• The Korean Journal of Health Service Management
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• v.9 no.1
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• pp.31-39
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• 2015

This study was undertaken to investigate the effectiveness of a hospital organization targeting both hospital administrative staff members and internal/external customers under a rapidly changing organizational environment, where the effect of creative behavior on passion about one's job was controlled with the participation of 55 people from two larger general hospitals, with 103 people from four general hospitals, with 51 people from eight regular hospitals. Thus, data from a total 209 people were collected. The creative behavior of hospital administrative staff members working for general hospitals and larger general hospitals significantly affected job engagement, showing that 'Relevant knowledge, maintaining status, and application appetite' were higher than the scores of 'new knowledge pursuit activities.' However, a weaker relationship between creative behavior and job engagement was found in medical institutions than for hospitals.

• Korea Journal of Hospital Management
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• v.23 no.4
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• pp.65-80
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• 2018

Purposes: The purpose of this study was to analyze the relationship between empowerment, job satisfaction and organizational commitment of the general hospital administrative staff working for customer interaction department. Methodology: For this purpose, this study sampled 260 administrative staff working for the general hospitals in Seoul and Gyeonggi-do. A total of 260 questionnaires were distributed to them, and 229 ones responded to the survey, which had been conducted from Mar. 9, through Mar. 30, 2018. 211 responses were used for the final analysis. The data collected were processed using the SPSS 18.0K for descriptive statistics, T-test, ANOVA and regression analysis. Findings: The results of this study can be summed up as follows. The empowerment of the subjects scored 3.73 on average on the 5-point scale. To be specific, the sub-factor 'meaning' scored the highest or 4.01, while the sub-factor 'impact' was lowest. Subjects' job satisfaction scored 3.37 and their organizational commitment scored 3.54 both on the 5-point scales. Practical Implications: Meaning and self determination of empowerment positively related to subjects' job satisfaction and organizational commitment, and particularly, meaning of empowerment was more strongly related. Hence, it is required of the general hospitals to operate a customized competence build-up program and educational courses on a continual basis. Besides, it would also be important to create a working environment wherein the administrative staff can demonstrate their deliberation, autonomy and independent services.

• Journal of Digital Convergence
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• v.16 no.6
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• pp.251-258
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• 2018

We study convergent factors to depression(CES-D: Center for Epidemiologic Studies Depression scale) among administrative staff in general hospital. The questionnaire was used using an unregistered self-administered questionnaire for 201 staff from 9 general hospitals located in J area from Jul. 3rd, 2017 to Jul. 29th, 2017. The hierarchical multiple regression analysis shows the following results. The depression of respondents turned out to be significantly higher in following groups: a group in which Rosenberg Self-Esteem Scale(RES) is lower, a group in which Multidimensional Fatigue Scale(MFS) is higher, a group in which Psychosocial Well-being Index Short Form(PWI-SF) are higher. The results show explanatory power of 32.5%. The results of the study indicate that the efforts, to increase RES, and to decrease MFS and PWI, are required to improve the depression among administrative staff in general hospital. These results could be used in organizing human resource management and industrial health education to lower the level of depression in general hospital administration staff. Following studies need to analyze the structural equation model that effects the depression levels of administrative staff in general hospital.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.12
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• pp.539-547
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• 2017

This paper reports the results of descriptive research aimed at determining the effects of the administrative hospital staff members' organization-based self-esteem and work engagement on their organizational citizenship behaviors. The participants of the study were 200 administrative staff members of general hospitals, each with 200 beds or more, located in B city. Data were collected from March 15 to 30, 2017, and analyzed statistically using a t-test, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. The findings of this study can be summarized as follows. The organizational citizenship behaviors differed significantly according to whether they had an experience of turnover (t=-4.260, p=.000) and how long they had served at their present work (t=3.297, p=.039). In addition, the organizational citizenship behaviors had strong positive correlations with the organization-based self-esteem (r=.454, p=<.000) and work engagement (r=.595, p<.000). In addition, the factor that explained the organizational citizenship behaviors most significantly was work engagement, followed by organization-based self-esteem and the period of service at the present work. All three factors accounted for 41% of those behaviors. These findings suggest that the hospital should perform internal marketing or improve its welfare system to make administrative staff members raise their self-esteem based on their organization. Moreover, the hospital should form an organizational culture of its own, in which administrative staff members feel the importance of their job, enjoy it and are given autonomy in job performance, ultimately contributing to the development of hospital management.

