• 의료ㆍ복지 건축 : 한국의료복지건축학회 논문집
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• 제25권4호
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• pp.81-91
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• 2019

Purpose: Since infectious disease hospitals are premised on emergency operations, the operational efficiency of secured personnel, equipment, facilities, etc. is relatively low. In order to increase such normal operational efficiency, it is necessary to flexibly operate facilities and operations during normal and emergency times. The purpose of this study is to suggest the architectural planning method focusing on the space composition and circulation of the regional infectious disease hospital which can increase the operational efficiency in the private hospitals. Methods: Through literature review, functional requirements of infectious disease hospitals were identified, and related personnels inter-views and field surveys were conducted to understand the spatial composition and circulation requirements of infectious disease hospitals. Results: Through the complete separation between the negative pressure zone and the general zone, even when the negative pressure zone is completely closed, the general zone should be operated separately to achieve operational efficiency. In addition, the separation of the negative pressure zone and the general zone should simultaneously consider the optimal space configuration and movement for each function while the zone settings match in the floor plan of each department and the overall cross-sectional configuration of the hospital. Implications: Infectious disease hospitals intended to be installed in private hospitals should not apply excessive space just for safety reasons and should plan to ensure their operational efficiency.

• 한국의료질향상학회지
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• 제9권2호
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• pp.134-147
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• 2002

Background : As an empirical study, current research about the quality of social services carried out in general and teaching hospitals across the country. In the flux of health care reforms and market transformation, the quality of social services in the hospital becomes increasingly significant. Methods : A sample of total 80 hospitals, including general hospitals with one social worker at least and single-department hospital with two social workers or more, were identified nationwide through the registry of Korean Association of Medical Social Workers and Korean Association of Hospitals. The subjects of this survey were 80 leaders of social service units. The survey data from each subjects were measured to evaluate level of quality that service provider perceived of sample hospitals. Under the method of one-way ANOVA and multiple regression, the level of quality in social work service was analyzed. Results : The major findings were as following ; First, the level of quality perceived showed less score, especially the lowest was the score of quality of outcome. Second, the key variables of each hospital which turned out significantly different in quality of social work service were the departmental form of social work unit, unit leader's age, educational level, field experience, and job rank. Third, the level of quality of social work service correlated positively with the field experience of unit leader, the size of social work unit, the job rank of the unit leader. Conclusion : The most influential variables to the quality of social work service proved departmental form of social work unit, leader of social work unit. Therefore, to assure the proper level of quality, social work unit in hospital must be structured single, independent department in which entitled social worker is supposed to supervise and manage. And a leadership-development program for leaders in social work unit are strongly recommended.

• 치위생과학회지
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• 제24권1호
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• pp.29-36
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• 2024

Background: This study aimed to investigate whether there is a difference in organizational member attitudes by workplace environment and workplace types in dental hygienists working at dental health centers. Methods: A face-to-face survey or online survey was administered to dental hygienists working at dental health centers, and a total of 95 subjects were included. The survey includes 13 items to ask factors affecting employee's job satisfaction. Also, some questions were included to assess perception of organizational member attitude: five about organizational citizenship behavior, two about innovative behavior, and four about organizational commitment. Results: Dental hygienists working at dental clinics were more satisfied with their incomes and numbers of working days, while those from dental university hospitals and general hospitals were more satisfied with education support. In addition, hygienists working at dental hospitals were more satisfied with job autonomy, individual work capability, safe working environment, personal relation, potential for personal development, and positive labor-management relations, compared to those working at general and university hospitals (p<0.05). Among the items about perception of organizational member attitudes, the scores of items about organizational citizenship behaviors were higher, whereas the scores of items about innovative behaviors were relatively lower. Individuals working at dental hospitals than those working at general and university hospitals, chiefs and team and department leaders than team members, and those with increased satisfaction with current workplace had more positive perception of organizational member attitudes. Conclusion: For dental hygienists to have positive attitudes as organizational members, working environment should be improved, and executives of dental healthcare centers should pay attention to improving job satisfaction of organizational members. Moreover, since dental hygienists need to improve their perception of innovative behaviors and citizenship behaviors to strengthen specialty of dental hygienists in a changing dental healthcare, relevant training should be addressed in refresher courses or school programs.

