• Safety and Health at Work
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• 제1권2호
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• pp.124-133
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• 2010

Objectives: This study was conducted to develop a model describing the interaction between lifestyle, job, and postural factors and parts of the upper extremities in shipyard workers. Methods: A questionnaire survey was given to 2,140 workers at a shipyard in Ulsan City. The questionnaire consisted of questions regarding the subjects' general characteristics, lifestyle, tenure, physical burden, job control, posture and musculoskeletal symptoms. The overall relationship between variables was analyzed by a structural equation model (SEM). Results: The positive rate of upper extremity musculoskeletal symptoms increased in employees who worked longer hours, had severe physical burden, and did not have any control over their job. Work with a more frequent unstable posture and for longer hours was also associated with an increased positive rate of musculoskeletal symptoms. Multiple logistic regression analysis showed that unstable posture and physical burden were closely related to the positive rate of musculoskeletal symptoms after controlling for age, smoking, drinking, exercise, tenure, and job control. In SEM analysis, work-related musculoskeletal disease was influenced directly and indirectly by physical and job stress factors, lifestyle, age, and tenure (p < 0.05). The strongest correlations were found between physical factors and work-related musculoskeletal disease. Conclusion: The model in this study provides a better approximation of the complexity of the actual relationship between risk factors and work-related musculoskeletal disorders. Among the variables evaluated in this study, physical factors (work posture) had the strongest association with musculoskeletal disorders.

• 한국융합학회논문지
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• 제8권5호
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• pp.117-125
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• 2017

본 연구는 병원간호사의 의료관련감염 관리지침 수행에 관한 영향요인 간 상호 인과관계를 검증함으로써 수행 증진을 위한 전략을 제시하고자 시도된 융합연구이다. 연구 대상자는 국내 16개 상급종합병원 및 종합병원에서 모집된 388명의 병원간호사이다. 자료수집은 자가보고식 질문지를 이용하여 수집되었고, SPSS 21.0과 AMOS 21.0 프로그램을 이용하여 분석되었다. 연구결과, 모형 적합도는 ${\chi}^2=99.64$ (df=14, p<.01), GFI=.94, RMSEA=.10, NFI=.84, CFI=.90이였다. 의도에 대한 예측요인의 설명력은 23.8%였으며, 행위에 대한 예측요인의 설명력은 17.7%였다. 이상의 결과로 의료관련감염 관리지침 수행을 설명하는데 계획된 행위이론이 적절한 이론임을 알 수 있었으며, 향후 경력에 따른 다층모형검정과 사회적 특성이 강한 행위에 대한 조직차원의 영향요인을 포함한 반복 연구가 필요하다.

• 대한영상의학회지
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• 제81권2호
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• pp.310-323
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• 2020

선천성 심장질환의 치료에 있어서 그 해부학적인 구조를 올바르게 이해하는 것은 아주 중요하다. 이러한 선천성 심장질환의 구조적인 특징을 이해하는데 있어서 삼차원 프린팅 모델을 이용하는 것은 아주 효과적이다. 기존에 얻어진 전산화단층촬영이나 자기공명영상 혹은 심장 초음파 검사의 자료만으로는 정확한 복잡심장기형의 특징을 이해하는 것이 어려운 경우가 있으며, 삼차원 프린팅 모델의 사용이 이러한 제한점 들을 극복하는데 도움을 줄 수 있다. 최근 들어서는 삼차원 프린팅 모델을 이용해 선천성 심장질환의 교육과 수술 전 시뮬레이션 그리고 치료의 방침을 결정하는데 많은 도움을 받고 있으며, 실제 구체적인 환아들의 예를 통해서 이를 살펴보고자 한다. 또한 향후 그 기술의 발전 방향에 대해 알아보고, 심장외과 의사의 관점에서 수술 수기의 발전이나 훈련 등 여러 방면의 이용에 대해서도 살펴보고자 한다.

