• 제목/요약/키워드: Physician leadership

검색결과 12건 처리시간 0.023초

전담간호사의 감성지능과 셀프리더십이 직무만족에 미치는 영향 (Effects of Emotional Intelligence and Self-Leadership on Job Satisfaction among Physician Assistant Nurses)

  • 정보미;노윤구
    • 한국직업건강간호학회지
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    • 제31권3호
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    • pp.105-113
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    • 2022
  • Purpose: This study aimed to identify the effects of emotional intelligence and self-leadership on job satisfaction among physician assistant nurses. Methods: The participants were 146 physician assistant nurses working at two university hospitals. Data were collected from August 1-September 31, 2020 and analyzed through t-test, ANOVA, Scheffé test, Pearson correlation, and hierarchical regression analysis using SPSS/WIN version 26.0. Results: Factors affecting job satisfaction were self-leadership (β=.30, p=.003), "less than 1 year of experience as a physician assistant nurse" (β=.27, p=.025), and emotional intelligence (β=.25, p=.007), and the explanatory power was 34.4% (F=6.03, p<.001). Conclusion: Our study shows that self-leadership and emotional intelligence play a significant role in the job satisfaction of physician assistant nurses; thus, strengthening these two factors is crucial to improve the nurses' job satisfaction. The results of this study may serve as basic data for the development of strategies to enhance job satisfaction among physician assistant nurses.

리더십 교육훈련 프로그램 학습의 현장 전이 비교 연구 : 병원 의사와 기업 관리자를 중심으로 (Comparison Study for Learning Transfer Factors of the Leadership Training Program in Different Types of Job : Focused on Physicians in Hospitals and Managers in Firms)

  • 황재일;박병태;구자원
    • 한국병원경영학회지
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    • 제18권4호
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    • pp.54-77
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    • 2013
  • This paper is a comparison study about leadership training transfer factors between physicians working in large scale hospitals and managers working in firms. To fulfill this purpose, this study conducted a regression analysis on 101 managers and 59 physicians who had attended similar leadership training programs more than 16 hours recently in order to identify the differences on the learning transfer factors. 6 factors such as Learner readiness, Performance self-efficacy, (so far as Trainee Characteristics group), Organization Culture, Supervisor's tangible incentives and Supervisor's intangible support, (so far as Work environment group), Content Validity & Transfer Design (so far Training Design group) were used as independent variables while the personal Managerial Capability Increase and Leadership Capability Increase were used as dependent variables. And also we used 5 factors as control variables ; Job style (Manager or Physician), Age, Gender, Working years and Organization size. Here are the summary of major findings ; first, there were statistically significant differences between the learning transfer factors in leadership training programs for managers and those of physicians. Second, there were also statistically significant differences among trainees' working years and their organization size factors while age and gender do not affect the learning transfer factors. Third, for the physician's leadership training the practitioners should focus on two factors ; Organization Culture and Learner readiness.

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500병상 이상 의료기관에서의 전문지원인력의 직군별 업무 수행빈도 분석 (The Frequency of Job Performance of the Korean Professional Medical Support Staff at Medical Institutions over 500 Beds)

  • 김민영;최수정;설미이;김정혜;김희영;변숙진
    • 중환자간호학회지
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    • 제11권1호
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    • pp.15-27
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    • 2018
  • Purpose : This study was intended to investigate the frequency of job performance of the Korean professional medical support staffs (PMSS). Method : The data of 1,666 PMSS from 36 hospitals and over 500 beds were analyzed. The participants were divided into 5 groups: advanced practice nurses (APN), clinical nurse experts, physician assistants (PA), coordinators, and others. Results : Among the 5 main domains of job performance, advanced clinical practice has the highest frequency (111.36 d/y), followed by consultation/collaboration (75.66 d/y), education/counseling (53.54 d/y), leadership (23.90 d/y), and research (19.14 d/y). There was a significant difference in the frequency of job performance between the 5 groups of participants. The invasive activities were more frequent in the PA group. In the education and counseling domain, APNs had a higher level of job frequency than others (p < .001). In the research and leadership domains, APNs and coordinators had more prominent performance frequency than other groups (p < .01). However, there are some ambiguities in the job performance of the 5 groups depending on institutional characteristics. Conclusion : To establish the scope of work of PMSS, organizational and individual efforts are needed to promote and expand the leadership and research domains. To resolve the ambiguities of PMSS' roles, it is necessary to reorganize their titles.

