• 한국병원경영학회지
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• 제10권1호
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• pp.1-24
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• 2005

Organizational culture has been very important in the field of organizational behavior research for the past decade. Although there has been a growing interest in the organizational culture and organizational performance, there was few research in healthcare organizations. The objective of this study is to identify the relationship of organizational culture based on the Quinn's competing values approach, with job satisfaction and intention of turnover perceived by national hospital employees. The study setting was the national hospital. Data were collected by self-administered questionnaires. The study sample consisted of 555 hospital employees. Structural Equation Modeling(SEM) analysis was conducted to find the causal relationship of organizational culture, job satisfaction and intention of turnover.The major results of this study are as follows: the consensual culture, rational culture, and developmental culture in national hospital showed a strong relationship with job satisfaction and intention of turnover in contrast to other previous studies. This finding showed that task oriented and human related climate is more effective on job satisfaction than hierarchical culture in national hospital settings.

• 한국병원경영학회지
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• 제11권3호
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• pp.73-93
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• 2006

This study aims at providing necessary informations for management decision-making to the hospital manager, such as ratios of fixed and variable cost to total operating expense, and variable cost ratio to operating revenues, and determinant factors affecting cost behavior. A study model and related hypotheses were established, data were collected from 41 private university hospitals for the 6years from 1998 to 2003, and regression analyses were performed to test the hypotheses. The results of the analyses and conclusions are as follows; First, labor cost and administration cost within the same number of beds have not only fixed quality of the cost, but variable quality of that. Also, the ratio of the variable costs to operating revenue of the metropolitan was estimated 76.9% and that of other area hospitals was 80.1%. Second, the major factors affecting the increase rate of the operating expense were the increase rates of the number of inpatients, the number of employee, and the number of hospital operating bed. This result implies that maintaining a optimal hospital bed size and efficient operation of the beds are important strategic factors of hospital management.

• 한국콘텐츠학회논문지
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• 제13권5호
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• pp.332-341
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• 2013

복잡하고 긴박한 상황이 벌어지고 있는 병원 환경에서 환자에게 안전한 돌봄을 제공하기 위해서는 환자안전관리에 대한 병원 의료종사자들의 관심과 그 중요성에 대한 인식이 전제되어야 한다. 이에 본 연구는 병원에서 근무하는 다양한 의료종사자들을 대상으로 그들이 인식하는 환자안전관리 중요성을 측정하기 위한 도구를 개발하고 타당도와 신뢰도를 검정하고자 시도되었다. 환자안전관리 중요성 인식 측정도구는 기초문항 작성, 내용타당도 검정 및 사전조사의 과정을 통해 21문항이 구성되었다. 그리고 280명의 의료종사자를 대상으로 주성분 분석을 이용한 요인분석과 Cronbach's ${\alpha}$ 계수 산출을 통해 도구의 타당도와 신뢰도를 확인받았다. 전체 도구의 설명력은 60.4%였으며, '환자안전관리에 대한 관심(7문항)', '환자안전관리에 대한 자신감(5문항)', '환자안전관리를 위한 의지(5문항)', 그리고 '환자안전관리에 대한 인지(4문항)'의 4개 요인이 추출되었다. 측정도구 21문항의 신뢰계수는 Cronbach's ${\alpha}$=.86이었으며, 4개 요인의 신뢰계수는 .69-.87의 범위를 나타냈다. 추후 다양한 의료 영역에서 안전한 의료 및 간호 제공을 위해, 본 연구에서 개발되고 타당도와 신뢰도가 입증된 환자안전관리 중요성 인식 측정도구가 유용한 측정 지표로서 활용될 수 있기를 기대해 본다.

• 보건행정학회지
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• 제26권4호
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• pp.325-332
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• 2016

Background: Workplace violence was recognized to be social problems that might impact the health status and the job satisfaction of employee in hospitals. This study investigated the current status of violence and job stress among hospital employees working at administration and discharging department. Methods: The study subjects were 213 administrative employees working at 20 general hospitals. Data were collected by self-administered questionnaire that included information such as demographics, job-related characteristics, experience of violence, and job stress. The violence was classified as verbal violence, physical threat, and physical violence occurred by patients and caregivers. Analysis of variance, t-tests, correlation analysis, and multiple linear regression analysis were performed to examine the associated factors with job stress. Results: The levels of verbal violence, physical threat, and physical violence were $1.64{\pm}1.08$, $0.54{\pm}0.67$, and $0.04{\pm}0.17$, respectively. The score of job stress was $2.74{\pm}0.50$ and it was associated with age, existence of spouse, drinking frequency, subjective health status, disease history, night-time treatment, and public health administration career in simple analysis. In multiple linear regression analysis, the level of verbal violence experience was significantly associated with job stress (B=0.09, p=0.001). Also physical threats (B=0.18, p<0.001) and physical violence (B=0.48, p=0.008) showed positive association with job stress. Conclusion: This study attempted to examine the association between experience of violence and job stress in administrative employees at medical institutions. Levels of violence showed positive correlation with the job stress. Environment improvement to protect employee from violence and management of employees who experienced workplace violence are needed to reduce the job stress.

