• 한국병원경영학회지
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• 제29권2호
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• pp.1-17
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• 2024

Purpose: This descriptive study aimed to identify shift nurses' retention intention, need satisfaction, calling and vocation, and job stress, as well as the effects of these factors on retention intention. Methods: The participants of this study were 193 nurses working shifts with more than three months' clinical experience at general hospitals. Data were collected using a structured questionnaire from February 1 to 28, 2023. Nurses' Retention Index and Nurse Needs Satisfaction Scale, Korean version of the Calling and Vocational Questionnaire, Korean Occupational Stress Scale were used. Data were analyzed using SPSS/WIN 23.0 program. Independent t-test, one-way ANOVA, Pearson's correlation analysis, and hierarchical multiple regression analysis were conducted for statistical analysis. Results: Regarding nurses' shift work, the mean scores for retention intention, needs satisfaction, calling and vocation, and job stress were 32.12±9.04, 94.87±14.74, 26.95±6.84, and 66.12±10.34. Moreover, the nurses' retention intention differed significantly by age, education level, religion, marital status, clinical experience, satisfaction with wage, and job satisfaction. Furthermore, retention intention was positively correlated with needs satisfaction and calling and vocation and negatively correlated with job stress. Needs satisfaction, and calling and vocation as well as education level of bachelor's degree, job satisfaction had positive effects on shift work nurses' retention intention. Job dissatisfaction had relatively negative effects on retention intention compared to having neutral job satisfaction. Conclusion: It is necessary to develop programs that promote needs satisfaction, calling and vocation, and job satisfaction to improve nurses' retention intention in relation to shift work; moreover, institutional support for acquiring a bachelor's degree or higher is needed.

• 한국병원경영학회지
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• 제7권1호
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• pp.64-87
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• 2002

The purpose of this study is aimed to grasp the factors, which may influence the harmonized organizational efficiency of the objects of hospital structure as well as its structural constituents of each departments of administration, nursing, and para-medical personnels, in order to provide basic data enable to contribute in the development of hospital. The survey data involved in the study was derived from 385 personnels working in 5 medium and small sized hospitals in Seoul area. The main finding of the study can be summarized as follows; 1. The organizational efficiency in accordance with the general characteristics of subjects in order of male, over 30 years of age, university graduates, long-term tenure and high position is higher, whereas, in as much as wage and well trained personnels in administration departments are higher, its organizational efficiency is higher in comparison with those of nursing and para-medical departments. 2. The organizational efficiency in accordance with satisfaction and the motive contributional factors is higher as much as the high satisfactory level in every departments in general. 3. The organizational efficiency in accordance with the factors of job characteristics is higher in as much as difficulty of the jobs is lesser, however there was not statically significance between administration and para-medical departments. In as much as the job circulation is intact, job standard level is higher and the more job responsibility the higher organizational efficiency, while the more workload and the more work feud resulted lower organizational efficiency. It was obvious that the higher professional expertise as well as the training and application level are improving the organizational efficiency. 4. The organizational efficiency in accordance with the factors of structural characteristics was higher in as much as the intercommunication was smooth and the structural formalization level are higher, however there was not statically significance between the participation level of decision making and the organizational efficiency. 5. In as much as higher educational level of over university graduates, management of organization and the job level are satisfied, the psychological motive contributional level is higher, while the lesser job difficulty, the smooth job performance, the higher level of professional expertise, the higher structural formalization level, the smooth intercommunication, have affected as major influence factors of the structural characteristics of organizational efficiency. 6. As the management of hospital organization, the job level and personal relation are satisfied or psychological motive is provided, especially when there are no difficult jobs or smooth job circulation and no job feud are prevailing, it was apparent that the organizational efficiency is improving accordingly. The nursing departments has high educational standard and is satisfied in the management and job level of hospital organization as there are no difficult jobs while the level of hospital's organizational formality is high and the intercommunication is smooth, which are improving the organizational efficiency. The para-medical departments is also satisfied the management and job level of hospital organization and it was apparent that the organizational efficiency is higher in as much as the level of job standardization is high and the intercommunication is smooth. As a result of this study, in order for improving the organizational efficiency of the medium and small sized hospitals, the management and job level as well as personal relation are preferably satisfied, whereas the level of job circulation, job responsibility, the expertise and formalization of organization, intercommunication and etc. should be satisfied, and, therefore, it is advisable to buildup discriminated organizational management and environment for different division on the basis above factors. Since this study is carried on several hospitals in Seoul area, there is a certain limit to generalize its result to all domestic hospitals, nevertheless the gallop poll was made by developing the questionnaires with reasonability and reliability. Especially, as the study was carried by analyzing the comparison of influence factors' difference of organizational efficiency in accordance with the divisional characteristics of the medium and small sized hospitals.

