• Journal of Korean Academy of Fundamentals of Nursing
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• v.18 no.3
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• pp.310-316
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• 2011

Purpose: In the present study, the difference in patients' nursing demands and nursing performance as perceived by the patients was examined. Methods: The participants were 272 patients on maintenance hemodialysis at five university hospitals. Nursing need and nursing performance were measured using the tool developed by Lee for this study. Results: The mean score for nursing demand was 3.35 points out of 4. The scores were higher for participants with middle school graduation or less, those not professing religion, and those whose medical insurance was of the medicaid type. The mean score for perceived nursing performance was 3.22 points out of 4. Nursing performance as perceived by hemodialysis patients was lower than nursing demand for 22 of 28 items. The item with the largest difference between nursing performance and nursing demand was 'Give a pain-free injection', followed by 'Explain about insurance benefits and supports' and 'Maintain quiet environment in the hemodialysis unit enabling rest during hemodialysis'. Conclusion: The results show that nursing performance as perceived by hemodialysis patients was lower than nursing demand. This result indicates a need to develop appropriate strategies to enhance nursing performance, especially for items that showed low nursing performance.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.4
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• pp.515-527
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• 2003

Purpose: The purpose of this study was to examine the work stress and nursing performance of clinical nurses' and to identify relationship between work stress and nursing performance. Method: This descriptive study queried 316 clinical nurses, selected by convenient sampling from four hospitals. Demographic characteristics, work stress and Nursing performance were measured. Descriptive statistics, t-test, ANOVA were performed to identify relationship between work stress and nursing performance on SPSS WIN 10.0. Result: The study subjects reported that the younger they were, the higher work stress they experienced and the lower nursing performance they behaviored. Also, the longer they worked as a nurse, the lower work stress they experienced and the higher nursing performance they hehaviored. The nurses working at ICU experienced more work stress. The nurses working at pediatric ward reported higher nursing performance. The married nurses' nursing performance was higher than unmarried nurses'. There was significant negative correlation between work stress and nursing performance among nurses. Conclusion: These results suggest that the nurse who experience higher work stress couldn't perform optimistic leveled nursing performance. Strategic planning for nursing administer and avoidance of work stress were discussed.

• Child Health Nursing Research
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• v.21 no.3
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• pp.244-252
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• 2015

Purpose: The purpose of this study was to identify differences between the degree of nursing need and nursing performance as perceived by caregivers of hospitalized children. Methods: Participants included 200 main caregivers from two pediatric hospitals where their children had been hospitalized for at least 2 days. Data were collected from October 30 to December 10, 2014. Results: The degree ($2.64{\pm}0.40$) of nursing performance perceived by caregivers with hospitalized children was found to be significantly lower than that ($3.39{\pm}0.21$) of nursing needs of caregivers. Of nursing needs, direct nursing had the highest score at 3.59, and nursing assessment, the lowest at 3.23. For nursing performance, nursing assessment had the highest score at 2.76, and education and counseling, the lowest at 2.35. Conclusion: These results suggest that performance of nursing activities by nurses caring for hospitalized children do not meet the nursing needs of the caregivers. Therefore it is necessary to develop nursing strategies to reduce the gap between nursing needs and nursing performance.

• The Journal of Korean Academic Society of Nursing Education
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• v.23 no.3
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• pp.252-267
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• 2017

Purpose: This study aimed to investigate clinical nurses' perception on nursing managerial competencies. Methods: This was a descriptive study. The data were collected from 198 nurse managers who had worked in six general hospitals using a self-reporting questionnaire. Data were analyzed by descriptive statistics, t-test, ANOVA, and Importance-Performance Analysis. Results: Only 32% of the participants had experienced nursing managerial competency training. The mean score for perceived performance of nursing managerial competency was lower than that for perceived importance. There were significant differences in perceived importance, performance, and importance-performance gaps among head, charge, and staff nurses. Importance-performance analysis showed that three of the 30 nursing managerial competencies require further development: staffing, human resources development and education, and nursing standard development competency. There were significant differences in importance-performance gaps according to age, career years in current hospital, work shift, position, nursing delivery system, and nursing managerial competency-education experience. Conclusion: A training program for developing and improving nursing managerial competencies which is focused on the gaps in importance and performance level is needed for clinical nurses. In addition, it should be considered to improve nursing work conditions such as nursing delivery system and formal appointment in order to increase the performance of nursing managerial competencies.

• The Journal of Korean Academic Society of Nursing Education
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• v.27 no.3
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• pp.333-341
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• 2021

Purpose: The purpose of this study was to examine the predicting factors of nursing work performance. Methods: The participants in this study were 148 nurses working in S university hospital in P city. The scales included social support, health promoting lifestyle profile-II (HPLP-II), and nursing work performance. A descriptive analysis and stepwise multiple regression were used for data analysis. Results: Significant correlations were found among social support, health promotion behaviors and nursing work performance. The significant predictive factors of nursing work performance were the emotional support subscale of social support (β=.31, p<.001) and the interpersonal relations subscale of health promotion behaviors (β=.32, p<.001). These two subscales explained 27% of nursing work performance. Conclusion: Nursing education programs should include an emphasis on developing methods of emotional support and interpersonal relations in order to improve nursing work performance among clinical nurses.

