• Journal of Korean Academy of Nursing
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• v.26 no.3
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• pp.576-590
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• 1996

Advanced countries such as the USA and Japan are eagerly seeking ways to improve health and welfare of the elderly. One of the services is home health care service using the telephone. Various types of services using the telephone have been developed, improved and are being utilized ranging from the basic consulting to emergency response systems in the area of health care for the elderly. A demonstration project was launched to study the feasibility of a consulting system and telemedicine for the elderly using the public phone system in Korea. For this project, a gathering site for the elderly was selected and those who visited this place were interviewed to find out what kinds of services they wanted and what kind of system they needed to provide the required services. Based on the users' requests and the surrounding environment, a telephone consulting facility was established at the Research Institute of Nursing Science at Seoul National University and consulting personnel was recruited, trained and posted at the center. An Application program for home health care nurses to use when they visited the patients at their homes was developed. This system operates on a notebook Computer and allows nurses to communicate with a doctor at a local hospital through a modem and telecommunication line. These systems were implemented for three months and problems which developed during operation of the systems were identified and progressively modified. Through system evaluation, it was found that a consulting system using phone service will be an invaluable system for the welfare of the elderly in the future. But in order to meet the elderly's need, more services than mere consultation are needed. That is, communication with physicians and hospitals are needed. Thus, when there is any need for physicians' attention, physicians or hospitals should be contacted directly. Similarly for telemedicine, when the home health care nurse visits elderly patients she can assess the patient's problem and provide nursing care, access a physician or hospital to refer her patient to or consult directly using the telecommunication the system. The above mentioned system is a basic form of futuristic telemedicine for the elderly and those who have chronic disease problems. This kind of system will be of great value when it is used on the national information super-highways in the future. In order to get to that stage, of course, this project needs great improvement in the technical, academic, and legal aspects.

• Journal of Preventive Medicine and Public Health
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• v.24 no.4 s.36
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• pp.531-548
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• 1991

To assess the adequacy of medical manpower and medical fee for the newborn nursery care, the author visited 20 out of 24 hospitals with the pediatric training program in Youngnam area between July 29 and August 14, 1991. Total number of newborn, both normal and sick, admission and discharge in 1-30 June 1991 was obtained from the logbook of nursery. Head nurse and staff pediatrician of the nursery were interviewed to get the current staffing for the nursery and their subjective opinion on the adequacy of nursery manpower and the difficulties in recruiting manpower. Average medical fee charged for the maternity and normal newborn nursery care was obtained from the division of self-audit of medical insurance claim of each hospital. Average minimum requirement of nursing care time for one normal newborn per day was 179.5 (${\pm}58.6$) minutes; 202.3(${\pm}50.7$) minutes for the university hospitals and 164.2(${\pm}60.5$) minutes for the general hospitals. The ratio of minimum requirement of nursing care time and available nursing time was 1.42 on the average. Taking the additional requirement of nursing care for the sick newborns into consideration, the ratio was 2.06. The numbers of R. N. and A. N. in the nurserys of study hospitals were 31%, and 17%, respectively, of the nursing manpower for the nursery recommended by the American Academy of Pediatrics. These findings indicate that the nursing manpower in newborn nursery is in severe shortage. Ninety percent of the head nurses and 85% of the staff pediatrician stated that the newborn nursery is short of R.N. and 75% of them said that the nurse's aide is also short. Major reason for not recruiting R.N. was the financial constraint of hospital. For the recruitment of nurse's aide, short supply was the second most important reason next to the financial constraint. However, limit of quarter in T.O. was the mar reason for the national university hospitals. Average total medical fee for the maternity and newborn nursery cares of a normal vaginal delivery who stayed two nights and three days at hospital was 219,430won. Out of the total medical fee, 20,323won(9.3%) was for the newborn nursery care. In case of C-section delivery who stayed six nights and seven days, total medical fee was 732,578won and out of the total fee 76,937won (12.0%) was for the newborn care. Cost for a newborn care per day by cost accounting was 16,141won for the tertiary care hospitals and 14,576won for the all other hopitals. The ratio of cost and the fee schedule of the medical insurance for a newborn care per day was 5.0 for the tertiary care hospitals and 4.9 for the all other hospitals. Considering the current wage level of the medical personnel, capital investment for the hospital facilities and equipments, and the cost for hospital maintenance, it is hard to expect adequate quality care in the newborn nursery under the current medical insurance fee schedule.

