• International Journal of Advanced Culture Technology
• /
• 제11권4호
• /
• pp.193-201
• /
• 2023

With the end of global COVID-19 epidemic, hospital staff are likely to be "physically and mentally exhausted" after three years of grueling work in the fight against the epidemic. At this point, it is especially important to enable them to continue to maintain their previous proactive work behavior. This study focuses on 400 employees of various types in three-A grade hospitals in Zhanjiang, Guangdong Province, through the proactive motivation model. Statistical software SPSS 25.0 and AOMS 22.0 were used to analyze the survey data to test whether role modeling in hospital management can have an impact on employees' proactive behaviors, in addition to verifying the mediating role of transactional psychological contract. The results of this study show that: First, role modeling of hospital leaders has a positive effect on employees' proactive behavior and a negative effect on their transactional psychological contract; Second, transactional psychological contract has a negative effect on employees' proactive behavior; Third, the transactional psychological contract mediates the effect between role modeling of leaders and employees' proactive behavior. The results of this research add to the F-path of proactive motivation model, and provide enlightenments and implications for hospital management.

• 한국병원경영학회지
• /
• 제9권3호
• /
• pp.98-127
• /
• 2004

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of hospital organization management. The subjects of this study were 510 employees in 1 University Hospital and 3 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from April 26 to May 7, 2004 through survey questionnaires. The main results of this study were as follows: First, From the results of multiple regression analysis to identify major influencing factors of labor union commitment level, In University hospitals, males than females, and those who had senior officer posts in labor union showed higher positive correlation with the attitude of their colleagues. In general hospitals, those who had served in Union for shorter period showed higher commitment in union. Second, When looking into the major influencing factors on the level of commitment in labor union according to their jobs, male administrators showed higher positive correlation in the level of commitment in labor union and the relationship with union. Among nurses, those who had lower education level, those who had higher job satisfaction, those who had higher emotional attachment to their job, those who had better relationship with union and better satisfaction in union showed higher commitment level. In medical technicians, those who had higher emotional attachment to their job showed higher commitment level. To summarize study results, the level of commitment in labor union depends on job satisfaction, managers' attitudes, emotional attachment to their jobs, union satisfaction factors, their colleagues attitudes toward union and thee atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as job satisfaction is important determinant in union commitment, hospital managers should have countermeasures to enhance the job satisfaction level of hospital employees. Moreover, as managerial factors of the principal of hospital influence union commitment directly, the attitudes of hospital managers toward union and transparency of hospital management should be improved.

• 대한치과의사협회지
• /
• 제48권2호
• /
• pp.127-139
• /
• 2010

Objectives : The study explored perceptional gap of dentists and their employees between expectation and satisfaction. Methods : For analysis, the study surveyed 407 employees and 91 dentists on their expectation and satisfaction depending on expectation. Results : When the satisfaction on a question was lower than expectation; the rate of sufficiency was below 100%, it is necessary to improve on the question. Contrarily when the satisfaction on a question was higher than expectation; the rate of sufficiency was upper 100%, it is necessary to continuously support the question. The most of satisfaction of employees on their dentists and their organization were lower than employees's expectation of those. The most of satisfaction of dentists on their own and employees were lower than dentists's expectation of those as similar as employees cases, It means that all of questions need to improve continuously. Conclusions : The issues for prior decision to change these phenomena are 1) improvement of communication each other, 2) recovery of credence each other, and 3) leadership style change from authoritarian to consideration.

• 보건의료산업학회지
• /
• 제10권4호
• /
• pp.13-23
• /
• 2016

Objectives : This research used an exploratory approach to identify factors affecting business strategies due to changes in the healthcare market and customer loyalty factors. Methods : The research model was formulated using antecedents divided into diagnosis quality, employee attitudes, and servicescape. Moreover, differences in the structured model were analyzed according to hospital size. The data were gathered through surveys on clients, who has received care at participating hospitals. From the 200 that were distributed, 150 questionnaires were analyzed, to facilitate analysis of the research model. Results : The effects of diagnosis quality, employee attitudes, and servicescape, on customer loyalty were mediated by trust. We also found the differences between small and large hospitals. Conclusions : Customer loyalty in small hospitals was affected by servicescape, whereas that in large hospitals was affected by diagnosis quality and employee attitudes. The research results could be used to develop strategies to improve customer loyalty.

