• Journal of Digital Convergence
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• v.17 no.5
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• pp.249-256
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• 2019

The purpose of this study was to analyze the association between discrimination and job satisfaction among non-regular office workers. The data was collected from 128 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. The results of the study are as follows. Unjust working environment, position unfairness, employment instability were found to have a negative(-) effect on job satisfaction. Gender, education, income in general characteristics had a significant negative(-) effect on job satisfaction. The discrimination of non-regular office woman workers was higher and job satisfaction was lower than that man workers. These results showed that hospitals need active efforts to create friendly work environment for non-regular woman workers.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.1
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• pp.25-36
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• 2004

Purpose: Nursing puts much weight en the organization of hospital. Therefore it is necessity to improve nursing care. One of the most important things is to secure confident nurses and to develop nurse' potentiality. It directs nurse evaluation system. The concept of "performance appraisal tools" is extremely important in evaluation system. Therefore, the purpose of this study aims to define performance appraisal process. Method: In order to do this, two main study has been observed interviewing appraisers and employees in-depth and analyzing performance appraisal tools of seven hospitals and analysed validity, reliability, acceptability and practicability. Result: The result of this study can be summarized as follows; Firstly, the result of analysis of performance appraisal tools. Regard to validity, Hospitals had a typical goal, but had not put to practice use. Regard to reliability, 1) Appraisal rule had been focused on appraiser's error, how to avoid. 2) 5 hospitals accessed nurses with relative rating and 2 hospitals with absolute rating both in practice. 3) 3 hospitals informed nurses the result of performance appraisal but 4 hospitals did not. 4) All hospitals in this study had conducted superiors rating. Regard to acceptability, 1)Rating scale method had been implemented by 6 hospitals and among those conducted beth ranking method and descriptive method. 2) Most hospitals had focused on personal traits in performance appraisal factors. Regard to practicality, The term of appraisal took $10{\sim}14$ days; performance appraisal happened 1 or 2 times per year; appraisal factors were based on 10 different items. Secondly, the result of in-depth interview with head nurses and staff nurses Regard to validity, head nurses and nurses wared that the goal of performance appraisal is to develop nurse's ability. Regard to reliability, head nurses pointed out that they were doubt of the justice of performance appraisal and they should have got training. Nurses insisted that raters should have been trained due to lack of qualification of appraiser; Head nurses and nurse proposed to convert form relative rating to absolute rating; to inform the result of appraisal; to implement peers rating. Regard to acceptability, One of the critical problems of performance appraisal tools was abstract of appraisal factors ; Lack of job analysis. Regard to practicality, Head nurses used to take overtime for appraisal. There was only a little respond despite of their efforts. Nurses questioned that appraisal tools exist for only appraisal; there was less cost-effectiveness. Conclusion: Based en these findings, it could be suggested to improve the performance appraisal tools for nurses evaluation. Firstly, it is necessary to describe goal of performance appraisal clearly set up, so that nurses could improve their positive word performance and develop their potentiality. Secondly, it is necessary to obtain various training on raters, implement absolute rating and inform the result of appraisal to nurses and use peers rating. Thirdly, it is necessary to convert from rating scale method to management by objectives or behaviorally anchored rating scale and take measurable appraisal factors based en job analysis. Finally, it is necessary to reduce the appraisal cost but increase effectiveness of performance appraisal.

• Journal of Digital Convergence
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• v.11 no.7
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• pp.289-296
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• 2013

To propose the way for improving organizational management of small and medium hospitals through analyzing the effect of organizational culture types on organizational commitment and organizational citizenship behavior. A survey was held to the employees of 4 hospitals that could accomodate less than 100 patients located in Daegu and Gyeongbuk for 4 weeks starting November 20, 2012. As result of factor analysis, the organizational culture divided to the four types: adventurous, hierarchical, productive, friendly types. The adventurous and friendly types revealed the positive effect on organizational commitment, and the productive and friendly types revealed it on organizational citizenship behavior. Instead, hierarchical type revealed no effects on the both. Therefore, to improve organizational management in small and medium hospitals, the strengthened efforts to build up friendship and supportive environments for reasonable decision making.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.5
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• pp.157-169
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• 2022