• Journal of the Korea Convergence Society
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• v.7 no.4
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• pp.107-121
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• 2016

This study aimed to seek the way of effectively managing job stress of shift work nurses, to improve nursing performance, the influence of job stress of shift work nurses on nursing performance through convergence research. A total of 244 questionnaires obtained by a survey targeting nurses, who were doing shift work in a university hospital located in B city, in the period from March 2 to 15, 2015 were analyzed using the SPSS 21.0 program. As a result, the mean score of job stress was 3.57 points, and the mean score of nursing performance was 3.69 points. Job stress made a significant positive(+) influence on the sub-dimensions of interpersonal duty. Therefore, efforts should be made to more accurately identify shift work nurses' job stress and efficiently manage the nursing personnel. Moreover, if shift work nurses' job stress is effectively managed by preparing practical job stress management intervention programs for continuous improvement of nursing performance, high quality medical services will be provided through high quality nursing practice.

• Journal of Korean Academy of Nursing
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• v.28 no.1
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• pp.26-36
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• 1998

This primary study was done to develop an ethical guideline for organ transplantation, a life-saving treatment which helps improve the quality of life. This study tried to identify the current situation in Korea, in terms of ethical considerations in organ transplantations. This study collected basic data in organ transplantations, in the hope that procedure of organ transplantations could be developed that would be fair to both organ donors and recipients. The immediate goals of this study were : 1)to identify staff in charge of organ transplantations and their jobs in the hospital, 2)to survey whether there exists a Hospital Ethics Committee(HEC), 3)to research what consideration are formally taken in selecting recipients, and 4)to accumulate data on how consent from donors are currently obtained. The study used a survey questionnaire and received responses from 31 hospitals out of 45 hospitals where organ transplantation are being done. Organ transplantation coordinators were found in 16 hospitals, but the job description varied among hospitals. The survey showed that all 16 hospitals with an HEC that health care personnel unnecessarily dominate the committee. The study notes that HECs should be vitalized by recruiting, as members, ethicists, theologians, patients, guardians, as well as the general public outside of the hospital. The study revealed that in selecting recipients the hospital take into account ABO blood type, histocompatibility, age, waiting time. and level of patient compliance. Finally, it was shown that in the cases of living donors the transplanting hospitals seek a formal consent, whereas there are no common consenting practice established for cadaveric donors. The study concludes with three proposals. First, a nationwide institution responsible exclusively for procurement and distribution of cadaveric organs for transplantation should be established. Second. we should rebuild the national health insurance system so that have costly organ transplantation expenses are substantially covered. Last, but certainly not least. there is a need to emphasize the HEC's committment to prepare a proper ethical guideline for organ transplantation in general.

• Journal of muscle and joint health
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• v.6 no.2
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• pp.253-277
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• 1999

