• Management & Information Systems Review
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• v.1
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• pp.413-443
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• 1997

In today's hospital-management, information system and the information by it will be a necessary administrative materials of organization with man-power, funds, equipment and resources. This study is for figuring out steps to utilize information-system, an important strategy to grow the hospital applying to the change of surroundings, improving the service for patients, accelerating medical examination, improving it in quality and suggesting a basis be able to manage it effectively by putting information system in practice such as economic effect by shorting time and the effect of medical study by computerizing clinical data. And the result of it is as follows: From the Nolan's 6 step - model about the degree using information system in hospital-management, the 1st group of hospital-size came to 1st and 2nd step, the 2nd group to the 3rd and 4th step and the 3rd group to the 5th and 6th step, which correspond to the survey- results that information system increases with the size of the hospital to propagation, regulation and integration step and that the number of the hospital developing to the step managing information is increasing.

• 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.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.3
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• pp.315-322
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• 2005

Purpose: The purpose of this study was to investigate the impacts of psychological empowerment and transformational leadership on organizational commitment among hospital nurses. Method: The sample consisted of 279 nurses from 3 university affiliated hospitals. Data were collected with self-administered questionnaires and analyzed using Pearson correlation and hierarchical regression. Result: Transformational leadership has greater influence on organizational commitment for nurses. Psychological empowerment and three transformational leadership(charisma, individualized consideration and inspiration) has direct effects on organizational commitment. Psychological empowerment did not interact the relationship between transformational leadership and organizational commitment. Conclusion: The results imply that nurse managers should exercise transformational leadership and empowering behaviors for nurses to be committed in organization.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.1
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• pp.72-80
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• 2009

Purpose: To investigate the influence of a team learning climate on group performance of hospital nurses. Method: The subjects were 386 nurses who have been working in six hospitals. The data were collected by a structured questionnaire from January 20 to April 30 of 2006. The data were analyzed by SAS version 8.2, including descriptive statistics, Pearson correlation coefficient, and stepwise multiple regression. Results: The mean score of group performance was 3.38 and team learning climate was 4.89. The group performance was positively correlated with team learning climate(r=.40, p<.0001). The team learning climate explained 15% of the variance in group performance. Conclusion: The findings showed that team learning climate was an important factor in enhancing group performance in nursing organization. Therefore, the nurse manager will establish the strategies to improve the team learning climate of the nurses in order to promote organizational performance.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.1
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• pp.40-52
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• 2007

Purpose: The purpose of this paper was to investigate opinions and experiences of hospital CEOs' and QI managers toward the National Hospital Evaluation Program which was implemented in 2004 and to recommend various strategies to improve the program. Methods: We conducted a mail survey with CEOs and QI　managers' of 78 hospitals with 500 beds or more that participated the 2004 National Hospital Evaluation Program. Results: About 70.8% of the participating CEOs and 64.0% of the QI　managers felt that the objectives of the evaluation program weren't fully achieved. Most respondents said that the current program required a partial or an overall change. Evaluation Criteria was the most often cited area for a change. Many respondents pointed out the importance of including clinical quality indicators in the evaluation tool. Conclusions: To upgrade hospital services with better quality, it is most important to first reach consensus on objectives and approaches of the evaluation program among various players. For a consistent planning and implementation, it is urgent to set up a more systematic organization and financing mechanism. Also, evaluation approaches, including evaluation criteria, methods, patient satisfaction assessment, as well as ways to summarize and publicize each hospital's performance should be improved.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.3
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• pp.424-433
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• 2006

Purpose: This study is analyzing nurse managers's common fundamental competencies changes and responses to the application of the action learning, and promoting introduction and revitalization of action learning. Method: The research design is one group pretest-posttest design. The subjects are 40 nurse managers. The program was performed for 5 weeks. Data were collected before the program and after 5 weeks program and were analyzed with paired t-test. Result: Action learning was an effective way to develop an individual and team and to solve the problem of organization. There were more significant increases after the program than before the program on common fundamental competencies(p<.05). Conclusion: This study has us confirm that action learning is an effective education method for organization members on the spot to recognize their problem and study by themselves and solve the practical problems with various solution process.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.1
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• pp.63-81
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• 2004

