• Health Policy and Management
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• v.13 no.1
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• pp.46-68
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• 2003

In the model tested here, individual innovative work behavior is considered as the outcome of two antecedent factors-empowerment and organizational supports. The relationships between those variables and innovative work behavior are analyzed form the data collected through a questionnaire survey of 389 employees in five general hospitals. Results of multiple regression analyses show that three dimensions of empowerment-meaning, competence, and impact, and supports from organizational culture have significant effects on innovative work behavior whereas the effects of choice dimension of empowerment and managerial supports are not significant. These results emphasize the importance of empowerment and innovation oriented organizational culture for individual members' innovative work behavior. Theoretical and practical Implications and suggestions for future research are discussed.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.2
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• pp.207-216
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• 2013

연구목적: 본 연구는 병원간호사에게 보다 편안하고 건강한 업무환경을 제공하는 것의 중요성을 병원관리행정가, 교육가, 간호관리자에게 알려주는데 필요한 기초 자료를 제공하고자 수행하였다. 연구방법: 연구진행에 동의한 5개의 종합병원을 선정하여 구조화된 설문지를 이용하여 2010년 7월에 자료를 수집하였다. 연구결과: 직무만족도에 가장 큰 영향을 미치는 요인으로는 간호실무환경으로 긍정적인 영향을 미치는 것으로 나타났으며, 그 다음은 업무-가족 갈등으로 부정적 영향을 미치는 것으로 나타났다. 설명변수는 직무만족도를 39% 설명하는 것으로 나타났다. 결론: 본 연구의 결과 간호실무환경과 업무-가족 갈등이 간호조직에서의 성과인 직무만족도에 중요한 요인으로 나타났다. 따라서 업무환경을 더 매력적으로 만들고, 업무-가족 갈등을 감소시키는 전략은 경력간호사의 보유와 질적 간호를 향상시키는데 도움이 될 것이다.

• Health Policy and Management
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• v.13 no.4
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• pp.66-83
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• 2003

Self-efficacy is a person's perceived capability to perform a behavior. We have studied the antecedents of self­efficacy, and its moderating role on the relationship between job characteristics and job satisfaction. Data is collected through questionnaire from 910 employees of 6 large hospitals in Korea. The results show that individual's internal locus of control has positive relationship with self­efficacy and self-efficacy has positive relationship with job satisfaction. Contrary to the hypothesis, supervisors' transformational leadership doesn't show any relations with self­efficacy. The moderating role of self efficacy on the relationship between job characteristics and job satisfaction is supported. These results suggest that hospital managers should manage the self­efficacy as an important instrument of enhancing productivity and employee satisfaction.

• Health Policy and Management
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• v.30 no.1
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• pp.4-14
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• 2020

Since the government is fully aware of the specificity and importance of the healthcare field, it operates bureaucracy and affiliated organizations composed of many government ministries and experts and is also handling the related bureaus. However, recent incidents of humidifier disinfectant not only make these government activities unreliable but also cause disappointment to many people. Why did not the government take active measures to ensure product safety? But why was the Korea Centers for Disease Control and Prevention (KCDC) able to speed up the identification of the cause and the recovery of the product? The purpose of this study is to clarify the behavioral mechanisms of government intervention by comparing the behaviors of the Ministry of Trade, Industry and Energy and the KCDC. Then, we will discuss the desirable government structure.

• Health Policy and Management
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• v.21 no.2
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• pp.213-248
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• 2011

Past studies on organizational accountability have had similar limitations. First, empirical evidence of organizational accountability is rare as the majority of research takes a conceptual approach of the topic. Only a few of these studies are applicable to health care organizations (HCOs). To fill these gaps, we attempted to develop a model for analysis of organizational accountability for HCOs. Accountability for HCOs was conceptualized by two axes: answerability(X, horizontal) and value-creation(Y, vertical). Our concept building could relieve competing accountability mechanism which past studies stressed. Four elements of accountability(legal, economical, social, and clinical) were applied to specify each of the two features of organizational accountability. And then four types of accountability behavior were coordinated by this x-y axis : high A/high VC, high A/low VC, low A/high VC, low A/low VC. Finally, a multidimensional model of HCOs' accountability, enabling an empirically testable multi-level analysis, was proposed.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.4
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• pp.437-448
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• 2004