• 한국콘텐츠학회논문지
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• 제15권8호
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• pp.408-415
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• 2015

본 연구는 방사선사의 직무특성 및 직무스트레스에 따른 직무만족도를 조사하여, 근무에 대한 만족도를 다각도로 살펴보고 현재 방사선사가 적절한 환경에서 근무를 하고 있으며 그에 합당한 대우를 받고 있는지 조사하였다. 병원에 근무하고 있는 방사선사 213명을 대상으로 일반적특성, 직무특성, 직무스트레스, 직무만족도를 포함한 총 105문항의 설문지를 통하여 자료를 수집하였다. 직무만족도는 심리적요인, 환경적요인, 구조적요인으로 구분하였으며, 직무스트레스는 물리환경, 직무요구, 직무자율성 결여, 관계갈등, 직무불안정, 조직체계, 보상부적절, 직장문화로 구분하였다. 30세 이상보다 30세 미만이, 보람이 낮은 사람보다 높은 사람이, 사명감이 낮은 사람보다 높은 사람이, 근무처가 지방보다 서울이, 병원의 규모가 커질수록, 이직의도가 있는 사람보다 없는 사람이, 직무불안정, 조직체계, 보상부적절, 직장문화, 물리환경이 높은 사람보다 낮은 사람이 직무만족도가 높았다. 이렇듯 방사선사에게 있어서 집단간의 직무만족도에 차이가 다르게 나타나므로 직무만족도에 영향을 미치는 원인들을 규명할 필요가 있다.

• 대한영상의학회지
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• 제84권6호
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• pp.1361-1366
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• 2023

잔류 원시 후각동맥은 1979년에 처음 보고된 매우 드문 전대뇌동맥의 변이로, 급격하게 꺾이는 머리핀 회전의 구조적 특성에 의하여 혈역학적 스트레스가 유발되고, 이로 인하여 동맥류의 발생과 높은 연관성을 가지는 것으로 보고되고 있다. 우리는 간헐적 두통을 주소로한 46세 여성에서 우연히 발견된 머리핀 회전에서 동맥류를 동반한 제4형 잔류 원시 후각 동맥의 증례에 대하여 보고하고자 한다. 뇌 MRA와 유체속도강조 자기공명혈관조영술(time-offlight MR angiography)에서 왼쪽 전대뇌동맥의 A1 분절에서 시작되어 머리핀 회전을 형성한 후 부 중대뇌동맥으로 이어지는 비정상적인 주행을 보이는 동맥이 확인되었다. 또한 머리핀 회전 분절에서 방추형 동맥류도 확인이 되었다. 이러한 변이들은 극히 드물긴 하지만, 동맥류가 동반될 수 있음을 인지하고 진단하는 것이 중요하다.

• Korean Circulation Journal
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• 제53권4호
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• pp.254-267
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• 2023

Background and Objectives: Although the shortage of donor is a common problem worldwide, a significant portion of unutilized hearts are classified as marginal donor (MD) hearts. However, research on the correlation between the MD and the prognosis of heart transplantation (HTx) is lacking. This study was conducted to investigate the clinical impact of MD in HTx. Methods: Consecutive 73 HTxs during 2014 and 2021 in a tertiary hospital were analyzed. MD was defined as follows; a donor age >55 years, left ventricular ejection fraction <50%, cold ischemic time >240 minutes, or significant cardiac structural problems. Preoperative characteristics and postoperative hemodynamic data, primary graft dysfunction (PGD), and the survival rate were analyzed. Risk stratification by Index for Mortality Prediction after Cardiac Transplantation (IMPACT) score was performed to examine the outcomes according to the recipient state. Each group was sub-divided into 2 risk groups according to the IMPACT score (low <10 vs. high ≥10). Results: A total of 32 (43.8%) patients received an organ from MDs. Extracorporeal membrane oxygenation was more frequent in the non-MD group (34.4% vs. 70.7, p=0.007) There was no significant difference in PGD, 30-day mortality and long-term survival between groups. In the subgroup analysis, early outcomes did not differ between low- and high-risk groups. However, the long-term survival was better in the low-risk group (p=0.01). Conclusions: The outcomes of MD group were not significantly different from non-MD group. Particularly, in low-risk recipient, the MD group showed excellent early and long-term outcomes. These results suggest the usability of selected MD hearts without increasing adverse events.

