• Journal of The Korean Dental Society of Anesthesiology
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• v.12 no.4
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• pp.209-214
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• 2012

Background: This study evaluates the existing cardiopulmonary resuscitation (CPR) knowledge and skills of 1 st year dental students and also compares their CPR performance skill with those of 4 th year students. Methods: Incoming 1 st year and 4 th year dental students were surveyed about the level of their CPR knowledge before conventional CPR instruction. After we trained them for CPR performance, we tested CPR performance skill to randomly selected 10 1st year and 4 th year dental students and compared their CPR performance. Results: Overall CPR knowledge was low for both 1 st and 4 th year dental students. Especially, only 1 among 89 fourth year dental students answered the right sequence of CPR revised in 2010. Overall CPR performance was relatively low for both 1 st and 4 th year dental students. Irrespective of previous experiences of CPR education, their CPR performance was not statistically different. Conclusions: Retraining of CPR is a necessity. Information about the existing CPR knowledge for dental students will aid in establishing the goal of future CPR training and improve the current deficiency.

• Journal of the Korean Dietetic Association
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• v.14 no.2
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• pp.114-126
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• 2008

The purpose of this study was to gauge customers' satisfaction with the hospital, university, factory, and office foodservices from a contracted provider. Importance-performance analysis (IPA) evaluations were conducted. Questionnaires were returned from 1,808 customers in 46 foodservice locations. The average total scores of the importance and performance of seventeen quality characteristics were 4.14 and 3.23, respectively, on 5-point scales. The average total score of gap (gap = performance - importance) was -0.92. Analysis of significant difference according to the type of foodservices revealed that, hospital foodservices had more items with significant high scores than those of other groups in the average total scores concerning importance (p<0.01) and performance (p<0.01). The average total scores of gap showed no significant difference. Significant differences were evident in the food and personal service dimensions, and the scores of hospital foodservices trended significantly higher than those of other groups. Importance-performance analysis (IPA) analyses for hospital foodservice implicate 'variety of menu', 'cleanness of dishes', and 'taste of food' as items requiring prompt attention and improvement.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.9
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• pp.115-120
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• 2022

This research aims to investigate the antecedents of career growth and its impact on employee performance. The research design is quantitative with a causal method. The sample used is 242 respondents working in different hospitals in Banten Province and were selected through the snowball sampling technique. The analytical method used to examine the research model is PLS-SEM. The analysis result shows that work environment and training have an impact on increasing career development and hospital employee performance. Career development can also directly be an antecedent in improving the performance of hospital employees, but only has a moderate effect in mediating the influence of work environment and training on the employees' performance in the hospital. Based on these findings, hospital management in Banten Province must create and maintain a comfortable working environment for employees, offer training specific to each employee's line of work to help them improve their abilities, and create a system for career planning that takes into account each employee's potential.

• Journal of the Korea Convergence Society
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• v.9 no.10
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• pp.441-448
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• 2018

The purpose of this study was to investigate the factors affecting of hospital information system quality factors on user satisfaction and service innovation performance in general hospitals. Using 5-point Likert scale, survey was performed on 250 nurses on hospital information system quality, user satisfaction, and service innovation performance. Data were analyzed by t=test, ANOVA, correlation and regression analysis using SPSS WIN 24.0 program. The results showed that significant correlation between service innovation performance and independent variables was seen in system quality (r=0.644, p<.001), information quality (r=0.650, p<.001), service quality (r=0.629, p<0.001) and user satisfaction (r=0.831, p<.001). User satisfaction was a moderating variable between hospital information system quality and service innovation performance with explanatory power of 78.4%. Higher user satisfaction (B=0.557, p<.001) showed positive correlation with greater service innovation performance. Investigating the mediating role of user satisfaction between EMR quality and service innovation performance, it is suggested that importance of system quality, user friendly system support and service.

• The Korean Journal of Food & Health Convergence
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• v.7 no.3
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• pp.13-23
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• 2021

The purpose of this study was to explain the influence of motivation, leadership, and discipline on the performance of the midwife at Sharia Hospital X in Central Java Indonesia before the Covid-19 pandemic. This research is a combination between quantitative research and qualitative research (mix method). The population in this study were all midwives sharia hospital x in central java Indonesia, totaling 75 people. The primary data in this study came from questionnaires, interviews, observation, and documentation, then from the results of the analysis and data processing the researcher interpreted it more deeply using qualitative methods. The results of this study conclude that motivation, leadership, and discipline are proven to have a positive and significant effect on the performance of midwives, thus it can be concluded that an increase in motivation, leadership, and discipline in work will be able to improve the performance of the midwifes Sharia Hospital X. These results give an understanding that every time there is an increase in motivation, leadership, and work discipline, it will increase the performance of the midwifes. Motivation is the biggest variable affecting the performance, leadership is the second and work discipline is the smallest variable that affects the performance of midwives.

• Journal of Convergence for Information Technology
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• v.12 no.5
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• pp.32-39
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• 2022

The purpose of this study was to identify job stress, resilience, and nursing performance, and to investigate affecting factors of nursing performance on hospital nurses. The subjects consisted of 141 general hospital nurse in the K city. The variables were measured using questionnaires, analyzed using descriptive statistics, t-test, ANOVA, and multiple regression analysis. The average score of job stress was 44.21±9.15, resilience was 2.86±0.65, and nursing performance was 3.78±0.48. The factors influencing on nursing performance were Total Clinical career, Career in present ward, and resilience. The explanation of nursing performance was 37%. These results suggest that it is necessary to consider these factors at the nursing organizational level to promote nursing performance. Also, it is necessary to construct education program that can enhance resilience and find a strategy to realize it.

