(The) effect of knowledge management core factor on nursing performance

보건정책및관리학과/석사[한글] 본 연구는 지식경영 이론을 기초로 병원 간호부문에서의 지식경영 핵심요인의 중요도와 수행도를 측정하고, 지식경영 핵심요인이 간호수행능력에 미치는 영향을 파악하기 위한 서술적 상관관계 연구이다. 연구대상은 서울시내 대학병원 3개, 기업병원 2개 총 5개의 종합전문요양기관에 근무하는 간호사 중 근무경력 1년 이상인 접점부서 근무자 150명이다. 자료수집은 질문지를 사용하여 2004년 10월부터 11월까지 이루어졌으며, 자료분석은 SPSS 12.0 for windows를 이용하여 기술통계량과, t검증(Independent sample t-test, paired t-test), 일원분산분석, 상관분석 및 회귀분석을 하였다. 일반적 특성에서 응답자의 연령은 39세 이하가 90%, 일반병동 근무자가 64%, 근무연수 15년 미만이 90%, 대졸이 52.7%, 일반간호사가 72.7%를 차지하였다. 지식경영 핵심요인은 지식공유문화, 간호지식관리시스템, 경영혁신 리더십, 조직학습, 성과중심 보상체계 영역으로 구분하였으며, 병원 간호부문 지식경영 핵심요인의 중요도는 5점 척도에서 전체평균 4.17±.62 이었으며, 이 중 경영혁신 리더십과 조직학습 영역이 높았다. 기업병원이 대학병원에 비해 성과중심 보상체계를 제외한 영역에서 통계적으로 유의하게 높았다. 지식경영 핵심요인의 수행도는 5점 척도에서 전체평균 3.27±.56 이었다. 조직학습 3.48±.63, 경영혁신 리더십 3.33±.70, 지식공유문화 3.26±.59, 간호지식관리시스템 3.21±.74, 성과중심 보상체계 3.01±.83 순으로 조사 되었으며, 중요도에 비해 낮았다. 기업병원이 대학병원에 비해 수행도가 통계적으로 유의하게 높았으며, 가장 큰 차이를 보인 항목은 ‘학습하는 직원에 대한 지원’ 이었으며, ‘업무상 필요한 지식의 병원내 존재 장소 파악용이’, ‘간호부서 교육프로그램의 활성화’, ‘평가에 따른 금전적, 비금전적 보상’ 이 많은 차이를 보였다. 지식경영 핵심요인 중요도와 수행도간에 가장 큰 차이를 보인 영역은 성과중심 보상체계였으며, 가장 작은 차이를 보인 영역은 조직학습이었다. 간호수행능력은 업무 설명력이 3.98±.65로 가장 높게, 의사결정 용이성 및 신속성이 3.57±.71로 가장 낮았다. 지식경영 핵심요인의 수행도와 간호수행능력과의 상관관계 분석에서는 조직학습이 0.47로 가장 높은 유의한 상관관계를 보이고 있었으며, 간호지식관리시스템 0.31, 경영혁신리더십과 성과중심 보상체계 0.25, 지식공유문화 0.20으로 유의한 상관관계를 보였다. 간호업무수행능력에 영향을 미치는 회귀분석에서는 연령과 조직학습이 유의한 변인으로 분석되었다. 본 연구결과 지식경영 핵심요인 중 간호수행능력에 영향을 주는 요인으로는 조직학습으로 파악되었다. 지식경영을 통한 간호수행능력 향상을 위해서는 지식이 질적인 간호를 위한 기본이라는 것을 인식하고, 간호업무와 관련된 핵심지식이 무엇인지 확인하고, 업무와 관련하여 꾸준히 학습을 하는 것이 중요하다. 간호교육 프로그램을 활성화하여 업무수행 및 경력개발에 도움이 되도록 하는 것이 필요하며 학습하는 직원에 대한 적극적인 지원을 통해 개인의 동기를 활성화하는 정책을 추진해야 한다. 지식경영 핵심요인이 간호수행능력과 상관관계가 있으므로 병원 간호부문 최고 리더는 지식경영 전략을 수립하고, 업무에의 지원 및 활용을 모색하도록 하는 것이 중요하다. 또한 간호지식관리시스템 구축을 통해 임상현장에서 익힌 경험적 지식과 이론적 지식을 창출, 공유, 활용하며, 적절한 보상과 지식공유를 위한 분위기와 문화를 조성할 것을 제안한다. [영문]The purposes of this study were to measure the importance and performance on knowledge management core factors in nursing department of hospitals and to understand the effect of knowledge management core factor on nursing performance. This study was based on knowledge management theory and descriptive study. The study subjects were 150 nurses who contact with patients everyday and have nursing experience more than 1 year. They were from 3 University hospitals and 2 Commercial hospitals. The data were collected from October to November in 2004. The data was analyzed by SPSS 12.0 for windows. t-test, one-way ANOVA, Correlation analysis and regression analysis were taken. Ninety percentage of the study subjects were younger than 39 years old and experienced under 15 years. staff nurses were 72.7%, 52.7% had bachelor degrees and 64% were in general wards. In this study, the core factor of knowledge management was consisted of knowledge-sharing organizational culture, knowledge management system in nursing department, innovative leadership, organizational learning and performance-based reward system. The importance of core factor of knowledge management was perceived highly and the overall mean was 4.17±.62 at 5 points scale. Innovative leadership and organizational learning were perceived highly in importance. Commercial hospital showed higher importance statistically than university hospital except performance-based reward system. The performance of knowledge management core factors was perceived slightly high than average, the mean was 3.27±.56, the performance of organizational learning was 3.48±.63, innovative leadership 3.33±.70, knowledge-sharing organizational culture 3.26±.59, and knowledge management system in nursing department 3.21±.74, and performance-based reward system 3.01±.83, which had lower performance than importance. Perceived performance on knowledge management of nurses working in