• Korea Journal of Hospital Management
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• v.5 no.1
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• pp.1-23
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• 2000

This study was undertaken to develop performance measurement indicators in S Hospital, which is the largest component of Y Medical Center which implemented the Responsible Management System in 1993. To begin, strategic initiatives for S Hospital were reestablished based on Y Medical Center's goals and objectives. The BSC(Balanced Scorecard) was used to develop performance measurement indicators after validity checks by specialists. The results were that total 16 indicators were developed to measure performance for strategic initiatives. Those included the growth rate of patient revenues, operating profit to gross revenues, reduction rate in administrative expenses from a financial perspective; average medical expenses per adjusted patient, patient satisfaction survey for inpatients and outpatients and emergency room patients, return rate for treatment results from the customer's perspective; reduction rate in average length of hospital stay, expenses for lost cases of medical disputes, rate for contracted employees, the number of published reports per faculty member from an internal perspective; educational expenses for training medical staff and full time employees, adjusted patient per medical staff, and the number of cases implemented which were proposed by employees. Any organization needs to have its own explicit objectives to grow and develop and it is absolutely necessary to measure performance to accomplish them. The performance measurement indicators developed by this study are expected to be used as a tool to attain the objectives of S Hospital.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.5
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• pp.519-529
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• 2015

Purpose: This study was performed to identify perceptions on fixed night shift system and turnover intention of general hospital nurses and to explore a desirable application plan for a fixed night shift system. Methods: This study was a cross-sectional survey. Participants were 300 nurses working at one general hospital in GyeongGi-Do, Korea. Data were collected from November 3 to 7, 2014, with a structured questionnaires and analyzed using SPSS/PC ver 20.0 programs. Results: Of the participants 73.5% had thought about turnover because of night shifts and the preconditions for desirable fixed night shift system were a payment plan differentiated according to work conditions and an adequate number of nursing staff. Economic and administrative supports like 'raising extra-pay for night shift' and 'increasing the number of paid holidays' were very important for a desirable fixed night shift system. Conclusion: The results indicate that the most important factor for a desirable fixed night shift system to decrease nurses' turnover intention is economic and administrative support according to the needs of the nurses. So nursing managers need to find a desirable fixed night shift system considering nurses' demographic characteristics and organizational characteristics.

• The Korean Journal of Health Service Management
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• v.13 no.3
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• pp.1-12
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• 2019

Objectives: The purpose of this study was to provide hospital management diagnosis status and basic data required for the future development of hospital management diagnosis program. Methods: We conducted a questionnaire survey on administrative staff of manager level or over of medical institutions in B metropolitan city. Results: As a result of analyzing the relative influence of the needs by hospital management diagnosis indicator, the effect of financial analysis indicator, patient treatment record indicator and medical revenues indicator were high in the medical institutions with number of beds of 100 beds or over and general hospital level or over both on a hospital level and on an individual level. Conclusions: Since the existing laws or systems are centered on large major hospitals, the management environment is very unfavorable for small and medium hospitals as can be seen from the results of this study. Therefore, the government should improve the transparency and rationality of the hospital management environment in Korea through regulation and system reforms that can be applied to all medical institutions.

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.117-128
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• 2012

This study purports to investigate the difference between upward and downward feedback and to find out the strategy to enhance the validity and reliability of the multi-source feedback system. Data were collected from 88 middle-level managers working at divisions of nursing, administration, and clinical technology at a university hospital located in north-eastern part of South Korea. Data about multi-source feedback of the year 2008 and 2009 were obtained from the department of personnel management under the permission of hospital top management. The collected data were analyzed using t-test, and correlation analysis. The major findings of the study were as follows: First, the scores of downward feedback were always higher than those of the upward feedback. Second, the scores of downward feedback were always higher than those of the upward feedback in both nursing and administrative staff, while no significant difference was found in technological staff. Third, the upward and downward feedback scores were significantly different in terms of the evaluation factors. Fourth, there were significant correlations between total scores of downward and upward feedback, and evaluation factor scores. In conclusion, the composition and weight of measurement items of multi-source feedback needs to be designed differently in terms of each job characteristics.

• Journal of Korean Neurosurgical Society
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• v.29 no.12
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• pp.1620-1627
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• 2000

Objectives : DAMA cases were analyzed to examine what the main casual factors of DAMA were and how to deal with these cases effectively in hospital with the DAMA interdisciplinary team including medical social worker whose role is to perform psycho-social assessment, family counsel, to evaluate family's DAMA need. Patients and Methods : The content analysis of medical record and social work record were reviewed in 37 cases referred by medical doctor to DAMA team. These cases were reported by patients' self discharge request or family's request for discharge from September 1998 to February 2000. The DAMA team consists of Assistant Director of Hospital as team leader, medical staff in-charge, social worker, QI nurse, other staff members who are not involved in direct treatment for patient, and administrative clerk. Results : The results of content analysis are as follows : 1) The most causal factors of DAMA consist of combination of more than 2 factors. 2) The major decision-maker is revealed to be son and daughter of patient. 3) In 59.4% of cases, family was not informed of patients' prognosis, alternatives, the consequence of DAMA at all. 4) In cases of DAMA report, the rapid intervention of social worker is carried out. Conclusion : In this study, we propose the interdisciplinary team approach to make decision legitimately and ethically for DAMA. The suggestions from this study are as follows : 1) To deal with DAMA case properly, the interdisciplinary team approach should be considered. 2) The criteria for DAMA case should be formed carefully. For the explicit selection of DAMA case, preliminary system for high-risk patient screening is recommended. 3) The medical social worker is available for the psycho-social problems of the patient once family members. For the effective family counselling, discharge planning and nursing home placement, the participation of medical social worker should be mandatory.

