• Korean Journal of Adult Nursing
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• v.21 no.1
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• pp.53-61
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• 2009

Purpose: This study was to provide baseline data to arrange systematic management for the infectious waste. Methods: This data was collected by self-reported questionnaires from a total of 419 subjects, ie nurses, nurse's aides and laboratory technicians working at a university hospital located in G city. The collected data were analyzed by t-test or ANOVA, Tukey test, Pearson's correlation, and multiple regression analysis using SPSS/WIN 12.0. Results: The knowledge of the infectious waste was statistically significant in type of staff and level of education. Attitude was statistically significant in type of staff, age group, level of education, working period, and marital status. And also the practice of the subject was statistically significant in type of staff, age group, education level, the working periods, and marital status. There was positive association between attitude and practice(r=.63, ${\rho}$< 001). By means of multiple stepwise regression analysis, total variance explained by the attitude towards infectious wastes, single employee, and the working periods less than ten years was 44% of the practice of infectious wastes. Conclusion: An educational program focusing on strategy to change employee's attitude can be effective for building a well-organized management system.

• Korea Journal of Hospital Management
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• v.21 no.1
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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.

• Quality Improvement in Health Care
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• v.15 no.2
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• pp.121-130
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• 2009

Objectives : To evaluate the effect of heath examination program which introduce web-based input system, OCS(Order communicating system) and interface with national health insurance corporation, this study was done. Method : To Exam/Order and tests separately at anytime, the experimental health examination program which had web-based questionnaire input system, on-line measurement input system, interface program with national health insurance corporation and introduced OCS was developed. Experiment and old examination program were compared in terms of satisfaction and cost. Result : The 95.7% of respondents were satisfied with web-based input system, the 95.4% satisfied with OCS use, and 97.8% satisfied with test at anytime they want. The cost and time reduction between experiment and old program were 4,159,000won and $600.3{\pm}5.75$(seconds) per man input-time. Conclusion : The experimental health examination program is good for employee and hospital. If the health examination program for non-employee will be developed, it will be done efficiently and effectively, but Internet securities will be considered.

• Korea Journal of Hospital Management
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• v.6 no.1
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• pp.85-106
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• 2001

Since physical damages caused by passive smoking had been widely recognized, the Korea parliament enacted the National Health Promotion Law on September, 1995. The law specified nonsmoking areas in all public facilities, including hospitals. But this law is not strictly enforced. The benefits of a nonsmoking policy can not be expected by the public. Even though hospitals should preserve a smoke-free-environment, most of hospitals are not under full controls against smoking. The purpose of this study is to identify factors related to smoking in general hospitals. Field study and surveys were simultaneously performed at study hospitals in Busan. 9 of 24 general hospitals were selected and survey was performed for 10 days by investigators during January of 2000. Nine hospitals had nonsmoking regulations, but only 8 hospitals had designated nonsmoking areas. Two hospitals among those hospitals had a nonsmoking committee. Patients' smoking rate was 35.0%, while hospital employees' smoking rate was 22.5%. The smoking rates of physicians, nurses, administrators and medical technicians were 45.38%, 0.85%, 31.73% and 40.70%, respectively. In the question of the severity of damages caused by passive smoke, only 29.2% of the smoking group considered smoking as a serious health risk, while 69.4% of non-smoking group did. Christian employee showed lower smoking rate compared to other employee did. Even though physicians should educate patients and other professions about smoking, physicians' smoking rate (45.4%) was higher than other professions. As a consequence, this study insists that general hospitals should enhance their nonsmoking policy and implement any practical policy for smoking free hospital environment.

• Korea Journal of Hospital Management
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• v.29 no.1
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• pp.19-31
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• 2024

Purposes: The purpose of this study is to analyze cases of development and operation of a mentoring program that provides psychological support to new employees and helps them adapt to work, thereby applying it to actual work and laying the foundation for follow-up research. Methodology: We explored the development and application process of A Hospital mentoring program by applying the mentoring program model developed according to the procedures of the ADDIE model, and confirmed the perceptions of participants who participated in the training course through analysis of activity logs and in-depth interviews. Findings: The main results of the case analysis are as follows. First, the curriculum was developed according to the stages of analysis, design, development, implementation, and evaluation. As a result of activity log and in-depth interview analysis, participants recognized that the mentoring program was helpful in forming social relationships, organizational adaptation, and preventing job turnover, and recognized difficulties in communication. Participants mentioned supplementing the operating system. Practical Implication: The results of a systematic review of the application and effectiveness of mentoring programs for new employees can serve as reference material for practical program design.

