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수술실 간호사의 임상경력에 따른 업무수행 능력과 임상등급 관련요인

(A) Study on Work-Implementation and Clinical Ladder Related Factors By Operating Room Nurse's Clinical Career,

최진숙 (Choi, Jin Suk, 경상대학교 의과대학 간호학과)

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초록/요약moremore
The study was nursing competencies, work-Implementation of sub nursing working and behavior indicators can be used nurses' clinical performance as well as establishing proper direction for professional growth related to reward system. The purpose of the study was to search work-implementation and c...
The study was nursing competencies, work-Implementation of sub nursing working and behavior indicators can be used nurses' clinical performance as well as establishing proper direction for professional growth related to reward system. The purpose of the study was to search work-implementation and clinical ladder related factors by operating room nurse's clinical career. The subjects were 125 the operating room nurses working at five university hospitas from four city. The period of date collection from August 22, to september 9, 2005. Clinical ladder stages : 1 step(Pre-novice stage), 2 step(Novice stage), 3 step(Advanced beginner), 4 step(Competent stage) and 5 step(Proficient stage). The gathered information were analyzed using SPSS/PC, and the values for percentile, average value, were calculated, and analyzed through ANOVA(Scheffe), and X^2 analysis. The results of the study are as follows. 1. In the work-implementation of operating room nurses using a nursing competency, the "safety management" were the highest as 3.58±.75. The "cooperation" (3.49±.72), "self control" (3.33±.76), "professional development power resources management" (3.30±.76), "resources management" (3.26±.81), "inclination toward ethical value" (3.25±.74), "flexibility" (3.24±.69), "processing ability of word works" (3.20±.90), "influence" (3.10±.68), "clinical judgement and measures" (3.09±.92), "confidence" (3.06±.70) were in order as well, and the "developing others" were the lowest as 2.98±.85. 2. The total mean score of the work-implementation of operating room nurses was 3.27±.64. In the work-implementation of operating room nurses, the 'medical malpractice prevention in operating' were the highest as 4.15±.95. The work-implementation of operating room nurses were a higher level of it than total mean score. The 'circulating nurse role performance' (3.64±.99), 'relationship-building between nurses' (3.59±.73), 'scrub nurse role performance' (3.48±.85), 'infection control' (3.46±.94), 'disinfection' management' (3.42±.84), 'relationship-building between medical staffs' (3.42±.87), 'display of flexibility' (3.36±.74), 'shift report' (3.35±.1.04), 'patient' discomfort understanding' (3.33±.80), 'conflict solution between medical staffs' (3.33±.76) were in order as well. The work-implementation of operating room nurses were a lower level of it than total mean score. The 'working confidence' (3.22±.76), 'patient's rights protection' (3.17±.92), 'safety environmental management' (3.14±.78), 'information seeking' (3.11±.79), 'preceptor' role performance' (3.10±.99), 'influence power for medical staffs' (3.10±.68), 'surgical observation' (3.09±.92), 'articles management' (3.09±.95), 'surgical control'(3.06±.87), 'cooping with change' (2.90±.81), 'teaching and counselling' (2.87±.88) were in order as well, and the 'education and conference attendance' were the lowest as 2.78±.79. 3) In the work-implementation of operating room nurses having twelve nursing competency, the "professional development power resources management" (F=40.705, p=.000), "inclination toward ethical value" (F=18.240, p=.000), "cooperation" (F=23.622, p=.000), "developing others" (F=25.393, p=.000), "self control" (F=4.962, p=.000), "confidence" (F=20.713, p=.000), "influence power" (F=16.534, p=.000), "resources management" (F=37.529, p=.000), "clinical judgement and measures" (F=19.372, p=.000). "safety management" (F=34.814, p=.000), "processing ability of word works" (F=42.277, p=.000), "flexibility" (F=22.593, p=.000). There were statistically significant. 4) In the work-implementation of operating room nurses having twenty-three, the 'scrub nurse role performance' (F=23.991, p=.000), 'circulating nurse role performance' (F=49.742, p=.000), 'education and conference attendance' (F=9.885, p=.000), 'patient's rights protection' (F=9.968, p=.000), 'patient' discomfort understanding' (F=15.369, p=.000), 'relationship - building between nurses' (F=11.190, p=.000), 'relationship - building between medical staffs' (F=21.825, p=.000), 'teaching and counselling' (F=15.399, p=.000), 'preceptor' role performance' (F=28.898, p=.000), 'conflict solution between medical staffs' (F=4.962, p=.014), 'working confidence' (F=24.845, p=.000), 'cooping with change' (F=9.149, p=.000), 'influence power for medical staffs' (F=16.534, p=.000), 'articles management' (F=25.878, p=.000), 'disinfection' management' (F=26.929, p=.000), 'surgical observation' (F=19.372, p=.000), 'safety environmental management' (F=24.050, p=.000), 'medical malpractice prevention in operating' (F=16.690, p=.000), 'infection control' (F=21.423, p=.000), 'surgical control' (F=30.029, p=.000), 'shift report' (F=42.544, p=.000), 'display of flexibility' (F=24.943, p=.000), 'information seeking' (F=11.559, p=.000). There were statistically significant. 4) Of the general demographics of operating room nurses those exhibiting significant statistical differences in the level of clinical ladder were age(X^2=37.495, p=.000), education(X^2=26.744, p=.008), total clinical career(X^2=66.078, p=.000), clinical career in operating room(X^2=68.313, p=.000), position(X^2=7.982, p=.046). In conclusion, I thing that it is necessary to add concrete behavioral patterns and behavioral indicators of nursing competencies, per stage of the clinical ladder, by repetitive studies on nurses of various hospitals and to continuously confirm the validity. I propose that an appraisal system of nurses, centering on competencies according to the practice development stage, should be developed. I also propose that career management, for developing and supporting the career paths of clinical nurses, should be introduced.
목차moremore
목차 = ⅰ
표목차 = ⅲ
ABSTRACT = ⅳ
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목차 = ⅰ
표목차 = ⅲ
ABSTRACT = ⅳ
Ⅰ. 서론 = 1
1. 연구의 필요성 = 1
2. 연구의 목적 = 5
3. 용어의 정의 = 6
Ⅱ. 문헌 고찰 = 9
1. 수술실 간호 업무 = 9
2. 간호역량 = 13
3. 임상등급 = 15
Ⅲ. 연구 방법 = 20
1. 연구 설계 = 20
2. 연구대상 = 20
3. 자료수집 방법 = 21
4. 연구 도구 = 21
5. 자료 분석 방법 = 28
Ⅳ.연구 결과 = 29
1. 대상자의 일반적 특성 = 29
2. 수술실 간호사의 업무수행 능력 = 32
3. 수술실 간호사의 임상경력에 따른 업무수행 능력 = 35
4. 수술실 간호사의 임상등급 관련요인 = 42
Ⅴ. 논의 = 45
1. 수술실 간호사의 업무수행 능력 = 45
2. 수술실 간호사의 임상경력에 따른 업무수행 능력 = 48
3. 수술실 간호사의 임상등급 관련요인 = 50
Ⅵ. 결론 및 제언 = 53
1. 결론 = 53
2. 제언 = 57
참고문헌 = 58
부록 = 64
감사의 글 = 71