Job love is an emerging phenomenon, which is the utmost approach to fulfilling employees' and organizations' mutual interests, especially performance. The current study aims to define and extend the existing proposed construct of "loving one's job" as job love. It provides a novel theoretical multi-level framework of job love, contextual factors, and performance principled on the attraction-selection-attrition framework and social exchange theory through an integrated approach. This study collected cross-sectional data through a questionnaire from 332 nurses across eight tertiary hospitals in Khyber Pakhtunkhwa, Pakistan. The findings are based on the structural equation modeling technique (SEM) at multi-levels. The results show significant relationships between job love, contextual factors, and performance at the individual and organization levels. There are some insignificant relationships between the variables at the cross-level. Job love plays a key role for both employees and organizations. It facilitates the individuals in the recruitment process to select the job they love, be a good fit, and stay committed to that particular job and organization. This phenomenon allows people to pursue their common interests. Job love assists firms in developing human resource capacity utilization plans that satisfy the needed requirements.

• Journal of radiological science and technology
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• v.46 no.1
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• pp.43-52
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• 2023

The purpose of this study was to investigate the actual conditions related to the working environment of radiological technologist who is working in small or medium-sized hospitals or clinics. The results of this study were intended to improve the working environment of radiological technologist and care for patients. For data collection, a structured questionnaire was used as a research tool, and 838 women (52.4%) were used as a general characteristic of 1,598 people subject to this questionnaire. The annual salary of radiological technologists with less than one year experience was 33.76 million won, and the average annual salary of radiological technologists with more than 10 years of experience was 41.33 million won. It showed an increased of 1.84% per year. Among 1,540 radiological technologists, 879 workers were paid holiday work allowances, 340 workers did not, and 321 holiday workers work during the week. In addition, a total of 817 workers received overtime payment, of which 112 received overtime wage on a monthly basis regardless of the overtime hours. In addition, a total of 348 radiological technologists were not paid overtime wage, and 138 workers were included in the basis salary. There were no union in 85% of the them. According to the results of this study, the wages and working environment of radiological technologists in small or medium-sized hospitals or clinics were not appropriate. Therefore, the efforts of the radiological association and its members are necessary to provide a better working environment for radiological technologists. In addition, it is expected that this study will be used as basic data for the association's policy to improve the working environment of members who work in poor conditions.

• Korea Journal of Hospital Management
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• v.8 no.3
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• pp.49-71
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• 2003

The purpose of the study is exploring the relationship among patient perceived quality of dental care, satisfaction, and royalty in dental clinics and hospitals. The observation of the study is outpatient visiting dental clinics and hospitals located in Seoul and Kyung-Gi Do area, and surveyed the outpatients. The contents of the survey are consisted with questions including quality of care perceived by the patients, costumer satisfaction, and royalty, and measurement for each question is using five point Likert scale. According to result of bi-variate analysis, there was the significant relationship among specialized care, value of the care, and kindness in quality of dental services, level of care in dentists significantly influenced on costumer satisfaction and costumer royalty, and there was the significant relationship between costumer satisfaction and royalty. According to result of regression analysis on the costumer satisfaction, the costumer satisfaction positively related with the convenience of facility, specialized care, value of care, patient age, number of visit, and spend time for treatment, and housewives and self-employees were likely to satisfy on care than regular employees. By result of full regression model and reduced model on costumer royalty, satisfaction could explain 86% on the costumer royalty such as re-visit and promoting other people, and increase of explain power is not significant when other independent variables joined model (full model). Considering efficiency of model, costumer royalty could be explained by satisfaction only rather than other independent variables used. Finally, This study shows that the social-demographic variables of patient influenced the patient satisfaction, and the patient satisfaction influenced patient royalty directly.

