• Korea Journal of Hospital Management
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• v.22 no.4
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• pp.24-32
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• 2017

Purpose: This study is to provide basic data for establishing successful organization management strategies of organizations by understanding rank systems and duty types of dental hygienists who work in dental hospitals. Methodology/Approach: The study conducted a survey and an interview survey two times targeting the entire dental hospitals. The first survey secured the response results of 113 hospitals in the result that conducted the survey targeting 190 dental hospitals in the whole country except 24 ones including dental college hospitals, dental hospitals affiliated with medical colleges or general hospitals, military dental hospitals, and dental hospitals for the disabled among the 214 ones which were registered in the Health Insurance Review & Assessment Service as of December 2015. The second survey conducted the interview survey targeting persons in charge of personnel management by selecting 34 dental hospitals with rank systems of 4 rank systems and above. Finding: The dental hospital has found that dental hygienists-centered human resources were composed. The number of ranks has found that 1 to 6 levels are shown and level 3 is highest. Titles of staff levels have found that 32 places are highest in order of 'employees

• Journal of Korean Academy of Fundamentals of Nursing
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• v.20 no.4
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• pp.359-371
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• 2013

Purpose: The purpose of this study was to determine the status of tuberculosis (TB) infection control in hospitals. Method: This study was a cross-sectional descriptive study in which self-administered questionnaires were used to survey 77 hospitals. Data were collected from August 12 to September 15, 2012. Results: Only 27 institutions (35.1%) were monitoring patients infected with or suspected of having TB. Most hospitals were conducting TB prevention education for patients' family and employees, and TB screening for employees along with follow-up examinations. However, private negative pressure rooms were more often available in wards and intensive care units than in outpatient departments, and in institutions with over 700 beds located in Seoul or GyeongGi Province. Most hospitals ensured that masks were placed on infected patients while transporting them. In addition, efforts to control TB infection such as placing respiratory etiquette posters in outpatient departments and airborne infection signs on the doors in the wards were also well established in most institutions. Conclusion: More efforts are needed to improve the status of TB infection control to ensure quality care, especially in terms of monitoring patients with TB infections and making private negative pressure rooms available in outpatient departments.

• Korea Journal of Hospital Management
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• v.17 no.2
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• pp.34-51
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• 2012

This study is an empirical research to identify difference of education training satisfaction by demographic variables, and to investigate the influence of education training satisfaction on the member's organizational commitment in general hospitals. As a result of ANOVA, t-test based on the data of 325 employees in 7 general hospitals in Korea, education training satisfaction has a significant difference by a construct and demographic variables. Education training satisfaction has a significant difference by a construct such as education training system, education training administration and education training practice. Education training satisfaction has a significant difference by occupation, career, scholarship. Education training satisfaction has a partly significant difference by status, age. But it has not a significant difference by sex distinction. Satisfaction of education training system and education training practice has a significantly positive relationship with organizational commitment. But Satisfaction of education training administration has a partly positive relationship with organizational commitment. By these results, the advanced education training structure needs to equipped in order to elevate management performance in general hospitals.

• Korea Journal of Hospital Management
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• v.1 no.1
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• pp.1-20
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• 1996

This study is purposed to compare PR activities among the 5 large hospitals in Seoul and Kyonggido. The research methods are used in interview survey for employees and Questionnaires survey for patients or their relatives. The 427 patients or their relatives(response rate: 85.4%) were surveyed. The hospital which is below, is more active than any others in special PR activities. 1. Distribution of hospital information books: E, P, A 2. Distribution of calendar: P 3. Broadcast in hospital: E 4. Education of employees about PR : E, A 5. Education of employees about service: all hospitals are active. The PR sectors are organized under the Department of planning(S,J,E) or CEO(P,A). And the budget of PR activities is almost a similar level among all. The degree of recognition and utilization for PR activities is not different among hopitals by the sociodemographic variables of patients. And the average of correlation ratio between recognition of each hopital's PR activities and its utilization is 62.01%(range:51.29%-67.98%) average.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.37 no.2
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• pp.35-42
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• 2014

The purpose of this study is to analyze job stress factors of hospital workers, which has an effect on their turnover intention. For identifying the influences on turnover intention, types of hospitals (university hospital, general hospital, private hospital) and types of workers(office workers, technical workers, and nursing staffs) were categorized. We went to the hospitals and carried out the survey under the cooperation with the concerned hospitals. The period of survey was from 23. Sep. 2013 to 30. Oct. 2013, and 293 worker participated in the survey. On the basis of the previous study, the measurement of job stress factors and turnover intention was set up as the survey method, and its reliability and validity were measured. The stress factors were subdivided into seven factors; occupational climate, organizational system, autonomy job control, uncertainty of getting a new job, job ability to perform, job demand, job ambiance. The value of job stress factors by the measuring instrument, Cronbach's Alpha, was 0.805 and the value of the subordination variable of turnover intention was 0.881. IBM SPSS Statistics 21 was used as the statistic analysis tool and the descriptive statistics about job stress factors. As a result, the turnover intention were analyzed depending on the types of hospitals, job groups, working years, and gender. Result shows that the job stress factors are differed according to the types of hospitals, and these job stress factors have influence on turnover intention. Therefore, it could be considered that, if the hospital managers find out the major job stress factors of their employees and resolve them in advance, the job stress of the hospital workers and their turnover intention can be reduced.

