• 보건의료산업학회지
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• 제3권2호
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• pp.45-53
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• 2009

This study tried to examine the conflict relationships and solutions among the members of a hospital structure, a structure composed of various experts and professionals. As the situations causing conflicts are very different depending on the sizes or structural types of hospitals, the samples were collected from total 235 people of 17 medical specialists, 46 residents, 74 nurses and 74 medical technicians, 40 administrators in a university hospital for clearing conflict relationships. The result showed that a hospital had separately different the conflict causes according to all types of occupations. That is, there were various conflict relationships such as the conflict with the medical specialists, with residents, with nurses, and with administrators, and resulted in respectively different causes from those conflict relationships. In addition to, looking into the top of conflict causes, the respondents in all occupations attributed the conflict with medical specialists to "authoritative attitude" of medical specialists, and attributed the rest types of conflict relationships to "lack knowledge of the work". And then, in terms of the top of conflict solutions according to the occupational types in the hospital structure, medical specialists and administrators chose competition & cooperation, and the way for residents, nurses and medical technicians was situation-avoidance. The competition & cooperation type, negotiation type and situation-avoidance type, among solution types, were little difference regardless of occupations, but in case of work-avoidance type, there were significant differences according to residents, nurses, medical technicians, administrators, and medical specialists in the order.

• 한국병원경영학회지
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• 제2권1호
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• pp.114-136
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• 1997

This study was carried out to find out the effect of conflict between profession groups within medical institution. For the purpose, the questionnaire-based research was done with 605 persons consisting of specialists, residents, nurses, radiologic technicians, clinicopatholigic technicians, health record administrator, administrative employees who are working in a university hospital located in Taegu City from February 15, 1997 to March 2, 1997. The results of the study were summarized as follows. The subject profession group against which each profession group feels the most conflict in interprofession mutual recognition relation was found out as follows; Specialists(34%) against colleague specialists, residents(54.0%) against nurses, nurses(54.8%) against residents, radiologic technicians(44.0%) against residents, and clinicopathologic technicians(34.5%) against nurses, while it was shown that health record administrator felt even conflict against residents, nurses and administrative employees and administrative employees(48.1) did against nurses. Most employee group answered that medical specialists have a one-sided and individual attitude toward all affairs, while both medical specialists and administrative employees of hospital answered that nurses are one-sided. It was shown among such groups that radiologic technicians' conflict results from their thinking which mutual dependence and cooperation are lowest while individual difference is highest, clinicopatholigic technicians' conflict from the problem in mutual communication, medical specialists' conflict from difference in goals greater than other group, respectively lower than other group. The rate of vertical conflict between groups was highest for the health record administrators and then for the radiological technicians, while it was lowest for the medical specialists and then for the nurses. In addition, the rate of horizontal conflict was high for both medical specialists and nurses, but it was low for the health record administrations and clinicopathological technicians. The group with the highest job satisfaction was the medical specialists and nurses, and the group with the highest involvement in organization was the medical specialists and administrative employees. Also it was shown that both medical specialists and clinicopathological technicians show a favorable attitude toward patients. Factors having an effect on the vertical conflict included difference in goals, cooperation within group and leadership. It was shown among those factors, however, that only the leadership has an effect on all the groups evenly. The horizontal conflict was influenced by such factors as educational level, mutual dependence, difference in goals, cooperation within group, and individual difference, when an important factor was the difference in goals for all the groups. Their attitude toward patients was influenced by the vertical conflict and age, but the vertical conflict was the most significant factor for the medical specialists. In conclusion, it is required to control properly the conflict between employees as well as between profession group and to execute good leadership, so as to improve patients' satisfaction which is the key goal of hospital.

• 보건의료산업학회지
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• 제12권4호
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• pp.73-84
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• 2018

Objectives: The purpose of this study was to examine the awareness of medical institution employees of their organizational culture and conflicts, as well as the influence of organizational culture on organizational conflict, in an attempt to provide some information on the preparation of organizational conflict management methods for medical institutions. Methods: Structured questionnaires and basic hospital data were used to gather data from the employees of medical institutions. The collected data were analyzed, using SPSS 24.0. Results: First, workers whose length of employment was longer were less aware of the characteristics of their organizational culture, while employees who were older, whose length of employment was longer, and who were middle managers experienced greater organizational conflict. Second, in terms of conflicts among different kinds of occupations, conflicts with nurses were the most common. Third, there was a negative correlation between organizational culture and organizational conflict. Conclusions: As stronger awareness of the characteristics of organizational culture leads to less organizational conflict, the organizational culture of each medical institution should be created and strengthened.

• 한국중재학회지:중재연구
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• 제30권1호
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• pp.185-198
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• 2020

In the event of a medical conflict in South Korea, civil lawsuits can be very complicated, time-consuming, and costly. Under the Medical Conflict Conciliation Act, the mediation system has expanded its function to coordinate disputes between individuals and medical institutions in a more efficient manner prior to litigation. Currently, conflict mediation organizations and legal systems are established in each sector, and the Healthcare Dispute Settlement Commission will also play an important role in the public sector. In this study, the characteristics of the evaluation system of the Korea Institute of Medical Conflict Arbitration are examined; and, by looking at the case of medical examinations, it is proposed to show the mediation system and the manner and role of the examinations. Medical expertise is a very important area of the qualitative standards and expertise of participants because the participants must play a role in medical consultation and appraisal in connection with medical experts.

