• 한국직업건강간호학회지
• /
• 제21권3호
• /
• pp.308-316
• /
• 2012

Purpose: The purpose of this study was to describe the perception and practice of hospital infection control of nursing staff in long-term care hospitals by the level of supplementation of nurses. Methods: The participants were 212 nurses and nurse assistants in 13 long-term care hospitals in a metropolitan city and the data were gathered by self-reported questionnaires during August 2011 and analyzed by SPSS/WIN program. Results: The beds per a nurse were 15, and the proportion of nurses among nursing staff in long-term care hospitals was about 33%. In general, the level of infection control in practice was lower than that of perception. The highest perception and practice domain was 'Management of disinfection/contamination', and the lower level domains were 'Personal hygiene' and 'Hand washing' There were statistically significant differences in the hospital infection control of perception and practice depending on age, education, career in long-term care hospital, job position, the quantity of beds, nurse, and nurse assistant, beds per a nurse and proportion of nurses in hospitals. Conclusion: According to these results, the systematic and continual education on hospital infection control of the nursing staff in long-term hospitals should be carried out. In addition, the policy to add more nurses into long-term care hospitals must be implemented.

• 대한간호학회지
• /
• 제34권8호
• /
• pp.1451-1459
• /
• 2004

Purpose. With a sample of cognitively impaired nursing home residents and nursing staff, the following were examined 1) the proportion and nature of aggressive behavior, 2) the frequency and types of aggressive behavior, 3) the difference between the residents who demonstrate aggressive behavior and those who do not demonstrate aggressive behavior (age, mental status, functional status, and pain, length of nursing home stay), and 4) nursing staff responses to aggressive behavior by residents. Methods. A cross-sectional descriptive study design was used. Data were collected from cognitively impaired nursing home residents (N=205) and nursing staff (N=60) at two nursing homes using Ryden Aggression Scale I and II, Mini-Mental State Exam, Modified Barthel Index, Verbal Descriptor Scale, and aggressive behavior management questionnaire. Data were analyzed using descriptive statistics including t-test. Results. About $62.9\%$ residents were found to be aggressive and $38.5\%$ were both physically and verbally aggressive. Pushing, making threatening gestures, hitting, slapping, cursing/obscene/vulgar languages, making verbal threats were occurred frequently. Aggressive residents were significantly older, had more cognitive impairment, had more pain, and stayed longer in the nursing home when compared with non-aggressive residents. Considerable proportion of nursing staff responded to aggressive behaviors inadequately. Conclusion. Aggressive behavior among cognitively impaired nursing home residents is prevalent thus needs to be prevented and reduced. Along with environmental modification, educational programs for nursing staff and family caregivers need to be developed and implemented so that they can have extensive knowledge and skills to manage aggressive behaviors.

• Archives of Plastic Surgery
• /
• 제42권6호
• /
• pp.776-782
• /
• 2015

It is believed that surgery on human immunodeficiency virus (HIV)-positive patients is dangerous and should be avoided due to the possibility of postoperative infection of the patients or HIV occupational transmission to the medical staff. We discuss here the preparations and measures needed to conduct surgery safely on HIV-positive patients, based on our experience. We performed sex reassignment surgery on two HIV-positive patients from January 2013 to January 2015. Both of them were receiving highly active antiretroviral therapy and were asymptomatic, with a normal CD4 count ($>500cells/{\mu}L$). The HIV-RNA was undetectable within the bloodstream. All the staff wore protective clothing, glasses, and three pairs of protective gloves in the operating room because of the possibility of transmission. Prophylactic antibiotics were administered to the patients, and antiviral therapy was performed during their perioperative course. Neither of the patients had postoperative complications, and none of the medical staff experienced accidental exposure. Both patients had satisfactory surgery outcomes without complications. HIV-positive patients can undergo surgery safely without increased risk of postoperative complications or HIV transmission to the staff through the proper use of antibiotics, active antiretroviral therapy, and supplemental protective measures with post-exposure prophylaxis for the staff in case of HIV exposure.

