• Journal of International Academy of Physical Therapy Research
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• v.5 no.2
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• pp.701-707
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• 2014

This study was carried out survey to compare using status of physical therapy for elderly persons between urban and rural area in Honam. There were 16 places consisting of general clinics, departments of family medicine, pain medicine, and orthopedics that run outpatient physical therapy. This study distributed 636 questionnaires in total and collected 400 responses. Regionally, 200 responses out of 311 questionnaires from Gwangju and 200 responses out of 325 questionnaires from Jeollanam-do and Jeollabuk-do were collected. Regionally speaking, Gwangju was 62% while Jeollanam-do and Jeollabuk-do regions were 88%, indicating patients in rural areas employed more public transportation, which was statistically significantly different. There was a difference between urban and rural areas with regard to questions regarding improvement with physical therapy. Factors related to the number of physical therapy visits per week that showed a significant difference between urban and rural areas found by the linear regression analysis result were working hours, whether the patient exercised or not, and pain stress. This result suggest that it is necessary to reduce working hours and pain stress experienced by rural elderlies as well as to encourage regular exercise via national polices.

• Health Policy and Management
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• v.8 no.1
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• pp.15-51
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• 1998

compensation is a major function of human resources management. The hospital industry is characterized by its remarkable labor intensity and human resource input by unit. That is why the hospital industry has a higher level of wage/cost ration. The issues of how much the hospital personnel's direct financial compensation amounts to and how the organizational and other factors generate compensation differentiation, are central problems for research in hospitals. But there have been few approaches to study staff compensation in hospitals, its magnitude and inter-hospital relative compensation amounts for the same personnel. A worker who moves from low-wage to a high-wage employer can usually increase his or her pay without change in job description. This means in the cases of same jobs, relative importance is different for each hospitals. The purpse of this study were to find the compensation levels of hospital personnel and to determine the factors affecting compensation levels of hospital personnel. The unit of analysis is the hospital and 145 hospitals were studied for nurse(RN), medical technoloist(MT), managerial personnel(MP) and 100 hospitals for medical doctor(MD). In this study the definitions of direct financial compensation are before tax, excluding employer's contriution and total annual remuneration received by the employee. Main findings of the research can be summarized as follows. 1. Direct financial compensation of hospital personnel are MD 45,056,000 won, RN 9,222,000 won, MT 9,513,000 won and MP 9,185,000 won in the starting year's employment in hospital. 2. According to determinants of hospital personnel compensations, there are no statistical significant variables to determine the level of MD's compensation. Wlith RN and MT's compensation level, the greater the patient revenue per 100 hospital beds, the higher the RN compensation and the tertiary hospital's compensation is much more than other types of hospitals. The location of hospital is another determinant factor for the MT's compensation level. Hospitals that are in the uban area have lower compensation level than rural area. There are the same results in MP with MT. Conclusions can be drawn from the results of the study. First, the wage differentiation of MD and other health personnel still remains and the differentiation existed in inter and intra job personnel of hospitals. Second, determinants of hospital personnel personnel compensation level are patient revenue, location, and type of hospital level.

• Journal of Korean Society of Environmental Engineers
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• v.29 no.2
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• pp.184-191
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• 2007

Coal-, coconut- and wood-based activated carbons and anthracite were tested for an adsorption and biodegradation performances of nitrogenous chlorinated by-products such as chloropicrin, DCAN, DBAN and TCAN. In early stage of operations, an adsorption performance was a main mechanism for removal of nitrogenous chlorinated by-products, however as increasing populations of attached bacteria, the bacteria played a major role in removing nitrogenous chlorinated by-products in the activated carbon and anthracite biofilter. It was also investigated that the compounds were readily subjected to biodegrade. Whilst the coal- and coconut-based activated carbons were found most effective in adsorption of the compounds, the anthracite was worst in adsorption of the compounds. Highest populations and activity of attached bacteria were shown in the coal-based activated carbon. The populations and activity of attached bacteria decreased in the order: coconut-based activated carbon > wood-based activated carbon > anthracite. The attached bacteria were inhibited for removal of the compounds at temperatures below $10^{\circ}C$. The attached bacteria were more active at higher water temperatures$(20^{\circ}C\;<)$ but less active at love. water temperature$(10^{\circ}C\;>)$. The removal efficiencies of the compounds obtained using coal-, coconut- and wood-based activated carbons and anthracite were directly related to the water temperatures. In particular, water temperature was the most important factor for removal of the compounds in the anthracite biofilter because the removal of the compounds depended mainly on biodegradation. Therefore, the main removal mechanism of the compounds the main mechanism on the removal of the compounds using activated carbon was both adsorption and biodegradation by the attached bacteria. The observation suggests that using coal-based activated carbon is the best for removal of nitrogenous chlorinated by-products in the water treatment.