• Korea Journal of Hospital Management
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• v.12 no.4
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• pp.96-118
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• 2007

This study were tried to suggest basic materials for making education and training plan, and members of organization were researched about thinking of education and training effectiveness and perceptible level. The subjects of this study were 762 hospital employee selected from ten of university hospitals in Seoul, Incheon, and Kyung Gi which are doing an education and training, and conducted a self-completion questionnaire. As a result of study and plan for raising the effectiveness were indicated following statements. Firstly, according to the general specific, training effectiveness was appeared similar. So, it requires suitable alternatives to make educational programs. Secondly, according to analysis of education and training necessity, achieving a goal for education and training have difference. it needs to be scientific analysis about necessity of education and training. Thirdly, when contents of education and training program are satisfied to educatee and fit for them, thinking of education and training effectiveness is higher. Therefore, establishing the goal of education training is concrete, realistic, and measurable for increasing learning motivation. Next to, thinking of education and training effectiveness is higher, when education and training person in charge taught to educatee very well, and they were satisfied about teaching. Consequently, they who nourishment of education and training person in charge within company have to improve their ability. And then, when educatee fit for teaching technique and satisfied about it, thinking of education and training effectiveness is higher. So, education and training were tried to find many of technique for fitting the desire of educatee. Sixth, the more education and training environment is satisfactory, the more educatee have high thinking of education and training effectiveness. CEO in hospitals have to think about many-sided solution for employee. Seventh, the more education and training have correct achieving organizational goal, the more educatee have high thinking of education and training effectiveness. Accordingly, hospital management should make up for education and training system. Then, thinking of education and training effectiveness is higher, when education and training measure an effect, and reflect to personnel management and assessment of an employee's performance. It should be the feedback for using information which is planning education and training. In conclusion, when result of measurement of education and training reflect to make a education and training plan, thinking of education and training effectiveness is higher, and result of measurement of education and training should reflect to make a education and training plan.

• Korea Journal of Hospital Management
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• v.10 no.1
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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.

• Korea Journal of Hospital Management
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• v.19 no.2
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• pp.55-65
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• 2014

The objective of this study is to identify the effect of brand evidence on customer satisfaction, and the effect of customer satisfaction on brand verdict in case of hospital management. To achieve this objective, 250 hospital customers were surveyed in Busan and Gyeongnam province. Of these, 220 respondents were used for the analysis. The research results show that brand name, employee service, core service and feelings have a positive effect on customer satisfaction. However, services cape failed to affect customer satisfaction.

• Korea Journal of Hospital Management
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• v.19 no.2
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• pp.22-33
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• 2014

The purpose of this study was to support for quality improvement of educational curriculum on hospital administrator through the comparison of competence of new employee and need of field experts based on NCS. The participants of this study were implemented the self-report survey about competency and need on job skills of hospital administrator. According to the comparison, it is defined the point that is needed curriculum improvement and the competency gap between hospital and university hospital. This is support to be establish the base for the qualified education and training program for hospital administrators. NCS is useful as standardized tool for identify the gap between need and competency and as suggestion for education improvement of hospital administrator.

• Korea Journal of Hospital Management
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• v.24 no.4
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• pp.33-42
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• 2019

Purpose: many domestic welfare programs use the amount of health insurance premiums as a way of measuring individuals' income levels for administrative convenience. As health insurance reform has been made, we examines the income level is still appropriately measured by the health insurance premiums for the employment success package as one of domestic welfare program. Methodology/Approach: we investigate whether the upper limit of the premiums of the self-employed health insured is appropriate or not after healthcare reform, which currently calculated by multiplying the insurance premium of the employee based insured by the adjustment factor (1.2). Findings: we examined appropriateness of the adjustment factors by comparing the premiums before and after the healthcare reform by utilizing the national health insurance data as well as Korea Welfare panel data. We found that the new value of adjustment factor (1.0~1.1) is smaller than the current one (1.2). Practical Implications: to improve the equity between the employee and the self-employed insured after the health insurance reform, the adjustment factor should be lower.