• Journal of Convergence for Information Technology
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• v.10 no.7
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• pp.168-175
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• 2020

The purpose of this study was to identify how career management activities of hospital administration workers are related to the satisfaction with the working environment compared to career goals. The research method collected survey data from April 1, 2020 to April 15, 2020 for hospital administration workers, and conducted t-test, ANOVA, logistic regression. According to the analysis, career management activities and the satisfaction with the working environment compared to career goals of hospital administration workers was slightly above the normal level, and there were no significant differences between university hospitals and general hospitals. And Satisfaction with the working environment compared to career goals showed that there was a significant positive impact on the mentor relationship formation activities for career management at the individual level. These results are thought to be useful information for setting career management plans for hospital administration workers.

• Journal of Digital Convergence
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• v.16 no.3
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• pp.345-351
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• 2018

We study convergent influence on job burnout(MBI-GS: Maslach Bunout Inventory-General Survey) and its association with Organizational Commitment Questionnaire(OCQ), Type A Behavior Pattern(TABP) and depression(CES-D: Center for Epidemiologic Studies Depression scale) among Hospital Administrative Staff(HAS). The survey was administered to 201 staff from 9 general hospitals located in J area from Jul. 3rd, 2017 to Jul. 29th, 2017. The structured self-administered questionaries were used. MBI-GS was positively correlated with TABP and CES-D, and it was negatively correlated with OCQ. With the analysis of covariance structure, CES-D was more influential on MBI-GS than OCQ and TABP. The study found the higher TABP and CES-D, and the lower OCQ tend to increase MBI-GS. The results indicate that the efforts, to decrease TABP and CES-D, and to increase OCQ, are required to decrease the MBI-GS of HAS. The results are expected to be useful for organization personnel management to decrease the MBI-GS of HAS. In the following study, the analysis about additional factors of influence on MBI-GS will be needed.

• Journal of Digital Convergence
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• v.15 no.7
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• pp.239-246
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• 2017

We study convergent influence on Job Satisfaction(JS) and its association with Self Efficacy(SE), Job Characteristics(JC) and Occupational Stress(OS) among Hospital Administrative Staff(HAS). The survey was administered to 221 staff from 11 general hospitals located in Jeonbuk area from Nov. 1st, 2016 to Jan. 31st, 2017. The structured self-administered questionaries were used. JS was positively correlated with SE and three sub-domains of JC, and it was negatively correlated with seven sub-domains of OS. With the analysis of covariance structure, OS was more influential on JS than SE and JC. The study found the higher SE and JC, and the lower OC tend to increase JS. The results indicate that the efforts, to increase SE and JC, and to decrease OS, are required to increase the JS of HAS. The results are expected to be useful for organization personnel management to increase the JS of HAS. In the following study, the analysis about convergent additional factors of influence on JS will be needed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.8
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• pp.3586-3596
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• 2012

The purpose of this research is to provide basic data to find a solution for the problem related with job satisfaction, organizational attachment, and intention to change their occupations by job category. The collection was done by self-administered questionnaire conducted by 360 employees from Nursing Division, Medical-support Department, and General Affair for 20 days since August. 15 in 2008. According to the result, for Nursing Division, intention to change their career is still high due to opportunity of external employment although their job-satisfaction or the attachment to the job is high. For Medical-support Department, intention to change their career is low compared with work-satisfaction or the attachment to the job is high. However, there are still intentions to change due to opportunity of external employment and excessive quantity of duty. General affair has the lowest work-satisfaction and the highest attachment to the job. However, intention of change is the highest than the others because of their negative-mind.

• Journal of Digital Convergence
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• v.12 no.10
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• pp.433-443
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• 2014

This study is performed to determine factors related to occupational stress among some hospital administrative staff. It surveyed 189 staff working in Jeonbuk area during the period from June 1st to July 31th, 2014. The structured self-administered questionaires were delivered and they were collected without respondents' personal information. The results of multiple regression analysis show the followings. The occupational stress of respondents turned out to be significantly higher in following groups: a group of female, a group that the type A behavior pattern is higher, a group that chance locus of control is higher, a group that external locus of control is lower, a group of the lower self esteem, a group of higher psycho-social stress, and a group of higher depression. Their explanatory power was 55.8%. In conclusion, the results of the study indicate that the efforts, to manage the type A behavior pattern and belief of control, to increase self esteem, and to decrease psycho-social stress and depression level, are required to reduce the occupational stress of the hospital administrative staff.