• Journal of Radiation Protection and Research
• /
• 제39권4호
• /
• pp.213-217
• /
• 2014

중재방사선을 이용한 의료적 시술이나 진단은 꾸준히 증가하고 있다. 특히 환자에 근접하여 이루어지는 중재방사선시술의 특성상 시술자에 대한 직무피폭의 관리 및 감시가 중요하다. 개인선량계를 통해 측정되는 방사선 방호 실용량인 심부선량은 중재방사선시술의 경우 균질한 방사선장에 의해 전신에 고르게 노출되는 경우가 아니므로 유효선량을 항상 대표할 수는 없다. 따라서 본 연구에서는 C-arm을 이용한 대표적인 중재방사선시술에 대해 수학적 모의피폭체와 몬테카를로 방법을 이용한 계산과 개인선량계를 이용한 실측을 통해 개인선량당량과 장기별 선량을 평가하고자 하였다. 주요 장기별 선량평가 결과는 개인선량계로 측정된 선량 값보다 낮았으나, 갑상선과 같은 장기는 전신 연조직 선량보다 상당히 높은 것으로 평가되었다. 중재방사선시술자에 대한 적절한 방사선방호를 위해 납치마의 착용과 같은 전신 방호와 더불어 갑상선 방호와 같은 추가적인 방호조치가 고려되어야 할 것이다.

• 한국정보통신학회:학술대회논문집
• /
• 한국정보통신학회 2013년도 추계학술대회
• /
• pp.581-584
• /
• 2013

e-Learning은 기술기반학습으로 정보통신 기술을 활용하여 지식을 획득하는 과정이다. 이 과정에서 기업교육 담당자의 역할 또한 새로운 변화를 요구받고 있으며, 기업교육 현장에서 e-Learning 팀장이나 교육담당자 등을 포함한 e-Learning을 담당하고 있는 기업의 HR 담당자들 또한 e-Learning에 의한 변화를 심하게 겪고 있다. 그 이유는 기업 특성과 관련하여 내부적으로 HR 담당자의 교육 훈련에 대한 경험축적은 e-Learning 도입 및 활용에 도움을 주기 때문이며, 수많은 커리큘럼이 mass customization화 되어 있기 때문에 이를 명확하게 선정하여 정의하는 것이 HR 담당자들의 몫이기 때문이다. 본 연구는 이러한 인식을 토대로 하여 호텔업에서의 e-Learning 도입과 활용이 호텔의 HR 담당자에게 어떠한 영향을 미치며, 그들 자신의 역할에 어떠한 변화를 가져오는가에 대해 해석학적 현상학(hermeneutic phenomenology)을 채택하여 살펴보고자 하였다.

• 경영과정보연구
• /
• 제8권
• /
• pp.103-127
• /
• 2002

In this study, satisfaction with salary of the clerical saff in health care organization was analyzed with a view to provide data contributive to efficient wage management for the clerical staff of hospitals. For the analysis, it was investigated if there is any difference in satisfaction with wage depending on the individual and environmental characters as well as comparative factors perceived by self or by others in-and outside the working place. The findings of the analysis may be summed up as follows: First, in support of the hypothesis that the satisfaction with wage of the clerical staff in hospitals will individual factors, statistically significant difference were found in the satisfaction with wage depending on age and career, but there was little significant difference depending on gender and education. Thus, the hypothesis I in this study can be partly adopted. Second, with regard to the hypothesis that the satisfaction with wage of the clerical staff in hospitals will vary with environmental variables, significant differences were found in terms of comparative factors perceived by self or by others inside the working place and those perceived by others outside the working place, and significant difference was also shown in the comparative factors perceived by others outside the working place. Whereas, however, there was no significant difference in the satisfaction with wage depending on the position, which led to the partial adoption of the hypothesis II. This study has following limits in search of difference in satisfaction with wage of clerical staff in hospital depending on individual and environmental variables: the sample is too small to represent the general wage level satisfaction of the whole health care organizations, since the survey hasn't covered the wage level and management of the employees in all hospitals; the professional attitude and rate of fluctuation that are closely connected with the wage level are not considered.

• 한국병원경영학회지
• /
• 제7권1호
• /
• pp.1-18
• /
• 2002

Empowerment is a multifaceted concept which can be described somewhat differently. In general, it is defined as the motivational concept of autonomy and self-efficacy. Recently, this concept of empowerment is applied to improve organizational staff's job satisfaction and organizational commitment in many organizations. Empowerment in service organizations has certainly generated more publicity than any other organizations. The objective of this study is to measure the degree of hospital administrative staff's empowerment using Spreitzer(1995)'s empowerment theory, and also to analyze the relationship of empowerment and job satisfaction and organizational commitment. Spreitzer argues that the work empowerment is composed of 4 dimensions (meaning, competence, self-determination, and impact) and each dimension influences employee's job satisfaction, organizational commitment, and organizational performance in the end. In order to carry out this study, data were collected by self-administered Questionnaires from 181 hospital administrative staff at 3 university hospitals in Inchon and Kyunggi-Do. The response rate is 86%. The Collected data were analyzed with SPSS statistical package V10.0. The major findings of this study are as follows: First, the degree of hospital administrative staff's empowerment is a high level point at the 7 Likert Scale. Second, the reliability of 3 variables, empowerment, job satisfaction and organizational commitment, was statistically satisfied(Cronbach's alpha>0.80). Third, as a result of correlation analysis, four components of empowerment, job satisfaction and organizational commitment showed a positive relationship. Finally, multiple regression analysis was conducted to find the impact of empowerment on job satisfaction and organizational commitment. In the case of job satisfaction, the meaning and competence factors have a positive effect(P<0.05). And the case of organizational commitment, the meaning and impact components have a positive relation(p<0.05). These results showed that the workplace empowerment is significantly related to employee's job satisfaction and organizational commitment.

