• 보건의료산업학회지
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• 제9권3호
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• pp.31-42
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• 2015

Objectives : The purpose of this study was to examine the factors that affect employee satisfaction according to hospital size, job group and career at hospitals. Methods : Data were collected from 4,307 employees working at 5 university hospitals. Statistics were done with the SPSS program version 21.0. Results : There were significant differences in employee satisfaction according to hospital size, job group and career. Additionally, there were positive correlations between each of the factors for employee satisfaction and overall employee satisfaction. Multiple regression analysis showed that overall employee satisfaction was affected by factors such as job, communication, personnel and leadership according to hospital size, job group and career. Conclusions : The results of this study suggest that by identifying the differences in satisfaction of employees who are working in different circumstances and providing resources to satisfy employee needs, hospital employers can promote the growth of the hospital by reducing employee turnover.

• 한국의료질향상학회지
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• 제12권1호
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• pp.78-90
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• 2006

Background : The concept of 'service' in a hospital is based on the quality of medical staffs who serve as customer-satisfying media, and this is what distinguishes general hospitals from other business corporations in which customer satisfaction is achieved through commercial products. Thus, the internal employee satisfaction is essential in the improvement of the 'service' and subsequent 'competitiveness' of a hospital. The purpose of this study is to establish internal marketing strategies for a general hospital through regular surveys on employee satisfaction. Method : Surveys on employee satisfaction in radiology department were conducted regularly twice a year in a university hospital with 800 beds 2001 in 2004. The subjects of this study were 35 employees who work in radiology department. The authors developed the questionnaires and the surveys were conducted initially during the first 6 months of the year. After necessary improvements were made by applying 6 Sigma techniques, subsequent surveys were conducted during the latter 6 months of the year and the degree of employee satisfaction was compared. Results : Overall satisfaction increased with a constant rate and the authors were able to assess that the hospital is being gradually stabilized. The degree of satisfaction assessed by multiple choices showed only minor changes. However, as a result of focusing on the demands put forth by the employees through the open questions, the degree of satisfaction increased gradually year after year. Conclusions : It is important to heighten the internal employee satisfaction systematically and harmoniously through the assessment on the demands of the internal customers and feedback-based communications between the management officers and the staffs. Continuous surveys on the internal employee satisfaction will serve to be valuable materials in the establishment of internal marketing strategies for a general hospital.

• 보건의료산업학회지
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• 제3권2호
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• pp.29-43
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• 2009

The purpose of this study is to provide basic material about the improvement method of the hospital evaluation system by grasping recognition, corresponding behavior to evaluation, influence and problems about the hospital evaluation system with respect to the employee of mid sized hospitals having relatively poorer environment. In this study were used 518 questionnaires to hospital employee working at 20 general hospitals in Pusan, Kyungnam with less than 500 beds and having experience of the hospital evaluation during 2005~2007. As a result of the research, they felt the investigation tool used for the hospital evaluation has too many items and it could be difficult to reflect characteristics of each hospital. It appeared that utilization of the report result after the hospital evaluation was helpful for grasping a part necessary for hospital improvement and the present level of hospitals and increase of interest about medical service quality improvement of the a hospital director or hospital employee. They trusted the result of the hospital evaluation to some degree, and recognized it helps the patients to select a hospital and increase rights-to-know. Hospital employee recognized the necessity and showed high interest and participation, but they didn't sympathize in the propriety and the feasibility of the hospital evaluation items. High degree evaluated hospital employee receive hospital evaluation system positively and think hospital services to be improve after taking hospital evaluation. The hospital evaluation should make the hospital to effort to achieve medical quality improvement to its purpose. Also, systematic reformation will be necessary to reflect characteristics of the hospital that has relatively small scale or locates in poor environment.

• 보건의료산업학회지
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• 제3권2호
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• pp.77-86
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• 2009

The aim of this study is to provide basic data in establishing marketing strategies for hospital by analyzing effective public relations of hospital through attitude and awareness on medical public relations by employee of hospital. The awareness on medical public relations by employee of hospitals were highest among aged 50s or above and above university graduates from the level of education, and from hospital management from types of duties and from those who have worked for more than 10 years. The methods medical public relations positively regarded by employee of hospitals were 'Appearing at health programs' followed by 'Periodicals like magazines and books', 'Issuing of hospital bulletins to homes of patients visiting hospitals'.

• The Journal of Asian Finance, Economics and Business
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• 제9권9호
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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.

