간호사 임상경력관리체계 모형 개발 - 상급종합병원 중심 -
Development of Clinical Ladder System Model for Nurses: For Tertiary Care Hospitals
0
조회
0
다운로드
26
인용
0
참고문헌
키워드
초록
목적: 이 연구는 우리나라 상급종합병원의 입원병동 간호사를 위한 임상경력관리체계의 모형을 개발하기 위한 연구이다. 연구방법: 이 연구는 2단계로 진행되었는데 첫째 간호역량평가 도구를 개발하였으며, 2단계로 2014년 2월에서 12월에 걸쳐 5개 상급종합병원에서 근무하는 간호사 231명의 간호역량과 자격요건, 전문성 활동을 수간호사 49명에 의해 평가하였다. 대상자는 임상경력과 각 등급의 기대되는 행동특성에 따라 선정되였다. 결과: 간호역량평가도구는 5개 하위영역과 11개 세부역량 및 5개의 행동수준을 가지며, 도구의 신뢰도는 Chronbach’s alpha .853이며 안정성을 확인하였다. 5개 임상등급별 간호역량은 모두 유의한 차이가 있었다. 각 등급별로 간호사의 자격요건과 전문성 활동정도를 고려하여 권장 또는 필수 항목을 선정하였다. 결론: 제안된 임상경력관리체계는 5개 임상등급을 가진다. 각 임상등급은 간호역량의 표준점수와 자격요건, 전문성 활동의 권장 또는 필수 수준을 가진다. 간호역량을 기초로 하여 개발된 임상경력관리체계 모형은 간호사의 역량발전과 우수한 간호사를 보유하기 위한 좋은 도구가 될 것이다.
Abstract
Purpose: The purpose of this study was to develop a Clinical Ladder System (CLS) model for staff nurses working in inpatient units of tertiary care hospitals in Korea. Methods: The study was carried out in 2 steps. First, a nursing competence evaluation scale was developed. Second, evaluation of the nursing competences, qualifications, and professional activities of 230 nurses from five tertiary care hospitals was done by 49 head nurses between Feb. and Dec., 2014. Nurses were selected by head nurses according to their clinical experience and expected behavioral characteristics at each level of the ladder. Results: A nursing competence scale was developed consisting of 5 subcategories (clinical practice, ethical practice, education, leadership, and professional development) and 11 elements, and 5 levels of behavioral indicators for each element. Cronbach's alphas for the entire tool and subcategories were over .853 and stability of the scale was confirmed. There were significant differences in nursing competence according to the 5 levels of the ladder. Conclusion: The findings indicate that the proposed CLS model with a standard score for nursing competence, recommended or obligatory criteria for qualifications and professional activities provides a good tool for developing nurses' competences and retaining excellent nurses in clinical practice.
참고문헌 (29)
- Buchan J, "Evaluating the benefits of a clinical ladder for nursing staff: an international review", International Journal of Nursing Studies, 36(2), pp.137~144 (1999)
- Susan R. Allen, "A Streamlined Clinical Advancement Program Improves RN Participation and Retention", JONA: The Journal of Nursing Administration, 40(7, pp.8) (2010), 316~322[DOI]
- Pettno P, "A four-level clinical ladder", Nursing Management, 29(7), pp.52~53 (1998)
- Shaphro MM, "A career ladder based on Benner’s model an analysis of expected outcomes", The Journal of Nursing Administration, 28(3), pp.13~19 (1998)
- Krugman M, "A clinical advancement program : Evaluating 10 years of progressive change", Journal of Nursing Administration, 30(5), pp.215~225 (2000)
- Jung SW, "A survey on the recognition of RNs about adaptation of the clinical ladder system", Journal of Korean Academy of Nursing, 44(6), pp.69~82 (2005)
- 권인각, "간호사 경력개발제도에 관한 연구", 임상간호연구, 13(1), pp.7~23 (2007), 병원간호사회
- 박광옥, "간호사 경력개발시스템에 대한 인식도 조사", 간호행정학회지, 16(3), pp.314~325 (2010), 간호행정학회
- 김희영, "수술실 간호사의 경력개발시스템 개발", 간호행정학회지, 17(3), pp.301~314 (2011), 간호행정학회
- 민아리, "간호사의 임상경력단계에 따른 경력개발제도 인식과 전문직 자아개념, 임파워먼트와의 관계", 간호행정학회지, 19(2), pp.254~264 (2013), 간호행정학회[DOI]
- 이태화, "국내외 간호사 인력정책의 현황과 과제", 간호행정학회지, 20(1), pp.106~116 (2014), 간호행정학회[DOI]
- Jang KS, "A study on establishment of clinical career development model of nurses", pp.1~201 (2000), Yonsei University
- Meretoja R, "Nurse competence scale : development and psychometric testing", Jounal of Advanced Nursing, 47(2), pp.124~133 (2004)
- Liu M, "Development of competency inventory for registered nurses in the people’s republic of China : Scale development", International Journal of Nursing Studies, 44, pp.805~813 (2007)
- David T. Cowan, "A European survey of general nurses’ self assessment of competence", Nurse Education Today, 27(5), pp.452~458 (2007), Elsevier BV[DOI]
- "Regulation terminology (version 1)" (2005)[URL]
- A study on the 2014 distribution of hospital nursing personnel. Annual report, "Park MR", Policy department of Hospital Nurses Association, ~, pp.HNA 2015-03-03 (2015)
- Benner P, "From novice to expert: Excellence and power in clinical nursing practice", pp.13~36 (1984), Addison-Wesley Pub
- 박광옥, "간호사들의 경력개발 프로그램 참여 경험", Journal of Korean Academy of Nursing, 41(5), pp.581~592 (2011), 한국간호과학회[DOI]
- "Qualification definitions"[URL]
- Maureen Sroczynski, "Creativity and Connections: The Future of Nursing Education and Practice: The Massachusetts Initiative", Journal of Professional Nursing, 27(6), pp.e64~e70 (2011), Elsevier BV[DOI]
- Zara R. Brenner, "The evolution of clinical nurse advancement", Nursing Management (Springhouse), 39(10), pp.28~35 (2008), Ovid Technologies (Wolters Kluwer Health)[DOI]
- Lee EO, "Nursing research and statistics analysis", pp.549~585 (2009), Sumoonsa
- Lynn MR, "Determination and quantification of content validity", Nursing Research, 35, pp.382~385 (1986)
- Chin WW, "Issues and opinion on structural equation modeling", Management Information Systems Quarterly, 22(1), pp.7~16 (1998)
- Fornell C, "Two structural equation models:LISREL and PLS applied to consumer exit-voice theory", Journal of Marketing Research, pp.440~452 (1982)
- 박성희, "간호사 임상 경력 관리 프로그램 개발", 간호행정학회지, 12(4), pp.624~632 (2006), 간호행정학회
- Margaret A. Pierson, "Twenty Years of Experience with a Clinical Ladder: A Tool for Professional Growth, Evidence-Based Practice, Recruitment, and Retention", The Journal of Continuing Education in Nursing, 41(1), pp.33~40 (2010), SLACK, Inc.[DOI]
- Riley JK, "Clinical ladder nurses' perceptions and satisfiers", The Journal of Nursing Administration, 39(4), pp.182~188 (2009)