• 농촌의학ㆍ지역보건
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• 제30권1호
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• pp.89-100
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• 2005

의료서비스 만족도에 영향을 미치는 요인을 분석하고, 만족도가 병원의 재이용 의사에 미치는 영향을 파악하고자 지방도시 일부 종합병원 환자 600명을 대상으로 2004년 2월 1일부터 2004년 4월 30일까지 설문조사를 실시한 결과, 의료서비스 만족지수는 전체 175점 만점에 $113.54{\pm}19.23$점으로 비교적 높은 점수를 나타냈고, 국공립병원 이용자가 $120.20{\pm}18.96$점으로 대학병원 이용자 $106.46{\pm}16.49$, 사립종합병원 이용자 $107.83{\pm}18.48$점 보다 유의한 수준에서 높게 나타났다(p<0.001). 만족지수를 4개영역별로 살펴보면 진료 서비스 만족지수는 총 30점 만점에 19.57점이었고, 간호사나 의사의 친절에 대한 만족지수는 총 55점 만점에 39.10점으로 비교적 높게 나타났으나 서비스 절차 및 시설이용 만족지수는 총 60점 만점에서 36.28점을 나타났으며 환경상태에 대한 영역에서는 30점 만점에 18.59점으로 나타났다. 병원이용 만족지수에 영향을 주는 요인을 알아보기 위해 다중선형회귀분석을 적용한 결과, 이용한 병원이 국공립병원인 경우 (${\beta}=0.16$), 연령이 많을수록 (${\beta}=0.15$), 의료비에 대한 인식이 싸기 때문에 이용한다 라고 생각하는 경우(${\beta}=0.15$) 타 병원 이용경험이 있는 경우 (${\beta}=0.12$)에 만족지수가 유의하게 높았다. 병원의 재이용의사 비율은 긍적적인 비율이 전체 46.8%였고, 진료비가 비싸도 다시 이용하겠다는 비율이 전체 31.3%로 국공립병원 이용자들의 재이용의사 비율(44.7%)이 대학병원 이용자(20.0%), 사립종합병원 이용자(13.3%)의 비율보다 유의하게 높게 나타났다(p<0.001). 또한 이용한 병원의 좋은 점을 주위에 알리겠다고 한 비율이 전체 41.5%이었다. 재이용 의사에 미치는 영향을 분석한 결과, 연령(${\beta}=0.09$)과, 건강검진 여부(${\beta}=0.08$)가 유의하게 영향을 미쳤고 진료 서비스 만족지수(${\beta}=0.35$), 친절 및 대인관계 만족지수(${\beta}=0.17$)가 높은 상관성을 보였다($R^2=0.37$). 이 결과로 병원내의 인적요인에 의한 만족도가 높을수록 재이용 의사가 높아짐을 알 수 있었다. 병원의 마케팅 전략 면에서 한번 방문한 의료서비스 이용자의 재이용 의사는 매우 중요하다. 재이용 의사에는 진료서비스 만족지수가 크게 영향을 미치므로 진료서비스 만족도를 높이기 위한 전략이 중요하다고 생각된다. 특히 진료 서비스 만족도와 구성원의 대인 및 친절에 대한 만족도가 가장 많은 영향을 미치는 것으로 볼 때, 병원의 환경이나 시설보다는 인적관리가 더욱 중요한 것으로 생각된다. 그러므로 마케팅 전략에서 의료인의 질적 수준을 높이기 위한 재교육 및 병원 구성원들의 친절교육을 강화하는 것이 가장 중요하다고 생각된다.

