• Nutrition Research and Practice
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• 제4권3호
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• pp.222-228
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• 2010

Breastfeeding is an unequalled way of providing ideal food for the infants. The benefits of breastfeeding practices to infants and mothers are well documented. However, information on breastfeeding practices and its effect on body mass index (BMI) of mothers are scarce, particularly in Ekiti State of Nigeria. Therefore, the present study is designed to assess breastfeeding practices and its association with BMI of mothers. A descriptive and cross-sectional study was conducted among breastfeeding mothers that attended postnatal clinic of the state specialist hospitals and maternity centers in the study location. The specialist hospital and two-third of the nine maternity centers were purposively selected because of their health facilities and personnel. The mother-child pairs (200 respondents) were randomly selected from the study locations. Information on demographic characteristic, socio-economic parameters, nutritional knowledge of breastfeeding and dietary intakes of mothers were collected using questionnaires. BMI of mothers was determined as described by World Health Organization. Age distribution of mothers was between 25-34 years; and almost half of respondents had good educational background and were engaged in different occupations. The respondent monthly income ranged between = N = 3500 - 26000 ($26.92 - $200); and their dietary intakes varied between starchy and protein-based food. The result also showed that the respondent consumed enough nutrients to meet up the recommended daily allowance for protein, carbohydrate, fat, zinc, magnesium, sodium and phosphorous requirements. The BMI classifications showed that over three-fifth of respondents were normal, while the remaining were underweight (6%) and overweight/obese (26.5%). Also, large proportion of respondents engaged in exclusive breastfeeding and with good knowledge of breastfeeding practices. Statistically, exclusive breastfeeding practices had no correlation between the BMI and frequency of breastfeeding. The study, therefore, concluded that mothers had good knowledge of breastfeeding practice; and that there was no association between breastfeeding practices and BMI.

• 한국병원경영학회지
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• 제18권2호
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• pp.33-56
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• 2013

The purpose of this study is to analyze the change of hospitals that patients safety and quality improvement by accreditation process and to examine the impact or interrelation of leadership, organizational culture, hospital management activities and recognition of hospital management performances. The data were collected through a review of the literature, and selfadministered survey with a structured questionnaires to 714 subjects from several medical staff members, administration staff members, nursing staff members, medical technicians and other staff members working in 23 accredited hospitals in Korea. In this analysis hierarchical multiple regression and structural equation model were used. The conclusion of this study provides a theoretical model for understanding organizational changes brought about by accreditation system. Factor on improvement of efficiency and raise the morale, rather than increase of medical income and reduce of the cost factors, had a stronger influence on the accreditation process. In the future, the hospital's participation to induce the accreditation program voluntarily will come up with an alternative policy concern about financial perspective. Also, the hospitals which preparing accreditation program to achieve the goal efficiently, will make use of transformational leadership through enhancing individual consideration and intellectual development to leading members participation. Additionally, non-accredited hospitals should aim at professional culture by innovative and creative approaches, and inviting members to learning and growth in the organization.

• 한국병원경영학회지
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• 제23권2호
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• pp.54-66
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• 2018

Purpose: This study was to figure out relationships of perceived Technology Readiness Index(TRI), usefulness, acceptance intension, and the recognition of substitute employment of medical personnel on the artificial intelligence (AI) and internet of things (IoT) among main technologies. Methodology: To achieve the purpose, this study utilized structured survey tools to conduct a questionnaire survey of nursing, administrative and medical technology professionals at six university hospitals in Korea metropolitan area. A PLS(Partial Least Square) Path analysis was utilized To analyze the material. Findings: In the relation with the technology readiness and perceived usefulness, it had a positive influence to the perceived usefulness when the optimism and innovativeness were higher and the discomfort was lower. In the relation with the technology readiness and acceptance intension, it showed a positive influence when the innovativeness was higher and the discomfort was lower. In the relation with the perceived usefulness and acceptance intension, it had a positive influence to the acceptance intension when the perceived usefulness was higher. In the relation with the acceptance intension and the recognition of substitute employment, it showed a positive influence to the recognition of substitute employment when the acceptance intension was higher. Practical Implications: Judging based on the above study results and reference reviews, it confirmed that it is necessary to prepare in the level of hospital organization in the $4^{th}$ Industrial Revolution. They should increase the efficiency of human resources through the technological factors or changes of employment types for the additional demands of human resources to handle increasing medical demands or induce to secure necessary abilities which are changing at the right time by performing the $4^{th}$ Industrial Revolution related re-training continuously to develop the value of existing human resources.

