• Korean Journal of Oriental Medicine
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• v.15 no.1
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• pp.69-78
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• 2009

Objectives : To understand the basis for future improvement and development in the lectures, an evaluation was made on the lecture by the 'theory-practice-self study' system initiated in 'Yangseng Qigong(養生氣功) and practice' at Daegu Haani University. Method : We surveyed the satisfaction of 'Yangsaeng Qigon and Practice' which is the lecture that is composed theory, practice, self study for 120 students at college of oriental medicine in Daegu Haani University. Result : In the inquiry for the satisfaction with the general class of 'Yangsaeng Qigong and practice', 69% of students answered positively. As to the satisfaction with class grouping, 76% answered affirmatively, and as to the question "Agreement to the plan workable?", 72% said it was satisfactory, showing lectures by class grouping were made successful as planed. As to satisfaction with theory lectures, 36% were satisfied (38% unsatisfied), as to practice 90% was satisfied (2% unsatisfied) and as to the self-study and special lectures, 36% was satisfied (23% unsatisfied), showing the satisfaction was relatively higher for practice. To the question "Was it helpful in understanding hygiene Danjeon-breathing science?", 31% said yes (16% no) for theory, 87% yes (3% no) for practices, 32% yes (32% no) for special lectures, and 37% yes (28% no) for team assignments. Conclusions : The textbooks and majors of the lecturers turned out to be varied, but as seen from the result of lecture satisfaction on 'Yangseng Qigong and practice', it was different according to the preparedness of the lecturers and satisfaction with the lecture material. Despite the situation that most schools have chosen it as a major subject, the subject name was divergent among schools and the textbook and the content of practice were also not unified. At the point of globally rising interest in Qigong, this will only lead to its weak competitiveness when advancing to the world.

• Journal of the Korean Dietetic Association
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• v.16 no.3
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• pp.195-207
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• 2010

This study aimed to examine factors and the correlations of burnout and job satisfaction in hospital dietitians. Burnout was classified into three sub-concepts: emotional exhaustion, depersonalization, and reduced personal accomplishment. Job satisfaction was also classified into three sub-concepts, including relationships, self-realization, and advancement opportunities. A survey was conducted with dietitians working in general hospitals of over 400 beds, in the Seoul metropolitan area. The factors that significantly influenced emotional exhaustion were health, work hours, number of intern dietitians, self-esteem, level of responsibility, while the factors that influenced depersonalization were relationships with coworkers, and role ambiguity. Personal accomplishment was influenced by age, the number of staff dietitians, the general number of managed workers, and self-esteem. In terms of job satisfaction, relationship was affected by age and relationships with supervisors, while self-realization was influenced by work hours, health, the number of patient meals, and role ambiguity. Age, job regularity, business management, role ambiguity, and relationships with supervisors also affected advancement opportunities. Emotional exhaustion, depersonalization, and reduced personal accomplishments, which represented burnout, had negative relationships with satisfaction with relationships, self-realization and advancement opportunities. Dietitians with low job satisfaction were likely to experience burnout. These results suggest that burnout and job satisfaction are influenced by internal and external factors that are individual or organizational problems encountered by hospital dietitians. Therefore, managers as well as dietitians need to understand these factors and overcome them through communication and mutual support.

• Journal of Korean Clinical Nursing Research
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• v.16 no.3
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• pp.145-155
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• 2010

Purpose: The purpose of this study was to investigate oncology nurses' professional quality of life and its correlations with job satisfaction and job stress in a tertiary hospital in Seoul, South Korea. Methods: A cross-sectional survey design was utilized to investigate 210 oncology nurses from various oncology and hemato-oncology units. Professional quality of life (ProQOL), which is conceptualized with three sub-dimensions (compassion satisfaction, burnout, and secondary traumatic stress), job satisfaction, job stress, demographic and work-related variables were measured. Results: The participants were all women, with the mean age of 28.4. The participants with high ProQOL was only 14.8%, and 75.3% and 77.6% of the participants reported a moderate to high level of burnout and secondary traumatic stress respectively. Job satisfaction, age, and the total years of nursing practice have positive correlations with compassion satisfaction. Also, compassion satisfaction was significantly different according to age group, work units, the level of education, nursing positions, and the years of practice. Conclusion: Since the level of professional quality of life among oncology nurses was relatively low, the program for oncology nurses to improve compassion satisfaction and to decrease compassion fatigue needs to be developed.

• Journal of the Korean Dietetic Association
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• v.2 no.2
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• pp.199-215
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• 1996

In Korea, the majority of hospital dietitians expend most of their time performing food management related activities, and only a few carry out nutrition care activities in full-time. This study was designed to measure productivity of the clinical nutrition team and assess the role of clinical dietitians in the only 2200-bed teaching hospital in Korea. Six full-time clinical dietitians collected time data for four weeks according to the nutrition care activities outlined. Three clinical dietitians assigned to 7 units recorded how often physicians implemented their recommendations for two months. Two kinds of survey questionaire were developed and sent to the patients and the health care team. The followings are a summary of the results. 1. The clinical nutrition team of 6 full-time dietitians expended 75% of their time performing patient care activities, 20% in non-patient care activities and 5% in delay and transit. 2. Each clinical dietitian assigned to the units carried out 56 patient care activities on daily basis. 3. The average time required for the clinical nutrition services was 60.2 minutes for outpatient counseling, 89 minutes for inpatient counseling, 72.5 minutes for nutrition management, 95 minutes for malnutrition consult and 121 minutes for dysphagia diet management. 4. Physicians' implementation of clinical dietitians' recommendations was 98.5%. 5. Most physicians and nurses viewed the clinical dietitians on the units assertive, contributing to the quality improvement of medical services, and helpful to the patients as well as the health care team. 6. Most patients viewed the clinical dietitians on the units considerate, attentive and helpful. Based on these results, it is suggested that (1) daily meal round and nutrition care monitoring are effective tools for nutrition intervention in the hospital setting. (2) unit assignment of clinical dietitians enhances the patients' satisfaction in the nutrition services provided as well as the perceptions of health care team on clinical dietitian's expertise.

