Purpose: This study is conducted to identify the impacts of tax exemption on community benefit, policy, human resource management, and public benefit. Based on the results of analysis, we explore several avenues to raise public benefit that is central to the value of existence of non-for-profit hospitals in Korea. Methodology: Survey was formulated referring to the US IRS tax exemption criteria, Form990/Schedule H, and Korean public hospital criteria. A total of 182 survey responses were collected and used to verify measurement validity and perform reliability analysis, confirmatory factor analysis, and path analysis. Findings: The result of this study showed positive relationships among; i) tax development and planning, ii) planning and human resource management, iii) human resource management and policy, iv) policy and community benefit, v) community benefit and public benefit. Practical Conclusion: Tax exemption affects community benefit and public benefit directly as well as indirectly. This implies that expanding tax exemption is likely to improve public benefit mediating community benefit.

Purposes: The purpose of this study was to analyze the association between discrimination experience and quality of life among non-regular workers in hospitals. Methodology: The data was collected from 292 employees of 7 university hospitals using a standardized questionnaire. In research methodology, the data was analyzed with descriptive statistics, t-test, ANOVA, pearson's correlation, multiple regression analysis. Findings: In case of non-regular workers, inequality of distribution, position unfairness, employment instability, number of discrimination experiences were found to have a negative(-) effect on quality of life. Religion, income in general characteristics had a significant positive(+) effect on quality of life. And the discrimination of non-regular woman workers was higher and the quality of life was lower than that of men. Practical Implications: These results showed that hospitals needed active efforts to create non-regular woman-friendly work environment. In addition, active religious activities gave emotional stability and positive effect to no-regular workers.

Purposes: 본 연구는 전립선암 환자의 의료비 지출을 평가하기 위해 남성호르몬 박탈 치료와 근치적 전립선적출술의 비용을 비교하였다. Methods: 본 연구는 스마트 전립선암 데이터베이스(Smart Prostate Cancer Database)의 전립선암 환자 357명의 데이터와 청구데이터베이스에서 의료비 관련 데이터를 도출하였다. 근치적 전립선적출술과 남성호르몬 박탈 치료간 비교를 위해 독립표본 t검정을 실시하였다. 또한 남성호르몬 박탈 치료와 근치적 전립선적출술에 영향을 미치는 요인을 검증하기 위해 다중회귀 분석을 실시하였다. Findings: 치료 후 1년까지 남성호르몬 박탈치료가 근치적 전립선적출술 보다 비용이 낮은 것으로 나타났으며, 치료 후 4년까지 낮게 유지되었다. 그러나 4년이 지나면 남성호르몬 박탈 치료의 누적의료비가 근치적 전립선적출술보다 더 유의미하게 높게 나타났다. 환자의 병기가 높거나 나이가 많은 경우 근치적 전립선적출술보다 남성호르몬 박탈 치료를 할 확률이 더 높았다. Practical Implications: 본 연구는 조기 암 발견이 환자 뿐 아니라 국민건강보험공단의 의료비를 줄일 수 있다는 것을 보여 준다. 또한 의료비를 정확히 평가하기 위해서는 오랜 기간의 정보를 평가해야 하며, 이를 기반으로 평가 및 예측이 필요함을 증명하였다.

The purpose of this study is to find out the relationship among self-efficacy, emotional labor, organizational commitment and job satisfaction of medical tourism employees. This survey was conducted from March 2 to March 31, 2018 and targeting medical tourism employees who work at hospitals, travel agencies, medical tourism agencies and consulting firms in Seoul. 282 questionnaires were analyzed using SPSS 12.0 and AMOS 18.0. The result of this study is as follows. First, self-efficacy positively influenced on emotional labor and organizational commitment. Second, self-efficacy positively influenced on all job satisfaction factors as like job itself satisfaction, salary/promotion satisfaction and relationship satisfaction. Third, deep acting factor of emotional labor positively influenced on job itself satisfaction and relationship satisfaction. Forth, job itself satisfaction and relationship satisfaction positively influenced on organizational commitment. These research findings can be summarized as follows. Medical tourism employees of hospitals, travel agencies, medical tourism agencies and consulting firms have to be supported greatly to improve their own job competency and job qualifications. Second, medical tourism organizations try to understand the real emotion of medical tourism employees when they are dealing with medical tourists. Third, medical tourism employees have to be recognized their job performance and provided suitable incentives for the results. The findings of this study provide practical implications about strategical human resource management of medical tourism agencies. Moreover, it will be useful for hospitals and government officials to establish a management framework in medical tourism industry.

