• Journal of Korean Academy of Nursing Administration
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• v.14 no.3
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• pp.260-267
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• 2008

Purpose: The objective of this study was to identify relationships among the perception of quality assurance and national hospital evaluation program and nursing performance of hospital nurses. Method: The participants were 401 nurses who worked at the A medical center. The data were collected from 25 April to 9 May. 2008. The cross-sectional descriptive survey was done using a structured questionnaire. Result: The perception of the quality assurance correlated significantly with nursing performance. Also, the perception of national hospital program correlated significantly with nursing performance. However, the scores of perception of quality assurance & national evaluation program of hospital nurses is relatively low. Conclusions: These results means positive perception of quality assurance of nurses can produce good nursing performance. It suggests that nurses need more education and training for quality assurance. And the incentives will be needed to enhance the perception of quality assurance. Moreover, the detailed nursing performance indicators should be developed to measure the quality of nursing performance properly.

• Korea Journal of Hospital Management
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• v.14 no.4
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• pp.103-123
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• 2009

The purpose of this study is to investigate antecedents and consequences of perceived justice of performance appraisals, which is classified as distributive and procedural justice, in hospital organization. The results of this study are summarized as follows. First, for distributive justice of performance appraisals, the influential factors are the pertinence of performance appraisal method, the opportunity of self-reporting, the availability of performance appraisal, and the feedback of performance appraisal. For the procedural justice of performance appraisals, they are the leadership style of performance appraisers, the ratee-rater exchange relationship, the pertinence of performance appraisal method, the opportunity of self-reporting, and the feedback of performance appraisal. Second, the perceived justice weakly affects outcome variables, organizational commitment and job satisfaction. By these results, the performance appraisal system needs to be changed in order to enhance distributive justice through the improvement of suitable methods of the performance appraisal, the opportunity of self-reporting, the availability of performance appraisal, and the feedback of performance appraisals. If it is difficult to increase the level of distributive justice due to the environmental restrictions in hospitals, the way to enhance the procedural justice more than the distributive one should be considered.

• Korea Journal of Hospital Management
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• v.17 no.3
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• pp.83-98
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• 2012

The purpose of this study is to investigate IPA(Importance Performance Analysis) of the hospital choice factor between internal and external customers at S general hospital. This study was used 5 types of choice factors such as physical, interpersonal, accessibility, connection, and image. This study was used Importance Performance Analysis which can be applied to identify the strengths and weaknesses attributes from hospital customers' viewpoint. The sample was selected 116 patients and 97 internal employees for S hospital in Seoul. Data were collected with self-reported questionnaires from April 1 to 29 in 2012 and analyzed by paired t-test, scatter plot graph. The result of the study was that the perceptional gaps between internal and external consumers were existed in physical, connection and image factors, except interpersonal, accessibility. The "Keep up the good work" quadrant was interpersonal factor, and the "Low Priority" quadrant was accessibility. The findings of this study will be applied to make hospital strategic decision making and to improve marketing service quality in administrative department of hospital.

• Journal of Digital Convergence
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• v.20 no.2
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• pp.479-486
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• 2022

This study tried to identify hospital internal marketing, organizational communication, and the degree of organizational performance targeted at nurses working in university hospitals, and apprehend factors affecting organizational performance. A structured questionnaire, where 239 nurses answered, was used to figure out general features, hospital internal marketing, organizational communication, and organizational performance. Descriptive statistics, Indepented t-test, one-way ANOVA, correlation, and multiple regression analyses were used to analyze the data. The analyzing tool was IBM SPSS 21.0 program. The result of this study was as follows: hospital internal marketing 3.13±0.58 points, organizational communication 3.23±0.48 points, and organizational performance 3.34±0.51 points. Organizational performance showed a positive correlation with hospital internal marketing and organizational communication, and those two explained 61.0% of organizational performance. Therefore, hospital internal marketing strategy - encouraging nurses in individual aspect - and integrated strategy - establishing various communication channels in organizational aspect - are required to increase the organizational performance of nurses.

• The Korean Journal of Health Service Management
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• v.10 no.1
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• pp.13-26
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• 2016

Objectives : The aim of this study was to investigate whether there is a difference in the factors affecting the financial performance and profitability before and after the specialty hospital designation and thereby identifying the differentiated significance of the financial performance of specialty hospitals. Methods : Based on the year 2011, the analysis period was divided into the pre-specialty hospital designation (2007-2010) and post-specialty hospital designation (2011-2014), and the data were pooled according to the respective analysis period and analyzed by descriptive statistics and regression analysis. Results : The difference in the financial factors that affected the financial performance and profitability before and after the specialty hospital designation was discovered, and a financial performance factor different from prior studies was found. Conclusions : This study identified improved outcomes in financial performance due to the specialty hospital designation and the factors that affect profitability in terms of the finance of specialty hospitals.