• Journal of Digital Convergence
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• v.13 no.3
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• pp.221-229
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• 2015

This study was performed to determine the occupational stress and its association with human nature factors, mental health factors and fatigue among some hospital administrative staff. The survey was administered to 189 staff in Jeonbuk area from June 1st to July 31th, 2014. The level of occupational stress was positively correlated with human nature, mental health and fatigue. The results of hierarchical multiple regression analysis show the following. The occupational stress of respondents turned out to be significantly higher in following groups: a group of female, a group that chance locus of control is higher, a group that external locus of control is lower, a group of the lower self-esteem, a group of higher situational fatigue, a group of higher psycho-social stress, and a group of higher depression. Their explanatory power was 60.4%. With the analysis of covariance structure, we could confirm relationship among the four factors such as human nature, mental health, fatigue and occupational stress. Also, the analysis showed that human nature factors were more influential on the occupational stress than mental health factors and fatigue.

• Journal of Digital Convergence
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• v.15 no.4
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• pp.365-375
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• 2017

This study is executed to investigate convergent factors to Job Satisfaction(JS) among Hospital Administrative Staff(HAS). The survey was administered to 221 staff from 11 general hospitals located in Jeonbuk area from Nov. 1st, 2016 to Jan. 31st, 2017. The structured self-administered questionaries were used. The hierarchical multiple regression analysis shows the following results. The JS of respondents turned out to be significantly higher in following groups: a group without work shift, a group with more employees, a group in which self efficacy is higher, a group in which skill variety in job characteristics is higher, a group in which interpersonal conflict and lack of reward in occupational stress are lower. The results show explanatory power of 61.0%. The results of the study indicate that the efforts, to increase self efficacy, and to manage job characteristics and occupational stress, are required to improve the JS among HAS. The results are expected to be useful for the program and human resource management to related to the JS among HAS. In the following study, the analysis of structural equation modeling about additional factors of the JS among HAS will be needed.

• Journal of Convergence for Information Technology
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• v.10 no.2
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• pp.167-175
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• 2020

This study look at the types of conflict that can be the biggest cause of hospital staff turnover, and the project was to provide useful information for stable manpower management of hospital organizations by identifying the factors of can alleviate turnover. The research method collected survey data for administrative and nursing staff from September 16, 2019 to September 30, and conducted t-test, ANOVA, Pearson χ², Regression analysis. According to the analysis, more than half of the respondents said they would relocate if Don't have anything to get from hospital. Factors affecting the Current turnover intention of Administration staff were Superior's egocentric remarks and action, and Unclear job instruction. And Nurses were Superiors' egocentric remarks and action, and Dismissive behavior and unpleasant remarks. Thus, the need to examine organizational culture at the organizational level and organizational culture at the department level was raised.

• Journal of Industrial Convergence
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• v.21 no.10
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• pp.141-150
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• 2023

The purpose of this study is to empirically analyze the impact of role stress (role conflict, role ambiguity, and role overload) on career commitment and turnover intention in small and medium-sized hospital workers in Busan. The subjects of the study were 418 nursing and administrative workers engaged in hospitals and general hospitals in Busan. Frequency analysis, correlation analysis, and regression analysis were conducted for empirical analysis. The results of the study are as follows. First, significant differences in some research variables were identified according to gender, age, educational background, marital status, and working years. Depending on the job type, there were significant differences in all variables such as role conflict, role ambiguity, role overload, career commitment, and turnover intention. Second, role stress was found to have a significant negative effect on career commitment and a significant positive effect on turnover intention. Among the role stress, it was confirmed that the role overload had the strongest influence on career commitment and turnover intention. This study is meaningful in that it analyzed the influence of role stress, including workers in all occupations, including nursing jobs, and empirically revealed the meaning of role stress as an explanatory variable of career commitment and turnover intention.

• The Journal of the Korea Contents Association
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• v.18 no.5
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• pp.175-190
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• 2018

This was a descriptive study aiming to verify the effects of work environment, job satisfaction, and organizational commitment on the turnover intention of Clinical Research Coordinator(CRC) nurses. In the results of this study, the organizational commitment had significant effects on the turnover intention of CRC nurses. On the other hand, the work environment and job satisfaction had no statistically significant effects on the turnover intention of CRC nurses. Based on the results of this study, the main discussions were drawn as follows. In order to increase the organizational commitment, it would be necessary to have the institutional improvement like the increase of opportunity to participate in the hospital operation, administration, and the establishment of affiliated institution for improving a sense of belonging. It would be also necessary for each hospital to establish the standard of welfare, wage system for the improvement of work environment. If the organizational commitment of CRC nurses who are the actual performers, supporters of researches is ignored, it is unavoidable that the performance and quality of clinical tests would be declined. Therefore, there should be some changes, so that CRC nurses could play a pivotal role in the whole process of clinical test, by changing the employment status from contract position to more stable employment status, to increase their commitment to organization and work continuity.