• 한국병원경영학회지
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• 제7권2호
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• pp.52-79
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• 2002

The hospital is characterized by it's remarkable labor industry and human resources input by unit. Recently, the administrative personnel are recognized as an important staff to provide a hospital guidance to consumer and also easiness for consumer's visit to hospital. The purpose of this study is to find the organizational effectiveness of the administrative personnel in hospitals. The survey data involved in the study was derived from 229 personnels working in 3 medium and small sized hospitals and 1 university hospital in Inchon area. The major finding are as follows; 1. The organizational efficiency in accordance with the general characteristics of subjects in order of over 31 years of age, university graduates, long-term tenure and high position is higher, whereas, in as much as wage and well trained personnels in are higher, general hospital's organizational efficiency is higher in comparison with those of university hospital. 2. The organizational efficiency in accordance with satisfaction and the psychological motive contributional factors is higher as much as the high satisfactory level in every hospitals in general. 3. The organizational efficiency in accordance with the factors of job characteristics is higher in as much as difficulty of the jobs is lesser, however there was not statically significance. In as much as job standard level is higher and the more job responsibility the higher organizational efficiency. It was obvious that the higher professional expertise as well as the training and application level are improving the organizational efficiency. 4. The organizational efficiency in accordance with the factors of structural characteristics was higher in as much as the intercommunication was smooth and the structural formalization level are higher, however there was not statically significance between the participation level of decision making and the organizational efficiency. 5. In as much as older age, management of organization and the job level are satisfied, the higher structural formalization level, the smooth intercommunication have affected as major influence factors of organizational efficiency. 6. In the university hospitals is satisfied in the management and job level of hospital organization as there are no difficult jobs while the level of hospital's organizational formality is high and the intercommunication is smooth, which are improving the organizational efficiency. In the general hospitals is also satisfied the management and job level of hospital organization and psychological motive contributional factors is higher, it was apparent that the organizational efficiency is higher in as much as the level of job standardization is high and the intercommunication is smooth. As a result of this study, in order for improving the organizational efficiency of administrative personnel in hospitals, the management and job level as well as personal relation are preferably satisfied, whereas formalization of organization, intercommunication and etc. should be satisfied, and, therefore, it is advisable to buildup discriminated organizational management and environment for different division on the basis above factors. Since this study is carried on four hospitals in Inchon area, there is a certain limit to generalize its result to all domestic hospitals, nevertheless the gallop poll was made by developing the questionnaires with reasonability and reliability. Especially. as the study was carried by analyzing the comparison of influence factors' difference of organizational efficiency in accordance with the divisional characteristics of the university and general hospitals.

• 실천공학교육논문지
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• 제6권2호
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• pp.119-126
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• 2014

본 연구의 목적은 정년 60세 의무 법제화와 베이비붐 세대의 대량 은퇴에 따른 기업의 장년인력관리에 대한 사례를 살펴보고, 그에 따른 정책적 시사점을 제시하는 것이다. 장년인력관리에 대한 기업의 대응방안 분석을 위해 전반적 인사관리 체계 별 채용 및 선발, 교육훈련 및 경력개발, 배치 및 승진, 평가 및 보상, 퇴직관리 등 총 다섯 단계로 나누어 살펴보았다. 연구의 시사점으로는 기업차원에서 입사부터 퇴사까지의 경력관리전략을 위한 장기적 관점의 프로그램 도입, 출향제도 정착, 임금피크제 확산, 퇴직관리를 위한 기업내부의 상시적 전직지원센터운영, 다양한 컨설팅 확대 및 최고경영진의 장년인력관리에 대한 인식의 전환이 시급히 요구된다. 정부차원에서 출향제도의 제도적 보완, 고용장려금 지원제도의 개선, 국가직무능력표준 기반 장년 고용분야 확대와 직무개발, 인사관리제도 혁신을 위한 지원 및 관리 매뉴얼 보급 그리고 국자차원의 생애전환기별 전직교육 실시가 필요할 것으로 판단된다.