• The Journal of the Korea Contents Association
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• v.17 no.7
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• pp.101-112
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• 2017

The purpose of this study is to find out what kind of experience and effect the learner - centered team - based learning (tbl)method has on pre - nursing learner's nursing English course. Participants were 12 preliminary nursing learner, it was analyzed through learning result recording, study observation, learning satisfaction, learner's report, peer evaluation. And described the meaning of the learning experience, individual and team scores were analyzed using frequency analysis, paired-t test. The results showed that the score of each team was higher than the score of individual in both. The tbl experience has been a form of intimacy with colleagues, a motivation for learning, self-study, easy to learn the medical terminology felt through repeated learning, to improve their score by having them secondary group test and they remembered it as a pleasant learning time.

• The Journal of the Korea Contents Association
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• v.9 no.9
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• pp.218-225
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• 2009

The present research aims to analyze empirically the effect of group cohesiveness and supervisor trust which tax investigators recognize while performing tax administrative duties on the team commitment and in-role behavior. The result of the analysis showed that tax investigators' higher group cohesiveness and supervisor trust resulted in higher team commitment, and that higher team commitment in turn resulted in higher in-role behavior, thereby raising the efficiency of tax investigators' activities as well as tax payers' satisfaction with tax services. Therefore in order to improve the efficiency of tax organizations and team performance, the managers of the organizations must set solid goals, develop solid strategies appropriate for situation, and make proper compensations for investigators' achievements. In addition, there would have to be an organic improvement In all the relevant areas, including organization, personnel management, work style, compensation and welfare, in order to raise tax investigators' work desire.

• Journal of the Korean Society for Library and Information Science
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• v.41 no.1
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• pp.215-230
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• 2007

The study aims at understanding that the precedent information search Patterns of on-line database users compared to non-users have an effect on user satisfaction. The research team analyzed S college students' library system use patterns to evaluate the efficiency of library information services and systems and therefore to diverse factors to improve user satisfaction. The research showed higher satisfaction from on-line system users than non-users. To satisfy user needs the research recommends more devices access methods to information.

• The Korean Journal of Health Service Management
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• v.6 no.2
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• pp.1-13
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• 2012

The purpose of this study was to investigate the factors that affect the performance of health insurance review department workers of Korean tertiary hospitals, general hospitals and hospitals. A survey was conducted through structured questionnaire for chiefs and members of health insurance review departments of hospitals, and data from 1,064 respondents were utilized in the final analysis. Survey items included general characteristics of the hospitals and health insurance review departments, job satisfaction and organizational commitment as organizational effectiveness. As multiple linear regression results, in the case of chiefs, the most significantly related factor to job satisfaction was a monthly salary. The other related factor was job stress. In the case of members, the most significantly related factor was job stress. The other related factors were more monthly salary, religious believer, and less complex workplace, in order. As organizational commitment, in the case of chiefs, the most significantly related factor was a monthly salary. The other related factor was more clinical experience. In the case of members, the most significantly related factor was job stress. The other related factors were more monthly salary, tertiary hospitals, more age, and less complex workplace, in order.

• Korea Journal of Hospital Management
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• v.25 no.1
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• pp.58-72
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• 2020

Purposes: This study aims to investigate the determinants of change-oriented organizational citizenship behavior(CO-OCB) of hospital employees and test the mediating effect of the job satisfaction and organizational commitment on the CO-OCB. Methods: Data were collected from the self-administered questionnaire survey for hospital employees of ten hospitals located in five regions, including Seoul. Out of 1,100 questionnaires which were distributed through the administrative routes, a total of 617 copies were returned(response rate 56.1%) and analyzed by frequency analysis, t-tests, correlation analysis, multiple regression, and path analysis using SPSS 21.0 and AMOS 21.0. Findings: The study results revealed that the explanatory power(56.4%) of the model was most significantly increased by the variables of psychological attributes(R²-change 33,5%). Also, the variables of self-efficacy, followed by hope, the organizational climate for innovation, the psychological safety climate, team-member exchange, and leader-member exchange were found to have positive total effects on CO-OCB, through the mediating variables of job satisfaction and organizational commitment. Practical Implications: The study results imply that, in order to improve the CO-OCB of hospital employees, the administrators have to take the integrated approach considering the various domains of factors including the psychological attributes, job characteristics, interpersonal relations, and organizational climate simultaneously.

• Culinary science and hospitality research
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• v.7 no.2
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• pp.99-121
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• 2001

To develop and improve as the finest foodservice industry, it has to secure the best team organized by the most satisfied employees. It is very important for foodservice industry to have the organization efficiency and study all kinds of factors to be influenced by several conditions. This study was focused on some matters to achieve the foodservice industry's business goal as well as to satisfy the employees. 1, the writer, set up four hypotheses for the examination. First, there will be not an interrelation between the employee's satisfaction and sex, age, marriage, educational background, and eager level. Second, there will be not an intreation between the employee's satisfaction and work period, position, department and major. This study could get some result from the analysis suggested by the above hypotheses. The following are the further explanation including some outstanding feature from the analysis based on the human resource: first for the category about the level of job satisfaction evaluated by the census, foodservice industry employee's job satisfaction depends upon the atmosphere in which employes could enjoy their work. Even the promotion chance can be made in the environment of creative and active working condition. Finally, the promotion chance can be realize not through the employee's attitude assuming the motivation factor to be difference from hygiene factor, but through keeping their work carried out in various activity.