• Journal of the Korean Data and Information Science Society
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• v.26 no.2
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• pp.441-453
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• 2015

This paper review nursing performance in Korea to suggest the direction of future research. A literature review of research nursing performance journal articles was performed. Thirty-three articles were analyzed research design, measurement tools, definition, and variables which with nursing performance. Most of the on nursing performance in Korea descriptive correlation study. There considerable confusion about Korean term and definitions nursing performance. used the instrument developed by Park (1989) to measure nursing performance. The variables with nursing performance leadership and empowerment. No agreement on definitions or concepts of nursing performance evident in Korea. Research on nursing performance that addresses all domains of nursing is needed to analyze the impact of nursing performance on patient and healthcare outcomes.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.1
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• pp.31-54
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• 2000

This study was aimed for effective nursing performance of the nurse to be able dedicate to the development of professional nursing work by understanding correlation between the leadership style of head nurse and the nursing performance of the nurse. The materials have been collected through structured questionnaires for 18 days from Feb. 2, 1999 to Feb. 20 from 234 nurses presently working at 4 hospitals Circumstances aptitude theory of Fleishman (1973) were used as the device of measuring leadership style, and staff nurses nursing performance were done by head nurses utilizing questionnaire adopted from Park. Data was analyzed by frequency, mean, ANOVA, ANCOVA, and Pearson's correlation coefficiency by using SPSS program. The results are as follows ; 1. Head nurse leadership was classified in the following manner : duty and human relationships oriented style of head nurse leadership(3.76), human relationship oriented style(3.30), duty leadership oriented style(3.12), and non-interference leadership style(2.77). Duty and human relationships showed highest score in this category. 2. The mean of nursing performance was 3.66, dependent nursing duty was 3.88, interpersonal relationship 3.78, and independent nursing was 3.34. 3. An education course of nursing performance by general characteristics was statistically significant. Job satisfaction, for seen working periods, and motivation for choosing a nursing job of nursing job characteristics was statistically siginficant. 4. As the degree of independence nursing performance increases, the degree and of dependance and interpersonal relationship of nursing performance increases. 5. The relationship between nurse leadership style and nursing performance were statistically different. The degree of duty and human relationship style of the head nurse were highest in dependent and independent nursing performance. Therefore, it is desirable that the head nurse should demonstrate the leadership style high in the duty and human relationships for effective nursing performance.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.3
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• pp.286-294
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• 2010

Purpose: The purpose of this study was to identify the effects of nursing competency of nurses on job satisfaction and nursing performance. Method: Using a structured questionnaire, data were collected from 368 nurses. Descriptive statistics, t-test, ANOVA, Scheffe test and pearson correlation coefficient with SAS package were used for data analysis. Results: The total mean score for nursing competency was 2.65, with scores for subcategories as follows: ethical competency 2.74, personal competency 2.65, esthetical competency 2.64, and scientific competency 2.61. The mean score of total job satisfaction was 3.18 on a 5 point scale, and nursing performance was 2.97 on a 4 point scale. Total nursing competency and total subcategories of nursing competency perceived by nurses were positively related to job satisfaction and nursing performance. Conclusion: In conclusion, nursing competency of nurses influence job satisfaction and nursing performance. With these result, it is necessary to concentrate on improving nursing competency of nurses to increase job satisfaction and nursing performance.

• Journal of Korean Academy of Nursing
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• v.35 no.3
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• pp.451-460
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• 2005

Purpose: The purpose of this study was to develop performance measure indicators for hospital nursing units based on a Balanced Scorecard (BSC). Method: This study was a methodological study, The development process consisted of 3 stages. The first stage was setting up strategies for nursing units from a nursing department's mission and vision. The second stage was developing performance measure indicators after a validity check. The third stage was modifying developed performance measure indicators and classifying them. Results: 7 strategies were set up according to 4 perspectives of a BSC. 15 performance measure indicators for hospital nursing units were developed, and the indicators were divided into 8 independent indicators and 7 shared indicators according to the degree of performance responsibility. In addition, they were classified into two groups, 7 leading indicators and lagging indicators. Conclusions: The result of this study suggests that performance measure indicators for hospital nursing units provide a framework and method for nursing organizations' performance management. Also, the developed indicators are expected to provide valuable information for successful organization management.

• Journal of the Korean Institute of Oriental Medical Informatics
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• v.20 no.1
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• pp.9-24
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• 2014

Purpose: This study was done to identify the relationship between emotional intelligence and nursing performance of clinical nurses in hospitals. Methods: Data were collected from a convenience sample of 396 nurses who work for a university in a city. The Questionnaire measured the level of emotional intelligence, nursing performance of nurses. The data were analyzed with PASW (SPSS) 18.0, using t-test, ANONA, Scheffe' test, Pearson correlation coefficients, and multiple regression. Results: The mean score of emotional intelligence was 3.44(${\pm}.39$), nursing performance was 3.59(${\pm}.42$). There were significant differences on emotional intelligence to age, education level, current position, total clinical career, job satisfaction. And there were significant differences on nursing performance to age, marital status, education level, current position, total clinical career, job satisfaction. It was significant positive correlation between emotional intelligence and nursing performance. The emotional intelligence and age explained 32.7% of variance in nursing performance. Conclusion: The findings indicate that to increase nursing performance, nursing managers need to develop emotional intelligence, especially use emotion and regulation of emotion for nurses.