles of PMSSs.
Subject(s)
Humans , Hospitals, General , Job Satisfaction , Nurse Clinicians , Nurse Practitioners , Nursing , Patient Selection , Physician Assistants , PrescriptionsABSTRACT
OBJECTIVES: This study was designed to investigate factors affecting the discordance between body image and body mass index amongst Korean adults aged 19–39 years. METHODS: Data (N = 59,361) from the 2014 Korean Community Health Survey was analyzed using descriptive analysis, chi-square test, and logistic regression analysis. RESULTS: To examine the factors affecting body image discordance as observed in 43.1% of participants, the group was subdivided into underestimation and overestimation. There were 36.0% of participants that were body image discordant underestimators and 7.1% were overestimators. Multivariate logistic regression analysis showed that the underestimators tended to be men, graduated from high school, married, current/ex-smokers, ex-drinkers, had between 5 to 9 hours sleep (inclusive), had fair to good self-rated health, and demonstrated healthy weight control behavior, relative to the reference group. In comparison, overestimators tended to be in the 19–29 year group and had signs of depression. The OR of individuals who were men, married, and had healthy weight control behavior was significantly lower in the overestimators group. CONCLUSION: These findings show that tailored interventions to promote accurate body awareness should be based on the type of body image discordance. In addition, it is necessary to develop and implement a program of body image improvement that considers the factors affecting body weight discordance.
Subject(s)
Adult , Humans , Male , Body Image , Body Mass Index , Body Weight , Depression , Health Surveys , Logistic Models , OverweightABSTRACT
PURPOSE: The purpose of this study was to construct and test a structural equation model of self-management of liver transplant recipients based on self-determination theory. METHODS: Participants were 275 outpatients who received liver transplantation. A structured self-report questionnaire was used to assess health care providers' autonomy support, transplant-related characteristics, illness consequence perception, autonomy, competence, family relatedness, depression and self-management. Collected data were analyzed using SPSS/WIN 24.0 and AMOS 24.0 program. RESULTS: The modified model showed a good fitness with the data: GFI=.96, RMSEA=.06, CFI=.96, NFI=.93, TLI=.93, PGFI=.43, PNFI=.49. The health care providers' autonomy support, competence, family relatedness and depression were factors with a direct influence on the self-management of liver transplant recipients. The health care providers' autonomy support and illness consequence perception had an indirect influence through competence, family relatedness and depression. However, the transplant-related characteristics and autonomy did not have a significant effect on self-management. This model explained 59.4% of the variance in self-management. CONCLUSION: The result suggests that continuous education must be done to promote the competence of liver transplant recipients and to encourage the patient to positively perceive their current health condition with a view that enhances one's self-management. Additionally, the liver transplant recipients should be screened for depression, which would affect self-management. Most of all, health care providers, who have the most influence on self-management, should improve therapeutic communication and try to form a therapeutic relationship with the liver transplant recipients.
Subject(s)
Humans , Chronic Disease , Delivery of Health Care , Depression , Education , Health Behavior , Health Personnel , Liver Transplantation , Liver , Mental Competency , Outpatients , Self Care , Transplant RecipientsABSTRACT
PURPOSE: This study aimed to identify multidimensional factors influencing burnout in intensive care unit(ICU) nurses. METHODS: A descriptive cross-sectional design was used. Data were collected during February 2016 from a convenience sample of 222 tertiary hospital ICU nurses and analyzed using t-test, ANOVA, correlation analysis, and multiple regression analysis. RESULTS: Burnout correlated positively with compassion fatigue (CF)(r=.37, p < .001), and negatively with compassion satisfaction (CS)(r=-.66, p < .001). The regression model explained 57% of the variance in burnout. For individual characteristics in the model, perceived health status (β=-.27, p < .001) and gender (β=.14, p=.028) were the most influential factors for ICU nurses' burnout. In the model with added work-related characteristics, nursing environment (β=-.22, p=.001), perceived health status (β=-.20, p=.001), and satisfaction with department (β=-.19, p=.007) were the most influential factors. Finally, for the model with psychological characteristics added, CS (β=-.56, p < .001) and CF (β=.35, p < .001) were the most influential factors. CONCLUSION: Results reveal that most ICU nurses have a moderate level of CF and a moderate to high level of CS and burnout, and that individual, work-related and psychological factors are relevant in ICU nurses' burnout. Programs or interventions to reduce burnout should be developed taking into account these multidimensional factors.