• 간호행정학회지
• /
• 제2권1호
• /
• pp.141-150
• /
• 1996

As the medical markets have gradually changed from suppliers' markets to consumers' ones, the demands for consumer-centered strategies of hospital management and marketing, improved medical services, etc., have been increasing. Under such circumstances, this study was aimed at evaluating the marketing policies of our hospitals centering around the internal, cxternal and mutual marketing for consumers, and thereby presenting more influential strategies for hospitals. For this purpose, the employees and patients of a third stage general hospital in Seoul were surveyed by means of a questionnaire. All in all, 285 patients and 284 employees answered the questionnaire. The results of the survey can be summarized as follows : First, patients come to a hospital directly, according to rumors or being introduced by its employee. Second, the important factors determining patients' choice of a hospital are facility, medical staff, traffic and employee. Other factors are patient's age, living area, distance between patient's house and hospital, etc. Third, patients' perception of a hospital affects their choice of the hospital. Fourth, employees and patients perceive differently the marketing strategies of the hospital. Fifth, well-planned marketing strategies may change some sources of inconveniences into those of conveniences. Based on the above findings, effective marketing strategies for gonoral hoopitale can be presented as followes. 1. The poblic relations of hospital should be established first with visiting patients and employees. 2. The marketing strategies should be-based on the factors determing patient's preferences for hospital. 3. The marketing strategies should be flcxiblc enough to complement the weak points of the hospital. 4. The marketing strategies should be directed towards the improved medical services as well as mutual actions between consumers and employccs. 5. The marketing strategies should take into consideration employees perception and thus induce their voluntary participation. All in all, the study may be limited in that its results cannot be easily generalizod due to its small size, patients' variublcs rather than qualitative medical services are primarily reviewed, and that it depended on a straight forward questlonnaire survey.

• Journal of Nutrition and Health
• /
• 제38권2호
• /
• pp.173-179
• /
• 2005

The study estimated employee satisfaction to apply TQM system to hospital foodservice management. A survey was mailed to foodservice employees of five general hospitals with more than 300 beds, three of them were independent and two of them were contract foodservice management. A total of 129 questionnaires were returned and analyzed for statistical analysis. Statistical analysis was completed using SPSS for chi-square test, t-test and Pearson's correlation. The results of this study showed that employees of contract foodservice presented higher scores than independent foodservice in interests, affection, importance of works. And achievement of work was significantly different between contract and independent foodservice employees (p < 0.05). The satisfaction of payment adequacy was lower for contract foodservice employees (p < 0.05). The employees of both contract and independent foodservice were satisfied with attitude of foodservice managers toward employee. Attitude scores of foodservice employees toward co-worker were higher in independent foodservice. Employees of independent foodservice showed higher scores for the attitude toward institution represented satisfaction. (Korean J Nutrition 38(2): 173～179, 2005)

• 한국산학기술학회논문지
• /
• 제11권6호
• /
• pp.2185-2189
• /
• 2010

본 연구는 병원 직원들의 건강증진 실천과 관련된 요인들을 규명하기 위해 시도하였다. 자료는 2010년 1월 11일부터 2월 11일까지 서울에 소재한 2개의 종합병원에 근무하고 있는 병원 직원 204명을 대상으로 설문조사를 실시하였다. 연구결과 첫째, 건강증진의 실천정도에 따른 자기효능감은 스트레스정도가 낮은 그룹 3.71점에서의 자기효능감이 높은 그룹 2.64점보다 유의하게 높게 나타났다(F=3.802, p=0.026). 둘째, 건강증진 실천에 따른 사회적 지지는 운동을 하는 그룹에서 인지하는 사회적 지지의 정도가 운동을 하지 않는 그룹에서의 사회적 지지보다 유의하게 높았다(F=3.496, p=0.048). 셋째, 자기효능감과 사회적 지지는 유의한 양의 상관관계를 보였다(r=0.591, p<0.001). 결론적으로 병원 직원들의 건강증진실천 향상을 위한 적극적인 자가관리 프로그램 개발 및 적용이 필요하다.

• 디지털융복합연구
• /
• 제12권7호
• /
• pp.337-348
• /
• 2014

본 연구는 병원종사자들이 인지하는 직무스트레스, 직무만족, 조직몰입이 이직의도에 영향을 미치는 요인을 분석하고자 수행하였다. 연구대상은 2013년 7월 3일부터 7월 19일까지 부산 및 경남지역 2개 대학병원과 2개 중소병원에서 근무하는 병원종사자 553명을 조사하였으며, Amos 21.0을 이용하여 경로분석을 실시하였다. 연구결과는 다음과 같다. 경로분석 결과, 직무스트레스는 직무만족에 직접적인 영향을 미쳤고, 조직몰입에는 직접적인 영향과 직무만족을 통한 간접적인 영향을 보였으며, 이직의도에는 직접적인 영향과 함께 직무만족과 조직몰입을 통한 간접적인 영향을 나타냈다. 다음으로 직무만족은 조직몰입에 직접적인 영향을 미쳤고, 이직의도에는 조직몰입을 통한 간접영향만 미치는 것으로 나타났다. 마지막으로 조직몰입은 이직의도에 직접영향을 미쳤다. 이에 따라 직무만족은 직무스트레스와 이직의도 간 부분매개효과로 작용하였고, 조직몰입은 직무스트레스와 이직의도 간 완전매개효과로 작용하였다. 결론적으로 이직의도를 낮추기 위해서는 직무스트레스 관리가 가장 중요하므로 병원경영자는 병원종사자들의 직무스트레스를 줄이고 사기를 높이기 위한 효과적이고 체계적인 제반 프로그램을 개발하여 시행해야 할 것이다.