• 융합정보논문지
• /
• 제11권12호
• /
• pp.201-210
• /
• 2021

본 연구목적은 대학 행정직원들의 지각된 스트레스와 우울간의 관계에서 심리적 유연성의 조절효과를 검증하는 것이다. 대상자 186명에게 설문지를 시행했다. 자료는 SPSS 25.0 프로그램을 활용하여 통계 분석했다. 분석결과, 지각된 스트레스, 긍정적 지각, 심리적 유연성이 우울에 영향을 미치는 반면, 부정적 지각은 우울에 영향을 미치지 않았다. 지각된 스트레스와 우울 간의 관계에서 심리적 유연성의 조절효과가 검증되었다. 이러한 결과를 바탕으로 대학 행정직원의 스트레스가 통제 상실과 같은 부정적 지각보다는 긍정적 기능 감소와 같은 긍정적 지각과 더 밀접한 관계를 가진 것으로 논의했다. 또한, 심리적 유연성이 스트레스가 우울에 미치는 영향력을 감소시키고 우울을 예방할 수 있음을 논의했다. 대학 행정직원들의 스트레스와 우울 문제에 대한 개입 방안으로서 심리적 유연성을 향상시키는 수용전념치료를 제안했다.

• 한국콘텐츠학회논문지
• /
• 제19권7호
• /
• pp.67-81
• /
• 2019

본 연구는 대학 행정 직원의 다양한 직무스트레스와 그 영향 요인에 대해 실증적으로 분석하여 대학 행정직원의 근로환경에 대한 이해를 높이고 사회복지적 개입을 모색하는데 목적이 있다. 연구를 위해 2017년 3월부터 약 5주간 서울 소재 4년제 대학교에 근무하는 행정 직원 250명을 대상으로 편의 표집하여 설문조사를 실시하였으며, 이 중 227부를 최종 분석에 활용하였다. 연구 결과, 조직적 특성(조직몰입, 조직문화, 조직 지원)과 직무 특성(직무만족, 직무 통제, 감정노동)은 직무 스트레스에 유의미한 영향을 미치는 것으로 나타났다. 이에 따른 제언으로 첫째, 통합적이고 다양한 문제에 적합한 서비스를 제공하기 위해 근로자지원프로그램(EAP) 도입이 필요하다. 둘째, 대학이 갖고 있는 자원 및 인프라를 활용한 다양한 형태의 복지 서비스(상담, 여가활동 기회 제공, 역량 강화 교육 등) 제공이 요구된다. 마지막으로 대학 행정 직원의 업무환경 개선을 위한 지자체 및 교육청의 정책적 지원이 필요하다.

• 한국병원경영학회지
• /
• 제23권4호
• /
• pp.65-80
• /
• 2018

Purposes: The purpose of this study was to analyze the relationship between empowerment, job satisfaction and organizational commitment of the general hospital administrative staff working for customer interaction department. Methodology: For this purpose, this study sampled 260 administrative staff working for the general hospitals in Seoul and Gyeonggi-do. A total of 260 questionnaires were distributed to them, and 229 ones responded to the survey, which had been conducted from Mar. 9, through Mar. 30, 2018. 211 responses were used for the final analysis. The data collected were processed using the SPSS 18.0K for descriptive statistics, T-test, ANOVA and regression analysis. Findings: The results of this study can be summed up as follows. The empowerment of the subjects scored 3.73 on average on the 5-point scale. To be specific, the sub-factor 'meaning' scored the highest or 4.01, while the sub-factor 'impact' was lowest. Subjects' job satisfaction scored 3.37 and their organizational commitment scored 3.54 both on the 5-point scales. Practical Implications: Meaning and self determination of empowerment positively related to subjects' job satisfaction and organizational commitment, and particularly, meaning of empowerment was more strongly related. Hence, it is required of the general hospitals to operate a customized competence build-up program and educational courses on a continual basis. Besides, it would also be important to create a working environment wherein the administrative staff can demonstrate their deliberation, autonomy and independent services.