• 한국산학기술학회논문지
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• 제15권10호
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• pp.6158-6167
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• 2014

본 연구는 말레이시아 병원과 유사규모의 한국 병원을 대상으로 보건정보관리자(HIM)의 새로운 역할 7가지에 대한 직무를 비교연구하기 위한 것이다. 말레이시아 병원은 272병상 규모의 종합병원을 선정하였다. 말레이시아는 해당병원을 연구자가 직접 방문하여 담당자 면담 등을 실시하였고 기간은 2013년 7월 22일부터 8월 2일까지 약 2주간이었다. 국내병원은 말레이시아와 병상규모가 유사한 병상대의 종합병원 총 13곳을 대상으로 유선 상 질의응답을 통해 확인하였다. HIM의 새로운 7가지 역할에서는 Health information manager로서 말레이시아 병원은 ICT가, 한국 병원은 조사대상 병원의 30.8%가 역할을 수행하고 있었다. Clinical data specialist역할 관련 classification of disease & procedure는 양국 모두 실시하고 있었고 tumor registry은 말레이시아 병원은 담당하고 있었던 반면 한국 병원에서는 15.4%만이 담당하고 있었다. 퇴원환자 통계는 말레이시아에서는 담당하지 않았고 한국은 76.9%에서 담당하고 있었다. 특수질환 등록업무는 한국은 22.1%에서 담당한 반면 말레이시아는 전체 법정전염병 등록 뿐 아니라 병원출생아와 사망자에 대한 정보등록까지 실시하고 있었다. 그 외 Patient Information Coordinator, Data Quality Manager, Document and Repository Manager, Research and Decision Support Analyst 역할은 양국 모두에서 실시하고 있지 않았다. HIM의 새로운 역할은 한국 중소병원에서 실천률이 낮은 편이다. 따라서 한국전체에서 HIM 역할이 확고히 정립되려면 중소규모 병원까지도 그 역할을 잘 수행할 수 있도록 해당 협회차원의 지속적인 교육, 지원을 통해 일부 대형병원뿐 아니라 중소병원을 포함한 전체 병원에서 역할이 명확화 될 수 있는 노력이 필요하다. 특히 특수질환 등 등록업무는 말레이시아 병원이 한국 병원에 비해 역할이 잘 정립되어 있어 이를 벤치마킹하여 업무를 확대하는 방안도 모색할 필요가 있다고 사료된다.

• 한국간호교육학회지
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• 제18권3호
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• pp.486-498
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• 2012

Purpose: The purpose of the study was to understand and describe the team manager's experience in relation to the team system in the hospital organization. Methods: In-depth individual interviews for collection of data were conducted from October to November 2011. Participants were chosen purposely among team managers who had worked as team managers under the team manager system in Seoul for more than three years. Content of all interviews was recorded and transcribed according to information collected by interviewers. Data were analyzed using Colaizzi's analysis. Results: Six categories were derived from the analysis: 1) Strengthening of team manager's authority; 2) Sharing of multifaceted leadership role; 3) Demonstrating people-oriented leadership; 4) Complete interpersonal relationship and communication; 5) Self-empowering with web-like plans and practices; and 6) Going through rigorous commitment for team performance. Conclusion: Results of the study demonstrate various positive factors in association with the team system in spite of the short period of time since its introduction in the hospital organization; however, some negative aspects of the team system need to be reevaluated.

• 한국콘텐츠학회논문지
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• 제10권10호
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• pp.267-273
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• 2010