• 한국병원경영학회지
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• 제18권4호
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• pp.145-165
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• 2013

The researches on corporate social responsibility(CSR) focused mostly on its effects on financial performance or consumer's behavior. However relatively few studies have dealt with employee's attitude towards CSR. The purpose of this study is to analyze determinants of hospital employee's attitude towards CSR. The data were collected from 163 employees at a general hospital in Gyeonggi-do from June 18 to July 18 in 2012. For the statistical analysis of data, t-test, ANOVA, and hierarchical multiple regression analysis were implemented. The result of hierarchical multiple regression analysis shows that first, perceived management support and direct benefits were positively related to the attitude towards the acceptance of CSR while interruption of work was negatively related. Second, as interruption of work was controlled, the statistically significant relationship between clinical department and attitude towards the acceptance of CSR was disappeared. In order to accommodate CSR in hospitals, first, the enterprise-wide support is more effective rather than expecting the action of each employee. Second, hospitals should provide the education about CSR to let employees expect direct benefits such as improving of their moral sense. Third, the burden of work causing interruption needs to be managed to cause employees to accept CSR.

• 한국융합학회논문지
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• 제6권6호
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• pp.57-63
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• 2015

본 연구는 오늘날 우리나라의 병원에서 사용되는 전략의 경우 어떻게 수립이 되고 전개하는지에 알아보기 위한 실증연구이다. 전략은 기존연구들에서 제시한 것처럼 현재 가지고 있는 내부역량과 외부환경을 고려하여 수립한다고 하였다. 이에 본 연구에서는 우리나라의 9개 국립병원들을 대상으로 하여 전략의 개발과 전개로 나누어 환자만족, 종업원만족, 병원업무에는 어떠한 영향을 주는지를 구조방정식 모형을 이용하여 알아보았다. 그 결과 우리나라의 병원들은 전략을 수립하여 전개함에 있어서 내부의 요인인 종업원만족과 병원업무 외부요인인 환자만족에 긍정적인 영향을 주는 것으로 나타났다. 이러한 결과는 기존의 많은 관련연구들이 제시한 것처럼 우리나라 병원의 경우에도 인건비상승, 원자재 가격의 상승, 외래환자의 감소 등 내부 상황을 고려하고 의약분업, 해외자본의 국내의료시장 진출, 고소득으로 인한 높은 의료서비스의 질의 요구 등 외부상황을 고려하여 전략을 수립하고 전개하고 있다고 할 수 있다. 또한 고객만족, 종업원만족, 업무프로세스를 개선시 각각의 의견을 반영한 전략이 수립되므로 이는 자연히 병원의 성과에 긍정적인 영향을 준다는 연구의 결과가 나타났으며 우리나라의 병원들도 전략을 수립시 내부적인 여러상황을 고려하여 수립하고 전개한다고 할 수 있다.

• 한국병원경영학회지
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• 제15권2호
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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.

• 한국식품조리과학회지
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• 제10권3호
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• pp.296-300
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• 1994

Recently hospital food service systems are often burdened with labour problems including employee job dissatisfaction, high labour costs and turn over. It is essential that these factors should be considered in developing for assuring palatable, nutritious, and safe feeding. A survey of 14 hospital conventional food service systems was undertaken and detailed information was collected from 390 catering staff. Foodservice employee satisfaction was evaluated by measuring employee job attitudes towards five aspects of their job using the Job Description Index(JDI). The food serive workers surveyed in this research were less satisfied with their jobs than are other types of workers in other industries. The demographic variables including age, length of employment and kinds of work were significantly related to job satisfaction. It was also found that catering staff in 14 hospitals surveyed were more satisfied with their interpersonal relations with supervisions and co-workers than with work content, pay and promotional opportunities.

• 한국병원경영학회지
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• 제21권1호
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• pp.43-50
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• 2016

The public medical centers are required to make efficient and profitable operation. The efficiency is usually measured by DEA(data envelopment analysis), and profitability is measured by medical income rate. But DEA is measured by relative, not absolute value. So, profitability rate is used alternatively for DEA. This study want to analyze the interchangeability between DEA ranking and medical income rate ranking among public medical centers. The return on total assets is same ranking with DEA on bed number, employee number and total asset, but 60-70% relationship with DEA on bed number and employee number, as input resources. The operating margin is similar ranking with DEA on bed number and employee number, but 50-60% relationship with DEA on bed number, employee number and total asset, as input resources.