ABSTRACT
Purpose@#This study was conducted with a focus group interview that drew out experiences, limitations, and difficulties in the workplace according to the employment conditions of visiting nurses in the public health centers. @*Methods@#A total of 12 visiting nurses are those working in the public sector in Seoul and Gyeonggi province who were willing to participate in the interview. Analysis categories and coding were divided into three categories: compensation system, occupational status, and opinions to improve their treatment. Using the content analysis method, the current working status and compensation system of visiting nurses were described. @*Results@#The main themes derived from the significant statements of visiting nurses were ‘Ten years of frozen salary system’, ‘Full-time workers of their own league’, ‘Excluded from performance benefits’, ‘Every visiting nurses are virtually precarious’, ‘Experience of exclusion and discrimination’, and ‘Reasons and barriers to be a full-time worker’. All of the visiting nurses working in the community insisted on having equal treatment for work of equal value. Visiting nurses in the public health sector wanted to be set to the same payment system and the fair allowance system as well. It is necessary to continuously seek solutions to the problems left in insisting on the civil service of visiting nurses. @*Conclusion@#Visiting nurses who were working in a precarious job position felt job insecurity, and experienced discrimination, alienation, and exclusion. Legal and institutional reform is needed to improve the treatment of visiting nurses.
ABSTRACT
Purpose@#This study investigated the occupational status and job stress of visiting nurses during the COVID-19 pandemic. @*Methods@#Participants were 151 visiting nurses working in the public health services in Seoul and Gyeonggi-do. The study was conducted using a structured online questionnaire. @*Results@#The average age of the visiting nurses was 49.5 years. A occupational period was 38.4% of the participants had worked for a period of 6-10 years and 34.5% of them had worked for a period of 11 years or more. In terms of employment type, 74.8% had permanent contracts and 13.9% had fixed terms. 93.4% of nurses were working on COVID-19-related work; and 57.6% of them were working more than 50% of their work. Each visiting nurse provided health services for a total of 436.4 cases on average and the per day count was 14.3 cases. The service was provided through home visits or phone consultations. The results of the job stress were relationship conflict (60.92±20.72), job demand (59.05±14.10), job autonomy (57.83±14.63), job instability (45.25±27.37), organizational system (44.97±17.21), workplace culture (42.71±18.00), and inadequate compensation (35.29±18.14). There was a significant difference in job stress according to the proportion of COVID-19 work was ‘workplace culture’ (p=.023), Job autonomy (p=.053) and Inappropriate compensation(p=.054). @*Conclusion@#In order to provide a stable working environment for visiting nurses and effective public visiting health services during unexpected circumstances, such as the COVID-19 pandemic, it is necessary to promote progressive policies and systemic improvements.
ABSTRACT
Purpose@#This study aimed to compare the effects of an 8 week, self-managed, app-based and poster-based stretching program on musculoskeletal symptoms, flexibility, stretching frequency, self-efficacy, social support, and musculoskeletal disorder knowledge in small manufacturing business workers. @*Methods@#This was a cluster randomized, two-group pretest-posttest design. Workers were assigned to either an app-based (n=20) or a posterbased (n=25) stretching intervention. Both groups received an educational class. The app group also received mobile phone text messages and an app with stretching videos, stretching alarms, stretching records, and information on musculoskeletal disorders. The poster group received workplace stretching posters. Data were collected from April to September 2018 and analyzed with the χ2 test, paired t-test, and independent t-test. @*Results@#There was only a significant difference in social support. Significant increase in flexibility and musculoskeletal symptoms were noted for both groups, but social support and musculoskeletal disorder knowledge were significantly changed only in the poster group. More than half of the workers practiced stretching at least 3 times a week. @*Conclusion@#The 8 week, self-managed, workplace stretching program was effective to increase flexibility and stretching frequency to at least 3 times a week. However, effective interventions for musculoskeletal symptoms could not be identified.
ABSTRACT
PURPOSE: The purpose of this study was to describe the intervention model development of health promotion for women workers working in the traditional marketplace, using community capacity building framework. METHODS: Need assessment of the target population, work-related environment investigation, social network group building, and setting health management in the marketplace were performed. Then the interventions including cardiovascular health, musculoskeletal health, and psychological health were conducted. The results were evaluated using NCEP-ATP III(National Cholesterol Education Program's Adult Treatment Panel III), OWAS, and CES-D. RESULTS: It was found that the intervention program for the vulnerable group in marketplace was appropriate, promoting the improvement of metabolic syndrome and the reduction of pain complaints. Therefore, the intervention framework for health promotion of women workers in the marketplace was developed. Work-related environment assessment also was included in the framework development. Several community capacity building strategies, including developing community resources and promoting partnership, making small social network group, and promoting program participation. CONCLUSION: It is suggested that occupational health nurses and professionals consider the appropriateness of intervention framework development after identifying the needs of women workers' work-related environmental problems.