• 디지털융복합연구
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• 제13권8호
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• pp.357-368
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• 2015

대한방사선사협회에 등록이 되었고 현재 근무를 하는 방사선사 213명을 대상으로 방사선사의 직무만족도를 높이기 위한 융복합요인과 직무스트레스를 낮추기 위한 기초자료로 제공하고자 하였다. 일반적특성, 직무특성, 직무스트레스, 직무만족도를 포함한 총 105문항의 설문지를 통하여 자료를 수집하였다. 직무만족도는 심리적요인, 환경적요인, 구조적요인으로 구분하였으며, 직무스트레스는 물리환경, 직무요구, 직무자율성 결여, 관계갈등, 직무불안정, 조직체계, 보상부적절, 직장문화로 구분하였다. 심리적요인은 학력이 높을수록, 근무처가 서울에 있는 경우, 사명감을 많이 느끼는 경우, 이직의도가 없는 경우 직무불안정의 스트레스가 낮을수록 직무만족도가 높았다. 환경적요인은 급여가 낮은 그룹이 직무만족도가 높았다. 구조적요인은 사명감이 높을수록, 이직의도가 없는 경우, 조직체계 및 보상 부적절, 직장문화에 대한 스트레스가 낮을수록 직무만족도가 높았다. 전체 만족도는 사명감이 높을수록, 이직의도가 없는 사람, 보상부적절, 직장문화에 대한 스트레스가 높을수록 직무만족도가 낮았다. 방사선사의 안정적인 일자리 제공과 적절한 보상 및 조직문화에 관련된 제도가 필요하다.

• 한국병원경영학회지
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• 제17권1호
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• pp.1-22
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• 2012

This study tires to examine affects that job and socio-psychological stresses of female office workers influence job satisfaction, organization commitment, and leaving intentions. A complete data are collected by conducting a survey with 240 female office workers from 9 medical institutions regarded as almost general hospital in Seoul. It is analyzed that the relation between socio-psychological stress and job satisfaction, organization commitment, and leaving intentions by using t-test; analysis of variance; correlation analysis; principal component analysis; linear structural equation modeling; etc. The results of this study are summarized as following. First, as it was comprehended by specific characteristics of subjects that the female office workers' level of job and socio-psychological stress, job satisfaction, organizational commitment, and leaving intention, there were statistically significant distinctions from their age, marital status, presence of children, position in the organization, type of employment, and monthly average income. Second, this study regarded relationship between the female office workers' level of job and socio-psychological stresses, job satisfaction, organizational commitment, and leaving intention. Job and socio-psychological stresses were negatively correlated with job satisfaction and organizational commitment, but the stresses were positive with leaving intention. Third, after evaluating effect that 8 features related to the job stress could influence job stress, the most effective valuables were in order to unfairness in organizational structure, workplace culture, inadequate compensation, and relationship conflict. Fourth, when looking at the overall effects of the job and sociopsychological stresses on job satisfaction, organizational commitment, and leaving intention, work autonomy was the most influencing factor of work stress levels. The level of the job stress seemed to be a prevalent impact on the leaving intention and it showed the most negative relationship that path coefficient from leaving intention to organizational commitment and also from organizational commitment to job satisfaction. Based on these findings, it can be defined that the job and socio-psychological stresses strongly influence job satisfaction, organizational commitment, and leaving intention.