Purpose: The study was done to develop the model of regulatory body of advanced practice registered nurse. Method: This was a descriptive study adopted a method of comparison and construction of laws. Result: The type of partnership of government and people were privatization, negotiated rule-making, standard-setting authority, self-regulation. The pattern of partnership were applied to the regulatory body's role; administration of certification and examination, setting standards for nursing education programs and approval nursing programs. The regulatory body of advanced practice registered nurse was organized according to it's role. Conclusions: It is needed to proceed to self-regulation step by step.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.1
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• pp.106-115
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• 2009

Purpose: The purpose of this study was to investigate the contribution score of nursing organizational level for Performance Management Indicators (PMIs) in the nursing department in a hospital. Methods: The process consisted of three stages. Stage I: The strategies based on 4 perspectives of Balanced Scorecard (BSC) were identified by BSC committee in the hospital nursing department. Stage II : PMIs according to the strategies were developed. Stage III : The contribution score according to nursing organizational level (nursing department, nursing unit, nurse) for PMIs were surveyed by questionnaire. Data was analyzed using descriptive statics and ANOVA test. Results: Eight strategies were defined according to 4 perspectives of BSC. Eighteen PMIs were determined according to the strategies. The nurse considered the contribution of nursing department most highly on the 13 among 18 PMIs. Conclusion: This study provided basic data for further study to identify the subject of responsibility on the strategic management of performance.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2013.06a
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• pp.283-284
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• 2013

일본의 제2차 해양기본계획이 올 4월에 발표되었다. 이 계획은 지난 1차 기본계획(2008-2012)에 이은 제2차 계획으로 2013년 이후 5년간 일본의 국가 해양 전략에 대한 비전과 향후 추진과제가 제시되어 있다. 2008년에 수립된 1차 계획이 일본의 통합해양에 대한 기반 구축이 목표였다면, 이번 2차 계획은 1차의 성과를 토대로 해양의 이용과 관리를 구체화하고 세분화한 것이 특징이다. 분산된 해양행정을 종합 조정하기 위해 2007년에 설립된 종합해양정책본부의 기능도 강화했다. 종합해양정책본의 사무국 기획기능을 강화하고 부처간 실무급 회의기구에 민간의 참여를 확대했다. 우리나라의 해양수산부나 올해 신설된 중국의 국가해양위원회와 같은 종합 해양행정 조직의 구축 단계까지로 이르지는 못했지만 바다를 통해 국가 현안을 극복하고 타 분야와의 협업을 통해 해양력을 강화하고자 하는 일본의 해양 정책 방향성은 시의 적절한 것으로 평가된다.

• Proceedings of the KAIS Fall Conference
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• 2001.05a
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• pp.309-312
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• 2001

지방자치제 시대에 발맞추어 정보통신부와 행정자치부에서 추진중인 지역정보화 사업에는 지역의 특성을 살린 정보제공을 목표로 한 지역 정보화 센터를 설려하여 지역 주민들에게 생활정보, 산업정보, 행정정보를 제공할 수 있도록 계획하고 있다. 현재 지방자치단체에서는 이러한 업무를 수행할 수 있는 정보화 관련 인력이나 예산은 물론이고 장기적인 계획조차 수립하고 있지 못하고 있는 곳이 많으며, 또한 현재의 조직과 예산으로는 지방자치단체의 자체 개발은 어려운 실정이다. 따라서, 본 연구에서는 각 지역에 소재한 중ㆍ소기업들에게 제공할 수 있는 산업정보와 일반 시민들이 필요로 하는 생활정보의 기본적인 내용과 틀을 마련하여 전국의 232개 시ㆍ군ㆍ구의 지역 정보화 센터에서 활용할 수 있는 생활/문화. 무역/기업, 산업/경제, 열린 마당에 관한 컨텐츠를 개발하였다.

• Proceedings of the Korea Contents Association Conference
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• 2008.05a
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• pp.236-241
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• 2008

The Police are classed special service on civil service system. Most of special service officers are applied special personnal law. It is for this reason that organization and mission are different from general public officials. The police performance evaluation is enforced in dissimilar form with another civil services for these cause. This study proposed to verification formality about appraisal result to desirable operation of police performancce evaluation system. At system enforcement early, it may be desirable that verification is limited finally supervisors rating.