• The Journal of the Korea Contents Association
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• v.8 no.6
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• pp.186-194
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• 2008

The purpose of this study is to analyze the level of job satisfaction and organizational commitment of administrative staffs in hospitals. The data for this study were collected through a self-administered survey with a structured questionnaire for 338 persons from administrative staffs working in hospitals in Ulsan and Busan Metropolitan cities. The job satisfaction(factors such as wage, performance, duty, promotion and personal relations) and organizational commitment were scored from 5(very satisfied) to 1(very unsatisfied). The collected data from the survey were analyzed by frequency, ANOVA, correlation analysis and multiple regression analysis. The results are as follows: Medical technicians, health administrators, nurses and the others were ranked in order in the job satisfaction. Medical technicians, nurses, health administrators, and the others were ranked in order in the organizational commitment. The correlation analysis showed that the job satisfaction and the organizational commitment had positive correlation in the factors of wage, performance duty, promotion and personal relations.

• Journal of Convergence for Information Technology
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• v.10 no.2
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• pp.167-175
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• 2020

This study look at the types of conflict that can be the biggest cause of hospital staff turnover, and the project was to provide useful information for stable manpower management of hospital organizations by identifying the factors of can alleviate turnover. The research method collected survey data for administrative and nursing staff from September 16, 2019 to September 30, and conducted t-test, ANOVA, Pearson χ², Regression analysis. According to the analysis, more than half of the respondents said they would relocate if Don't have anything to get from hospital. Factors affecting the Current turnover intention of Administration staff were Superior's egocentric remarks and action, and Unclear job instruction. And Nurses were Superiors' egocentric remarks and action, and Dismissive behavior and unpleasant remarks. Thus, the need to examine organizational culture at the organizational level and organizational culture at the department level was raised.

• Korea Journal of Hospital Management
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• v.7 no.2
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• pp.52-79
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• 2002

The hospital is characterized by it's remarkable labor industry and human resources input by unit. Recently, the administrative personnel are recognized as an important staff to provide a hospital guidance to consumer and also easiness for consumer's visit to hospital. The purpose of this study is to find the organizational effectiveness of the administrative personnel in hospitals. The survey data involved in the study was derived from 229 personnels working in 3 medium and small sized hospitals and 1 university hospital in Inchon area. The major finding are as follows; 1. The organizational efficiency in accordance with the general characteristics of subjects in order of over 31 years of age, university graduates, long-term tenure and high position is higher, whereas, in as much as wage and well trained personnels in are higher, general hospital's organizational efficiency is higher in comparison with those of university hospital. 2. The organizational efficiency in accordance with satisfaction and the psychological motive contributional factors is higher as much as the high satisfactory level in every hospitals in general. 3. The organizational efficiency in accordance with the factors of job characteristics is higher in as much as difficulty of the jobs is lesser, however there was not statically significance. In as much as job standard level is higher and the more job responsibility the higher organizational efficiency. It was obvious that the higher professional expertise as well as the training and application level are improving the organizational efficiency. 4. The organizational efficiency in accordance with the factors of structural characteristics was higher in as much as the intercommunication was smooth and the structural formalization level are higher, however there was not statically significance between the participation level of decision making and the organizational efficiency. 5. In as much as older age, management of organization and the job level are satisfied, the higher structural formalization level, the smooth intercommunication have affected as major influence factors of organizational efficiency. 6. In the university hospitals is satisfied in the management and job level of hospital organization as there are no difficult jobs while the level of hospital's organizational formality is high and the intercommunication is smooth, which are improving the organizational efficiency. In the general hospitals is also satisfied the management and job level of hospital organization and psychological motive contributional factors is higher, it was apparent that the organizational efficiency is higher in as much as the level of job standardization is high and the intercommunication is smooth. As a result of this study, in order for improving the organizational efficiency of administrative personnel in hospitals, the management and job level as well as personal relation are preferably satisfied, whereas formalization of organization, intercommunication and etc. should be satisfied, and, therefore, it is advisable to buildup discriminated organizational management and environment for different division on the basis above factors. Since this study is carried on four hospitals in Inchon area, there is a certain limit to generalize its result to all domestic hospitals, nevertheless the gallop poll was made by developing the questionnaires with reasonability and reliability. Especially. as the study was carried by analyzing the comparison of influence factors' difference of organizational efficiency in accordance with the divisional characteristics of the university and general hospitals.

