• Asian Pacific Journal of Cancer Prevention
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• v.14 no.8
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• pp.4829-4834
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• 2013

Background: Breast self examination (BSE), performed regularly every month, is one of the most important methods in the early diagnosis of breast cancer. This study was performed with the aim of establishing the knowledge, attitudes, and behavior of women working in government hospitals within the province of Samsun regarding BSE. Materials and Methods: This cross-sectional study was conducted between January-March 2012, on a total of 550 women (500 health personnel, and 50 general administration services (GAS) workers) from 7 government hospitals and the Cancer Early Diagnosis, Screening, and Education Centre (CEDSEC). Percentages were used for the descriptive statistics, and the chi-square test for the evaluation of statistical importance. Values of p<0.05 were accepted as significant. Results: The mean age of the participants was $36.2{\pm}15.3$, and 42.5% were in the 30-39 year old age group, 78.0% being married. Seventy-eight point four percent (78.4%) of the health personnel and 76.0% of the GAS workers performed BSE. However, the rates of performing BSE regularly every month were only 25.6% and 5.0%. Within the health personnel, 1.4% stated that they did not perform BSE because they found it unnecessary as they had no history of breast cancer in their family, 3.6% did not do so due to fear and stress, 13.2% because they forgot, and 14.6% because they had no complaints. Some 22.2% of the health personnel and 52.0% of the GAS workers had undergone mammographic evaluation, the difference being significant (p<0.05), 84.1% of the health personnel and 61.9% of the GAS workers knowing symptoms of breast cancer. Conclusions: Women in society should be brought to a certain level of awareness and knowledge regarding BSE. It is of the utmost importance that health personnel, who carry the responsibility for counseling and enlightening society, should interiorize the necessary knowledge, attitudes and behavior.

• Korea Journal of Hospital Management
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• v.19 no.1
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• pp.43-53
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• 2014

The objective of this research is to survey of knowledge management in hospitals and to search the factors to impact the knowledge sharing and innovation behavior among employees. The data is collected with hospital employees by questionnaire method. Total number of analysis is 779 cases, and the collected data is analyzed by SEM(structural equation model). The work performance(WP) make influence the innovation behavior(IB) through knowledge sharing(KS) intention. The KS intention and IB are different in sex, age, education, work duration and work level. But, WP is different only in sex. The only personnel and organizational factors to affect KS intention, WP and IB are reciprocity(in personnel factor) and trust(in organization factor). Those factors mean the mental or psychological relationship among employees. So, to make more developed knowledge management in hospitals is to need more personal relationship than any other system management or incentives.

• Journal of Korean Academy of Nursing Administration
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• v.2 no.2
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• pp.73-83
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• 1996

Scheduling for nursing personnel involves many factors and requirements. Therefore, manual scheduling requires much time and effort to produce an adequate schedule. This paper introduces a PC based nurse scheduling support system which was developed in Microsoft Access 2.0, an easy to use data base management tool. First step of this system is to determine necessary number of nursing personnel by medical law or by patient classification. Current Korean medical law stipulates that number of patients attended by a nurse is 2.5 for hospitalization. In addition, necessary nursing personnel by patient classification was determined four nurses for seven patients in this system based on the authors' preliminary study. And the second step is to assign daily duty type for each nurse at every nursing unit automatically. The introduced system fully utilizes the GUI environment of Microsoft Windows and even makes the computer-novice nurses feel comfortable in using the system. This system can help nursing administrators improve nurse scheduling in a way of quick and easy schedule generation for the future, and allow nurses more time for patient care.

• Health Policy and Management
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• v.7 no.2
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• pp.19-45
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• 1997

This study was performed to evaluate the appropriateness of resource allocation based on the ranking of health center function. Through the Delphi processes, health center functions were ranked in order of importance as follows; planning and research, followed by health education, health promotion, management of chronic diseases, health screening tests, welfare activities, mental health services, medical personnel management, medical services, prevention of communicable diseases, maternal and infant health services, housekeeping, management of oral hygiene, nutrition services, surveillance for community health services, family planning, and administration of the health center. In relation to the above priorities, the allocation of manpower was not appropriate. Even though the expert groups emphasized on functions such as planning and research, health education, and health promotion, they inputted more personnel for administration of a health center, maternal and infant health services, and medical services which were evaluated with lower importance. The budget allocation showed the same trends as the above. Although the functions such as planning and research, health education, and health promotion, and management of chronic diseases were evaluated highly, the budget was allocated accordingo to the the results of the former fiscal year rather than on the importance of function. However the budget for nutrition services, surveillance for the community health services, family planning, and administration of a health center was allocated according to priority. Based upon the above findings, community health center should be given the opportunity to make their own ranking of health center function and to allocate their resources including personnel and budget in order to improve the responsibilities and roles of the community health center.

• Journal of Distribution Science
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• v.18 no.9
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• pp.5-11
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• 2020

Purpose: We sought to investigate the operation status of internal accounting control systems in the distribution and service industries and verify whether investing in internal accounting personnel significantly influences the quality of the companies' financial reporting. Research design, data and methodology: We identified descriptive statistics and performed a univariate analysis. Furthermore, a regression analysis verified the impact of investing in internal accounting personnel on the absolute value of discretionary accruals, a proxy for financial reporting quality. Results: Distribution and service companies allocated a significantly higher number of accountants to their internal accounting control systems than companies in other industries. We also confirmed that the absolute value of discretionary accruals significantly decreased as the average working experience of internal accounting personnel in distribution and service companies, in months, increased. Conclusions: In this study, we confirmed that distribution and service companies are devoting efforts to establishing internal accounting control systems and found that financial reporting quality is more effectively controlled as companies allocate more experienced personnel in their internal accounting control system.

