• The Korean Society of Law and Medicine
• /
• v.8 no.2
• /
• pp.119-164
• /
• 2007

Improving the formal objection system regarding reviewing medical expenses requires authority and confidence in the aspect of well-functioning the health insurance review and assessment system, legally and appropriately. The purposes of improvement of the formal objection system should aim for protecting the people's right of health. On handling the formal objections, the disputes of the rights should be settled economically and promptly by fairness, specialty, and objectivity in the health insurance review and assessment administration. Therefore, in order to promote the administrative specialty of health insurance, the formal objection committee needs to be organized independently and guaranteed expertly. Under the current formal objection system, however, the organization of committee lacks right-relief function, recognition and public relation as a health insurance appeal system, and related professional man powers. It is also analyzed that there are several controversial points, such as mass deliberation to the formal objection committee and its conference procedure. As a measure of improvement, it is analyzed that the committee needs to be organized independently with a proper number of professional man powers. The strict deliberation procedures and the prohibition of the decision-making by non-conference are also required to be empowered. The formal objection procedure provides the beneficiaries and the claims legitimately, so that it secures the legal relations on the health insurance system. Therefore, on the conference process of formal objection, the expert and guaranteed protection should be provided promptly, and its procedures to the appellants should also be assisted kindly.

• The Korean Journal of Health Service Management
• /
• v.1 no.1
• /
• pp.31-44
• /
• 2007

The purpose of this study is to shed light on the effect of work-family conflict on organizational effectiveness, focusing on the moderating effect of organizational support among married working women of health services organizations. Data were collected from 149 married working women of health services organizations located in Busan Metropolitan areas by structured self-administered questionnaire. Main results of this study is as the following: First, based on the type of work-household conflicts, namely time-based conflict(2.82 points), strain-based conflict(2.81 points) and behavior-based conflict(2.69 points), working women mainly experienced time and strain-based conflicts. The level of work-household conflicts was significantly higher among younger groups, highly educated, nurses, and regular workers. Second, the perceived organizational effectiveness found to be an above-average. Especially scores were high in the subcategories of customer orientation(3.84), followed by organizational commitment (3.42) and job satisfaction(3.19). The level of organizational effectiveness was significantly higher among older groups, medical technician and administrative job holders, day-time workers, and higher income groups. Third, the results of the regression analysis on the effects of work-household conflicts on organizational effectiveness showed that strain-based conflicts have a significant negative effect on organizational effectiveness such as job satisfaction and organizational commitment. Fourth, organizational support found to have a strong controlling effect for strain-based conflicts on organizational effectiveness. Above results imply that practical family-supportive policies for lessening the work-household conflicts is crucial for enhancing organizational effectiveness in health services organization.

• KSCE Journal of Civil and Environmental Engineering Research
• /
• v.38 no.1
• /
• pp.103-112
• /
• 2018

To improve current transportation service, a new Seoul Metropolitan Transportation Administration (Seoul MTA), backed by Korean central government, is on the way of being established. This paper tries to answer questions such as 'What is the best type of organizational formation of the upcoming institute to deliver better, seamless transportation service?' and 'What is the most suitable scope of work of the upcoming institute to achieve the goal?' A group decision making process, a kind of AHP (Analytic Hierarchy Process) was adopted to measure the experts' preferences of alternatives in quantitative scale measurement. To evaluate the alternatives, five evaluation criteria were selected. Among them, it is revealed that 'Improvement of the transportation service' and 'Political & Administrative power to make it happen' are the two most important evaluation criteria over what types or operating costs of the administrations are. When the five evaluation criteria are applied onto the group of alternatives, it yields that a stand-alone organization, which should be independent from upper-level government body, should have an integrated and sole authority on the area-wide transportation system management.