• Journal of agricultural medicine and community health
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• v.49 no.3
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• pp.216-234
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• 2024

Background: Hapcheon-gun, Gyeongsangnam-do, is designated as an emergency medical vulnerable area, facing significant challenges in transporting and treating emergency patients. A detailed analysis of the regional emergency medical system is required to identify effective solutions. Methods: This study employed a mixed-methods approach, combining quantitative data from the National Emergency Medical Information System and emergency activity logs with qualitative data from focus group interviews involving 24 stakeholders, including medical staff, paramedics, civil servants, and local residents. Results: Quantitative findings indicated an aging population in Hapcheon-gun, with a growing number of elderly emergency room users. Despite the utilization of local emergency medical institutions, a lack of trust and preference for urban hospitals led even patients with mild conditions to seek care at higher-level facilities. Following the COVID-19 pandemic, transport distances and times for patients using 119 emergency services increased. Qualitative analysis identified several issues: limited capacity of local institutions, challenges in patient transport due to misaligned emergency medical zones, an increase in severely ill patients, and the absence of a coordinated emergency medical consultative body. Recommendations include strengthening local institutions through government support, realignment of emergency zones, legal reforms, the establishment of a continuous consultative body, and enhancing the capacity of medical staff, paramedics, and residents. Conclusion: Improving the emergency medical system in Hapcheon-gun will require targeted efforts in institutional strengthening, legal and administrative support, and capacity-building initiatives.

• Korea Journal of Hospital Management
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• v.15 no.2
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• pp.84-106
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• 2010

Ensuring the confidentiality of patient records is critical requirement for quality of care and in fulfilling legal obligation of healthcare organizations. This study analyzed the behavior of hospital employees who are dealing with confidential patient information in a hospital. Theory of Planned Behavior(TPB) model and TPB expanded models that add habit concept to TPB are tested for the validity in explaining the predisposing factors that affect the behavior of hospital employee in ensuring the confidentiality of patient records. Data were collected by administrating a survey to the 350 employee of a tertiary care hospital. Of the 350 questionaries distributed, 321 were responded resulting 92% of response rate. The mean differences among the groups classified by age, years of experience, gender, and occupation were analysis using ANOVA. The relationships among the concepts suggested in the models were analysed by applying the Structural Equations Modeling method. The results of ANOVA indicated significant mean differences in the frequency of confidentiality ensuing behavior. Administrative staff and medical technicians show higher frequency of ensuing behavior compared to the physicians and the nurses. And more experienced employee show more confidentiality ensuring behavior. The results of Structural Equations analysis showed that the strong effect of habit and attitude in predicting the behavior. However, the effect of perceived behavioral control was not significant. Based on the results the theoretical and practical implications are discussed.

• Safety and Health at Work
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• v.12 no.3
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• pp.390-395
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• 2021

Background: Health-care providers typically undergo shift work and are subjected to increased stress. Night shift work may induce disturbed sleep cycles and circadian rhythm. The objective of this study was to explore if night shift workers (NSWs) show an increased risk of abnormal thyroid-stimulating hormone (TSH). Methods: We conducted a retrospective cohort study of 574 employees without thyroid disease and abnormal TSH at baseline who underwent annual check-ups between 2007 and 2016 in a medical center. NSWs were defined as those with working time schedules other than daytime hours. We calculated the incidence rate and estimated the adjusted hazard ratio (HR) for incident abnormal TSH and subclinical hypothyroidism compared with non-NSWs using a Cox regression model. Results: A total of 56 incident abnormal TSH cases and 39 subclinical hypothyroidism cases in NSWs were identified during 3000 person-years of follow-up. In models adjusted for age, sex, obesity, and working departments, we found no increased relative risk for incident abnormal TSH (HR: 0.72, 95% confidence interval: 0.33-1.60) or subclinical hypothyroidism (HR: 0.52, 95% confidence interval: 0.19-1.45) when comparing NSWs to non-NSWs; nor were incidence rates significantly different among exclusively medical employees after excluding administrative staff. Conclusion: In this hospital-based nine-year follow-up retrospective cohort study, NSWs were not associated with increased relative risk of incident abnormal TSH and subclinical hypothyroidism, in contrast to previous cross-sectional studies.