• 한국병원경영학회지
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• 제15권2호
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• pp.27-43
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• 2010

The present study was conducted to assess relative importance of hospital attributes considered by patients with spinal diseases in choosing specialty or general hospitals. A total of 230 patients hospitalized with spinal diseases in sampled study sites, including 2 specialty and 2 general hospitals, participated in a self-administered questionnaire survey from April 26 through May 8 2007. Patients were asked to rate the degree of agreement on each of the 15 attributes on a 5-point Likert-type scale (1 : strongly disagree, 5 : strongly agree) for which they chose the hospital because of that specific attribute. Based on a Factor analysis, the attributes were grouped into 4 : facility and environment, accessibility, interpersonal factor, and credibility. Both patient groups from specialty (mean scale score ; 3.75) and general hospitals (3.62) commonly considered 'credibility' to be the most important attribute, followed by 'facility and environment (3.05 and 3.21).' Logistic regression analysis showed that men(Odds ratio(OR)=0.333) and those with monthly income of $\geq$ 4 million won (OR=0.298) were less likely to choose specialty hospitals. Age groups of 30 to 39 years old (OR=5.140) and $\geq$ 60 years old(OR=4.761), and professionals (OR=5.207) tended to choose specialty hospitals. Patients expressing more importance on 'facility and environment' attribute were less likely to use specialty hospitals (OR=0.571), whereas those emphasizing 'accessibility' were more likely to use specialty hospitals(OR=1.487). The findings of significant difference in patient's demographic characteristics and consideration in hospital attributes would contribute to have a better understanding on patient's choice behaviour and to develop strategy to improve patient's satisfaction.

• 대한방사선기술학회지:방사선기술과학
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• 제11권2호
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• pp.27-64
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• 1988

Most hospital administrators in our country have doubted whether or not the size of their hospital personnel staffs, and the personnel management styles implemented are efficient or not. Actually, increased personnel expenditures due to sophisticated specialization of medical practices has become the biggest hospital expense. Therefore, it is said that hospitals can be run move efficiently by implementing reasonable management strategies for hospital personnel management. In this paper, the departments of diagnostic radiography in 16 general hospitals in Seoul, which were classified into 4 groups by the scale of hospital beds, were used as sample cases. Then, the data for the number of X-ray examination by diagnostic item was collected from sample hospitals. The unit hour spent on X-ray examinations in each diagnostic service was quoted from "A Study on setting-up of the relative value units of medical services and on the structure of current fee schedules" written by Mr. Ik Je Seong. The data analysis results are as follows; First, the number of hours per day spent on X-ray examinations in 13 hospitals out of 16 hospitals, was shorter than the general daily working hours (8 hours). Second, in the morning there was not enough time to work for X-ray examinations required, with the available manpower. In the afternoon, however, the situation was diametrically opposed to that in the morning. Third, in light of above results, though most hospitals employ sufficient personnel for the quantity of the actural work, they were always short-handed where their works were performed Fourth, this study tells us that there is a maldistribution of the work in the schedule : too much work for the available personnel in the morning. The following recommendations are resulted from the data analysis described above. First, it is recommended that all out-patients coming again, except specific patients(G. B. or I.V.P. etc) who have to have their X-ray examinations on an empty stomach in the morning among out-patients, be required to visit the hospital in the afternoon. Second, it is recommended that all new out-patients be required to make a reservation in order to equalize the number of patients throughout the day. Third, it is recommended that all in-patients, except specified patients, be arranged to have their X-ray examinations in the afternoon. Fourth, it is recommended that part time workers be employed during peak hours. This recommendation, if applied in a wider scale, would allow hospitals to overcome the problem of the maldistribution of work and personnel, and then more efficient hospital management through the appropirate personnel management procedures could be expected.

• 한국병원경영학회지
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• 제5권1호
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• pp.176-199
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• 2000

This study is to identify factors affecting public relations(PR) activities through newspapers among hospitals. 53 acute hospitals with more than fill beds were surveyed by telephone interview, and hospital-related articles on 4 major daily newspapers were searched in KINDS(Korea Intergrated Newspapers Database System). Hospitals' PR scores were evaluated by weighting the directoin and the number of hospitals mentioned in an articles. The scores were analysed as the outcome of PR activities by some general characteristics. The mean of PR score was 4.64, most hospitals(22, 41.5%) fell on the group scored more than 0 and less than 5. Hospitals with score under zero were 7(13.2%) and the hospitals scored over 20 point were 3(5.8%). The number of beds and area, two general characteristics of hospitals, had decisive effect on PR activities. Analysis showed hospitals over 1000 beds scored 17.06 point and this group accounted for the highest. Hospitals from 600 to 799 beds scored 2.86, with 800 to 999beds scored 1.93 and with 500 to 599 beds scored 0.59. Along with area, hospitals in Seoul scored 11.50 point, in Kyong-Ki and Incheon scored 1.50 and in the other areas scored -0.23 point. Department for PR and the number of workers in PR activities made hospitals active in PR. Hospitals with PR department scored 7.05 point, without PR department scored 0.98. Hospitals with workers who is whole responsibility over 5 scored 13.67, from 3 to 4 scored 6.54, from 1 to 2 scored 1.02, and the hospitals without workers who is whole responsibility scored 0.53. Among the characteristics related with PR activities, the assignment of a report in individual hospital had significant effect on the outcome of PR. Hospitals with assigned reporters scored 8.31 point, without them scored 1.89. Finally, the factors affecting PR score were identified by multiple regression analysis. The number of beds and the area(Seoul) were significantly associated with the score in positive direction.

