• The Journal of the Korean life insurance medical association
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• v.26
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• pp.41-53
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• 2007

In the course of insurance claim administration, medical experts' opinions are called medical claim reviews. They are classified into two main categories: medical verification and counsel for claim staff. Medical verification compare between product coverage and the insured's physical condition. Medical counsel for claim staff is advice for claim staff when they have a question about medical knowledge to make a claim decision. A common example of medical verification is insurance coding of pituitary apoplexy. Some clinicians have insisted that the ICD coding of pituitary apoplexy is l63 of cerebral infarction, but the exclusion criteria of I code show that neoplasm is coded as C00 to D48. Thus, pituitary apoplexy must be coded as D33. An example of medical counsel for claim staff is interpretation of some medical conditions. It is divided into UCR(usual, customary, and reasonable) assessment, assessment of causality, and so on. Disability evaluation is another subject of medical counsel for claim staff. The final claim decision must be made by claim staff because only the claim staff have the authority of claim decision. Medical claims review is only an expert's opinion.

• Child Health Nursing Research
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• v.13 no.4
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• pp.467-477
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• 2007

Purpose: To identify the effects of a training program on the knowledge of, attitudes towards child infection, and infection prevention behaviors in staff of daycare centers. Methods: A nonequivalent control group pretest-posttest design study was conducted with 34 staff of 6 daycare centers over 3 months. The staff in the 3 centers designated as the experimental centers received the training program weekly for 8 weeks. The program included on-site education for one and half hours and monitoring of infection prevention behaviors. Knowledge and attitudes of the staff were measured, and their infection prevention behaviors were observed and recorded by research assistants before and after the program. $X^2$-test, t-test, Fisher's exact test, and Mann-Whitney U-test with SPSS Win program were used to analyze the data. Results: The group of staff who received the training program recorded higher scores in knowledge, attitudes, and their infection prevention behaviors compared with staff in the control group. Conclusion: This finding suggests that the training program had a significant impact on knowledge, attitude, and infection prevention behaviors of staff which could prevent child infection in daycare centers. Nurses need to be involved in daycare centers for the health of the children, and they could intervene effectively in child infections by using this program.

• The Korean Journal of Health Service Management
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• v.1 no.1
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• pp.16-30
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• 2007

The point of this study is to analyze the difference between the outsourcing staff and the permanent staff. Also, to do a comparative analysis of the degree of understanding of the two groups with regards to elements of the major organization culture. The subjects of the study carne from 9 Catholic hospitals, the outsourcing staff being 198 and the permanent staff being 206. A survey was conducted with them, using SPSS 12.0 and carrying out t-test and ANOVA. A summary of the actual results of this analysis are as follows: Among the elements of organization culture (principles of understanding, practice, education, values, work environ) there appeared a high level of understanding among the permanent staff. As for satisfaction about the facilities, the outsourcing staffs' satisfaction level was higher. Second, the results of analyzing the effectiveness of the factors in job satisfaction and involvement - show that as the elements of education, values, work environ etc. were rated higher, job satisfaction came out higher. Contrary to that, job satisfaction was lower as the work hours lengthened. Through the results of the above study, education program for the outsourcing staff are helped to understand the hospital's special characteristics, unique philosophy and values. Therefore, it is needed the development of new techniques of management for the outsourcing staff; through setting up a department whose whole responsibility is the education and administration of the outsourcing staff, their job satisfaction and involvement will improve.

• Nuclear Engineering and Technology
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• v.49 no.7
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• pp.1505-1512
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• 2017

Because accelerator-based boron neutron capture therapy (BNCT) systems are planned for use in hospitals, entry into the medical room should be controlled as hospitals are generally assumed to be public and safe places. In this paper, computational investigation of the medical staff effective dose during BNCT has been performed in different situations using Monte Carlo N-Particle (MCNP4C) code and two voxel based male phantoms. The results show that the medical staff effective dose is highly dependent on the position of the medical staff. The results also show that the maximum medical staff effective dose in an emergency situation in the presence of a patient is ${\sim}25.5{\mu}Sv/s$.

• International Commerce and Information Review
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• v.10 no.3
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• pp.41-57
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• 2008

This research studies the effects of pre-show promotion, at-show promotion, and booth staff training on the image-building and relationship improvement performance of exhibitors. To this purpose, we relate each performance dimension to tactical variables such as pre show promotion, at-show promotion, and booth staff training through related literature review and conduct empirical study on their relationship. The results of this study are as follows: (1) Pre-show promotion and booth staff training have positive influence on image-building and relationship improvement performance. (2) But, at-show promotion has no effect on image-building performance, and has a negative effect on relationship improvement performance. (3) Especially, pre-show promotion has the greatest effect on relationship improvement performance, and booth staff training has the greatest effect on image-building improvement.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.3
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• pp.405-418
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• 2000

The purpose of this study was to investigate the influence of the leadership of head nurses on the job satisfaction and job performance of staff nurses. The leadership styles of head nurses were classified to "authority-oriented" and "benevolence-oriented" based on korean traditional culture. The subjects of this study were 450 staff nurses working at medical-surgical units, intensive care units, emergency units of general hospitals in Kyungbuk area. Data were collected from March 13 to March 25 with several scales for the measurement of leadership styles of head nurses, job satisfaction and job performance of staff nurses. The Cronchbach alphas for the scales were. 79 in "authority-oriented" leadership style, 90 in "benevolence-oriented" leadership style, .91 in job satisfaction, .97 in job performance. Data were analyzed with SAS program using statistics of percentage, means, standard deviation, Pearson correlation, ANOVA and ANCOVA. The results were : 1. There were significant correlations between benevolence-oriented leadership style and job satisfaction, job performance of staff nurses(r=.24, p=.000 ; r=.12, p=.008), authority-oriented leadership style of head nurses and job satisfaction of staff nurses(r=.12 ; p=.024). 2. There were significant differences in job satisfaction of staff nurses by age and clinical career(F=10.36, p=.000 ; F=7.63, p=.000). Also there were significant differences in job performance of staff nurses by age, religion, marriage and clinical career(F=17.79, p=.000 ; F=2.89, p=.035 ; F=4.41, p=.036 ; F=14.33, p=.000). 3. There was significant differences in job satisfaction by the leadership style of head nurses. The job satisfaction of staff nurses with benevolence-oriented head nurses was higher than those with authority

