PURPOSE This study was performed to identify the key elements for the improvement of healthcare services for foreigners in Korea. METHOD Delphi technique was used for this study. As the members of an expert panel for this study, 32 healthcare professionals, who were physicians, nurses, administrators, and care coordinators, with at least 6 months of experiences in international clinics and healthcare services in five metropolitan areas in Korea participated. Data collections were conducted three times from August to October, 2009. The priority and the importance were analyzed using descriptive statistics in SPSS Win 15.0. RESULT The key element selected most frequently by the experts was the 'Healthcare providers' abilities for foreign languages' followed by 'Guidelines for facing medical accidences and disputes', 'Information and guide for healthcare services written in English', ''Informed consent preventing medical disputes', 'System of healthcare service fees for foreigners'. CONCLUSIONS The key elements for the improvement of healthcare services for foreigners in Korea were mostly the requirements for effective communication with the foreign clients and the systemic support. The key elements identified in this study can be applied usefully for the development of strategies to improve the quality of healthcare services for foreigners.
PURPOSE The purpose of this study was to examine the effects of preceptor nurses' self-leadership on role recognition and job satisfaction. METHOD The participants were 171 preceptor nurses worked in one of three general hospitals in Seoul. The data were collected from April 12 to May 12, 2011 and analyzed using descriptive statistics, t-test, ANOVA, pearson correlation, Scheffe, and regression with SPSS Win 19.0 program. RESULT The results of the study were as followed. The average score for preceptor nurses' self-leadership was 3.55, for role recognition, 3.81 and for job satisfaction, 3.28. The factors of the preceptors' self-leadership affecting role recognition were self-expectation (beta=260, p=.002) and goal setting (beta=199, p=.030), and those factors accounted for 18.9% of explanatory power. The factors of self-leadership influencing job satisfaction were self-expectation (beta=18.3, p=.021), and rehearsal (beta=-168, p=.030), and those factors accounted for 31.3% of explanatory power. Among the factors of self-leadership, self-expectation influenced both role recognition and job satisfaction. CONCLUSIONS The results of the study indicate that to improve preceptor's role recognition and job satisfaction, there should be special training programs to enhance preceptor's self leadership.
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PURPOSE This study was done to identify the relationship between transformational leadership by head nurses and positive psychological capital, psychological well-being, stress and somatization of staff nurses. METHOD Participants in this study were 300 staff nurses in general hospitals located in G and B cities. Data were collected using self-administered questionnaires and analyzed using SPSS Win 18.0 program. RESULT The major findings were as follows; 1) There were positive influences of transformational leadership on positive psychological capital, psychological well-being, and a negative effect on stress. 2) Positive psychological capital had a positive influence on psychological well-being, and negative effects on stress and somatization. 3) In the analysis of the mediating role of the positive psychological capital, transformational leadership was shown to indirectly affect psychological well-being and stress through positive psychological capital. CONCLUSIONS These findings suggest that transformational leadership has important influences on employees' psychological well-being and stress via employees' positive psychological capital. To enhance psychological well-being and reduce stress for nurses, it is important to develop not only the leadership of head nurses but also the positive psychological capital of staff nurses.
PURPOSE The purpose of this study was to examine nurses' cognition of the diagnosis related group (DRG) in long-term care hospitals and changes in nursing care after application of the DRG system. METHOD This study was a descriptive survey involving 161 nurses working in 12 long-term care hospitals located in Gwangju city and Chonnam area. Data were analyzed using the SPSS 18.0 version program. Data analyses utilized descriptive test, chi-square test, Fisher's exact probability test, t-test, and one-way ANOVA. RESULT There was no change in cognition of DRG in 55.3% of the nurses, and 26.1% takes to 'change positively'. More than half of the respondents (57.8%) agreed to the application of DRG. After application of DRG, the nurses responded 'there were changes in nursing care' in 23 of the 25 care items. Two items had an increase in nursing care. CONCLUSIONS No distinct changes in nursing care were evident after DRG application. Therefore, there is need to provide education programs related to DRG for nurse in long-term care hospitals.
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PURPOSE The purpose of this study was to explore the use of outcome indicators and perception of outcome evaluation of oncology advanced practice nurses (APNs). METHOD A total of 111 oncology APNs from hospitals which have over 400 beds were surveyed. The participants' use of outcome indicators and perception of outcome evaluation were collected using a questionnaire including 84 outcome indicators for APNs developed by Sung et al. and 13 items on APNs' contribution to the hospitals developed by Kleinpell (2005). Data were analyzed using descriptive statistics, t-test, and chi2 test. RESULT Twelve items out of 84 outcome indicators were used over 50% of the time and 57 items could be used in the future by the participants. Seven of the 10 top-ranking outcome indicators in use were education related and were also expected to be used frequently in the future. The score for participants' perception of outcome evaluation was average-high, 3.82 out of 5. CONCLUSIONS The results of the study show that the main outcome indicator for oncology APNs is education related, and thus the use of education related outcome indicators is recommended to make oncology APNs' activities be more visible.
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PURPOSE This study was conducted to develop an evaluation framework for QI activity in medical institutions and to analyze QI activity cases by applying the developed evaluation framework. METHOD A four-phase process was employed to develop the evaluation framework, and a descriptive survey was used for the QI case study. Data were collected in April, 2010 by examining 157 QI activity cases presented at conferences and published in Journal of Korean Society of Quality Assurance in Health Care over the past three years. Developed QI activity evaluation instruments were used for data collection. Data were analyzed using the SPSS 18.0 for Windows program. RESULT A QI Activity Evaluation Framework was developed. This framework consisted of 45 items. The department with the highest level of QI participation was the nursing department. The most frequent QI activity theme was patient safety. QI activity levels in Korean medical institutions are relatively equalized without significant differences according to institution characteristics. CONCLUSIONS From the quality aspect of QI activity, more systematic and scientific approaches are required to upgrade QI activity. This study could provide methodological guidelines for QI activity and be useful in setting goals and directions for QI activity in medical institutions in Korea.
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PURPOSE This study was done to: (a) examine relationships between creative nursing practice and job satisfaction, and organizational commitment that nurses perceive in a hospital, and (b) identify creative nursing practice factors affecting job satisfaction and organizational commitment. METHOD Using self-report questionnaires including 25 items of the Creative Nursing Practice Index, a descriptive study was conducted with a sample of 387 nurses working in the nursing care units of a general hospital in Seoul, Korea. Data were analyzed, using independent t-test, ANOVA, Pearson correlation, and hierarchical multiple regression analysis. RESULT The mean score for nurses performance of creative practice was 2.29+/-0.46 (range 1 to 4). Creative nursing practice had positive correlation with nurses' job satisfaction (r=.427, p<.001) and organizational commitment (r=.433, p<.001). Creative nursing practice factors influencing job satisfaction were implementing customized care (beta=.158, p=.010), making new knowledge (beta=.257, p<.001), and searching ideas (beta=.209, p<.001). Nurses' organizational commitment was influenced by implementing customized care (beta=.192, p=.002), making new knowledge (beta =.158, p=.028), searching ideas (beta=.254, p<.001), sharing ideas (beta=.250, p=.003), and validating ideas (beta=.189, p=.036). CONCLUSIONS The results indicate a need to develop nurses' creative competency to pursue quality care as well as increase nurses' job satisfaction and organizational commitment.
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