• 보건행정학회지
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• 제14권1호
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• pp.65-88
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• 2004

In general, empowerment is defined as the motivational concept of autonomy and self-efficacy. Recently, the concept of empowerment is applied to improve organizational staff's job satisfaction and organizational commitment in many organizations. Empower-ment in service organizations, i.e., hospitals, has certainly generated more publicity than any other organizations. The objectives of this study are, first, to measure the degree of hospital employees' empowerment using Spreitzer(1995)'s empowerment theory, second, to analyze the causal relationship of organizational and job characteristics, a degree of empowerment, and organizational performance(job satisfaction and organizational commitment), and third, to offer the strategy for the improvement of job satisfaction and organizational commitment. Spreitzer insists that the empowerment is composed of 4 dimensions(meaning, competence, self-determination, and impact). And he argues that various work-related characteristics is a direct cause of empowerment and the indirect cause of job satisfaction and organizational commitment, mediated by the empowerment latent variable. In order to perform this study, data were collected by self-administered questionnaires from hospital employees working in administrative department of 3 university hospitals in Inchon and Kyunggi-Do region. The number of cases is 181(response rate; 86%). The Collected data were analyzed with SPSS Ver. 10.0 and AMOSV Ver. 4.0. First, to test validity of variables, the factor analysis was used. Second, to test reliability, Cronbach's alpha coefficients was calculated. Cronbach's alpha of empowerment variable is 0.8323 showing that there's no problem in regard to the internal consistency. Also the Cronbach's alpha of other variables are 0.8301 of the degree of perceived control, 0.6705 of job characteristics, O.8787 of compensation, 0.9254 of job satisfaction, and 0.8389 of organizational commitment, respectively. Among the questions of job characteristics, two survey questions are deleted due to lowering the reliability. Third, to test multicollinearity and correlation of variables, the correlation analysis was performed. There was no problem of multicollinearity. Finally structural equation modelling (SEM) analysis was conducted to find the causal relationship of organizational and job Characteristics, empowerment, job satisfaction and organizational commitment. The 16 variables are included for the SEM analysis. The major results of this study are as follows: First, in the case of model fitness, the condition of x$^2$ statistic(92.187) is not fully satisfied, but the indices of GFI(0.912), AGFI(0.863), NFI(0.917) and CFI(0.928) are partially satisfied, which needs to upper 0.90. Second, in the result of hypotheses testing, all hypotheses are accepted and have a positive effect in 95% or 99% confidence interval(P<0.05 or P<0.001) except the effect of compensation variable on empowerment(P=0.082). Third, in regard to the direct, indirect, and total effect of variables, the direct effect of perceived control, task characteristics, and compensation on job satisfaction are 0.728, 2.264, 0.328 and on organizational commitment are 0.094, 1.411, 0.418, respectively. Also the indirect effect of perceived control, task characteristics, and compensation on job satisfaction are 0.311, 0.196, 0.028 and on organizational commitment are 0.210, 0.132, 0.019, respectively. Thus, these findings imply that various work-related factors are direct effect of empowerment and indirect effect of result variables, job satisfaction and organizational commitment. Also These results showed that the workplace empowerment is significant mediating factor of employee's job satisfaction and organizational commitment.

• 한국병원경영학회지
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• 제14권4호
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• pp.124-148
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• 2009

Objectives : The purpose of this study was to investigate influencing factors on physician's intention to use cyber salesperson(cSP) to promote ethical drugs of pharmaceutical company. We considered influencing factors based on technology acceptance model(TAM) such as usefulness, easy of use, and attitude about cSP, and included trust and joyfulness of cSP. Methods : Measure items were developed from the previous studies. Data were collected from 1,012 physicians by using web-based self-administered structured questionnaire. Results : The major findings were as follows; First, attitude and intention to use cSP were not significantly varied by socio-demographic variables, such as sex, age, location, and Internet surfing time per day. Also, physician's characteristics such as training and professional level and type of employment were not significant to the variation of attitude and intention to use cSP. Second, structural equation modeling(SEM) analysis shows that usefulness and joyfulness were influencing factors of intention to use. Attitude was revealed as significant mediating factor to intention to use. Usefulness has indirect effect on intention to use via attitude. However, trust has not significant effect on intention to use, due to suppression effect. Conclusions : This results implies that cSP will be a useful agent to promote the ethical drugs to physician. Usefulness and joyfulness should be considered as important factors in designing and operating cSP in the Internet.