• 한국콘텐츠학회논문지
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• 제16권7호
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• pp.575-586
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• 2016

본 연구는 병원에서 간호사의 조직 냉소주의에 대한 영향요인을 조사하고 효과적인 조직 관리 및 조직의 효율성에 기여하는 요인을 알아보기 위해 수행되었다. 연구에 사용된 데이터는 2005년 일개 병원에 근무하는 간호사 전체 320명을 대상으로 자료를 수입하여 분석에 부적합한 설문지를 제외하고 최종 295개 설문지를 SPSS WIN 21.0 버전을 활용하여 분석 하였다. 연구결과, 리더십, 과업 상호 의존성, 직무 스트레스, 긍정적 및 부정적인 정서는 병원 간호사의 조직 냉소주의에 통계적으로 유의한 영향을 미치는 것으로 나타났다. 또한, 조직 냉소주의는 직무 만족과 조직몰입에 유의한 매개 효과가 있었고, 조직의 분위기는 직무 만족과 조직 몰입에 유의한 간접 효과를 보여 주었다. 결론적으로 병원경영진과 간호관리자는 조직 냉소주의를 감소시키기 위해서 즐거운 조직 분위기 조성, 적절한 지원, 공정한 보상 및 우호적인 조직 문화 조성, 원활한 의사소통과 피드백, 직원들간의 신뢰, 정보공유, 부서 내 및 부서간의 협력과 같은 전략을 수용할 필요가 있다.

• 한국산학기술학회논문지
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• 제9권2호
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• pp.515-522
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• 2008

본 연구는 보건복지부의 "2006년 사회복지시설평가"를 기초 자료로 하여 우리나라의 노인복지시설(무료시설인 양로, 요양 및 전문요양시설을 중심)을 대상으로 노인복지시설평가에 영향을 미치는 요인을 분석하고, 그 뜻을 해석하였다. 실증분석 결과 노인복지시설 운영요인은 모든 시설이 시설 및 환경, 조직운영 및 인사. 서비스 질, 지역사회 관계 모두 유의하게 영향을 미치는 것으로 나타났으며, 그 중 중요성을 나타내는 표준회귀계수는 서비스 질 변수가 노인복지시설평가라는 종속변수에 가장 좋은 설명력을 나타내 서비스의 질 중심으로의 개선이 요구된다. 노인복지시설 자원요인은 모든 시설에서 법인전입금은 유의하게 영향을 미치지 않는 것으로 나타났으며, 후원금은 양로시설을 제외하고 유의하게 영향을 미치는 것으로 나타났다. 그러나 정부보조금은 전문요양시설에서 유의하게 영향을 미치는 것으로 나타났으나 역의 설명력을 보이고 있어 정부보조금 지원의 효과가 없는 것으로 나타났다.

• 보건의료산업학회지
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• 제5권1호
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• pp.15-29
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• 2011

Whether organizational members are satisfied with their job or not is most important in the organization that they belong to. Those who are more satisfied with their job have a less intention to get another occupation, and they are better motivated to improve their own job performance. Boosting job satisfaction is one of the sure ways to reduce invisible loss triggered by turnover or nonattendance and to enhance the quality of life of organizational members. Therefore the job satisfaction of organizational members should be raised to cut down on their turnover rate. The purpose of this study was to examine the relationship of the general characteristics of nurses to their job satisfaction and turnover intention in a bid to identify factors affecting their job satisfaction and turnover intention. The major findings of the study were as follows: First, as for job satisfaction and turnover intention, the nurses investigated got a mean of 2.92 and 3.13 respectively on overall job satisfaction and turnover intention out of five points. Their job satisfaction was slightly above the average (2.5), which indicated that they weren't gratified with their job. Their turnover intention was a little above the average as well, which implied Their turnover intention was a little above the average as well, which implied that there was a tendency for them to seek another job.

• 디지털융복합연구
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• 제14권4호
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• pp.315-324
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• 2016

본 연구에서는 공공병원 직원의 직종별 의사소통, 동기부여, 상호신뢰감, 근무환경, 공정한 보상, 직무성과 만족의 차이점을 살펴 본 후 조직성과에 영향을 미치는 요인을 파악하고자 한다. 이를 통해 공공병원 직원들의 조직성과를 극대화 할 수 있는 대안을 제시 하였다. 조사기간은 2014년 10월 05일부터 10월 31일까지 하였으며, 공공병원에서 근무하고 있는 232명으로부터 자료를 수집하여 분석대상으로 하였다. 분석방법은 ANOVA분석, 회귀분석을 실시하였으며, 결론을 보면 직종별로 의사소통, 동기부여, 상호신뢰감, 근무환경, 공정한 보상, 직무성과 만족에서 p<0.05이상에서 유의한 차이가 나타났다. 또한 조직성과에 영향을 미치는 요인으로 간호직은 의사소통, 공정한 보상(p<0.001)이 진료지원직은 연령, 고용형태(p<0.05), 공정한 보상(p<0.001), 행정직은 동기부여, 공정한 보상(p<0.05)이 조직성과에 영향을 미치는 요인으로 나타났다. 앞으로 병원 직원의 직종별에 대한 효율적인 인적자원관리 시스템이 필요하며, 조직구성들이 소속감을 고취시킬 수 있는 인적자원관리 개선 노력이 선행되어져야 할 것이다.