• 수산경영론집
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• 제24권2호
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• pp.1-16
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• 1993

Because of the radical changes in the domestic and foreign economic circumstances Koreaa fisheries is confronted with difficulties. Along the end of the UR marine products of other nations are rushing into Korea. Also migration of labor to other industries and rise of wage level in Korean fisheries deteriorate managerial conditions. But in Korea which has little natural resourses fisheries is still more important. That is \circled1 creating job opportunites \circled2 increase of income \circled3 supply of foodstuffs and animal protein \circled4 acquisition of foreign currency \circled5 enlargement of domestic market for industrial products \circled6 development of other interrelated industries \circled7 rational use of domestic resourses \circled8 diversification of population and production activites \circled9 contribution to balanced growth of national economy by the developing regional economy. These roles of fisheries in national economy mentioned above are to be excuted forward. In spite of the radical change in the economic circumstances at the end of the UR fisheries if crucial in Korea as a industry. For this our fisheries is to be made to compete with foreign fisheries. Through the cheap price and high quality our fisheries must be came to compete with foreign fisheries and meet the people's needs for marine products. For this it is necessary to maintain high productivity and competitive power. Now with the exception of a portion of the deep - sea fishing, our fisheries is generally paltry, Especially inshore fishery which is the main stock in our fisheries is very paltry and so productivity and competetive power are very low. So to develop our fisheries which has s comparative disadvantage active polices that follows below are to be promoted on a large scale. \circled1 improvement of structure \circled2 augmentation of productivity in fishing ground by making fisheries resourses \circled3 enlargement of finantial and monetary assistance \circled4 effective administration of fisheries cooperative union \circled5 activation of R&D etc These polices which need to be scientific and comprehensive are very valuable. Especially without making fishieries resources we cannot expect economy of scale, promotion of productivity and development of fisheries. And we do also endeavour to gather the results of the study and investigation about fisheries domestic and foreign and do ceaselessly put these to practical use systimatically.

• 한국병원경영학회지
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• 제24권3호
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• pp.1-10
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• 2019

Purpose: The purpose of this study was to investigate determinants of purchasing indemnity private health insurance and its impact on the healthcare utilization among outpatients with chronic disease. Methods: The study analyzed 4,997 chronic ill patients using 2015 Korean Health Panel data. Logistic regression analysis was conducted to analyze the factors affecting the purchase of indemnity private health insurance and multiple regression analysis was conducted to analyze the effect of private health insurance on the number of outpatient visits and outpatient expenditures. Findings: The age, education level, and number of chronic diseases were significant factors affecting the purchasing of indemnity private health insurance among chronic patients. As a result of analyzing the impact of indemnity private health insurance on healthcare utilization, the number of outpatient visits for those who enrolled in the indemnity private health insurance was higher than the number of outpatient visits for those who did not. But there was no statistically significant difference in outpatient medical expenses. Practical Implications: The results of this study shows that indemnity private health insurance may cause inequality in the healthcare utilization of the socially vulnerable. It is necessary to seek ways to strengthen the health security of chronic disease patients and high-risk elderly people who need more healthcare.

• 한국지역지리학회지
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• 제12권2호
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• pp.215-228
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• 2006

세계경제공간은 교통 정보통신의 기술혁신과 국제교역의 자유화 그리고 지역화의 강화로 생산제품의 교역뿐만아니라, 생산요소인 자본, 기술, 노동 등이 국경을 넘어 세계 모든 나라로 자유로이 이동하는 국제화(globalization) 과정이 더욱 확대되고 있다. 세계화된 경제공간에서 핵심부 기업들은 저렴한 생산요소, 특히 저임금 노동력을 찾아 주변 부국가로 자본을 수출하는 동시에 주변부국가로부터 노동력을 유인함으로서 자본과 노동의 국제화를 가져오고 있다. 1980년대 이후 세계에서 가장 역동적인 경제성장으로 세계 3극(triad) 경제체계에서 하나의 축으로 등장한 동아시아는 지역 내 국가간 발전격차에 따른 생산요소비용과 소득수준 차이로 자본은 들른 노동이동의 지역화와 자본과 노동이동의 방향 그리고 이주 노동자의 특성에 많은 변화를 보였다. 우선, 지리적 인접성과 문화 역사적 유사성을 바탕으로 동남아시아와 동북아시아로 구분되어 진행되어왔던 지역 내 노동이동이 동아시아로 통합되고 있다. 그리고 지역 내 노동이동은 자본이동과는 역으로 소득이 높은 국가로의 단계적 이동구조를 보이고 있다. 마지막으로 자본유입이 많은 국가에는 기업내부 이동 노동자가, 자본유입이 적은 국가에는 일반 단순노동자가 유입되는 특성을 보이고 있다.

