• The Journal of the Korea Contents Association
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• v.10 no.11
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• pp.189-197
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• 2010

The purpose of this study is to promote efficiency of hospital management with customer satisfaction by understanding qualitative system about more systemic hospital service coordinator's job under analyzing the satisfactory degree and coherence of hospital service coordinator's job because of increase of customer need level by medical environment improvement and the variety of offering method of medical service. I allocated a questionnaire per each dental clinic at total 226. According to the study results stated above, generally necessity on employment of a coordinator appeared high and to the necessity, I considered that a dental clinic coordinator's job must strengthen the role for going still more to customer with discriminated mind and service not simple kind service to medical consumer, with establishing more systematic and realistic educational culture in qualification and educational department of a dental coordinator. Also a dental coordinator must be changed to promote customer satisfaction and efficiency of hospital management by more systematic business assignment and role establishment.

• Fire Science and Engineering
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• v.22 no.2
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• pp.9-19
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• 2008

Recently the systematic change in the fire and disaster prevention administration, which was less studied than other administrative systems, has been in progress. In particular, the fire service demands are increasing and forms are diversified. The first thing you must do is to make up the fire service power according to the fire service demands. Such an allocation results in social welfare satisfaction. The purpose of this study is to investigate the determinants of fire service force. And this study investigates that fire service demand is affected by socioeconomic factor. To do this, this study reviews fire service force, the fire service demand, socioeconomic factor and financial factor. And this study sets up four hypotheses based on the theoretical backgrounds and the past research. The statistical method used for the verification of hypotheses are multiple regression analysis and structural equitation analysis. The analysis showed that fire service demand and financial factor were positive significant variable for fire service power. But socioeconomic factor was a negative significant variable. Also the analysis showed that social factor was a positive significant variable and economic factor was a negative significant variable for fire service demand.

• Health Policy and Management
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• v.24 no.4
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• pp.396-412
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• 2014

Background: As a reform plan of health care system, Accountable Care Organization (ACO) has became an object of attention in the United States after Patient Protection and Affordable Care Act was enacted. ACO is a group of various health care providers and provide coordinated care to its assigned beneficiaries. If ACOs improve the quality level and reduce the cost of care, they can get financial incentives. Under the discussion for a quite long time and demonstration projects, ACO has been established. We aimed to analysis and discuss the history, policy mechanism, contents, status and outcomes of ACO. Also, we intended to suggest political implication Korean health care system with regard to ACO. Methods: We searched the articles related ACO in PubMed and selected several available papers about ACO. Total 56 studies were reviewed and categorized three parts; demonstration projects for formation of ACO, policy mechanism and agenda, empirical results of ACO performance. Results: As a result, establishment of ACO was successful partly in the US. It seems to be due to various project and pilot test for verification in the long time. The empirical effect of ACO was also identified in a few study but it needs more evidences to judge its positive effect. Conclusion: In Korea, there are arguments for the application of ACO. However it is difficult to implement a ACO by different political conditions between Korean and US. Nevertheless ACO proposed us the necessity of paradigm shift in our health policy and could be significant to national policy orientation in the future.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.2
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• pp.213-221
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• 2012

Purpose: Communication in hospitals is one of the major factors in patient safety. So, the purpose of this study was to identify the relationship between intra-organizational communication satisfaction and the safety attitude of nurses in hospitals. Method: A descriptive survey design with convenience sampling was used. Data collection was done using a self-report questionnaire answered by 278 nurses from one university hospital located in Kyeoung-gi Province, Korea. Result: Intra-organizational communication satisfaction positively correlated with safety attitude (r=.747, p<.01). Among the 6 sub dimensions of safety attitude, perceptions of management (r=.675, p<.01), job satisfaction (r=.640, p<.01) and teamwork climate (r=.600. p<.01) were strongly related to intra-organizational communication satisfaction. Multiple regression analysis was done to identify explanation power of intra-organizational communication satisfaction against safety attitude. The model was significant (F=48.540, p<.01). Intra-organizational communication satisfaction accounted for 60.9% of variance in safety attitude (Adj $R^2$=.609). Conclusions: The results of this study indicate that higher levels of intra-organizational communication satisfaction promote positive safety attitude in hospital nurses and that communication media quality is an important factor in patient safety attitude. Therefore, developing interventions to revitalize intra-organizational communication level based on communication media quality will help in the construction of positive safety attitude in nurses.

