중환자실 간호사 경력개발시스템 개선방안 : 일개 의료기관 간호사 경험 분석을 중심으로

Abstract

In the U.S., a Career Ladder System (or Clinical Ladder System ) of Nurses was implemented in the 1970s to enhance the quality of nursing and recognize and reward its ability by having competent nurses on the clinical stage. Nowadays, Hospitals in Korea are also introducing and proceeding with this Career Ladder system. Looking at prior research on the career ladder system in Korea, positive conclusions on the career ladder system were emphasized a lot in the qualitative studies on the experience of the career ladder system. Therefore, I thought that research was needed to help stabilize the system by identifying the practical satisfaction, limitations, and needs of the improvement of the experience of the career ladder system. This study was conducted to find a way to stabilize and develop the policy of the career ladder system of nurses by checking their awareness of the career ladder system and identifying positive effects, limitations and improvement measures of the career ladder system through the experience of nurses in S hospital in Seoul. The study was conducted through focus group interviews and used a content analysis technique to divide the collected data through subcategories and analyze them by categorizing them into the same topic through association of subcategories. The effectiveness of the career ladder system was divided into internal and external effects, and there was a sense of achievement that comes from being recognized as a career, a desire for career ladder, and an opinion that the external effects could be reflected on the career ladder system by checking one's own history of nursing and nursing ability. The impediments to the development of the career ladder system included institutional, practical and personal factors. Institutional factors included the criteria for promotion, restrictions on the use of career ladder systems on the floor, and the burden of overlapping promotion and promotion processes, and the content factors included the lack of connectivity between the task content and the level of promotion, restrictions on educational content, and excessive workload. Personal factors included a lack of awareness of the career ladder system, a lack of satisfaction or fulfillment resulting from low compensation. The above findings were summed up to look at improvement measures to develop the career ladder system in the future. By establishing detailed criteria for advancement and expanding the career ladder system, which is limited to intensive care units, the stages can be linked to each ward, and by utilizing the experienced stage in personnel management in the hospital, the utilization can be increased. In addition, by discriminating against ward duties at each stage of the promotion, the criteria for capacity evaluation can be established according to characteristics of each department, and education can be organized to enhance the skills required by each stage of experience by promoting practical and external activities. The utilization of the hospital personnel management system and the activation of online education can increase awareness of the career ladder system by minimizing the number of tasks for advancement, and by placing personnel in charge of each department to help employees understand and process the victory, and by making simple instructions, employees can easily access information about the victory. Finally, for the expansion and settlement of the career ladder system, a compensation system must be established according to the stage of promotion.