본 연구는 국내 치과 병(의)원에 근무하는 중간관리자의 호칭, 업무, 월평균 소득, 지식경로, 업무 시 어려움 등의 현황을 조사하여, 중간관리자로서의 역할과 위치를 확립하는 기초자료로 삼고자 국내 치과병(의)원 중 총 108곳의 중간관리자에게 이메일을 이용한 설문지를 배포하여 중간관리자가 직접 설문에 응하도록 하였으며, 조사기간은 2008년 6월 1일부터 6월 30일까지 조사하였다. 통계분석은 SPSS 12.0 프로그램을 활용하여 카이제곱 검정과 분산분석을 실시하였으며, 무응답은 시스템 결측치로 처리하였다. 이에 다음과 같은 결과를 얻었다. 1. 직종별 구성원의 수는 병원 규모에 따라 치과병원이 구성원 수가 가장 높게 나타났으며, 구성원 중 치과위생사의 수가 치과병원에서 통계적으로 유의하게 높게 나타났다. 2. 중간관리자의 명칭은 대부분 실장으로 불리며 중간관리자로서의 경력은 치과병원은 1년에서 5년미만이 48.0%, 네트워크치과는 5년에서 10년미만이 52.9%, 치과의원은 1년에서 5년미만이 69.4%로 많았으며 통계적으로 유의하였다. 3. 업무 수행 시 지식 습득 경로는 대부분 병원 자체 세미나와 학회 세미나가 높게 나타났고, 업무 시 어려움은 치과병원에서는 원장님의 높은 기대가 네트워크치과와 치과의원은 다양한 지식습득의 어려움이 가장 높게 나타났다. 4. 중간관리자로서의 업무는 환자응대, 환자예약 및 변경, 전화업무, 치료계획 및 비용상담의 순으로 나타났다. 업무 중 병원경영, 우편물관리, 컴퓨터관리와 같은 행정업무는 낮은 비율로 나타났다.

• 한국병원경영학회지
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• 제7권2호
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• pp.124-135
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• 2002

The purpose of this study is to analyze a case of unit management system introduced and operated in a university hospital. The system was designed and applied to six clinical departments and centers to help to achieve the medical revenue and profit targets. The case hospital is now in the second year of the system operation. Major findings of the study are as follows; Firstly, the leadership style of the unit manager is the most important factor in management of the unit. The transformational leadership style was more effective than the transactional one. Secondly, unit manager's managerial ability is another key factor to the success or failure in achieving the responsibility targets. Thirdly, the degree of divisionalization and responsibility should be strengthened to activate both unit managers and medical specialists.

• 한국융합학회논문지
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• 제10권11호
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• pp.511-521
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• 2019

본 연구는 간호관리자의 리더십과 종합병원 간호사의 근거기반실무 적용의도와의 관계에서 혁신행동의 매개효과를 확인하기 위해 시행되었다. 본 연구대상으로 500병상 이상 종합병원에 근무하는 간호사 183명을 임의 표집하였다. 간호관리자의 변혁적 리더십은 간호사의 혁신행동, 근거기반실무 적용의도와 유의한 양의 상관관계가 있었다. 간호관리자의 변혁적 리더십과 간호사의 근거기반실무 적용의도간의 관계에서 혁신행동이 부분매개효과가 있었다. 간호사의 근거기반실무 적용의도를 높이기 위해서 조직차원에서 간호 관리자의 변혁적 리더십을 개발하고 향상시켜 간호사의 혁신행동에 긍정적인 영향이 연결될 수 있도록 다양한 제도와 교육프로그램을 개발할 필요가 있다.

• 간호행정학회지
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• 제14권4호
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• pp.440-447
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• 2008

Purpose: This study was to identify the factors affecting utilization of clinical nurses' hospital information system. Method: Using a convenient sampling, 450 nurses from 9 secondary or tertiary university hospitals in B metropolitan city were selected. Results: The extent that nurses utilize the hospital information system was 3.22 point on average. The hospital information system utilization was positively correlated with personal information utilization skill, information-oriented education, attitude toward computer, and support of the chief manager, while as negatively correlated with the organizational atmosphere. The causal factors of influencing on the hospital information system utilization were personal information technology, education experience of the hospital information system, age, attitude toward computers, education level and support of the chief manager. The total eigenvalue of the variables was 38%. The major variables of influencing on the hospital information system utilization were the personal information technology and education experience of the hospital information system. Conclusions: Thus, nurse managers should provide training courses to improve personal information technology of nurses, and consistently promote them so that nurses can readily apply the hospital information system which have been recently introduced in various ways and thus improve the efficiency of nursing.

• 한국병원경영학회지
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• 제6권2호
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• pp.3-21
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• 2001

Although the accounting system is a very useful information system for manager, that of the National University Hospitals is not settled until now. Specially, when it will adapt the responsibility management system itself, it will more important tools for them. The purpose of this research is to make the standard accounting system for National University Hospital. It was surveyed the 7 National University Hospital's accounting system, and compared to that of Private University Hospital. The results are fellows; First, it must be match financial report with budgeting system. By comparing to each other, it can make to evaluate the performance of hospital. Second, it must make same format and contents in financial report among 7 hospitals. Specially, the cost information is needed to be made more details. This research suggest the new direction to make the basic information form. It was confirmed with financial manager in private university hospital. We hope it will contribute to make the new accounting system for National University Hospital.