• Safety and Health at Work
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• v.2 no.3
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• pp.260-272
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• 2011

Objectives: The promotion of health and safety (H&S) awareness among hospital staff can be applied through various methods. The aim of this study was to assess the risk level of physical hazards in the hospital sector by combining workers' perception, experts' evaluation and objective measurements. Methods: A cross-sectional study was designed using multiple triangulation. Hospital staff (n = 447) filled in an H&S questionnaire in a general hospital in Athens and an oncology one in Thessaloniki. Experts observed and filled in a checklist on H&S in the various departments of the two hospitals. Lighting, noise and microclimate measurements were performed. Results: The staff's perception of risk was higher than that of the experts in many cases. The measured risk levels were low to medium. In cases of high-risk noise and lighting, staff and experts agreed. Staff's perception of risk was influenced by hospital's department, hospital's service, years of working experience and level of education. Therefore, these factors should be taken into account in future studies aimed at increasing the participation of hospital workers. Conclusion: This study confirmed the usefulness of staff participation in the risk assessment process, despite the tendency for staff to overestimate the risk level of physical hazards. The combination of combining staff perception, experts' evaluation and objective measures in the risk assessment process increases the efficiency of risk management in the hospital environment and the enforcement of relevant legislation.

• Journal of Korean Academy of Nursing Administration
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• v.1 no.1
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• pp.35-45
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• 1995

This study was designed and carried out to identify the methodologies of the staff evaluation used by the headnurses and their perception on the purpose of the evaluations, and to measure the degree and type of perceived purpose and the degree of implementation of staff evaluation principles into preactice. A hundred and eleven from four general hospitals with 600 beds and over were conveniently sampled. Data were gathered from August 20, through September 10, 1994 ; demographic data of respondents and 'methodologies used for staff evaluation' by questionaires, level of 'perceived purposes of staff evaluation' and level of implementation of the 'principles of staff evaluation into practice' by Likert-type rating scales developed by the researcher. Raw and percentile scores and means were calculated and data were processed further by t-tests and ANOVA. Results are as follows ; 1. Traditional methodlogies : checklists(90.1%) and ranking methods(45.9%) revealed to be the two mostly prefered and used methods. 2. Of the 20 item-descriptions of the 'purpose of staff evaluation': 10 'control, evaluative' and 10 'non-control, developmental' the first(mean=3.19) to the ninth(mean=2.74) in rank order revealed to be the 'control, evaluative purpose', while the tenth in rank order revealed to be the first among the 'non-control, evaluative' item(mean-1.57). 3. Level of purpose of staff evaluation perceived as 'control ; evaluative'(mean=43.76, S.D.=5.01) revealed to be significantly(t=-3.86, p<.05) highter than 'non-control ; developmental'(mean=40.65, S.D.=3.41). 4. Level of implementation of 'staff evaluation principle into practice' revealed to be moderately high(mean=2.40).

• Journal of Korean Clinical Health Science
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• v.2 no.2
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• pp.79-89
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• 2014

Purpose. This study was conducted to provide basic data on the subjective happiness index and identify factors influencing college professor and staff by describing their perception of general characteristics, health behavior, suicidal ideation, and subjective happiness index. Methods. A survey was conducted with 198 professor and staff who were working University on K city. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and multiple regression with SPSS window 18.0 program. Result. The Mean scores of Subjective happiness in college professor and staff was 4.66 on a scale of 7. There were significant differences on the subjective happiness Index for the followings: age, breakfast for 2 day, blood pressure (Lt systolic), health status index (EQ-VAS). There was a negative correlation between the subjective happiness Index and suicidal ideation. Factors influencing of subjective happiness in college professor and staff were identified as age (${\beta}=.201$), breakfast for 2 day (${\beta}=-.180$), blood pressure (Lt systolic) (${\beta}=-.244$), health status index (EQ-VAS) (${\beta}=.408$). These factors explained 35.1% of variance in subjective happiness in college professor and staff. Conclusion. Results indicate that factors influencing subjective happiness are suggesting the need to establish policies of health behavior. health behavior program for a life of happiness among college professor and staff.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.4
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• pp.447-456
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• 2015

Purpose: The purpose of the study was to identify factors affecting the innovative behavior of general hospital professional staff. Methods: In the final analysis, the study focuses on the 442 structured questionnaires received from the professional staff (doctors, nurses, medical technicians, and administrative staff) of H Hospital, a public medical foundation. Data were collected from August 1 to 31, 2014. The SPSS/WIN 19.0 program was used for data analysis which included t-test, ANOVA, $Scheff\acute{e}$ test, Pearson correlation coefficients, and multiple regression analysis. Results: Multiple regression showed that factors affecting innovative behavior of hospital professional staff were conditional reward, innovation-oriented culture, education, and job (Adj $R^2=.317$). Conclusion: The results of this study suggest that it is necessary for the leader to demonstrate leadership with innovation and transaction in harmony to cultivate innovative behavior in hospital staff. Also, positive support and role in the hospital organization are fundamental to developing the strengths that each type of culture possess on the basis of the organizational culture of hospital, enabling hospital staff to exhibit their best voluntary innovative behavior.