• Journal of Preventive Medicine and Public Health
• /
• 제28권3호
• /
• pp.588-608
• /
• 1995

This study was intended to enhance the level of hospital personnel management through analysing job satisfaction of hospital employees in terms of structural, personal and environmental variables. The sample of this study consist of a total of 790 persons including doctors, residents, interns, pharmacists, nurses, medical engineers, office workers and manual workers who have worked for general hospitals with 200 beds, 300 beds and 800 beds respectively. The Likert's 5 scales were used for the measurement of satisfaction. The results can be summarized as follows: 1. Structural Variables The level of satisfaction on the job itself was generally low, 2.8 in Likert's 5 scales, with the order of role ambiguity(3.87), routinization(2.6), work overload (2.45) and autonomy(2.37). Hospital employees are aware of their responsibility and they regarded their work as heavy one. The compensatory satisfaction degree was 2.5 which was also low: There were in the order stability(3.1), distributive justice(2.57), pay(2.3) and promotion(1.9). Usually hospital employees showed high degree of stability, while, their satisfaction on promotion possibility is quite low due to specially differentiated structures of hospitals. The degree of satisfaction on the internal conditions of organizational culture was relatively higher as 2.92: They were co-worker's support(3.69), supervisory support(3.15), role conflict(2.64) and welfare(2.17) in order. The satisfaction on welfare as an economic condition was the lowest. 2. Personal Variables The level of satisfaction on personal variables was 3.27 which seemed to be quite high: Contribution to the hospital(3.38), attitude on job performance(3.28) and pride as a member of the hospital(3.07). They seem to believe that their work has been helpful to the performance of hospitals. 3. Environmental Variables The degree of satisfaction on these variables was 3.07 on the average which was derived from environmental factors such as family-role conflict and community support related to hospital employees' environment. The order of satisfaction for each variable is community support(3.2) and family-role conflict(2.94). They turned out to be fairly satisfied with their job in community and yet, they wanted more spare time to spend with their family.

• 한국병원경영학회지
• /
• 제8권2호
• /
• pp.70-92
• /
• 2003

The main objective of this paper is to investigate the factors affecting organizational citizenship behavior of hospital employees, and based on the investigation, to suggest some implications for effective human resources management of hospitals. For this purpose, physical therapists were selected as the subject of the research. Using their individual characteristics, job characteristics, professionalism and group cohesiveness as the variables affecting organizational citizenship behavior, an empirical model was constructed and tested. A survey was conducted through structured and self-administered questionnaire for the physical therapists working at hospitals of Busan-Kyongnam area, and data from 240 therapists were utilized in the final analysis. Major results of the empirical analysis are as follows: First, perception on professionalism and the degree of organizational citizenship behavior were higher for male, older, relatively more-educated and higher-grade employees. It is necessary to develope some measures to educate and motivate the employees who are in lower state of professionalism and organizational citizenship behavior. Second, among the individual characteristics, need for growth was found to have significant, positive influence on professionalism and group cohesiveness, but no direct effect on organizational citizenship behavior. On the other hand, extroversion had direct, positive effect on organizational citizenship behavior, as well as on professionalism and group cohesiveness. This result suggests that personnel selection and personality education should be conducted carefully. Third, job characteristics appeared to have very large, positive effect on professionalism, but not directly on organizational citizenship behavior. Fourth, professionalism was found to have very large, positive influence on group cohesiveness and direct, positive effect on organizational citizenship behavior. This implies that enhancing professionalism of physical therapists can strengthen organizational citizenship behavior in hospitals, and hence top management should actively support the programs for job re-design, skill education and quality improvement to enhance professionalism of their employees. Fifth and last, as an intervening factor, group cohesiveness appeared to have the largest, direct, positive effect on organizational citizenship behavior. It is, therefore, important for top management to improve group cohesiveness by exploring ways toward greater harmony and solidarity among the members of physical therapy department.