• 한국직업건강간호학회지
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• 제29권1호
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• pp.8-19
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• 2020

Purpose: To identify the importance and performance levels of health management duties, work-related and general attributes of health managers in medical institutions and analyze their impact on the performance of managing health-care related tasks. Methods: This research identified the performance levels of 150 health managers who have been executing industrial health-related duties for more than six months as nurses in medical institutions with more than 30 hospital beds. The variables which affect their performances were then analyzed. Results: The average importance of health care duties was 8.1 out of 10 and 5.5 for performance levels. Multi-regression analysis on the variables affecting performance levels of health managers in medical institutions showed that health managers exhibit higher numbers under the following conditions: over 300 full-time employees, more than 1 year but less than 3 years of experience, positions above section chief level, affiliation to the safety and health department, and high perception of duty importance. Conclusion: Improved cognizance of health manager importance should occur initially; then, health-care center setup, assigning of exclusive occupational health managers, and organizational efforts to improve the working environment in tandem with the provision of educational training programs to improve work quality are necessary.

• 간호행정학회지
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• 제22권4호
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• pp.396-405
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• 2016

Purpose: The study was done to investigate nurses' customer orientation, emotional labor, unit manager-nurse exchange and relational bonds and to identify the factors affecting nurses' turnover intentions. Methods: A cross-sectional survey was conducted using self-report questionnaires. The participants in this study were 276 nurses in tertiary hospital located in a metropolitan city, Korea. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression with the SPSS program 22.0. Results: The mean scores were $3.74{\pm}0.90$ (out of 5) for turnover intention, $5.31{\pm}0.87$ (out of 7) for customer orientation, $4.82{\pm}0.96$ (out of 7) for emotional labor, $3.58{\pm}0.61$ (out of 7) for relational bonds, and $3.18{\pm}0.57$ (out of 5) for unit manager-nurse exchange. Factors influencing turnover intention were 'emotional labor' (${\beta}$=.39, p<.001), 'unit manager-nurse exchange' (${\beta}$=-.22, p<.001), 'financial bonds' (${\beta}$=-.19, p<.001), 'perceived economic status' (${\beta}$=-.15 p=.003) and 'career' (${\beta}$=.14, p=.005). These factors explained 34.9% of the variance in turnover intension (F=30.46, p<.001). Conclusion: Findings indicate that to reduce nurses' turnover intention in the hospital, there is a need to improve unit manager-nurse exchange and to manage strategies lowering nurses' emotional labor.

• 대한간호학회지
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• 제20권3호
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• pp.281-299
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• 1990

The organization of nursing department Significantly effects the hospital management. Especially, The head nurse is one of the most important position because head nurse is a first-line manager in the hospital level, a middle manager in nursing service organizations level and the top manager in each nursing unit level. This study was attempted to show the ideal model and nile by compare head nurses' role perception with staff nurses' role expectation according to two types of hospital. The survey was conducted among 94 head nurses and 233 staff nurses who are working at 5 different University Hospitals over 600 beds and 93 head nurses and 218 staff nurses Who are working at 12 different General Hospitals between 100∼300 beds in Seoul. The data was collected in a period from 8th September to 13th October in 1989 and the instrument used for this study was based on Han's one and reffered back to many literary sources and revised. The collected data was analysed by computer using S.P.S.S. program as a Mean, Percentage, Cronbach's alpha, Chi-Square, t-test and ANOVA. 1. The study was compared to the difference of the two subject group's general characteristics according to a type of hospital. As a relult, there were significant differences in age, educational background and career. 2. This Study was compared to the difference of the two subject group's role perception and role expection about each question according to a type of hospital. The result of this comparisons as follows : First, These were the most important issue between both groups : “Head nurse has to know about her staff's events and problems and then help them to solve that promptly.” Second, These were the least important issue between both groups : “Head nurse has an interview with patient's family and visitors”, “Head nurse is interested in her staff's privacy.” 3. This study was compared to the differences of each role areas according to a type of hospital. As a result, there were no significant differences both two subject groups except nursing manager role in staff nurses' group(t＝-2.893, df＝449.0, p＝0.004). 4. This study was tested to the difference of the two subject groups according to general characteristics. As a result, All of that there were no significant differences.