• Journal of Agricultural Extension & Community Development
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• v.4 no.1
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• pp.353-358
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• 1997

In January 1997, there was a change in agricultural extension system enrolling the provincial and county level extension personnel in local government. They were previously enrolled in central government. Even though the extension agents' status were secured, but there were some complaints from the extension personnels until now. The purpose of this study was to examine the possibility to improve the extension service after the change. Some of the tasks for improvements from the change were as follows; 1) Revision of the laws related to rural development to protect against side effects on the localization, 2) Revision of the provisions to interchange personnels between the central and local extension service, 3) Provisions for organizing county level agricultural extension committee, and 4) Central government's support for the personnel expenses of local extension agents. Though there were such several improvements, some extension personnel still raise objection to the change as following; (1) the right of personnel management mandated partially from the chief of local government to the chief of the extension office, (2) substantial raising of the extension agents' pay, and 3) promotion in rank of extension educators.

• International Journal of Advanced Culture Technology
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• v.12 no.1
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• pp.293-298
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• 2024

The purpose of an internal control system is to prevent the occurrence of errors and fraud in the process of producing accounting information, thereby providing investors with reliable information. For the effective operation of an internal control system, it is necessary to secure a sufficient number of personnel and experienced staff. This study focuses on the personnel directly involved in producing accounting information, examining whether companies that invest in their internal control staff experience a mitigation in the phenomenon of valuation errors. The analysis revealed that the size and experience months of the personnel responsible for internal control have a significant negative relationship with valuation errors. This result implies that by securing sufficient personnel for the smooth operation of the internal control system and placing experienced staff within the system, investors can effectively make judgments about the intrinsic value based on quality accounting information, thereby reducing valuation errors.

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.117-128
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• 2012

This study purports to investigate the difference between upward and downward feedback and to find out the strategy to enhance the validity and reliability of the multi-source feedback system. Data were collected from 88 middle-level managers working at divisions of nursing, administration, and clinical technology at a university hospital located in north-eastern part of South Korea. Data about multi-source feedback of the year 2008 and 2009 were obtained from the department of personnel management under the permission of hospital top management. The collected data were analyzed using t-test, and correlation analysis. The major findings of the study were as follows: First, the scores of downward feedback were always higher than those of the upward feedback. Second, the scores of downward feedback were always higher than those of the upward feedback in both nursing and administrative staff, while no significant difference was found in technological staff. Third, the upward and downward feedback scores were significantly different in terms of the evaluation factors. Fourth, there were significant correlations between total scores of downward and upward feedback, and evaluation factor scores. In conclusion, the composition and weight of measurement items of multi-source feedback needs to be designed differently in terms of each job characteristics.

• The Journal of Korean Medicine
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• v.21 no.3
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• pp.99-112
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• 2000

Objective: This study was conducted to suggest a proper administration system of the quality of herbal medicine. Methods: Related literature was carefully inspected and discussions among specialists in the field of herbal medicine's growth, production, circulation and administration were conducted. Results: 1. The administration of herbal medicine's quality should be done in each stage of its circulation; growing stage, harvesting stage, importing stage, production stage, quality examination stage, wrapping stage, circulating stage, and administration stage. 2. A safety standard should be established for items, parts and origins of each medicinal herb. A standard for the identification of forged products and objective standards for quality discrimination should also be established. 3. A national system for the training of herbal medicine quality administration personnel and herbal medicine discrimination personnel should be established. A data base of standardized product specimens should be established and a pharmacopoeia of herbal medicine should be published as a standard of quality administration in herbal medicine. 4. Research into the following preliminary areas should be conducted to investigate quality adminstration of herbal medicine: research related to herbal medicine's raw materials and herbal medicinal drugs; quality estimation of raw materials and drugs; quality administration in oriental medical hospitals; herbal medicine administration law; herbal medicine administration organization; herbal medicinal pharmacology; and policy-related research for the quality improvement of domestically grown medicinal herbs. Conclusion: For the proper administration of herbal medicine's quality, governmental support and intensive research among specialists should be done for the supply of good quality medicinal herbs and the improvement of the efficacy of herbal medicine.

• Management & Information Systems Review
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• v.20
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• pp.1-16
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• 2007

This research is a case study about the personnel management policy of Bachae co., Ltd. Bachae Co., Ltd. suggests as a successful model that by implementing the pro-active personnel management strategy eliminated the seniority, age-limit, academic snobbism, the qualities critical for managerial success are leadership, motivation, decisiveness, flexibility. It gives a solution especially to medium-sized companies suffering the manpower shortage, that the adequate motivation through strong leadership to employee results in not only job satisfaction but also organization absorption. The fact that company care about even the failure staying at their jobs longer without hurting their self pride to be loyal employee is a very demonstrative and great method which motivates middle & midium size of companies how to manage and utilize the human resources.