• Journal of Hospice and Palliative Care
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• v.4 no.2
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• pp.145-153
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• 2001

Purpose : This study was conducted to describe the attitude of hospital staff toward the hospice program. The purpose of this study was to promote the extension and organization of hospice activities to include hospital staff. Method : This is a descriptive study using a survey method. The subjects for this study were the nurses, physicians, technicians, and support staff at Wonju Christian Hospital. Using a stratified sampling method based on position of staff, the researchers recruited 430 staff members as the sample for this study. Data collection was done through a questionnaire developed by the researchers. The data were analyzed using descriptive statistics and content analysis. Findings : 1)Ninety seven percent (n=417) of the subjects understood the concept of hospice care, and 97.4% (n=419) answered that dying patients should be respected. When considering the hospice team, the subjects of this study indicated that the team should include family members (n=245), physicians (n=77), pastors (n=41), and nurses (n=34), in that order of priority. 2) When asked to indicate priorities for systematic operation of a hospice program, the subjects indicated that the highest priority was "setting up a team for hospice service(31.4%)", followed by "setting up a hospice ward(28.6%)". Sixty seven percent(n=289) recognized the importance of the hospice activities provided by the volunteers, and 85.3%(n=367) intended to use the hospice service of the hospital. The highest merit of hospital-based hospice program is 'acomplishment of mission'. 3) The average score on attitude toward death was 2.84(maximum=4), and the best needful service except hospitalization is 'constructing of support system'. Conclusion : Most of the staff at Wonju Christian Hospital perceive the necessity for systematic hospice activities, and that to achieve this goal, administrative and structural support at the hospital governance level is the first necessity. The results of this study could be useful for any hospital which is in the first stages of setting up and promoting a hospice program.

• The Korean Journal of Health Service Management
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• v.5 no.3
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• pp.157-168
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• 2011

This study was designed to identify satisfaction with Hospital Information System(HIS) and the factors affecting them in hospital administrators. The data was collected for 24 days from Mar. 02 to 25, 2011. Among a total of 82 cases of the questionnaires, only 76 cases were used. From the survey, it was made known that there was statistically significant difference in speed, preciseness and stability of environmental factors depending on the type of hospitals while significant difference was found in stability by number of beds. Among the factors of system operation, the administrational method affected speed, preciseness, stability and convenience statistically significantly whereas, however, preciseness, stability and convenience became significantly different depending on the number of staff members. As for the factors that could exercise influence upon satisfaction with administrative service of the HIS, it was revealed that statistically considerable impact could be caused under management of own EDPS expert as well as under comanagement by the medical institution and professional business entity in case of hospital.

• Journal of Digital Convergence
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• v.17 no.8
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• pp.313-320
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• 2019

This paper was attempted to identify the convergent factors related to the state anxiety of Female Administrative Staff in Medical Institutions(FASMI). For randomly selected 226 FASMI at 27 medical institutions in J region, from July 4, 2018 to July 25, 2018, we conducted an anonymous self-administered questionnaires. As a result of hierarchical multiple regression analysis, the state anxiety of respondents turned out to be significantly higher in following groups: a group in which subjective happiness is lower, a group in which cynicism, sub-areas of job burnout are higher, a group in which psychosocial stress is higher, the explanatory power of them was 57.3%. In conclusion, in order to lower the state anxiety of FASMI, it is necessary to increase subjective happiness, lower cynicism, which is a sub-area of job burnout, and to lower psychosocial stress. These results could be used in hospital job management and mental health education to lower the level of state anxiety in FASMI. Future research needs to develop and interpret a structural equation model that affects the state anxiety of FASMI.

• Journal of Korean Critical Care Nursing
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• v.3 no.1
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• pp.15-28
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• 2010

Purpose: This study was conducted to explore and compare the level and type of nursing ethical values according to career and nursing units of clinical nurses, Methods: The subjects were 944 nurses working in General Hospital in Seoul and the data were collected from March 8 to August, 2007 using the nursing ethical values questionnaire, The collected data were analyzed using SPSS WIN 10.0 program. Results: The results were as follows; The level of clinical nurses' ethical values were significantly different according to career and nursing units (p<.01) and it was found that most clinical nurses had deontological ethics in the areas of professional nursing domain ($2.77{\pm}.31$), cooperative relations domain ($2.90{\pm}.26$) and customer relation domain ($3.03{\pm}.32$). but that they had utilitarian ethics in human life domain ($2.53{\pm}.32$). Conclusion: Different approaches are needed to develop to establish clinical nurses' ethical values based on career, characteristics of nursing unit and various clinical situations.

• Journal of Digital Convergence
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• v.15 no.4
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• pp.365-375
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• 2017

This study is executed to investigate convergent factors to Job Satisfaction(JS) among Hospital Administrative Staff(HAS). The survey was administered to 221 staff from 11 general hospitals located in Jeonbuk area from Nov. 1st, 2016 to Jan. 31st, 2017. The structured self-administered questionaries were used. The hierarchical multiple regression analysis shows the following results. The JS of respondents turned out to be significantly higher in following groups: a group without work shift, a group with more employees, a group in which self efficacy is higher, a group in which skill variety in job characteristics is higher, a group in which interpersonal conflict and lack of reward in occupational stress are lower. The results show explanatory power of 61.0%. The results of the study indicate that the efforts, to increase self efficacy, and to manage job characteristics and occupational stress, are required to improve the JS among HAS. The results are expected to be useful for the program and human resource management to related to the JS among HAS. In the following study, the analysis of structural equation modeling about additional factors of the JS among HAS will be needed.