Patients with chronic disease have various treatment patterns because it shows a progressive degenerative feature. Especially various physical and emotional problems of the rheumatoid arthritis patients leave them shopping around various types of treatment. According to previous studies, over 70% of patients with arthritis experienced the traditional oriental medicine or folk remedies simultaneously with medical treatment within one year after the onset of disease. The purposes of this study are 1) to compare the patterns of treatment-seeking behaviors between Korean arthritis patients and Americans ; and 2) test two models of treatment-seeking behaviors by path analysis, one for early treatment-seeking behavior model(ETBM) and the other is chronic treatment-seeking behavior model (CTBM) in Korean sample. The interview survey was performed to 133 RA patients with structured questionnaire at out-patient clinic or public health center. Patients characteristics such as age, duration of disease were similar in two countries except higher educational background in Americans. There were no patients using only alternative therapies or no medical treatment in the US. Most of the American patients have chosen both medical treatment and alternative therapy, while the Koreans less than American. In Korea, combined treatment group usually consists of the people who are younger, more educated and higher economic status than the characters of other groups in early or chronic stages. In early stage, they tend to have strong belief of curing from the disease, satisfy the relationship with their physicians and comply with direction of the medical professional. The paths of two models were explained by 70% in ETBM and 33% in CTBM. When the models were modified, almost all paths of the CTBM were the same as the previous one, but direct determinant factor was changed from the relationship with physicians to the lay referral system in chronic model. These two models' explanation powers became 94% and 88%, respectively. The attitude or perception of disease, lay referral system and the relationship with medical personnel are the main determinants of treatment-seeking behaviors.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.24 no.4
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• pp.566-577
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• 2014

Objectives: The purpose of this study was to evaluate the predictors of metabolic syndrome among police officers and determine its prevalence. Methods: Data were collected through a questionnaire survey and medical examination among 1,089 male police officers from 2010 to 2013. Information about age, marital status, smoking, drinking and exercise were based on data from the self-administered questionnaire. We collected job type, working position, and work duration from company personnel data and the indices of metabolic syndrome through the medical examination. Metabolic syndrome was assessed according to the NCEP-ATP III definition and the Asia-Pacific obesity guidelines. Results: The prevalence of metabolic syndrome among the 1,089 police officers was 33.4%. The prevalence of metabolic influencing factors were 47.5% for abdominal obesity, 30.1% for hypertension, 37.1% for hypertriglyceridemia, 22.0% for low HDL-cholesteralemia and 13.2% for hyperglycemia. Factors such as age, drinking, and family history were significantly associated with metabolic syndrome. Conclusions: Weight control and a moderate drinking program may decrease the prevalence of metabolic syndrome among male police officers.

• Journal of Korean Public Health Nursing
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• v.15 no.2
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• pp.301-313
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• 2001

This study was to explore the relationship between nurses' personality type and their job satisfaction level. The subjects of the study were the 364 nurses who were serving at the general surgical department, psychiatric department, pediatric department and emergency room. The hospitals for which they were working were four university hospitals in Daegu and Busan, and six other university hospitals in Seoul were selected as sample hospitals. For data collection, questionnaires were self-reported to the subjects, under their agreement, from May to June, 2000. The following two instruments were used in the study: One was MBTI Test whose Korean version designed and verified to reliability and validity by Kim Jung Taek and Shim Hae Sook(1990): the other was the Nursing Job Satisfaction Instrument, 'The Index of Work Satisfaction' developed by Slavitt, et al.., (1978). The data were analyzed by frequency, t-test, one-way variance analysis, scheffe's post hoc contrast, and Pearson correlation coefficient with SPSS Win 10.0 program. The results this study were as follows ; 1. As a result of testing nurse's personality type by function at each career, it's found that the most personality type was expressed by the ST-type$(37.3\%)$ at 1-5 years, the SF-type$(29.4\%)$ at 6-10 years, the ST-type$(43.3\%)$ at more than 11 years. 2. As a result of testing the disparity in job satisfaction according to career, it appeared that the 6-10 years group showed higher job satisfaction, followed by the 6-10 years$(119.6\%),\;1-5 years(118.6\%)\;and\;more\;than\; 11 years(117.7\%)$ groups. 3. As a result of testing job satisfaction level according to nurse's personality type by function at each career, it's found that the most job satisfaction was expressed by the SF-type(F=8.50, p=0.00l) at 1-5 years. the ST-type(F=30.61, p=0.001) at 6-10 years. the SF-type(F=4.98, p=0.003) at more than 11 years groups. 4. As a result of testing a significant correlation between nurse's personality type by function and job satisfaction level. the SF(r=0.279, p=0.001) and ST(r=0.222, p=0.001) types showed significant positive correlation. and the NF(r=-0.201, p=0.001) and NT(r=-0.402, p=0.001) types revealed significant negative correlation. The nursing management is likely to be done more effectively, if managers in charge of nursing administration carefully reflect nurses' personal opinions in posting and personnel management, keeping in mind that there is a specific personality type that serves to raise job satisfaction at a specific career.