• Korea Journal of Hospital Management
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• v.19 no.4
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• pp.1-8
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• 2014

The purpose of this study is to analyze the performance difference between public and private hospitals. It is believed that private hospitals may have a better performance compared to public hospitals. The study support the hypothesis. By analyzing 425 acute-care hospitals in Korea, this research shows a less performance of public hospitals compared to private hospitals. Higher labor and administrative cost by public hospitals may account for the difference, and it means they are not effective at cost control. Managers in public hospitals, therefore, should pay attention on cost-reducing issues to regain managerial efficiency of organizations.

• Korea Journal of Hospital Management
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• v.26 no.4
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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.

• Journal of Preventive Medicine and Public Health
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• v.34 no.3
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• pp.244-252
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• 2001

Objective : Health insurers and policy makers are increasingly examining the hospital mortality rate as an indicator of hospital quality and performance. To be meaningful, a risk-adjustment of the death rates must be implemented. This study reviewed 5 severity measurement methods and applied them to the same data set to determine whether judgments regarding the severity-adjusted hospital mortality rates were sensitive to the specific severity measure. Methods : The medical records of 584 patients who underwent coronary artery bypass graft surgery in 6 general hospitals during 1996 and 1997 were reviewed by trained nurses. The MedisGroups, Disease Staging, Computerized Severity Index, APACHE III and KDRG were used to quantify severity of the patients. The predictive probability of death was calculated for each patient in the sample from a multivariate logistic regression model including the severity score, age and sex to evaluate the hospitals' performance, the ratio of the observed number of deaths to the expected number for each hospital was calculated. Results : The overall in-hospital mortality rate was 7.0%, ranging from 2.7% to 15.7% depending on the particular hospital. After the severity adjustment, the mortality rates for each hospital showed little difference according to the severity measure. The 5 severity measurement methods varied in their statistical performance. All had a higher c statistic and $R^2$ than the model containing only age and sex. There was a little difference in the relative hospital performance evaluation by the severity measure. Conclusion : These results suggest that judgments regarding a hospital's performance based on severity adjusted mortality can be sensitive to the severity measurement method. Although the 5 severity measures regarding hospital performance concurred, more often than would be expected by chance, the assessment of an individual hospital mortality rates varied by the different severity measurement method used.

• Journal of Korean Clinical Nursing Research
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• v.14 no.3
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• pp.117-128
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• 2008

Purpose: This study was conducted to examine the differences of knowledge, perception, and performance between the points of time before and after ICU nurses had the backrest elevation education. Method: The study subjects were 58 nurses at a medical and surgical ICU of one general Y hospital located in Seoul. They received the education, including backrest elevation guideline and related education materials. Data were collected from May 11 throughout August 12, 2007 with a structured questionnaire. Results: 1) There were significant differences in the mean scores of knowledge(2.21 at pre-education, 5.24 at post-education), perception(36.96 at pre-education, 53.36 at post-education), and performance(32.08 at pre-education, 43.51 at post-education), 2) There was a significant correlation between nurse's perception and performance (p=.000). 3) The nurse's perception regarding the importance of the back rest elevation education was significantly effective on their performance (p=.000). Conclusion: The backrest elevation education would contribute to improve ICU nurse's knowledge, perception and performance. The more the nurses would consider the importance of this education, the better they would perform the nursing intervention of backrest elevation.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.27 no.3
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• pp.221-230
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• 2017

Objectives: This study was conducted to investigate general characteristics, job characteristics, characteristics of hospitals, and hospital coordinators, and to investigate the factors affecting the job satisfaction of medical workers. Methods: The data was collected through a self-reported questionnaire among 435 workers in plastic surgery and dermatology clinics in metropolitan city G. We investigated general characteristics, job-related characteristics, characteristics of medical institutions and hospital coordinators, job performance of hospital coordinators, and job satisfaction of medical workers. T-tests, ANOVA, correlation, and multiple regression analyses were conducted to investigate the factors related with job satisfaction. Results: The job satisfaction of the medical workers and the perceived job performance of hospital coordinators were $3.55{\pm}0.40$ and $3.74{\pm}0.43$, respectively. In multiple regression analysis, drinking frequency, number of night shifts, number of work days, and hospital coordinator introduction years were associated with the job satisfaction of medical workers. The more the overall job performance of hospital coordinators increased, the higher was job satisfaction(B=0.458, p<0.001). In detail, the more job roles(B=0.218, p<0.001), core competency(B=0.145, p=0.005), and leadership(B=0.099, p=0.037) increased, the higher was the job satisfaction of medical workers. Conclusions: The job satisfaction of the medical institution workers was associated with the perceived job performance of the hospital coordinator. In order to increase the job satisfaction of medical institution workers, a hospital coordinator with specialized job performance will be able to improve job satisfaction by carrying out efficient work in the medical institution.