• 한국병원경영학회지
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• 제8권1호
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• pp.24-41
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• 2003

This study was conducted to investigate the determinants of e-mail use and its effects on the organizational effectiveness of hospital administrative workers. Data were collected from 147 administrative workers at 2 university hospitals in Seoul using self-administered questionnaires and analyzed using t-test, ANOVA, and multiple regression analysis. The major findings of the study are as follows: 1. There are significant differences in the use of e-mail for business purpose in terms of the gender, age, status, and education level. Workers who are men, over 30s, high status, and highly educated were more likely to use the e-mail. As for the private use, there are significant differences only in terms of the age level. 2. The more job characteristics need to use e-mail, the more workers have computer skills, and the more favorable the organizational culture is to using the e-mail, the more frequently the workers use the e-mail for both business and private purposes. 3. Job characteristics and personal computer skills have significant positive effects on the use of e-mail for business purpose. However, for the private purpose, only personal computer skills have a significant effect on the use of e-mail. 4. The level of the e-mail use for the business purpose has a significant effect on the work productivity, communication, and job satisfaction, while the level of the e-mail use for the private purpose has a significant effect only on the communication and job satisfaction. The implications for hospital administrators and suggestions for further research are discussed.

• 보건의료산업학회지
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• 제7권2호
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• pp.113-124
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• 2013

The purpose of this study is to investigate of determinants of hospital organization trust affecting to hospital worker's trust in organization. This study was measured levels of trust in organization of hospital workers and 5 determinants of organization trust, organizational fairness, consideration, morality, competence and responsibility toward a society. Levels of trust in organization of hospital workers and determinants of organization trust were assessed using a sample of 190 employees who work at 2 hospitals in Seoul, Kyunggi. Data were collected by self-administered questionnaires from november 22 to 29 in 2012 and analyzed SPSS 18 by using t-test, ANOVA and regression analysis. The results of this study indicate that organizational fairness, consideration and responsibility toward a society among 5 determinants were positively related to levels of trust in organization of hospital workers. Based on these findings, it can be defined that 5 determinants of hospital organization trust influences levels of trust in organization of hospital workers. The implications of this study are discussed and areas for future research are presented.

• 융합정보논문지
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• 제10권7호
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• pp.168-175
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• 2020

본 연구는 병원행정직 종사자들의 경력관리활동이 경력목표 대비 현재 근무환경 만족도와 어떠한 영향관계가 있는지를 파악하여 병원행정직 종사자들이 자기성장과 조직생활의 질 향상을 위한 각 개인의 경력관리에 유용한 정보제공을 목적으로 실시하였다. 연구방법은 대학병원 및 종합병원에 근무하고 있는 행정직 종사자들을 대상으로 2020년 4월 1일부터 4월 15일까지 구조화된 설문자료를 수집하여, t-test, 분산분석, 로지스틱회귀분석을 실시하였다. 분석결과, 대학병원 및 종합병원행정직 종사자들의 경력관리활동과 경력목표 대비 현재 근무환경 만족도는 보통을 약간 상회하는 수준으로 근무의료기관 종류에 따라서는 유의한 차이를 보이지 않았으나, 경력관리활동 수준은 성별과 임상 총 경력에 따라 유의한 차이가 있는 것으로 나타났으며, 경력목표 대비 현재 근무환경 만족도는 임상 총 경력이 높을수록 만족도가 낮은 것으로 나타났다. 그리고 경력목표 대비 현재 근무환경 만족유무는 개인특성이나 근무의료기관 종류와 관계없이 개인차원에서의 경력관리를 위한 조력자 관계형성 활동이 유의하게 긍정적인 영향관계가 있다는 것을 알 수 있었다. 이러한 결과는 병원행정직 종사자들의 경력관리방안 설정에 유용한 정보로 활용될 수 있을 것으로 사료된다.

• 한국병원경영학회지
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• 제27권4호
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• pp.1-12
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• 2022

Purposes: This study is comparative analysis of the job satisfaction by enneagram personality types of general hospital workers. Methodology: The data were collected from 312 workers of 3 general hospitals using standardized questionnaires. Personality types were examined using the enneagram, and job satisfaction was analyzed according to personality 9 types. Findings: In all personality types, it was found that communication had the most important influence on job satisfaction. In 1 type, reward system, working environment·welfare, and communication had a significant positive(+) effect on job satisfaction. In 7, 9 types, empowerment and communication had a significant positive influence on job satisfaction. Practical Implications: According to the personality type of the hospital workers, job satisfaction factors were found to be different. These results are expected to be important reference materials for human resources management in hospitals.

• 한국병원경영학회지
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• 제18권4호
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• pp.131-144
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• 2013

The purpose of this study is to analysis factors affecting workers' knowledge sharing intention in a hospital. This study is based on personal factors such as perceived incentives, perceived reciprocal benefits, perceived behavioral control, and subjective norm. Also, there are organizational factors such as organizational climate, CEO's support, rewards system, trust, and IT system. Data were assessed using 107 employees who work at C university hospital in Chunkcheong-do and collected with self-administered questionnaires from April 1 to 13 in 2013. This study was analyzed SPSS 18 by using frequency and multi regression analysis. The results of the study were as follows. First, knowledge sharing intention among personal factors was statistically significant in perceived behavioral control. Second, the awareness of knowledge sharing intention among organizational factors was turned out to be positive effect for CEO's support and trust. This study was identified a couple of factors affecting knowledge sharing intention between personal and organizational factors. The the implications of these factors are discussed and areas for developing hospital management strategies are fostered knowledge sharing.