Plastic Surgeons as Medical Directors: A Natural Transition into Medical Leadership

  • Jalalabadi, Faryan;Ferry, Andrew M.;Chang, Andrew;Reece, Edward M.;Izaddoost, Shayan A.;Hassid, Victor J.;Tahiri, Youssef;Buchanan, Edward P.;Winocour, Sebastian J.
    • Archives of Plastic Surgery
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    • 제49권2호
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    • pp.221-226
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    • 2022
  • With the growing complexity of the U.S. health care system, highly motivated medical directors with strong leadership skills are vital to the success of health care facilities. Presently, there are no articles assessing a plastic surgeon's qualifications for the role of medical director. In addition, there is a paucity of literature comparing the responsibilities of medical directors across various types of health care institutions. Herein, we outline why plastic surgeons have the unique skillset to succeed in this role and highlight the differences between medical director positions across the vast landscape of health care. While the intricacies of this position vary greatly across different landscapes of the health care industry, successful medical directors lead by following a set of universal principles predisposing them for success. Plastic surgeons innately exhibit a subset of particular traits deeming them suitable candidates for the medical director position. While transitioning from the role of a surgeon to that of a medical director does require some show of adaptation, plastic surgeons are ultimately highly likely to find intrinsic benefit from serving as a medical director.

공공병원 의료 질 관리 전담자의 의료 질 향상 활동 경험연구 (Quality Improvement Nurses' Experiences of Working for Healthcare Quality in Public Hospitals)

  • 황정해;박성희;최윤경
    • 한국콘텐츠학회논문지
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    • 제17권10호
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    • pp.19-29
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    • 2017
  • 본 연구는 공공병원 질 관리 전담자들의 병원 진료부문과 전반적 질 향상 활동의 경험 탐색을 통해 공공병원 질 향상 활동 방안을 수립하고자 수행되었다. 공공병원의 질 관리 전담자 10명을 대상으로 질 향상 활동 경험에 대해 포커스 그룹 면담을 수행하였다. 질 향상 경험 면담을 통해 '진료 부문과 전반적 의료질 향상 활동에 대한 성공과 실패', '현재 질 향상 활동의 활성화 정도', '공공병원 질 향상 활동의 특성' 그리고 '향후 질 향상 활동의 활성화를 위해 필요한 것들'의 범주화를 통해, '공공병원 고유의 특성에 따른 질 향상 활동의 성공', '리더십과 역량강화를 통한 공공병원 질 향상 활동의 활성화', '공공병원의 지역 중점 병원의 역할 재정립'의 주제를 도출하였다. 공공병원 진료 부문의 질 향상 활동은 의사의 참여가 중요하며 이러한 의사참여를 이끌어내기 위해서는 의사의 질 향상 활동의 성공적 경험을 공유하고 질 향상 활동에 필요한 지식을 제공하여 질 향상 전문성과 자율성을 보장하는 지원들이 필요하다. 또한 공공병원의 질 관리 전담자는 국가 의료 질 향상을 위한 핵심위치에서 질 향상 활동의 견인역할을 하고 지역 의료기관간 협력적 소통을 통해 의료 질 향상 활동을 이끌어가야 한다.

한국 병원 최고 경영자의 책무성 인식 : 심층 면접 결과를 중심으로 (Perception of Korean Hospital CEOs on Organizational Accountability : Findings from In-Depth Interviews)

  • 유명순;이근찬;권순만;윤혜정
    • 보건행정학회지
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    • 제22권4호
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    • pp.597-627
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    • 2012
  • As misalignments among images, identity, and legitimacy of health professionals and institutions have been on the rise, CEOs of health care organizations have been required to enhance organizational accountability. Despite the accumulation of literature on the conceptual discussions of accountability, only a few studies empirically investigated key barriers to accountability and its facilitators. To identify perception on accountability with key barriers and facilitators of organizational accountability, a semi-structured interview with 11 CEOs of Korean hospitals was conducted. A short survey was taken to get quantitative data on CEO's perception on organizational accountability. To CEOs, accountability was very complex and unfamiliar concept, but understood as physician's code of ethics by nature and basic principle of hospital management. CEOs thought accountability could be improved through ethical leadership, financial stability and learning climate of hospitals. Distrust of the government, which failed to provide economic incentives for hospitals to increase accountability activities, was emphasized as a serious barrier to hospital accountability. There was consensus among hospital CEOs as to the importance of accountability in management. However, there were concerns that, without policy instruments to motivate hospitals toward increasing community benefits as well as collective efforts among health professionals to rebuild moral climate for being accountable, greater accountability would not be achieved in hospitals.