• Korea Journal of Hospital Management
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• v.7 no.1
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• pp.1-18
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• 2002

Empowerment is a multifaceted concept which can be described somewhat differently. In general, it is defined as the motivational concept of autonomy and self-efficacy. Recently, this concept of empowerment is applied to improve organizational staff's job satisfaction and organizational commitment in many organizations. Empowerment in service organizations has certainly generated more publicity than any other organizations. The objective of this study is to measure the degree of hospital administrative staff's empowerment using Spreitzer(1995)'s empowerment theory, and also to analyze the relationship of empowerment and job satisfaction and organizational commitment. Spreitzer argues that the work empowerment is composed of 4 dimensions (meaning, competence, self-determination, and impact) and each dimension influences employee's job satisfaction, organizational commitment, and organizational performance in the end. In order to carry out this study, data were collected by self-administered Questionnaires from 181 hospital administrative staff at 3 university hospitals in Inchon and Kyunggi-Do. The response rate is 86%. The Collected data were analyzed with SPSS statistical package V10.0. The major findings of this study are as follows: First, the degree of hospital administrative staff's empowerment is a high level point at the 7 Likert Scale. Second, the reliability of 3 variables, empowerment, job satisfaction and organizational commitment, was statistically satisfied(Cronbach's alpha>0.80). Third, as a result of correlation analysis, four components of empowerment, job satisfaction and organizational commitment showed a positive relationship. Finally, multiple regression analysis was conducted to find the impact of empowerment on job satisfaction and organizational commitment. In the case of job satisfaction, the meaning and competence factors have a positive effect(P<0.05). And the case of organizational commitment, the meaning and impact components have a positive relation(p<0.05). These results showed that the workplace empowerment is significantly related to employee's job satisfaction and organizational commitment.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.4
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• pp.447-456
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• 2015

Purpose: The purpose of the study was to identify factors affecting the innovative behavior of general hospital professional staff. Methods: In the final analysis, the study focuses on the 442 structured questionnaires received from the professional staff (doctors, nurses, medical technicians, and administrative staff) of H Hospital, a public medical foundation. Data were collected from August 1 to 31, 2014. The SPSS/WIN 19.0 program was used for data analysis which included t-test, ANOVA, $Scheff\acute{e}$ test, Pearson correlation coefficients, and multiple regression analysis. Results: Multiple regression showed that factors affecting innovative behavior of hospital professional staff were conditional reward, innovation-oriented culture, education, and job (Adj $R^2=.317$). Conclusion: The results of this study suggest that it is necessary for the leader to demonstrate leadership with innovation and transaction in harmony to cultivate innovative behavior in hospital staff. Also, positive support and role in the hospital organization are fundamental to developing the strengths that each type of culture possess on the basis of the organizational culture of hospital, enabling hospital staff to exhibit their best voluntary innovative behavior.

• Journal of Digital Convergence
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• v.16 no.4
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• pp.259-265
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• 2018

This study investigates convergent factors associated with occupational stress among General Hospital Administrative Staff(GHAS). The survey was administered to 221 staffs from 11 general hospitals located in J city from November 1st, 2016 to January 31st, 2017, using structured self-administered questionaries without respondents' personal information. The hierarchical multiple regression analysis shows the following results. The occupational stress of respondents turned out to be significantly higher in following groups: a group in which organizational justice-distributive is lower, a group in which self-esteem is lower, a group in which self-efficacy is lower. The results show explanatory power of 39.5%. The results of the study indicate that the efforts, to increase organizational justice-distributive, to increase self-esteem, to increase self- efficacy, are required to decrease the occupational stress among GHAS. These results are expected to be utilized for organizational and personnel management to reduce occupational stress in GHAS. In the following study, the research of additional factors and the analysis of structural equation model about the occupational stress among GHAS will be needed.