• Journal of the Korean Association of Geographic Information Studies
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• v.10 no.4
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• pp.35-45
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• 2007

Currently, the necessity of inter-system integration and sharing system increases to additionally construct and efficiently utilize the geographical information data in accordance with the increase in demand for geographical information. The provision of the data within the domestic sharing system is led by the tasks within national geographical information distribution network or intra-local governmental combined system. However, any voluntary geographical information sharing cooperation body is increasingly required with the increase in necessity of administrative cooperation among neighboring metropolitan areas, including space planning and development. Accordingly, this study is aimed at looking into the constitutions and roles of cooperation bodies within metropolitan areas by the composition, distribution, update and management of data with special regard to overseas advanced cases whose sharing systems and their effects are highly evaluated, and at presenting any model of the domestic future voluntary sharing cooperation organization within metropolitan area.

• Health Policy and Management
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• v.8 no.1
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• pp.52-96
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• 1998

To find causal factors and improvement plans of organizational commitment of public servants in urban health centers, a hypothetical causal model, which included 2 endogenous variables(organizational commitment & organizational satisfaction) and 15 exogenous variables, was constructed. Exogenous variables consisted of individual factors (sex, age, education, job-grade, and annual salary), psychological variables(pride for organization, extrinsic motivation, intrinsic motivation and support of supervisor) ad structural variables(formalization, centralization, communication, job-conflict, job-decision, and workload). In the hypothetical causal model, organizational commitment was supposed to be effect variable, and organizational satisfaction was presumed to be intervening variable to mediate between organizational commitment and exogenous variables. For data collection, cross-sectional self-administered questionnaire survey was conducted to 1,295 public servants from 32 urban health centers nationwide. The survey responses were from 934, 72.1% of subjects. But 756 responses(58.4%) were analyzed because of excluding ones with missing values. The hypothetical causal model was fitted by covariance structural analysis with maximum likelihood method. Main results were as follows: (1) The fitted causal model accounted for 33 and 55 percent of total variance of organizational commitment and organizational satisfaction of public servants, respectively. (2) In order of effect size, pride for organization, supervisor support, communication, extrinsic motivation and centralization had an indirect effect effect on organizational commitment through organizational satisfaction. However, the effect of centralization was negative. (3) Pride for organiztion, intrinsic motivation, organizational satisfaction, job-conflict, supervisor support, communication, age, centralization, annual salar and extrinsic motivation had indirect or direct effects on organizational commitment in order of effect size. Among them, effects of job-conflict and centraldization were negative. In conclusion, these results suggested that organizational commitment of public servants in urban health centers could be enhanced by pride for organization, intrinsic and extrinsic motivations, prevention of job-conflict and excess centralization, supervisor support and active communication. Especially, pride for organization and intrinsic motivation were expected to play the most important role.

• Health Policy and Management
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• v.5 no.1
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• pp.161-191
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• 1995

본 논문은 서구의 이론을 바탕으로 개발된 직무만족도에 관한 인과모형을 한국의 병원근무자들을 대상으로 실증적으로 검증하고 직무만족도를 결정하는 인과적 요인들을 파악하는데 목적이 있다. 본 모형의 종속변수는 직무만족도이고 독립변수로는 3개집단의 변수들로 크게 분류하여 선정되었는데 첫째, 사회적 변수들로써 직무의 자율성, 직무의 모호성, 직무 갈등, 직무의 양, 상사 및 동료와의 관계, 발전가능성, 직무의 단순성, 분배정의, 승진기회, 물리적 근무환경, 임금 등이며, 둘째, 심리적 변수들로써 기대 충족도, 근무의욕, 적극적 심성, 부정적 심성 등이고, 셋째, 환경적 변수들로써 외부 취업기회와 가족에 대한 책임 등이 사용되었다. 또한 독립변수들이 종속변수에 영향을 미치는데 있어 개인의 가치관이 어떻게 작용하는지도 검증하였다. 자료수집을 위해 대구에 위치한 750병상 규모의 한 대학병원에 근무하는 전직원을 대상으로 자기가 입식 설문조사를 실시하였으며 879매가 회수되어 74.7%의 응답율을 기록하였다. 수집된 자료중 사용 가능한 836명의 응답을 바탕으로 선형구조관계분석(LISREL)과 다중회구분석기법을 이용하여 인과 모형을 검증하였다. 분석결과 직무만족도에 유의한 영향력을 가지는 변수들은 직무의 모호성, 직무의 모호성, 동료관계, 직무의 단순성, 분배정의(이상 시회적 변수), 기대의 총족도, 근무의욕, 적극적 심성, 부정적 심성(이상 심리적 변수), 외부 취업기회(환경적 변수) 등인 것으로 나타났으며 개인의 가치관과 인구학적인 변수들은 직무만족도에 큰 영향을 미치지 못하는 것으로 나타났다. 또한 본 연구에서 사용된 인과모형은 직무만족도의 변이를 75.4% 설명함으로서 기존의 다른 모형들 보다 높은 설명력을 나타내었다. 결론적으로 본 연구에서 사용된 직무만족도의 인과모형은 한국의 조직에서도 적용이 가능한 것으로 보이며, 또한 직무만족도의 일반적 모형은 구조적 변수, 심리적 변수, 그리고 환경적 변수들을 모두 포함하는 포괄적인 모형이 타당하다는 결론을 얻을 수 있었다.