• Journal of Digital Convergence
• /
• v.14 no.4
• /
• pp.315-324
• /
• 2016

This study, investigating the differences of public hospital employees' communication, motivation, mutual trust, working conditions, fair compensation, job satisfaction, is to identify the factors affecting organizational performance. Through this, an alternative is suggested, which can maximize organizational performance of hospital employees. The period was from October 5 to October 31, 2014 to collect the data from 232 subjects working in public hospitals. ANOVA and regression analysis were conducted and the finding shows that communication, motivation, mutual trust, working conditions, fair compensation, job satisfaction have a significant difference (p<0.05) based on job categories. In addition, the factors affecting organizational performance were communication and fair compensation (p<0.001) for nursing job, age and employment type (p<0.05) and fair compensation (p<0.001) for Medical Support, motivation and fair compensation (p<0.001) for administrative job. The efforts to improve human resource management in their organization which is able to inspire a sense of belonging should be followed.

• Korean Journal of Acupuncture
• /
• v.19 no.2
• /
• pp.149-165
• /
• 2002

Objective : We proposed fundmental rules of prospective on legal and institutional position and role of Korean medicine doctors working at public health center. Methods : By the result of this research on the current situation, the grade and allowance given to the Korean medicine doctors working at public health center were different every self-governing body. Results : The reason the Korean Medicine Doctor can't serve as a regular order of 5th grade is that the 'The Enforcement Regulation about Administrative Organization and the Standard of Pixed Number of person of Self-Governing Body(지방자치단체의 행정기구와 정원기준등에 관한 규정 시행규칙)' prescribes the number of regular order of 5th grade is regulated within 7% among the number of regular order officials. But not appointing to office as the regular order of 5th grade infringes on the Constitution, the highest law. The reason the Korean Medicine Doctors can't be appointed to office as the regular order officials by the self-governing body is that 'The Enforcement Order of the Law of Preservation of good health of Local Area(지역보건법시행령)' prescribes the Korean Medicine Doctors are not indispensable to Public Health Center. But in fact, the Korean Medicine Doctors can execute many kinds of work such as medical examination or instructing house nursing. Conclusion : The Korean Medicine Doctors working at Public Health Center serve at low positions as daily use or common use, not receiving a regular order. All laws including the Constitution(헌법), the Medical Services Law(의료법), the Law of Preservation of good health of Local Area(지역보건법), the National Public Service Law(국가공무원법), the Local Public Service Law(지방공무원법) and the Law of Higher Education Law(고등교육법) describe that the Korean Medicine Doctors and the Western Medicine Doctors are equal to their position and right.

• Korean Journal of Health Education and Promotion
• /
• v.24 no.2
• /
• pp.123-134
• /
• 2007

Since 1996, the Health Promotion Programme spearheaded by the Korean Central Government has been actively developing and recently, the Healthy City Project led by the local autonomous entities have also been actively promoted. Healthy City is one in which the health and well-being of the citizens are given the utmost importance in the decision-making of the city. While the Health Promotion Programme focuses on changing the "health behavior" of the people, the Healthy City Project, a policy to improve the existing inequality of public health services, deals with more essential health factors and requires political support as well as a new organization. The Healthy City paradigm based on the New Public Health started in England and ever since the Healthy City Model Project spearheaded by the EURO WHO began in 1986, the Alliance for Healthy Cities centered in the West Pacific region supported by the WHO in Oct 2003 was inaugurated. 19 Korean cities are full members of the Alliance for Healthy Cities and 2 laboratories are associate members. The Ministry of Health and Welfare has held the Healthy City Forum consisting of related officials, experts and representatives of civic bodies on 6 occasions since Dec 2005. The need for adequate administrative and financial support from the Central Government to the local autonomous entities governing the Healthy Cities was raised. It is hoped that this Healthy City Project will bring about the improved health conditions of the people as well as promote the equality of the public health services.