• Journal of Digital Convergence
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• v.15 no.10
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• pp.349-356
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• 2017

This study is executed to investigate convergent factors to job burnout(MBI-GS: Maslach Bunout Inventory-General Survey) among hospital administrative staff. The survey was administered to 201 staff from 9 general hospitals located in J area from Jul. 3rd, 2017 to Jul. 29th, 2017. The structured self-administered questionaries were used. The hierarchical multiple regression analysis shows the following results. The MBI-GS of respondents turned out to be significantly higher in following groups: a group in which Organizational Commitment Questionnaire(OCQ) is lower, a group in which Type A Behavior Pattern(TABP) is higher, a group in which depression(CES-D: Center for Epidemiologic Studies Depression scale) are higher. The results show explanatory power of 52.1%. The results of the study indicate that the efforts, to increase OCQ, and to decrease TABP and CES-D, are required to improve the MBI-GS among hospital administrative staff. The results are expected to be useful for the program and human resource management to related to the MBI-GS among HAS. In the following study, the analysis of structural equation modeling about additional factors of the MBI-GS among hospital administrative staff will be needed.

• Health Policy and Management
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• v.8 no.2
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• pp.58-75
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• 1998

The hospital is characterized by it's remarkable labor industry and human resources input by unit. Recently, the administrative personnel are recognized as important staff to provide a hospital guidance to consumer and also easiness for consumer's visit to hospital. The objectives of this study is to find the performance of the administrative personnel in hospitals. The unit of analysis is the hospitals and data was collected form 144 staffs in 5 hospitals. Self administered questionnaire was given to analyze the general characteristics of staft such as age, sex, education, experience, and performance level in terms of frequency, ability, necessity of tasks. The major findings are as follows: 1. The 5 major tasks such as general affairs, insurance related affairs, hospital statistics, admission/discharge, and analysis of treatment cost were analyzed. Performance level of these tasks were not showed consistent level. It means that the same task was showed both high level performance and low level one. 2. The higher rates of performance level, ability and necessity were found, below 29 years of age, junior college graduates and university hospital than that of general one. 3. Factors mostly affected to performances were found as characteristics of hospital, age and education. 4. Concerning the various manpower management, On the job training, incentive mechanism and colose relationship among units were somewhat lack. In conclusion, most responded administrative personnel have performed actively in dealing with their tasks. however, the performance level and ability of the same task were showed differently, it means that such routine works were not standardized. Therefore, standardization and specification of tasks should be developed to strength the performance. Finally, this study is the first attempt to find out the performance of the administrative staffs and the study results imply that further study could be neeed to promote the performance of administrative personnel efficiently and effectively.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.7
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• pp.4697-4703
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• 2015

This study has performed to propose the plan of effective career management systematically for the enhancement of mutual communication with internal and external customers based on the effect of career management activity in hospital organization on the job instability for administrative staff's. Data was collected from 192 hospital administrative staff's located in Busan area where 7 general hospitals and 7 hospitals were involved, and examined the factor analysis, the reliability, the regression analysis and the correlation analysis using SPSS statistical program. The organizational career management activities were classified into direct and indirect activities through the verification of validity and internal consistency, and the job instability was influenced by the direct career management activities. "Consider of countermeasure of necessary training required for the career of staff's" has the strongest relationship with the job instability among the organizational direct career management activities, and "Provide sufficient information service for new job opportunity" and "Develope career management plan participate with the staff's" were also relatively shown the higher relationship. Thus, it was indicated that the organizational effective career management activities for the enhancement of mutual communication with customers were necessary for the strategy establishment of career management activities.