Commercial hospitals were higher than University hospitals'', and which was statistically significant. ''The support for the learning personnel'' showed the biggest differences between two types of hospitals, ''the easiness to find the data which needed for the job in the hospital'', ''the activation of the program hold by nursing department'' and ''the reward in financially or other method followed by appraisal'' were showed a lot of differences. The biggest difference was showed between importance and performance of knowledge management core factor in performance-based reward system, and the least one was organizational learning. Age, working periods and position showed statistically significant differences in the partial domains of the performance on the knowledge management. In the analysis for the performance in nursing, ''the explanation ability for their task'' had the highest, 3.98±.65 and the ''easiness and rapidity for decision making'' had the lowest, 3.57±.57. In the correlation analysis between the performance of knowledge management core factors and nursing performance, organizational learning had the highest relationship as 0.47, information management system in nursing department 0.31, innovative leadership and performance-base reward system 0.25, and knowledge-sharing organizational culture had 0.20, which showed statistically significant differences. In the regression analysis, age and organizational learning was found as significant variables affecting on nursing performance. In this study, organizational learning was found the variables affecting nursing performance. To improve the nursing performance through knowledge management, we have to recognize the importance of knowledge for qualitative nursing, to identify the core knowledge related to nursing, and should study consistently. we have to activate the nursing education program to develop the nursing performance and career and establish a plan to motivate through active support. Because the knowledge management core factors had correlation with nursing performance, the leader in nursing department should settle the knowledge management strategy and find the method to support and apply, and establishing the system for managing nursing knowledge we should try to find, share and use the empirical and theoretical knowledge in the nursing field, to give appropriate reward, and suggest to make atmosphere and culture to share the knowledge.ope

Effects of Simulation-based Emergency Management Education on Nurses’ knowledge and Clinical Performance

Purpose: The purpose of this study was to examine the effects of simulation-based emergency management education on knowledge and clinical performance ability among nurses. Methods: This study used a nonequivalent control group pre and post-experiment design. Forty nurses were randomly assigned to either the simulation-based education group or the lecturebased education group. Subjects in experimental group participated in the respiratory distress scenario simulation followed by debriefing and subjects in control group received a 20-minute lecture related adult respiratory distress management provided by education nurse. Knowledge and clinical performance ability of nurses were measured using a questionnaire developed for this study. Results: There were no significant differences in two groups in terms of knowledge and clinical performance ability. However, both groups showed a significant increase in clinical performance ability after each educations provided (p<.001, p<.001, respectively). Conclusion: This study showed that both simulation-based education and lecture-based education are useful for nurses to improve clinical performance ability regarding respiratory distress emergency situation management.ope