• 임상간호연구
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• 제24권3호
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• pp.324-335
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• 2018

Purpose: The purpose of this study was to propose a revised Clinical Ladder System(CLS) Model for nurses based on the evaluation of clinical competence and professional activities of nurses working in general hospitals. Methods: Data were collected between September 10 and October 30, 2017. Participants were 50 head nurses from 10 general hospitals with over 400 beds located in Seoul City and Gyeonggi Province. Each head nurse evaluated clinical competence, qualifications, and professional activities of 5 staff nurses at each of the 5 levels of CLS in her unit. The total number of the nurses evaluated was 245. Data were analyzed with descriptive statistics and t-test, one-way ANOVA, and $Scheff{\acute{e}}$. Results: Over 80% of the nurses were university graduates. As the CLS levels increased, clinical competence, qualifications, and professional activities also increased significantly. Education material development and quality improvement activities were carried out by nurses from level 2, research and evidence based practice activities were carried out from level 3, and nurses at level 4 or 5 participated in most of the professional activities as leaders. Conclusion: In order to retain excellent nurses in general hospitals, recognizing and rewarding nurses according to the revised model of the CLS are recommended.

• 성인간호학회지
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• 제18권5호
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• pp.691-698
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• 2006

Purpose: This research was conducted to evaluate, analyze, and determine the limitation of the anesthesia that is used in there covery room in order to provide the foundation for developing the effectiveness of it. Method: There covery records of this study were collected from 41 hospitals in Seoul, Kyung Kii-Do, and Inchon province. The post anesthetic recovery records consisted of the evaluation of type, evaluative items, frequency, time, score and $SaO_2$. These records were collected from September to December of 2005. Results: The most commonly used post anesthetic evaluation tool was Alderete Score, which was used in 73% of hospitals. The second was Aldrete Score with $SaO_2$(17%). Also, 5% of the hospitals used the modified AS form. There were 2.5% of the hospitals applying the adult and child in the evaluation separately. Also, the last 2.5% of the hospitals did not use AS but measured BP, pulse, respiration, temperature, and $SaO_2$ with observing nausea, vomiting, urinary retention, backache, laryngitis, shock, and neurologic assessment. Conclusion: It is necessary to develop a post-anesthetic recovery evaluation tool including the application of $SaO_2$, so that the early-diagnosis of hypoxia can be possible. In addition, it is necessary to develop a post- anesthetic recovery evaluating method that can distinguish a difference between adults and children.

• 성인간호학회지
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• 제24권4호
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• pp.327-338
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• 2012

Purpose: The purpose of this study was to investigate the work conditions, reported stress, role conflict and job satisfaction of infection control nurses working in general hospitals. Methods: The subjects were 125 infection control nurses from 102 general hospitals. Data were collected using a questionnaire consisting of questions about general characteristics, job characteristics, work condition, stress, role conflict, and job satisfaction. Data were collected from July to September 2011 and analyzed by descriptive statistics, independent t-test, one-way ANOVA, Scheffe test, Pearson's correlation, and Stepwise multiple regression in SPSS/WIN 18.0. Results: Over fifty percent (56.0%) of infection control nurses reported the majority of their time was monitoring intensive units. The average reported stress was 7.20, role conflict was 3.67, and job satisfaction was 3.14. The factors which influenced job satisfaction were stress, enough information, annual income, and the number of hospital beds. Conclusion: The factors contributing to job stress of infection control nurses need to be specifically identified. Education and training for infection control personnel should be provided to enhance job satisfaction.

• 한국직업건강간호학회지
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• 제29권4호
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• pp.333-341
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• 2020

Purpose: This study aimed to determine the mediating effect of emotional intelligence on the relationship between the social support and job satisfaction of general hospital nurses. Methods: The data of 197 nurses in general hospitals located in three different cities were collected for analysis. Collected data were analyzed using the t-test, ANOVA, Scheffé test, Pearson's correlation coefficients, and hierarchical multiple regression with SPSS/WIN 23.0. Results: The social support of the subjects showed positive correlations with job satisfaction (r=.56, p<.001) and emotional intelligence (r=.42, p<.001). Emotional intelligence and job satisfaction were positively correlated (r=.54, p<.001). Emotional intelligence was found to perform the partial mediation in the relationship between social support and job satisfaction. Conclusion: To improve job satisfaction, an organizational culture which enhances social support may be required as an intervention strategy, and programs should be developed to induce positive emotional intelligence.