• 한국병원경영학회지
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• 제26권4호
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• pp.38-50
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• 2021

Purpose: The purpose of this study was to identify the relation among affect climate, organizational commitment and organizational performance. Methodology: The survey was conducted through online questionnaires from April 28 to May 1, 2020 for workers in medical institutions. Multiple regression analysis and mediating effects test were performed to identify the influence relationship. Findings: The results, based on a sample of 344 workers in medical institutions, indicate that Positive display climate, Positive experiential climate and Authentic experiential climate are positively related to both organizational commitment and organizational performance. We also found that the lemotional sharing has a partial mediation effect in the relationship that positive display climate, positive experiential climate, and authentic experiential climate affect affective organizational commitment. Practical Implications: Emotional sharing is encouraged for hospital's workers, and the authentic experiential climate contributes to improving work efficiency as well as organizational performance.

• 한국병원경영학회지
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• 제18권2호
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• pp.104-126
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• 2013

The goal of the study is to find what managerial characteristics affect the community spirit and participation of medical and psychiatric social workers. To do this, managerial characteristics were divided into organizational structure and culture as well as job satisfaction. As a result of an empirical study, while Herzberg's motivators or mental rewards, such as autonomy, sense of accomplishment, and sense of respect, improved the levels of community spirit and participation, Herzberg's hygiene factors or economic rewards did not have any relationship with them statistically. This means that mental rewards equivalent to those of other professions in hospitals will improve the professional identity and activities of social workers, who are working with diverse professions in hospitals. On the other hand, organizational structure and culture were not significant statistically.

• 한국병원경영학회지
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• 제13권2호
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• pp.64-85
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• 2008

This study purports to investigate the determinant of job satisfaction among workers working at Long-term care hospitals. The independent variables contain three groups of determinants: organizational characteristics variables(job autonomy, job variety, distributive justice, role conflict, supervisor support, job suitability, job significance, job security, organizational support, job growth, promotional opportunity), environmental variables(job opportunity), and psychological variables (met expectation, job efficacy, positive affectivity, and negative affectivity). The sample used in this study consisted of 250 workers from 4 Long-term care hospitals nationwide. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of the study are as follows: 1) the following variables, listed in order of size, have significant effects on job satisfaction: negative affectivity(-), job significance(+), job growth(+), age(+), positive affectivity(+), organizational support(+), job opportunity(-). 2) the variance of job satisfaction explained by the variables used in the study are 53.8%. When demographic variables added to Model I, job satisfaction explained by variables are 55.4%. 3) the results of this study indicate that three variables of negative affectivity, job significance, job growth are especially important for improving the level of job satisfaction among workers at Long-term care hospitals.

• 한국병원경영학회지
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• 제23권3호
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• pp.16-27
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• 2018

Purposes: The purpose of this study was to analyze the association between discrimination experience and quality of life among non-regular workers in hospitals. Methodology: The data was collected from 292 employees of 7 university hospitals using a standardized questionnaire. In research methodology, the data was analyzed with descriptive statistics, t-test, ANOVA, pearson's correlation, multiple regression analysis. Findings: In case of non-regular workers, inequality of distribution, position unfairness, employment instability, number of discrimination experiences were found to have a negative(-) effect on quality of life. Religion, income in general characteristics had a significant positive(+) effect on quality of life. And the discrimination of non-regular woman workers was higher and the quality of life was lower than that of men. Practical Implications: These results showed that hospitals needed active efforts to create non-regular woman-friendly work environment. In addition, active religious activities gave emotional stability and positive effect to no-regular workers.

• 한국병원경영학회지
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• 제17권4호
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• pp.1-20
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• 2012

The purpose of this study is to find out the job satisfaction of the korean medical clinic workers, and understand the factors that affect the satisfaction thereby increasing the efficiency of human resource management and providing the basic data to establish the management strategy. We visited 50 korean medical clinics which were chosen randomly from the korean medical clinics in the city of Changwon, Gyungnam. First, we explained the purpose of the study and survey contents to the surveyees, then distributed the Questionnaire and collected them. The data analysis was done statistically using the SPSS WIN IBM 20.0 program. The results were as follows: Professional career, interpersonal relationship, work autonomy, and overall job satisfaction showed significant differences depending on ages. While satisfaction of interpersonal relationship showed significant difference depending on final education. Depending on marriage status, while married persons showed significantly high satisfaction on professional career, interpersonal relationship, work autonomy, administration, and overall job satisfaction, there is no significant difference on income satisfaction. The number of years worked in the current clinic showed significant difference on administration satisfaction. Also, daytime working hours showed significant difference on administration and overall job satisfaction. The work area showed significant difference on overall job satisfaction. The income level showed significant differences on professional career, administration, and overall job satisfaction. From this study, it was confirmed that demographic characteristics and work environment factors showed significant differences on overall job satisfaction of workers in korean medical clinics. Therefore, in order to facilitate efficient manpower utilization and organization efficiency maximization, and motivation of human resources, a detailed plan should be developed to improve working environment and take demographic characteristics into consideration.