• 한국병원경영학회지
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• 제4권2호
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• pp.1-20
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• 1999

Objectives: Quality of Working Life(QWL) is a set of employee's physical, mental conditions which are perceived at their work. Most employees and managers are concerned about the quality of working life as a strategy for improving organizational effectiveness. The purpose of this study is to investigate the relationship between QWL and organizational effectiveness of employees at the general hospital. Methods : Data were collected by self-administered questionnaires at the general hospital in Kyunggi-Do. Survey was conducted to 675 workers. QWL was measured by using 5 items from the scale developed by Walton(1973). Organizational effectiveness was measured by measuring organizational commitment, intention of job-shift, and job satisfaction. Results: The recognitions to each component of QWL were significantly different by socio-demographic characteristics such as sex, age, education levels and working duration. Also, QWL were significantly different by types of organizational culture. Multiple regression analysis and multiple logistic regression analysis were applied to find the relationship of QWL and organizational effectiveness. As a result, job-pride, compensation, working condition, human relationship and development showed significant relationship with organizational effectiveness. Conclusions: These results show that QWL is significantly related to organizational effectiveness. So we expect that this result will be used as basic informations for management and motivation of employees at the general hospital.

• 한국병원경영학회지
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• 제24권2호
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• pp.38-55
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• 2019

Purpose / Approach : This study aims to analyze the level of public service motivation and its antecedents by using survey data of 1,498 professional employees in public and private hospitals. Findings : Among job-related, organization-related, and socialization-related factors of professional employees, the socialization factors have a strong effect on individual's overall and the four sub-dimensions of public service motivation. While the effect of organizational identification is prominent in the public hospital, professional identification is more powerful in the private hospital. Person-job fit and person-organizational value fit also play a significant role in determining public service motivation. Organizational vision salience in public hospital has negative effect on public service motivation and attraction-to-public-service dimension. The significant determinants and its effect size are different according to hospital type and each sub-dimension of public service motivation. Practical Implications : The empirical findings show that individual's level of public service motivation in hospitals could be enhanced through the interaction between individual and their organization, and various organization-related factors. Further implications of the study are discussed from human resource management perspective in hospitals.

• 보건행정학회지
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• 제23권4호
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• pp.397-414
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• 2013

There have been numerous attempts at finding factors associated with profitability among hospitals in the Republic of Korea. Factors that have been shown to be related to hospital profitability have not yet been systematically reviewed. The purpose of this study was to compile and summarize published works investigating the factors associated with hospital profitability in the Republic of Korea. We searched Research Information Sharing Service, Korea studies Information Service System, Database Periodical Information Academic, Korean Medical Database, KoreaMed, and Google Scholar from 1980 to November 2013. In addition, we manually searched reference lists from eligible studies. Review of 20 peer-reviewed articles revealed that very few of the variables employed in the eligible studies exerted consistent association with profitability, with the exception of personal cost (i.e., employee salaries). Future studies should take our findings into consideration before conducting research on hospital profitability.

• Maxillofacial Plastic and Reconstructive Surgery
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• 제14권1_2호
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• pp.89-96
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• 1992

The purpose of this study was to investigate the fractures of facial skeleton ; mandible, maxilla, zygoma Clinically, we observed 413 patients with facial bone fractures treated at the department of dentistry, Koryo General Hospital from Jan. l989 to Dec. I991. This results ere as follows : 1. The most common fracture was occured in the mandible (63.7%) and the symphysis was occured most freguently(30.4%) 2. The most prevalent age was twenties(37.5%) 3. Main causes was traffic accident(21.7% ) 4. The ratio of male to female was about 9.3 : 1 5. Most combined injuries was head injuries. (54.6%) 6. The most frequent job was a company employee. 7. There were the highest frequency in March, and the lowest frequency in February.

• 융합경영연구
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• 제8권4호
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• pp.27-35
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• 2020

Purpose - This study is aiming to understand the critical role of employees' organizational citizenship behavior in evaluation of employee service quality. This paper examined what emotional intelligence and empowerment affect to their organizational citizenship behavior and service quality. Research design - Data were collected by questionnaires through specialized hospital services. Survey was conducted on patients who have been treated at a spine specialized hospital. Results - Emotional intelligence and empowerment have direct effects on organizational citizenship. Service quality is a function of organizational citizenship. The results showed that emotional and motivated capabilities of individuals influenced organizational citizenship behavior. Managerially, this study contributes to the understanding of the role of organizational citizenship behavior in service sector. Conclusions - The relationship between service quality and organizational citizenship behavior and also examined the effect of combination of creative and voluntary behavioral attributes such as emotional intelligence and psychological empowerment have on voluntary organizational citizenship behavior. The results showed that in order to induce organizational citizenship behavior, emotional intelligence should be facilitated and empowerment enlarged.