• Women's Health Nursing
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• v.25 no.3
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• pp.239-257
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• 2019

Purpose: To analyze the job of nursing unit managers working at women's hospital, using DACUM (developing a curriculum), DACUM is a method for analyzing job-focused competency. Methods: This study involved a descriptive survey. A DACUM workshop was held to define women's hospital nursing unit managers' role and identify their duties and tasks. For the workshop, a committee was formed consisting of 5 women's hospital nursing unit managers. Finally, after validation, the developed contents were made into a survey asking about nursing unit manager's duties and tasks. Results: Sixteen duties and 83 tasks were identified on the DACUM chart. The importance, difficulty, and frequency of the tasks were ranked in terms of A, B, and C, with A being the highest degree. Eight tasks received A's all in importance, difficulty, and frequency of performance. The 8 tasks were: 'taking over', 'taking care of seriously ill patients on handover', 'ward rounding', 'analyzing and resolving demands identified during handover and patient tour', 'reporting patient status during rounding', 'promoting breast-feeding', 'uterine contraction, and training for breast-feeding'. The duty with the biggest determinant coefficient (DC) was 'patients complaint management' (DC=7.09). Based on tasks, the one with the biggest DC was 'solving patient and patient guardian's complaints' (DC=7.53), followed by 'making infection control guidelines' (DC=7.5). Conclusion: When expanding the nursing staff of the hospital, women's hospitals nursing unit managers also need to use administrative functions as intermediaries to focus on the operation management of the entire hospital rather than direct nursing to suit their role.

• The Korean Journal of Health Service Management
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• v.9 no.1
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• pp.17-29
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• 2015

This study, an examination of the plan for effective resource management for national university hospitals, was performed to determine the relationship between the effectiveness of patient output by considering input personnel using the DEA model and Management Performance, in which 4 years of data from 12 national university hospitals were analyzed. Among the components of the effectiveness, utilizing properly imput components from the application of VRS(Variable Returns to Scale), the Management Performance of national university hospitals was found to be affirmatively influenced by PTE(Pure Technical Efficiency). Regarding the Management Performance of national university hospitals in their attempts to establish a plan for effective human resource management, the management of patient numbers on the basis of calculation level with input is more recommendable than the controlling of personnel input using patient numbers. Thus, the establishment of a strategy plan for the proper allocation of administrative staff and sickbeds, considering the variation of patient numbers, is suggested.

• Korea Journal of Hospital Management
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• v.23 no.2
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• pp.82-94
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• 2018

Purposes: The purpose of this study is to investigate the factors which affect the promotion of the employees working at university hospitals in Korea. Methodology: The data of this study were obtained from personnel management database of 1,634 employees working at 4 university hospitals owned by an education foundation located in the City of Seoul and Kyoung-kee Province. The collected data were analyzed using frequency analysis, correlation analysis and probit regression analysis using SAS 9.4. Findings: The main findings of the study were as follows: First, appraisal score of the employees was the most important factors affect the possibility of the promotion and the following variables of tenure, higher degree, number of transfers, managers were also found to have significant effect on the possibility of the promotion. Second, Impact of those are varied among promotion ladders and the occupations like nurses, administrative staff, and technicians, which revealed that the important competency needed for the promotion was different. Practical Implications: The study results imply that, in order to motivate the employees through the promotion system at university hospitals, it is strongly recommended to use different criteria for evaluating the employees' performance and qualification for the promotion in terms of the promotion ladder and the characteristics of each occupation.

• Journal of the Korea Safety Management & Science
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• v.17 no.4
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• pp.181-192
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• 2015

The health care markets are rapidly expanded due to population aging, increasing incomes, strengthening assurance of health insurance and so on, and the competition in the markets is getting serious. In the industry, hospitals have played more important role than any others, where doctors, nurses, medical technicians, administrative staff, etc cooperatively works hard. Among them, nurses capture 40 percents of specialized hospital workers and their role for patients as customers is essential. Therefore, it could be one of the most important keys to increase the productivity and wellbeing of nurses with respect to enhancing efficiency and competitiveness of operating hospitals. In this paper the impact of nurses' job satisfaction, job stress, burnout, and organizational citizenship behavior on their productivity is studied. The subjects were 576 nurses in 20 different hospitals in Seoul, Kyounggi, etc. We held hypotheses and statistically tested and analysed them, using SPSS 20.0 software. Thus, we found various significant results(p<0.05), and they will give useful suggestions for managing nurse manpower and enhancing their productivity.