• Journal of Korean Academy of Nursing
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• v.30 no.5
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• pp.1156-1169
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• 2000

The study was aimed at developing an independent hospice center model that would be best suited for Korea based on a literature review and the current status of local and international hospices. For the study, five local and six international hospice organizations were surveyed. Components of the hospice center model include philosophy, purpose, resources (workers, facilities, and equipment), allocation of resources, management, financial support and hospice team service. The following is a summary of the developed model: Philosophies for the hospice center were set as follows: based on the dignity of human life and humanism, help patients spend the rest of their days in a meaningful way and accept life positively. On the staff side, to pursue a team-oriented holistic approach to improve comfort and quality of life for terminally ill persons and their families. The hospice center should have 20 beds with single, two, and four bed rooms. The center should employ, either on a part-time or full-time basis, a center director, nurses, doctors, chaplains, social workers, pharmacists, dieticians, therapists, and volunteers. In addition, it will need an administrative staff, facility managers and nurses aides. The hospice should also be equipped with facilities for patients, their families, and team members, furnished with equipment and goods at the same level of a hospital. represented by a center director who reports to a board and an advisory committee. Also, the center director administers a steering committee and five departments, namely, Administration, Nursing Service, Social Welfare, Religious Services, and Medical Service. Furthermore, the center should be able to utilize a direct and support delivery systems. The direct delivery system allows the hospice center to receive requests from, or transfer patients to, hospitals, clinics, other hospice organizations (by type), public health centers, religious organizations, social welfare organizations, patients, and their guardians. On the other hand, the support delivery system provides a link to outside facilities of various medical suppliers. In terms of management, details were made with regards to personnel management, records, infection control, safety, supplies and quality management. For financial support, some form of medical insurance coverage for hospice services, ways to promote a donation system and fund raising were examined. Hospice team service to be provided by the hospice center was categorized into assessment, physical care, emotional care, spiritual care, bereavement service, medication, education and demonstrations, medical supplies rental, request service, volunteer service, and respite service. Based on the results, the study has drawn up the following suggestions: 1. The proposed model for a hospice center as presented in the study needs to be tested with a pilot project. 2. Studies on criteria for legal approval and license for a hospice center need to be conducted to develop policies. 3. Studies on developing a hospice charge system and hospice standards that meet local conditions in Korea need to be conducted.

• Health Policy and Management
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• v.10 no.3
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• pp.19-49
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• 2000