• Health Policy and Management
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• v.22 no.2
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• pp.225-248
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• 2012

Community Health Planning has been used in public health centers for over 10 years, but little is known about its effect and how it is utilized by public health centers. This paper examines the effect of Community Health Planning on public health centers'organizational performance through the use of the Structural Equation Modeling(SEM) technique. We conducted e-mail surveys of chiefs, people in charge of planning and other staff members in all the public health centers in the country. The instrument measured self-evaluated levels of Community Health Planning, implementation and the effect on the public health centers. The model of the SEM technique has five latent constructs: requirements of planning, plan formulation, implementation, organizational capacity and performance. The SEM technique validated the instrument used in the study and exhibited a relatively good fit. Results of this study were as follows. First, the requirements of planning have positive effects on plan formulation. Second, plan formulation has positive effects on organizational capacity but plan implementation doesn't. Third, there was no statistically significant path between plan formulation, implementation and performance. Fourth, organizational capacity has positive effects on performance. Consequently, this study revealed that Community Health Planning has a positive influence on organizational performance through organizational capacity.

• Health Policy and Management
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• v.11 no.4
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• pp.109-128
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• 2001

This study was conducted to investigate the factors affecting on organizational commitment of military hospital nursing officers. For the purpose of this study, the self-administerd questionnaire survey was done with 440 military hospital nursing officers during february, 2001. The major results of the study were summarized as follows: By path analysis using LISREL 7.0, variables such as met expectations, work involvement, pay, work definiteness, positive affectivity, family support, peer support, promotion opportunity, expectations before entering a military hospital had significant positive effect on Job satisfaction in order of size, however, vertical conflict and horizontal conflict had significant negative effect in order of size. Variables such as job satisfaction, met expectations, promotion opportunity, positive affectivity, pay had significant positive direct effect on organizational commitment in order of size, however, job routinization, job opportunity had significant negative direct effect in order of size. It was found that the following variables, listed m order of size, had significant total effects on organizational commitment: job satisfaction, met expectations, positive affectivity, promotion opportunity, pay, vertical conflict, job routinization, family support, work involvement, work definiteness, job opportunity. In considering above findings, the program or plan for job satisfaction promotion, met expectations, fair promotion opportunity, adequate pay, work definiteness, solving conflict, positive affectivity promotion would be implemented to increase organizational commitment of military hospital nursing officers.

• Health Policy and Management
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• v.9 no.4
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• pp.15-40
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• 1999

To assess the university health service organization(UHSO) and its school health programs a questionnaire survey for all of 186 four-year colleges in Korea was conducted from December 1. 1998 to March 31. 1999. The response rate was 91.9 percent(171 universities). The UHSO was established in 116 universities(67.8%L The most common name of UHSO. used in 61 universities(52.6%). was school health center. Only 45(38.8%) of the 116 universities surveyed had a committee to support and run the UHSO. The percentage of universities that had committee was higher in national universities and those with a large number of students. The average number of staff working in the UHSO was 3.5; 4.6 in national universities; and 7.1 in universities with more than 15.000 students. There were 43 universities(37.1%) which had a part-time physician and 104 universities (89. 7%) had full-time nurses. Only 4 universities(3.4%) had a independent facility for the UHSO while most of UHSO were housed in other building. The UHSO had an independent budget in 86 universities(74.1%). The average budget per university was 46.890.000 won: private universities had more budget with 59.170.000 won on average than national universities with 36.990.000 won. The average budget allocated per student was 4.362 won. A regular physical examination was performed in 72 universities(62.1%). The percentage of university that performed regular physical examination was higher in private universities than in national universities. Health counseling was performed in 113 universities(97.4%) and vaccinations in 87 universities(75.0%). Medical care services were performed in 87 universities(75.0%). and the private universities and those with over 10.000 students provided the student with more services. Environmental sanitation was executed in 73 universities(62.9%) and health education was conducted in 68 universities(58.6%)' The school health management activities were promoted in 104 universities(89.7%) out of 116 universities with UHSO. Only 12 universities(10.3%) published reports on the achievements and performance of the UHSO. Only 29 universities(25.0%) had a continuing education for employees of the UHSO.