한국농촌보건(韓國農村保健)의 문제점(問題點)과 개선방안(改善方案) (Innovative approaches to the health problems of rural Korea)

  • 노인규
    • 농촌의학ㆍ지역보건
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    • 제1권1호
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    • pp.5-9
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    • 1976
  • The categories of national health problems may be mainly divided into health promotion, problems of diseases, and population-economic problems which are indirectly related to health. Of them, the problems of diseases will be exclusively dealt with this speech. Rurality and Disease Problems There are many differences between rural and urban areas. In general, indicators of rurality are small size of towns, dispersion of the population, remoteness from urban centers, inadequacy of public transportation, poor communication, inadequate sanitation, poor housing, poverty, little education lack of health personnels and facilities, and in-accessibility to health services. The influence of such conditions creates, directly or indirectly, many problems of diseases in the rural areas. Those art the occurrence of preventable diseases, deterioration and prolongation of illness due to loss of chance to get early treatment, decreased or prolonged labour force loss, unnecessary death, doubling of medical cost, and economic loss. Some Considerations of Innovative Approach The followings art some considerations of innovative approaches to the problems of diseases in the rural Korea. 1. It would be essential goal of the innovative approaches that the damage and economic loss due to diseases will be maintained to minimum level by minimizing the absolute amount of the diseases, and by moderating the fee for medical cares. The goal of the minimization of the disease amount may be achieved by preventive services and early treatment, and the goal of moderating the medical fee may be achieved by lowering the prime cost and by adjusting the medical fees to reasonable level. 2. Community health service or community medicine will be adopted as a innovative means to disease problems. In this case, a community is defined as an unit area where supply and utilization of primary service activities can be accomplished within a day. The essential nature o the community health service should be such activities as health promotion, preventive measures, medical care, and rehabilitation performing efficiently through the organized efforts of the residents in a community. Each service activity should cover all members of the residents in a community in its plan and performance. The cooperation of the community peoples in one of the essential elements for success of the service program, The motivations of their cooperative mood may be activated through several ways: when the participation of the residents in service program of especially the direct participation of organized cooperation of the area leaders art achieved through a means of health education: when the residents get actual experience of having received the benefit of good quality services; and when the health personnels being armed with an idealism that they art working in the areas to help health problems of the residents, maintain good human relationships with them. For the success of a community health service program, a personnel who is in charge of leadership and has an able, a sincere and a steady characters seems to be required in a community. The government should lead and support the community health service programs of the nation under the basis of results appeared in the demonstrative programs so as to be carried out the programs efficiently. Moss of the health problems may be treated properly in the community levels through suitable community health service programs but there might be some problems which art beyond their abilities to be dealt with. To solve such problems each community health service program should be under the referral systems which are connected with health centers, hospitals, and so forth. 3. An approach should be intensively groped to have a physician in each community. The shortage of physicians in rural areas is world-wide problem and so is the Korean situation. In the past the government has initiated a system of area-limited physician, coercion, and a small scale of scholarship program with unsatisfactory results. But there might be ways of achieving the goal by intervice, broadened, and continuous approaches. There will be several ways of approach to motivate the physicians to be settled in a rural community. They are, for examples, to expos the students to the community health service programs during training, to be run community health service programs by every health or medical schools and other main medical facilities, communication activities and advertisement, desire of community peoples to invite a physician, scholarship program, payment of satisfactory level, fulfilment of military obligation in case of a future draft, economic growth and development of rural communities, sufficiency of health and medical facilities, provision of proper medical care system, coercion, and so forth. And, hopefully, more useful reference data on the motivations may be available when a survey be conducted to the physicians who are presently engaging in the rural community levels. 4. In communities where the availability of a physician is difficult, a trial to use physician extenders, under certain conditions, may be considered. The reason is that it would be beneficial for the health of the residents to give them the remedies of primary medical care through the extenders rather than to leave their medical problems out of management. The followings are the conditions to be considered when the physician extenders are used: their positions will be prescribed as a temporary one instead of permanent one so as to allow easy replacement of the position with a physician applicant; the extender will be under periodic direction and supervision of a physician, and also referral channel will be provided: legal constraints will be placed upon the extenders primary care practice, and the physician extenders will used only under the public medical care system. 5. For the balanced health care delivery, a greater investment to the rural areas is needed to compensate weak points of a rurality. The characteristics of a rurality has been already mentioned. The objective of balanced service for rural communities to level up that of urban areas will be hard to achieve without greater efforts and supports. For example, rural communities need mobile powers more than urban areas, communication network is extremely necessary at health delivery facilities in rural areas as well as the need of urban areas, health and medical facilities in rural areas should be provided more substantially than those of urban areas to minimize, in a sense, the amount of patient consultation and request of laboratory specimens through referral system of which procedures are more troublesome in rural areas, and more intensive control measures against communicable diseases are needed in rural areas where greater numbers of cases are occurred under the poor sanitary conditions.