• Korean Journal of Acupuncture
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• 제19권2호
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• pp.149-165
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• 2002

Objective : We proposed fundmental rules of prospective on legal and institutional position and role of Korean medicine doctors working at public health center. Methods : By the result of this research on the current situation, the grade and allowance given to the Korean medicine doctors working at public health center were different every self-governing body. Results : The reason the Korean Medicine Doctor can't serve as a regular order of 5th grade is that the 'The Enforcement Regulation about Administrative Organization and the Standard of Pixed Number of person of Self-Governing Body(지방자치단체의 행정기구와 정원기준등에 관한 규정 시행규칙)' prescribes the number of regular order of 5th grade is regulated within 7% among the number of regular order officials. But not appointing to office as the regular order of 5th grade infringes on the Constitution, the highest law. The reason the Korean Medicine Doctors can't be appointed to office as the regular order officials by the self-governing body is that 'The Enforcement Order of the Law of Preservation of good health of Local Area(지역보건법시행령)' prescribes the Korean Medicine Doctors are not indispensable to Public Health Center. But in fact, the Korean Medicine Doctors can execute many kinds of work such as medical examination or instructing house nursing. Conclusion : The Korean Medicine Doctors working at Public Health Center serve at low positions as daily use or common use, not receiving a regular order. All laws including the Constitution(헌법), the Medical Services Law(의료법), the Law of Preservation of good health of Local Area(지역보건법), the National Public Service Law(국가공무원법), the Local Public Service Law(지방공무원법) and the Law of Higher Education Law(고등교육법) describe that the Korean Medicine Doctors and the Western Medicine Doctors are equal to their position and right.

• 한국컴퓨터정보학회논문지
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• 제25권8호
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• pp.119-128
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• 2020

본 연구는 노인장기요양서비스 이용만족도에 영향을 미치는 시장특성 요인을 파악하고자 노인장기요양기관 이용자 246명을 대상으로 설문조사를 실시하였다. 수집된 자료는 SPSS 23.0 통계프로그램을 이용하여 분석하였다. 그 결과 첫째, 유형성에는 경쟁성, 행정규제, 과정의 체계성, 선택의 자율성이 정(+)의 방향으로 유의한 영향을 미치고 있었다. 둘째, 신뢰성에는 주택소유, 경쟁성, 행정규제, 선택의 자율성이 정(+)의 방향으로 유의한 영향을 미치고 있었다. 셋째, 대응성에는 기관규모, 월용돈, 경쟁성, 행정규제, 과정의 체계성, 선택의 자율성이 정(+)의 방향으로 유의한 영향을 미치고 있었다. 넷째, 보증성에는 월용돈, 경쟁성, 행정규제, 과정의 체계성, 선택의 자율성이 정(+)의 방향으로 유의한 영향을 미치고 있었다. 다섯째, 공감성에는 경쟁성, 행정규제, 합리문화, 과정의 체계성, 선택의 자율성이 정(+)의 방향으로 유의한 영향을 미치고 있었다.

• Safety and Health at Work
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• 제4권3호
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• pp.166-176
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• 2013

Background: Effective policy implementation is essential for a healthy workplace. The Ryan-Kossek 2008 model for work-life policy adoption suggests that supervisors as gatekeepers between employer and employee need to know how to support and communicate benefit regulations. This article describes a workplace intervention on a national employee benefit, Family and Medical Leave Act (FMLA), and evaluates the effectiveness of the intervention on supervisor knowledge, awareness, and experience with FMLA. Methods: The intervention consisted of computer-based training (CBT) and a survey measuring awareness and experience with FMLA. The training was administered to 793 county government supervisors in the state of Oregon, USA. Results: More than 35% of supervisors reported no previous training on FMLA and the training pre-test revealed a lack of knowledge regarding benefit coverage and employer responsibilities. The CBT achieved: (1) a significant learning effect and large effect size of d = 2.0, (2) a positive reaction to the training and its design, and (3) evidence of increased knowledge and awareness regarding FMLA. Conclusion: CBT is an effective strategy to increase supervisors' knowledge and awareness to support policy implementation. The lack of supervisor training and knowledge of an important but complex employee benefit exposes a serious impediment to effective policy implementation and may lead to negative outcomes for the organization and the employee, supporting the Ryan-Kossek model. The results further demonstrate that long-time employees need supplementary training on complex workplace policies such as FMLA.