• 혜화의학회지
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• 제10권2호
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• pp.41-71
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• 2002

The purpose of this paper is to infer the effects on the separation of pharmacy and clinic in the oriental medicine, the unification of the medical system and the medical and pharmaceutical system, etc. from the conflict between the oriental medicine doctors and the pharmacists in 1990s. The results are as follows. 1. The oriental medicine doctors, the pharmacists and a private organization(Citizen's Coalition for Economic Justice) found the solution in the conflict nongovernmently as the government failure. 2. The conflict brought about directly the separation of pharmacy and clinic in the western medicine but the opposite effect in the oriental medicine. 3. The conflict brought about the continuance of the dual medical system. 4. In the part of the medicine, citizen's organizations stated to play their part in the dispute. This is a positive side in the conflict. 5. The conflict contributed to democratization in the medical market and the medical world.

• 한국병원경영학회지
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• 제14권3호
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• pp.104-131
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• 2009

This study analysed what effects conscious role conflict and conscious self-efficacy have on job satisfaction for hospital coordinators working in medical institutions. In order to study this issue, questionnaires were distributed to 154 hospital coordinators. The results from analysing the effects of role conflict and self-efficacy on job satisfaction are as follows: 1) Role conflict and job satisfaction are negatively correlated. The mean score for hospital coordinators' role conflict was 2.82, which was lower than average. Among subfactors for role conflict, personal role conflict had a significant effect on job satisfaction, while role ambiguity had no effect on job satisfaction. 2) The mean score for hospital coordinators' self-efficacy was 3.42, which was slightly higher than average. Other mean scores were as follows: job attitude 3.83, interpersonal skills 3.54, administrative knowledge 3.30, and medical treatment knowledge 3.02. Among subfactors for self-efficacy, job attitude and adminstrative knowledge had significant effects on job satisfaction, while interpersonal skills and medical treatment knowledge had no effect on job satisfaction (p < 0.01). In conclusion various hospital administration techniques, related job training and education needs to be given when introducing a hospital coordinator in order to strengthen the competitiveness of medical institutions. The hospital coordinators need to clearly understand their role so that they can settle into the system at the hospital and develop their job environment.

• 한국병원경영학회지
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• 제11권2호
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• pp.16-31
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• 2006

Through investigating communication contents, extent of conflict, and its causes between medical residents and nurses/technicians, this study will provide the effective communication skills to ease interpersonal conflicts and maintain healthy partner relationships. This is a descriptive study to find out the communication contents, extent of conflicts and its causes between medical residents and nurses/technicians. Data were collected from April $1^{st}$, 2004 to April $8^{th}$, 2004 from 118 medical residents, 288 nurses, 85 radiology technicians and 107 laboratory technicians in 4 university hospitals in Seoul capital region. Data analysis was done with SPSS version 11.0 using descriptive statistics, ANOVA and chi-test. Interpersonal conflict towards medical residents were rated higher by nurses than technicians (Nurses > Technologists = Medical residents). Causes of conflict showed regional differences. In communication contents, all regions showed "Thank you" and "Well done" as most pleasant comments. Medical residents proved other medical residents' negative comments as most unpleasant and nurses and technicians proved residents' commanding phrases, disrespectful speech, and urging comments to be most unpleasant. Communication between the center members of the medical organization is very important in treating patients and understanding each other. For smooth conflict resolutions and maintaining healthy partner relationships, continued education and support for appropriate communication and interpersonal relationship skills is needed.

• 대한기관윤리심의기구협의회지
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• 제1권2호
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• pp.23-29
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• 2019

"Conflict of Interest(COI)" is defined as a situation where a person or an institution is involved in multiple interests, and an interest is against the others. COI in medical researches should well addressed and managed in order not to breach the integrity of the research. Numbers of methods have been introduced to manage the COI. In this article, the concept of COI and its application to medical researches is reviewed and the methods evading COI are introduced.

• 융합정보논문지
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• 제8권5호
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• pp.1-10
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• 2018

본 연구는 의료서비스종사자의 역할갈등에 관한 선행연구 결과를 체계적으로 수집, 분석하여 역할갈등 측정도구와 관련요인에 대한 분석을 실시하였다. PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-analysis)의 체계적 문헌고찰 가이드라인에 의거하여 수집된 문헌 중 최종 분석에 사용된 문헌은 33편이었다. 김문실과 박상연의 도구를 사용한 문헌은 14편, Rizzio, house와 Lirtzaman의 도구를 사용한 문헌은 12편, 이은희 등의 도구를 사용한 문헌은 3편이었다. 33편의 문헌 중 5편의 문헌에서 질적 연구방법이 사용되었다. 문헌 분석 결과 역할갈등이 높을수록 직무만족과 재직의도, 조직몰입은 낮아지고, 소진과 직무스트레스, 이직의도는 증가하였다. 본 연구에서는 역할갈등과 다양한 변인 간의 상관관계 및 영향요인에 국한되어 분석하였기에 향후 본 연구 연구결과를 기초로 하여 의료서비스종사자의 역할갈등에 대한 대처방안 및 중재방안에 관한 연구가 활발히 진행되길 기대한다.

• 대한치과의사협회지
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• 제58권4호
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• pp.251-262
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• 2020

Until recently, dentistry did not show notable social conflicts with other medical professionals. This means that conflicts did not surface as medical doctors took the dominant position even though areas of intervention have been overlapped. The recent conflict between medical professionals, which began with clashes in the area of oral and maxillofacial surgery, have been embodied in the Supreme Court ruling on the use of Botox by dentists and the court ruling on the use of oral devices in oriental medicine. We look discuss at each case in detail to seek a solution to the problem of interprofessional conflict. We present professional duty of self-development and interprofessional education as a way to resolve disputes between medical professionals, which would be a major problem in the future of dentistry and medicine.