This study aims to analyze the factors affecting in-hospital complication and length of stay in elderly patients with total knee arthroplasty. A total of 8,224 inpatients over 65 years old were selected from the national old inpatient sample data which was produced by Health Insurance Review and Assessment Service in 2016. STATA 12.0 was performed using frequency, chi-square test, t-test, ANOVA and multiple linear and logistic regression analysis. Analysis results show that ages(over 85), Charlson Comorbidity Index, district(metropolitan) for general hospitals and gender, district, beds(100-199) for hospitals are significantly influenced in-hospital complication. Statistically significant factors affecting the length of stay are gender, insurance type, depression, district, bed(300 over) for general hospitals and gender, type of insurance, Charlson Comorbidity Index, depression, district, beds(200-299) for hospitals. Based on these findings, the factors affecting in-hospital complication and length of stay were different depending on the type of medical institution. Accordingly, policymakers should analyze the differences in care behavior depending on the type of medical institution and expand policy and financial support to resolve them.

The purpose of this study is to explore how the organizational structure of hospitals affects the pattern of conflicts between human resources at hospitals and then to present basic data necessary for conflict resolution. Research data were collected from the personnel of 14 hospitals in P city in Korea. The findings of the study are summed up as follows. First, administrative workers and with fewer years of service thought of the organizational structure as organic. Second, organizational conflict was found to be higher in those at older ages, with more years of service and in middle management positions. Next, as for conflict patterns between occupation types, nurses showed more conflicts with doctors and administrative workers, while administrative workers and public health personnel had more conflicts with nurses. Last, of the organizational structure factors, 'Subdivision of work,' 'Decision making method,' 'Opinion collection process,' 'Codification of responsibilities and rights' and 'Documentation of duties' were found to have negative effects on conflict patterns. Therefore, the findings imply that for decrease in organizational conflicts, hospitals need to be reorganized to have a more organic structure and take such differentiated measures for conflict resolution that consider characteristics of human resources, such as one's age, years of service and position.

This study was designed to identify the adult attachment style among hospital nurses, and to examine its effect on nurses' job stress and organizational commitment. Self-administered survey questionnaires with structured instruments were developed, and a total of 281 responses from five small to medium-sized hospitals were used for statistical analyses with SPSS Windows version 24.0 program. Major findings of the study are three fold. First, among the four styles of adult attachment, found in 30.6% of survey respondents, stability style was the most popular, followed by fear style(28.5%), disregard style(24.2%), and devotion style(17.8%). Second, according to the general characteristics of study participants, adult attachment style showed a significant difference in age($x^2=23.29$, p=.025). Third, multiple regression analyses showed that hospital nurses with the fear style among other adult attachment styles had a significantly higher job stress compared to those with the stability style. The fear style also affected the nurses' organizational commitment level in a negative way, but the effect was only marginal. Results from this study suggest that customized program based on the nurses' adult attachment style should be developed to enhance their organizational commitment while reducing job stress in small to medium-sized hospitals.

Purpose: This study investigates the best appointment pattern which can enhance customer's satisfaction and hospital's efficient management reflecting plastic surgery clinic's service characteristics. Methodology: The data of this study is obtained from Plastic surgery Clinic which is located in the civic center. By collecting and analyzing the data, we build the simulation model using ARENA. Based on 5 appointment patterns that was suggested in formal appointment scheduling studies, we experiment 3 simulation models; 'Basic Appointment Pattern' that has no restriction, 'Restriction on Second Customer' that restricts the number of second customer's in each slot, 'Restriction on Process Time' that restricts the number of second customer who has long process time in each slot. We can check robustness of the appointment patterns by experimenting on off-peak day and peak day, during peak season. Findings: This study confirms that these 2 restrictions can give a better result than 'Basic Appointment Pattern' that just simply distributes customers by number. Especially, the performance of Triangle-like pattern which is the best appointment pattern in the formal study has been improved by adding restrictions. Based on 'DET', 'Restriction on Second Customer' shows a better result. Meanwhile, based on 'E(WT)', 'Restriction on Process Time' shows a better result. Overall, based on 'DET+E(WT)', 'Restriction on Second Customer' shows a better result. Practical Implications: The purpose of each hospital may alter as demand for plastic surgery grows increasingly. Thus, each hospital should be always prepared to introduce appointment pattern for changed purpose. In order to respond flexibly to these changes, it is necessary for medical personnel to improve the awareness or for hospital to create an environment by constructing appointment program so that medical personnel does not need to put more labor on work.