This study was conducted to help staff members of health centers manage personnel by examining the staff members' recognition level of organization structure of health centers, their motivation, their job satisfaction level and its related factors. Data were collected from 471 staff members of 14 health centers from March 3, 1999 to April 30, 1999. The results of this study are summarized as follows. In recognition levels of organization structure of health centers, the recognition level of necessity of discretion right was highest(3.55 points on the base of 5 points), while the recognition level of the location of decision making right was lowest(2.77 points). The general recognition of organization structure of health centers was 3.06 points, the suitability of division of duties was 3.05 points, and the optimum of manpower and budget was 2.93 points. The staff members' general recognition level of the organization structure appeared significantly higher in case of the groups of small and medium sized cities, above fifties, below high school graduate, above the sixth grade, public service experience of above 20 years, service period of below 2 years at present post, and average monthly salary of one million, eight hundred and ten thousand won. In the recognition level of the location of decision making right, the groups of big cities, male, the married, above the sixth grade, health and administration posts, average monthly salary of one million, three hundred and ten thousand won to one million, and eight hundred thousand won were significantly higher than the other groups. The recognition level of necessity of discretion right was higher in case of the groups of the twenties, the unmarried, above college graduate, nursing post, public service experience of below 5 years, service period of below 2 years at present post, and average monthly salary of below eight hundred thousand won. In the recognition level of suitability of division of duties, the groups of small and medium sized cities, the married, medical technicians, public service experience of above 20 years, and service period of below 4 years at present post were significantly higher than the other groups. In the staff members' recognition levels of organization management, the recognition level of opinion response when making decision was highest(2.92 points). The recognition level of rationality of the target amount establishment method was 2.88 points and the recognition level of personnel management was 2.63 points. The recognition level of personnel management was significantly higher in case of the groups of small and medium sized cities, the forties, above the sixth grade, medical technicians, public service experience of above 20 years, service period of below 2 years at present post, and average monthly salary of above one million, eight hundred and ten thousand won. In the recognition level of opinion response when making decision, the groups of small and medium sized cities, female, the eighth grade, health and administration posts, and service period of below 2 years at present post were higher than the other groups. The recognition level of rationality of the target amount establishment method was significantly higher in case of the groups of above fifties, below high school graduate, above the sixth grade, medical service post, and public service experience of 15 to 20 years. The factors significantly influencing sanitation were sex, education level, the period of public service experience, general recognition of organization structure, recognition of necessity of discretion right, recognition of suitability of division of duties, and recognition of opinion response when making decision. The factors which significantly influenced motivation were marital status, grade, recognition of the location of decision making right, recognition of necessity of discretion right, recognition of division of duties, recognition of opinion response when making decision, and sanitation. Sex, education level, recognition of suitability of division of duties, recognition of the target amount establishment method, and motivation influenced job satisfaction significantly. The factors significantly influencing organization culture were age, the period of public service experience, service period at present post, recognition of optimum of manpower and budget, recognition of suitability of division of duties, recognition of opinion response when making decision, and recognition of rationality of the target amount establishment method. In the coming days, the staff members' job satisfaction level must be increased through motivation and efficient conduct of duty must be accomplished through rational organization structure and management. Moreover, change of the staff members' consciousness and administrative system which are suitable for local autonomy system have to be established with increase of local residents' consciousness level and education level. Forming organization culture by reformative idea which fits the new era, public health service by the Community Health Act and health education service by the Health Promotion Act must be carried out efficiently. In doing so, financial support of central government and active efforts and concerns of local governments have to be devoted in order to get public health service in which peculiarity of the community is considered to be pursued well.

• Journal of Korean society of Dental Hygiene
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• v.12 no.1
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• pp.103-111
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• 2012

Objectives : The purpose of this study was to survey the recognition of college-preparatory students who interested and prevented themselves in oral health diseases for dental hygienist in Yeungnam South Korea. Methods : The subjects in this study were 328 students who was seriously worried for career and entrance into a school. The survey period was from August 16th 2011 to November 26th 2011, and the data was collected from the high school students in Yeungnam and the preparatory students who visited S college in Gyeongju. This study was conducted by using the self-reported questionnaire. Results : The result of this study are as follows. 87.2% of the subjects have recognized about the name of dental hygienist, 51.5% have distinguished dental hygienist in the clinic, and 67.4% have recognized about education of dental hygienist that was more than a college graduate. The received services from dental hygienist was scalling(15.6%), assistant of treatment(14.7%), tooth brushing instrument(11.5%), Reception & receipt(11.0%), and etc. The majority of the subjects have recognized that dental hygienist was the professional(4.82 points), the important role in oral health(4.88 points), and the intermediary between patients and dentists(4.60 points). And they were friendly(4.64 points), responsible(4.81 points), and worthwhile job(5.01 points). However their appellation has not been established yet(4.00 points), they was difficult to distinguish from nursing assistants(4.37 points), and their task did not differs from AN(4.53 points). Also they compared to other job was not stressful job(3.58 points). Conclusions : Refer to these results, those will be the basis for professional development and status establish of clinical dental hygienists and for the upright role as a professional medical personnel of dental hygiene students. In addition, those will help to patients in the future, and become an effective instrument to learn knowledge, skill, and service that needed to conduct business.