• The Korean Journal of Health Service Management
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• v.10 no.2
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• pp.1-14
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• 2016

Objectives : The aim of this study is to understand the antecedents of trust with regard to organization and interpersonal trust among the employees of a hospital organization. Methods : Data were collected from 942 employees who work at ten hospitals of Seoul in other cities in Korea. Collected data were analyzed using SPSS Ver. 18.0 and AMOS Ver. 18.0 and by a frequency analysis, t-test, ANOVA, and regression analysis. Results : The main finding here was that the trust of hospital employees is significantly affected by fairness, consideration, morality, competence, and social responsibility. Conclusions : This result implies that hospital administrators should endeavor to improve the level of trust of among the employees of their organization and in therir coworkers through a fair reward system, an ethical management philosophy, by instilling a high competency level compared to other hospitals, and by ensuring high levels of social responsibility.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.2
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• pp.196-206
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• 2013

Purpose: This descriptive correlation study was done to identify the hardiness, coping behavior, and organizational commitment of general hospital employees and show how these variables affect increases in role performance and problem solving ability to have a positive influence on organizational harmony. Methods: A quantitative, descriptive research design was used with a sample of 368 employees working in general hospitals in M and C cities. A survey was used to collect the data. Results: The score for perception of hardiness of general hospital employees was 2.85, and coping behavior was 2.40, both out of a possible 4 points, and organizational commitment, 3.03 out of a possible 5 points. There were statistically significant positive correlations between hardiness and coping behavior (r=.33, p<.001), also between hardiness and organizational commitment (r=.51, p<.001), and also between coping behavior and organizational commitment (r=.22, p<.001). Conclusion: The results of the study indicate that hardiness, coping behavior, and organizational commitment in general hospital employees have positive correlations, and thus hospital administrators should explore ways of increase individual employee hardiness and coping behavior, and make efforts to harmonize their organizations by enhancing organizational commitment.

• Korea Journal of Hospital Management
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• v.4 no.1
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• pp.190-207
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• 1999

The objectives of this research are to examine the factors influencing the employees' satisfaction and to investigate that the employees' satisfaction effects the organizational commitment on seven National University's hospitals. The data for this analysis were collected by questionnaire survey. 657 usable questionnaires were returned, a 78.2%, response rate. The major statistical methods used for the analysis are factor analysis, t-test and hierarchical multiple regression. The findings suggest that four components of job satisfaction are selected: these are "task", "organizational operation system", "opportunity of development", "interpersonnel". Highly satisfied employees turn to organizational commitment such as responsibility of organization and retention. Futhermore the findings suggest that responsibility is affected by work period, task satisfaction, opportunity of development. And retention is affected by work period, role as teaching hospital, and task satisfation. This study concludes with a discussion of the managerial relevance of the findings and future research directions.

• Korea Journal of Hospital Management
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• v.24 no.2
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• pp.38-55
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• 2019

Purpose / Approach : This study aims to analyze the level of public service motivation and its antecedents by using survey data of 1,498 professional employees in public and private hospitals. Findings : Among job-related, organization-related, and socialization-related factors of professional employees, the socialization factors have a strong effect on individual's overall and the four sub-dimensions of public service motivation. While the effect of organizational identification is prominent in the public hospital, professional identification is more powerful in the private hospital. Person-job fit and person-organizational value fit also play a significant role in determining public service motivation. Organizational vision salience in public hospital has negative effect on public service motivation and attraction-to-public-service dimension. The significant determinants and its effect size are different according to hospital type and each sub-dimension of public service motivation. Practical Implications : The empirical findings show that individual's level of public service motivation in hospitals could be enhanced through the interaction between individual and their organization, and various organization-related factors. Further implications of the study are discussed from human resource management perspective in hospitals.

• Korea Journal of Hospital Management
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• v.12 no.3
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• pp.99-119
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• 2007

In recent years, many of medical institution have reinforced educations for their employees aiming to secure competitiveness and to achieve higher performances. In an effort to actively response to the fast changing environment in the medical industry, the Ministry of Health and Welfare has implemented "Innovation and Service promotion" educations for employees of 34 regional medical institutions and 6 Red Cross hospitals. In this regards, the effect of the educations to change employees' mind for innovation and services and its results need to be evaluated. This study conducted surveys asking participants of the 2006 Education for Innovation of Regional Public Hospital Employees and Service Promotion and synthetically analyzes the effect of the education on their mind for services compare to their mind before the education. As a result, more them 92% of participants say that they are satisfied with the education, and many more participants agreed the effect of the education to change their mind for services. Under this circumstance, after the educations participants change more positively on "their mind for innovative services" and "their service skills in practice".