Purpose: To identify job satisfaction of hospital employees and the relating factors Methods: The study sample was a total of 1,031 healthcare workers(doctors, nurses, pharmacists, medical engineers, office workers, etc) at a tertiary teaching hospital. The data were collected using a questionnaire developed by a expert group. The questionnaire consisted of 21 items including job characteristics, organizational culture, and personal characteristics on the five Likert scale. Results: The overall satisfaction on job characteristics was 3.24 on the five Likert scale. The satisfaction of each item was 4.14 in role clarity, 3.26 in communication participating rate, 3.10 in work variety, 3.06 in autonomy, and 2.64 in workload. The overall satisfaction on organizational culture was 3.00. Particularly, the satisfaction on collaboration was 3.83, co-worker's support. 3.73, identity, 3.62, education/training opportunity, 3.12, pay, 2.62, welfare, 2.35, promotion, 2.34, and organizational conflict, 2.00. The level of satisfaction on personal characteristics was 3.00. In the satisfaction of each item, the score of disposition was 3.83, contribution to the hospital, 3.75, pride as a member of hospital, 3.70, and attitude on job performance, 3.68. The correlation between satisfaction and other variables was statistically significant with the exception of work variety. The satisfaction related significantly to loyalty index(r=.486, p=.000), autonomy(r=.415, p=.000), pride as a member of hospital(r=.411, p=.000), supervisor support(r=.364, p=.000). Conclusions: The results showed developing organizational strategy to promote job satisfaction can decrease the turnover rate and increase loyalty to the organization. It will contribute to enhance productivity in hospital.

• The Journal of Korean Academic Society of Nursing Education
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• v.9 no.1
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• pp.155-162
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• 2003

The comparative study of the administration policy that the government and the local self-governing body have enforced to a handicapped child and the family, was made in South Korea and Japan. As data, I utilized brochures distributed to a handicapped child's guardian in the government publication, health center, and hospital of both countries and the homepage that each organization manages. With the investigation of (1) the handicapped child's present condition, population and entering-school situation, (2) the organization which can consult about a juvenile entering-school problem, (3) the public service with which the parents of handicapped child, or a handicapped child are provided and (4) the feedback surveys of (3)’s services, the followings were proved. In (1), the handicapped child's population and their school attendance are not be specified by the South Korea side. In (2), a private consultation organization is mainly opened and be hard to say that use is simple from the little of a kind. In (3), there is almost nothing than rehabilitation education as the administration policy, which is universally held for the handicapped child. Besides they cannot receive freely the education. In (4), it became clear not to carry out. The improvement from the direction of both hard and soft aspects - the institution of basic education for the handicapped child who lives in all areas and the equal opportunity to all children - is called for urgently.

• Korea Journal of Hospital Management
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• v.11 no.1
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• pp.1-30
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• 2006