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한국 정신간호영역에서의 간호업무환경 측정도구의 타당화 연구 (Validation Study of the Practice Environment Scale of Nursing Work Index for Psychiatric Hospital Nurses in Korea)

  • 김희정
    • 근관절건강학회지
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    • 제21권3호
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    • pp.224-235
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    • 2014
  • Purpose: The purpose of this study was to test the reliability and the validity of the Practice Environment Scale of Nursing Work Index (PES-NWI) scale when applied to Korean psychiatric nurses working in the psychiatric hospital in Korea. Methods: Data from 224 psychiatric nurses working in the 6 psychiatric hospitals in Korea were analyzed using Cronbach's ${\alpha}$, item total correlation, and exploratory factor analysis. Results: The Cronbach's ${\alpha}$ for the 27 items from the PES-NWI were .93, and the item total correlation coefficients ranged from .38 to .64. Six factors which explained 61.2 of variance in the perception of practice environment, emerged; nurse professional role and development, nurse manager ability, leadership, and support of nurses, staffing and resource adequacy, nursing foundation for quality of care, collegial nurse-physician relations, co-worker's ability and qualification. Five derived factors reconstructed, and two factors were renamed. Conclusion: Findings demonstrate that not all but 27 items from PES-NWI is a reliable and valid scale when applied to Korean psychiatric nurses working in Korea. Also findings indicate that Korean psychiatric nurses perceive practice environment differently than American nurses but have some point of similarities with Asian nurses working in the United States.

의료급여 외래 과다이용자의 의료이용량에 대한 자기인식 (Self-perception of the Amount of Medical Aid Use of Outpatient Overusers in Korea)

  • 신선미;김의숙;이희우
    • 보건행정학회지
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    • 제19권2호
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    • pp.21-35
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    • 2009
  • Limited studies examined Medical Aid recipients' perception for amount of medical use. This study aimed to identify self-perception(optimal, under and overutilization) for amount, and real amount of medical use, and to determine factors associated with the perception. Subjects were 2,489 Medical Aid recipients among top 2% overusers in 2005. 200 case managers(CM) managing them conducted survey. CM interviewed them using 2005 medical claiming data from the Health Insurance Review & Assessment Service and structured questionnaire. Despite of overusers, perception of overutilization was only 26.9% and 23.6% in Class I and Class II, and that of underutilization was 21.4% and 18.7% respectively. In Class I, monthly total outpatient cost per capita of overutilization perception in 2006 was 206 thousand won higher than 150 thousand won of optimal utilization. Amounts of outpatient visit-days and prescribed cases of overutilization perception were higher than those of optimal and underutilization(p <0.0001). In Class II, overutilization perception had more prescribed cases(p 0.004). After adjustment of confounding factors including age and sex, the associated factors(odds ratio) with overutilization perception were hypertension(1.25), arthritis(1.32), depression(1.66), visit of multi medical institutions(3.09), and those of the underutilization were female(1.34), disabled(1.27), no family support(1.49), living in medium and small city(1.48), experience of unabled-visit to medical institution(2.54), frequent visit-recommendation from physician (1.36). In conclusion, education and consult are needed for subjects to improve the reasonable decision of medical use, and the self-care ability to manage diseases and symptoms. We suggest reinforcing the alternative service in community instead of costly medical institution.

국내 의료기관의 질 향상 활동 현황 (A Study on Quality Improvement Activities in Korean Hospitals)

  • 이선희;채유미;지영건;최귀선
    • 한국의료질향상학회지
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    • 제8권2호
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    • pp.172-185
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    • 2001
  • Background : This study was carried out to assess the quality improvement(QI)activities in Korean hospitals. Methods : A mailed questionnaire survey was conducted between September 15 and October 30, 2000. The staffs being charge of QI each of the hospitals with 400 beds or more responded to the questionnaire. Of the 108 hospitals eligible for inclusion in our study, 69 participated, yielding a response rate of 63.9%. Results : Based on these survey, 87.3 percent of the responding hospitals were performing QI projects and 54 percent of the hospitals had a separate department for QI activity. About 62 percent of hospitals performing QI activity (QI hospitals) had a QI manager and 58 percent had a separate budget for QI activities. Among the QI hospitals, 85 percent had cross-functional or cross-departmental teams as the major mechanisms for doing QI projects, 94 percent had one or more educational programs on QI. The level of physician's participation level for QI projects was lower than other staff(CEO, nurses and other administrators). Conclusion : The majority of the hospitals have undertaken activities in QI. For the successful implemented QI, the involvement of and education for employees(including physicians and other health professionals)are needed as well as management strategy and leadership. Understanding of other hospitals experience would be helpful for health care managers to plan and initiate QI activities.

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