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KMID : 0614819970030010037
Journal of Korean Academy of Nursing Administration
1997 Volume.3 No. 1 p.37 ~ p.50
An Analysis of Nursing Managerial Competencies


Abstract
The purpose of this study was to identify the gap between need-level and demonstration-level in nursi~ig managerial competencies. In addition, the stud:s~ proposes solutions to narrow this gap.
The results of this study are as follows ;
1) The mean score for need-level of each item was 4.0, and for demonstration-level, 3.5. This indicates that military hospital head nurses demonstrate a higher level of managerial competencies than thE~ moderate level on all items. But items which were related to resource/ cost/ information managament, staff development management and professionalism management got relatively low ratings in the need-level.
2) The mean score for need-level of each category was 4.14, and for demonstration-level. 3.53. Categories orr the individual dimension got a higher ra ting tha~.~ categories on the group or organization dimension in both need-level and demonstration level.
3) The gap between need-level and demonstration-level appeared in all items(pC.05) and categories(pC.001). Although the gap was relatively low. it indic~rtes that it is essential to plan a deuel opmemt program for all nursing management competencies for military hospital head nurses.
4) There were significant differences in the gap between need-level and demonstration-level according to specific characteristics of the subjects. The gap did not, appear in many categories on the. individual dimension where the number of nursing staff was more than 10, a major grade, ICU head nurse or for head nurses having a long career.
5) NE~ed-level and demonstration-level showed a difference according to specific characteristics of the :subjects, because need-level and demonstration-level were higher where the number of nursing staff was more than 10, a major grade, and for ICU or Medical ward head nurses. The categories which showed need-level difference and demonstration-level differences according to specific char~icteristics of the subjects existed almostly mpletely in the group and organization dimension. Gap-level .differences according to the number of hospital bed existed in only two categories.
6) The general causes of the gap were indicated to be "Knowledge/ skill/ experience deficit", "Limitation of rules and systems/ Inappropriate organizational environment" for most items, categories, and dimensions.
The results of this study indicate that extensive competency developing strategies must be developed. because a gap was found in all items and categories. Specially, there is a need to concentrate attention on competencies in the group and organizational dimension which had a wider gap level. And it is irriportant to take an individual approach ac-cording to the cause for each gap.
In order to produce effective competency developing strategies, top managers must have sinsights into the im~~ortance of nursing staff development and nursing officer"s efforts to develop themselves must be achieved. Further multi-dimensional(education, personnel-policy, nursing/ organizational environment) :>olutions to the gap must be developed and utilized.
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