• Journal of Korean Clinical Nursing Research
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• v.30 no.2
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• pp.114-124
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• 2024

Purpose: Incontinence-associated dermatitis (IAD) is widespread and a common problem in healthcare settings, It is defined as irritation of the perineal skin due to contact with urine, feces, or both. It is one of the major risk factors for the development of pressure injuries are regarded as a quality indicator of nursing care. It is important to understand the knowledge and attitudes of nurses who are primarily responsible for providing appropriate nursing care that includes differentiation of IAD from other skin breakdowns, and appropriate management. Therefore, the purpose of this study was to determine the knowledge, attitudes, and performance of IAD among clinical nurses in Korea. Methods: Data about IAD knowledge, attitudes, and performance were collected from August to November 2022. 656 nurses from six hospitals participated in the study. Results: The mean scores of nurses' knowledge, attitudes, and performance were 17.98±2.91, 76.34±7.85, and 91.53±16.18, respectively. Nurses' knowledge showed a positive correlation in both attitudes (r=0.27, p<.001) and performance (r=0.09, p=.02), and attitudes and performance (r=0.34, p<.001) also showed a positive correlation. Conclusion: To improve the knowledge and performance of nurses, an educational program consisting only of incontinence-related dermatitis is needed, and case-based education and clinical skills education are needed to enhance the ability to differentiate from pressure injury.

• Quality Improvement in Health Care
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• v.6 no.1_2
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• pp.150-160
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• 1999

Background : Because hospitals had to faced with financial hardship, we have to have more effective hospital management. In this study, we tried to improve job performance and to reduce cost maintaining safety in fields of patients care. Methods : Central Supply Room(CSR) staffs taught strategy of material cost reduction to middle level managers and staffs 14 times. All staffs and voluntary service workers, working in 33 nursing units, participated in this activity. We developed questionnaire to check the degree of participate in cost reduction activity and job performance in CSR, and quality improvement in the wards. Two hundred questionnaires were distributed and 197 returned. Results : Because CSR staffs developed new items and every item was managed at each department, stocks of each department were reduced. Overall, by comparing before and after cost reduction activity, almost 1.2 billion won reduced for one year. Staffs' loyalty and spirits of cost reduction were improved by changing clothes and duty environment. Furthermore, these activity improved patients' satisfaction. Conclusion : We suggest that CSR activity in a university hospital contributes to improve job performance and to reduce cost without any problem in patient care.

• Journal of Korean Academy of Nursing
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• v.38 no.1
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• pp.45-54
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• 2008

Purpose: The purpose of this study was to develop a balanced scorecard (BSC) for performance measurement of a Korean hospital nursing organization and to evaluate the validity and reliability of performance measurement indicators. Method: Two hundred fifty-nine nurses in a Korean hospital participated in a survey questionnaire that included 29-item performance evaluation indicators developed by investigators of this study based on the Kaplan and Norton's BSC (1992). Cronbach's alpha was used to test the reliability of the BSC. Exploratory and confirmatory factor analysis with a structure equation model (SEM) was applied to assess the construct validity of the BSC. Result: Cronbach's alpha of 29 items was .948. Factor analysis of the BSC showed 5 principal components (eigen value>1.0) which explained 62.7% of the total variance, and it included a new one, community service. The SEM analysis results showed that 5 components were significant for the hospital BSC tool. Conclusion: High degree of reliability and validity of this BSC suggests that it may be used for performance measurements of a Korean hospital nursing organization. Future studies may consider including a balanced number of nurse managers and staff nurses in the study. Further data analysis on the relationships among factors is recommended.

• Korean Journal of Community Nutrition
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• v.5 no.4
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• pp.672-682
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• 2000

The purpose of this study was to identify the effect of job characteristics, job performance and organizational commitment on job satisfaction of hospital dietitians. The first survey was carried out on 74 hospital dietitians to determine their demographic characteristics, job characteristics, organizational commitment, and job satisfaction. The second survey was carried out on 47 hospital foodservice dietitians to determine their job performance. Thirty-two percent of the subjects were aged between 26 and 30, and 62.2% had Bachelor's degrees. The dietitians felt most satisfied by their co-workers, followed by the work-itself, supervision, pay, and promotion possibilities. Dietitians who had a higher education were satisfied with pay and supervision. The longer the length of employment, the more the satisfaction with the work-itself and pay, plus the higher the monthly wage the more the satisfaction with the work-itself, pay, supervision, and co-workers. lob satisfaction was high in the group that scored high on autonomy, feedback, task identity, and friendship of in the job characteristic inventory. The job performances of nutrition counseling(r= 0.469, p < 0.01), nutrition education(r= 0.446, p < 0.01) and management of therapeutic diet(r= 0.394, p < 0.01) were positively correlated with job satisfaction. The $R^2$for the multiple regression model was 0.677, indicating that 67.7% of the variance in job satisfaction could be accounted for by feedback, organizational commitment, nutrition counseling performance, and nutrition education performance. In conclusion, the level of job satisfaction for hospital dietitians would appear to improve with increased feedback, organizational commitment, and opportunity for nutrition counseling and nutrition education.