According to the available data, in these days, the number of medical accidents and disputes have significantly increased since 1990 in Korea. From this aspect, a variety of approaches and efforts to solve these problems is needed before it is too late. This study intended to identify the thoughts of patients who are directly connected with medical accidents and disputes and then to consider reasonable settlement methods of the increasing disputes. For achieving the purpose of this study, the self-administerd questionnaire was conducted with 450 out-patients who visited three university hospitals, five small and medium-sized hospitals, and ten clinics in Seoul from June 13 to 17, 2005. Incomplete questionnaires were omitted and 410 respondents(91%) were included for the analysis of this study. Each section of the survey was composed of six categories such as the recognition of malpractice, a compensation system about no-fault medical accidents, the recognition of the judgement of medical accidents in court, reasonable settlement of medical accidents, reasons of lawsuit, and the need of the medical dispute settlement organization. The major results of this study were as follows. First, more than half of the respondents, 51.9 percent, worry about malpractice. And many respondents think malpractice causes their symptoms to persist or become worse, and also some respondents think that the doctor's prescription changed too frequently. Second, as for a compensation system about no-fault medical accident, 55.7 percent of the respondents insist that a proper compensation for suffering patients or their families should be provided. And also as for the responsibility of compensation, respondents think joint compensation of both the medical institution and the government is needed foremost, followed by the medical insurance company and finally by the medical institution. The government as well as the related institutions should take responsibility for malpractice accidents for which the doctor is not responsible. Third, as for the acknowledgment of medical accident judgements by the court, 32.8 percent of respondents think that it is best to compromise with a medical institution, followed by lawsuit(26.2%), the assistance of civil organization(23.2%), and a powerful physical protest(7.6%). Fourth, as for the lawsuit of medical accidents, 62.9 percent of respondents think that patients and their families would be in a disadvantageous position in relation to medical institutions and doctors mentioning the lack of professional medical and lawful knowledge, experience and know-how as the reason. So many people have given up appeals owing to the difficulties involved in defending themselves through evidence. Fifth, about a half share of the respondents indicated that the medical institution's neglect of the responsibility of medical accidents is one of the most important reasons of lawsuit. And next respondents mentioned the lack of the medical dispute settlement organization and a general distrust of medical institutions and doctors. Sixth, a majority of respondents consented to the introduction of the need of the medical dispute settlement organization, And about a half of the respondents mentioned a readiness to accept the mediation of the organization, but the rest did not express a clear opinion. It seems that conflict among the parties concerned have existed in relation to the medical dispute settlement organization and related legislation for many years. But as this study has shown, the needs of the medical dispute settlement organization is in desperate demand. Therefore, more negotiation efforts from all interest groups should be considered for the birth of the medical dispute settlement organization and related legislation.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.1
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• pp.5-21
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• 1999

Nursing organization culture is common patterns of believing, thinking and behaving resulted from a variety of experiences and interaction nurses in the same setting. This study was performed based on the assumption of existence of different subcultures within meta-culture, to identify the differences of subculture among 5 nursing units and to analyze the relationship between nursing organization culture and organizational commitment In this study, two kinds of instruments were used. One was the instrument of nursing organization culture developed by researcher through literature review and interview with nurses. The other one was Mowday's Organizational Commitment Questionnaire to measure organizational commitment of nurses. Both of them were structured with 5 scale. The answers were analyzed using SPSS program. The results were as follows : The meta-culture of the nursing organization culture was the people stable culture. There were significant differences in people development culture and people stable culture among 5 nursing units and all 5 units had different culture score. Especially, emergency room had strong development culture, and stable culture was dominant in operating room. Other units except emergency room and operating room had high scores in people stable culture than other culture types, but revealed different distribution. There were significant differences of the nursing organizational culture types -people development, task development, people stable, task stable-among 5 units. Four types of nursing organizational culture consisted of competing values in one organization. Nurses's organizational commitments were sign ificantly different among the units. The score per ceived by nurses who work in emergency room, operating room and leu was higher commitment score than that of medical/surgical nursing units Nurse's commitment to nursing organization was also related to total work period as nurse in any setting and work period in this hospital. Organizational commitment was significantly different among the nursing culture types, indicating that the scores of developmental culture were higher than stable culture. In conclusion, there were many different subcultures in nursing organization. In subculture, the organizational commitment was different. Therefore, the change of nursing organization culture or nursing unit culture needs to be considered to hire, give orientation, teach. and reallocate nurses efficiently. Research on nursing organization culture using both qualitative and quantitative method needs to be further considered. Furthermore, the strategy in nursing organization culture for nursing administrator to manage human resources efficiently and to change nursing unit effectively, needs to be developed.