• Perspectives in Nursing Science
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• 제6권1호
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• pp.67-76
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• 2009

Recently, small and medium-sized hospitals which are located in rural areas have many difficulties in securing high quality nurses. That is because working environments for nurses in small and medium-sized hospitals in rural areas are poor compared with those of big hospitals in urban. As a result, the migration of nurses from small and medium-sized hospitals in rural areas to big hospitals in urban is continuously happening. In general, big hospitals provide nurses with high level of salary and fringe benefits. To prevent the migration of nurses, chief executive officers of small & medium hospitals in rural areas have been interested in improving nurses' working conditions including wages. Also, they have raised nurses' salary and improved working conditions. But, basically these individualized efforts have some limit. In connection with this, medical interest groups have produced various voices in terms of interpretation and solutions for these issues. However, from the future perspectives, it seems evident that two approaches for both manpower supply and demand plans of nurses are necessary. They should contain not only accurate estimation of the supply-demand of nursing manpower but also the improvement of working conditions and wages of nurses. Estimation of nursing manpower supply-demand depends on the standards and criteria being used. Supply and demand may be met or not in accordance with the points emphasized on the decision. In the articles, issues regarding nursing manpower, levels of salary, other working conditions and social support system for child care are discussed. According to Joe's report (2005), most health institutions did not meet the guidelines of nurse staffing in Medical Law. The wages of nurse vary on every hospital and there is a big difference in wages' range. The average starting salary for a nurse is 22 million won a year. In case of tertiary hospitals, it reaches up to 30 million won a year. Nurse as a profession should have a strong responsibility and should take care of the patients for 24 hours with three working shifts. Also, most of them are female who have the burden of child rearing. Therefore, it is suggested to increase the salary, to provide comfortable working conditions, and to have social support system for nurses with household affairs.

• 한국산학기술학회논문지
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• 제19권12호
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• pp.416-431
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• 2018

본 연구의 목적은 간호사들의 병원 근무 경험과 경력단절 영향요인을 심층적으로 분석하기 위해 시도되었다. 이를 위해 26-55세 경력단절 간호사 20명을 대상으로 간호사로서의 경험, 간호 일의 특성과 퇴직사유의 내용을 인터뷰하였으며 현상학적 방법 중 꼴라쥐(Colaizzi)의 분석방법을 적용하였다. 분석결과 104개의 주요 진술과 17개의 구성된 의미, 6개의 공통 주제군, 2개의 범주가 도출되었다. 2개의 범주는 간호 업무 특성과 근무 환경 특성이며 간호 업무 특성에서는 '시간 압박', '자율성 부재', '신체 감정 노동', '낮은 임금 상승률'의 4가지 공통 주제군이, 근무 환경 특성에서는 '물리적 환경', '인적 환경'의 2가지 공통 주제군이 각각 도출되었다. 따라서 간호사의 경력단절 현상을 개선하기 위해서는 과도한 업무강도를 완화하고 적정수준의 임금인상과 안전한 근무환경을 제공하려는 노력이 필요하다.

• 농업과학연구
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• 제23권2호
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• pp.272-284
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• 1996

The present study has quantitatively assessed the regional production, income and employment impact resulting from the construction and operation of nuclear power plant (NPP) upon the domestic local areas by applying the regional input-output analysis model to the case of Wolsong unit-l site. The conclusions regarding the most likely regional economic impacts upon the wolsong site are summarized as follows: 1. The income multipliers are calculated to be 1.563 for the construction phase and 1.500 for the operation phase. These values are relatively high compared with those of other conventional facilities. 2. The level of total employee's wage induced employment associated with the construction phase has been estimated to be 37,000 while that with the operational phase in 1990 to be 5,610. 3. With relation to the aspect of resident welfare it is found that the industrial sector associated with electricity, gas and water supply have remarkably improved with the construction of the NPP. 4. The NPP siting has induced substantial changes in interindustry (input-output) structures of the Wolsong unit-l site which is one of the rural areas where all the domestic NPPs are sited. Such changes are attributed to the industrial recomposition of the region. 5. With the application of other regional economic analysis models and the use of more sufficient regional data, other detailed studies on the economic impact analysis of domestic NPP-related facility sitings are suggested to be carried out further since the influence of NPP sitings is significant to the national economic impact as well as the regional economic impact.