• Journal of the Korea Institute of Building Construction
• /
• v.20 no.4
• /
• pp.347-355
• /
• 2020

The economic growth rate and the urban population of the Vietnam are steadily increasing. As a result, the size of the Vietnam's construction market for infrastructure development is expected to increase. However, Vietnam is adopting PPP(Public-Private Partnership) to solve this problem because the government lacks the financial and administrative capacity for infrastructure development. PPP is a business that lasts more than 10 years, so risk management is very important because it can be a long term damage in case of business failure. This study proposes a self-organization map (SOM) for analyzing the impact of risk factors and determining the priority of them. SOM is a visualization analysis method that analyzes the inherent correlation through the color pattern of each factor.

• Journal of Home Health Care Nursing
• /
• v.11 no.1
• /
• pp.33-43
• /
• 2004

Purpose: This study is a descriptive research conducted for looking into the role awareness level. role conflicts, and job satisfaction among professional home care nurses in the field of hospital based home care nursing service. Method: 154 specialized home care nurses in 63 hospitals and clinics that are implementing home care programs were subject to the study. Result: 1. The level of role awareness among professional home care nurses was $4.47\pm0.41$ on average out of 5. 2. The average score for role conflicts was $3.87\pm0.61$ out of 5. 3. In terms of job satisfaction level. $3.33\pm0.71$ was scored out of 5. 4. It has been discovered that there are statistically significant positive correlations among role awareness level, role conflicts(r= .224, P= .005), and job satisfaction level(r= .166, P=.040), while a negative correlation was detected between role conflicts and job satisfaction level(r=-.210, P= .009). Conclusion: The level of role awareness among professional home care nurses in the field of hospital based home care nursing service was very high and job satisfaction level was high when the level of home care nursing antecedents was high and the organization structure of working place was independent. But the level of role conflicts coming out of the weakness of job-supporting system was high. So the realistic alternative such as the improvement of working environment by administrative, institutional support, is required to make up for this problem in the future.

• Journal of Korean Society of Archives and Records Management
• /
• v.14 no.4
• /
• pp.199-219
• /
• 2014

BRM (Business Reference Model, hereinafter referred to as BRM) has been introduced with the objective to improve task-related information sharing among organizations, task processing speed, efficiency of organization management, and administrative services. Furthermore, a Records Management Reference Table, which is a business-based records management system, has been put in to operation. However, it is necessary to reidentify if the BRM is put into use according to its initial objectives and purposes after 10 years of its introduction based on the pending problems and matters of improvement. Therefore, in this study, the necessity for business transaction management has been reviewed based on the problems present in the "business transaction" operation, which is the lowest unit of BRM, and it proposes a business transaction identification plan through a business analysis. As a result, three major points to improve BRM management have been suggested.

• Journal of Fisheries and Marine Sciences Education
• /
• v.29 no.2
• /
• pp.479-491
• /
• 2017

The purpose of this study is to seek the recognition and development method of the competency assessment in order to set up the competency assessment system introduced for the manager promotion in B metropolitan city. The following conclusion were obtained by studying the recognition of competency assesment system of candidates for promotion and non-candidates. First, it is found that non-candidates have a higher recognition of the necessity of competency assessment system and its credibility, fairness and influence on relieving nepotism than candidates for promotion. Second, competency factors that recognized to be necessary for the performance of manager's role were direction guidance, fostering members, integrative thinking and communication in sequence by candidates for promotion, while direction guidance, communication, integrative thinking and management of organization in sequence the non-candidates. Third, in terms of the operational aspect of the competency assessment system, both candidates and non-candidates wanted a pass rate of 70~90%. And the time required for the assessment task was most favored for 1~2hrs, and the judges of the competency assessment were preferred in the order of professors, public official, consultants, and headhunters. Fourth, $1^{st}$ candidates than non-candidates recognized that the person who are from $5^{th}$ or $7^{th}$ class appointment are younger, have high education, are better at presenting, are in administrative positions, and are more optimistic would be more advantageous in competency assessment.