• Research in Community and Public Health Nursing
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• v.4 no.1
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• pp.38-44
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• 1993

The purpose of this study was to identify the status of health management from Dec 5, 1992 to March 10, 1993. The data. was. collected from 30 industrial nurses, through a structured questionnaire. The results were as follows : 1. 1.50%. of the companies surveyed were manufacturing companies, 24% of them were research center. 2. The sizes of the companies were as follows: 300-499 employees 11(37%). more than 1,000 employees 4(13%). 3. 18 companies(60%) had organized safety and health committees. 4. 25 companies(83%) had there own health clinics. 5. 60% of companies had a Health center assigned as were hospitals 83%. 6. Practical nurses were employed by all industries, 10 companies had their own physicians, and 3 had their own industrial hygienist. 7. The primary health examination rate was 96% and workers who took follow up examinations were 8.5% out of them, 73.6% were evaluated at the C & D grade. Follow Up management to D. evaluations was performed about 50%. 8. 13 personnel(43%) required, special examinations. 9. The relation between the workers health score and the health status, score was negative and not significant. Therefore the better health management the higher health level score.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.3
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• pp.321-334
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• 2007

Purpose: The objectives of this study were to understand and compare perception and experience between clinical staffs(nurses and pharmacists) and Quality Improvement managers. Method: A qualitative study was conducted with 14 clinical staffs and QI managers who are working at tertiary hospitals in Korea. Interviews were recorded and transcribed for systematic analyses of qualitative data. Results: Most critically, while QI managers acknowledged that establishment of the patient safety culture and reduction of medical errors are urgent tasks for QI effort, clinical staffs don't seem to share such perceptions. All participants agree that staff shortage and no compliance to safety procedures were major reasons for medical error occurrences. Many suggested that an organizational culture where errors were perceived as a systematic problems rather than individual failures or carelessness should be formed to promote voluntary reporting of medical errors. Conclusion: A more systematic effort and attention at the hospital leadership and public policy level should be promoted to constitute societal consensus on the urgence of promoting patient safety culture and more specific approaches to tackle the patient safety problems.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.2
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• pp.166-175
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• 2012

Purpose: This study was done to identify the relationship between transformational leadership by head nurses and positive psychological capital, psychological well-being, stress and somatization of staff nurses. Method: Participants in this study were 300 staff nurses in general hospitals located in G and B cities. Data were collected using self-administered questionnaires and analyzed using SPSS Win 18.0 program. Result: The major findings were as follows; 1) There were positive influences of transformational leadership on positive psychological capital, psychological well-being, and a negative effect on stress. 2) Positive psychological capital had a positive influence on psychological well-being, and negative effects on stress and somatization. 3) In the analysis of the mediating role of the positive psychological capital, transformational leadership was shown to indirectly affect psychological well-being and stress through positive psychological capital. Conclusions: These findings suggest that transformational leadership has important influences on employees' psychological well-being and stress via employees' positive psychological capital. To enhance psychological well-being and reduce stress for nurses, it is important to develop not only the leadership of head nurses but also the positive psychological capital of staff nurses.

• The Korean Journal of Health Service Management
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• v.8 no.2
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• pp.49-59
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• 2014

This study attempted to provide some implications for human resource management of health services organizations by investigating the influence of job rotation on motivation and organizational commitment. For empirical analysis, a study model based on literature review of previous researches was developed, and a survey was conducted for the employees of 8 hospitals located in Busan area. In processing the data, frequency analysis, correlation analysis and path analysis were performed using SPSS 18.0 and AMOS 18.0. Main results of empirical analysis can be summarized as follows: First, procedure of job rotation, did not significantly affect tissue immersion and stimulation, but effect of job rotation, has been found to provide a significant effect. Second, motivation was shown to have a significant influence on emotional and normative commitments, sub-factors of organizational commitment variable. In conclusion, suggest that intentions and opinions of the organizational members need to be actively reflected in job rotations of which the effect can be maximized when they are regularly and reasonably implemented.