• 한국융합학회논문지
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• 제11권3호
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• pp.237-244
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• 2020

초고령사회에 진입한 일본은 의료 및 복지에 대한 수요증가에 대응하기 위해서 정부의 다양한 정책적 방안들이 논의되고 있다. 특히 개호인력 확보 및 인력양성을 위해 일본정부와 지자체가 1) 인프라 구축, 2) 개호복지사 수학자금 등 대출제도, 3)외국인 유학생 개호인력유입 등 다양한 방면으로 전문 인력 확보 대책을 추진하고 있다. 또한, 교육기관인 대학에서도 커뮤니티케어 교육연구센터를 설립하여 의료, 복지, 교육에 관한 전문인재 육성의 질적 향상을 도모하고, 직업교육을 통해 개호전문인력을 지속적으로 육성하고 있다. 한국도 급속한 고령화와 의료기술의 진보 등 보건의료를 둘러싼 환경이 크게 변화하면서 고령자에 대한 개호 수요가 증가할 것으로 전망되고 있다. 개호요구의 급증에 비해 노동 인구의 감소로 심각한 인력부족을 겪고 있는 일본의 선 경험에 비추어 보건인력 확보에 대한 정책방안의 논의가 이루어져 할 것이다.

• Journal of Preventive Medicine and Public Health
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• 제21권1호
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• pp.61-69
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• 1988

In this study, the number of physicians presently living in Korea was thoroughly estimated by several means and, on this basis, their productivity and level of supply were estimated. The results were as follows First, the number of physicians who did not notify the Korea Medical Association in May 1987 were 10,110, including 4,093 emigrant physicians(40.5%) ,861 military medical officers,745 public health doctors, and 107 deceased physicians. A total of 1,330 physicians could not be identified by any effort. Second, among the 34,897 registered physicians as of May 1987, 29,933(85.8%) were residing in Korea, 4,115 physicians(11.8%) had emigrated to other countries, and 849 physicians(2.4%) were deceased. Practicing physicians difined as those in Korea who were not retired, serving in the military, or completing residencies or internships, comprised 78.6%(27,414 physicians) of the total number of registered physicians. Third, it is estimated that in the year 2000 the number of registered physicians, physicians residing in Korea, and practicing physician will be 75,040, 64,038, and 57,655, respectively and these are increases of 115.0%, 113.9%, and 110.3%, respectively, compared to 1987. Fourth, the population physician ratio will be 759 to one physician in the year 2000. Fifth, the productivity of physicians, as calculated by relative values defining the productivity of 35 to 44 year-old male physicians as 10, will increase 110.7% in the year 2000 compare to that of 1987, and this increment is almost the same level as that of physician supply. From the results of the present analysis of physician manpower and supply projection, it can be recognized that the development of a regular notification system is necessary in order to identify precisely the number of physicians. Also a policy of physician supply is essential in order to adjust in advance the number of physicians, otherwise there will be surplus to the medical demand.

• 대한치과의사협회지
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• 제57권1호
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• pp.8-17
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• 2018

Purpose : The purpose of this study was to survey the present status of the regional oral health centers for the disabled. Material and methods : Face to face interviews with oral healthcare professionals in eight regional oral health centers and literature reviews were conducted among eight regional oral health centers for the disabled during 2, July to 30, August 2017. Results : It is necessary to establish more regional oral health centers for the disabled in area where the number of disabled person as percentage of whole region population is high. Also, all the centers appeared a lack of professional manpower including dentist, dental hygienist and anesthesiologist, equipment and facilities for the demands of patients and their guardians. It is essential for the government to improve the support system to regional oral health centers for the disabled. Conclusions : This study can be used as a reference for the countermeasure to make a new policy and activate the accessibility of dental care services in the public for the disabled.

• 대한지역사회영양학회지
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• 제4권1호
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• pp.83-94
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• 1999

This study was carried out to investigate the general characteristics of public health nutritionists, the current status of nutrition services operation, the recognition about nutrition services of public health center related man power, the job satisfaction and self-assessment and the need for a retraining course of public health nutritionists. The subjects were 58 public health nutritionists who responded to the questionnaire distributed at the annual retraining program in 1998. The results of this study are summarized as follows. 1) 46.5% of the nutritionists were 26-30 years old, 62.1% were 4 year university graduates 74.1% were food and nutrition majors and 51.7% were daily workers. 2) Among the public health center-related manpower, the recognition about nutrition services was the highest for the manager of family health section, followed by the head of public health centers, and then the general nurse in public health centers. 3) The ranking of the reasons for job satisfaction of the public health nutritionists was, relationship with colleagues(3.84), inhabitants response after nutrition counselling(3.53), specialized value realization/conviction about duty(3.35), contents of the work(3.10), value achievement(3.08), self achievement/development(3.00), self discretion(2.92), participation in policy decisions(2.90), work load(2.75), chance of retraining and acquisition of new information(2.73), working environment(2.69), supervisio $n^port by superiors(2.67), salary(2.38), supply of necessary education material, technique(2.37), and budget security(2.22). 4) The satisfaction of the inhabitant's responses after nutrition counseling was the highest among the 4 year university graduates(p<0.05), the satisfaction of the specialized value realization/conviction about duty was the highest among the nutritionists 26-30 years old(p<0.05). Food and nutrition majors(p<0.05) and those having worked less than 3-5years at public health centers also showed much satisfaction(p<0.05). Satisfaction with the salary was the lowest among the food and nutrition majors(p<0.01) and daily workers(p<0.001). The satisfaction with the participation in policy decisions was the lowest among the daily workers(p<0.01). 5) The ranking for the level of self-assessment were, nutrition and dietetic practice(2.92), communication(2.80), management(2.77), public health science and practice(2.66)(p<0.01). The general characteristics such as the level of education, major, employment condition, current public health center's tenure, and charge experience of the nutrition guidance work were not significantly related to self-assessment except the management part(p<0.05). The higher the satisfaction of specialized value realization/conviction about the duty, the better the total score on the self-assessment(p<0.05)..

• 디지털융복합연구
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• 제11권6호
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• pp.275-287
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• 2013

본 연구의 목적은 미국과 일본의 간호인력 양성 및 활동현황과의 비교를 통해 현재 우리나라 간호인력 정책 및 관리에 주는 시사점을 도출하는 것이다. 우리나라는 간호사, 간호조무사 및 간호보조인력의 높은 이직율과 이로 인한 간호서비스의 질 저하, 수급관리, 인력관리 비용의 증가 등 간호인력 정책제도 운영에 있어 여러 가지 어려움을 겪고 있으며, 이를 해결하기 위한 다양한 정책방안의 모색이 시급하다. 미국, 일본 등 간호인력 부족에 대한 어려움은 공통적이나, 이들 국가는 간호사 취업률이 우리나라의 40% 수준 대비 70~80% 수준으로 높고, 간호인력 확충을 위한 간호사 배치기준 법제화 및 수가정책, 근로조건 개선 등의 정책 마련이 중요함을 시사하고 있다. 우수한 간호인력의 안정적인 수급을 통해 환자안전 및 간호서비스의 질 향상을 달성하기 위해서는 보건당국의 보다 적극적인 간호인력 확충, 근로조건 개선 의지가 필요하며, 이를 위한 법 제도 개선이 요구된다.

• 보건행정학회지
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• 제2권1호
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• pp.17-41
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• 1992

During the month of October, 1990, 676 practicing physicians in Taegu City were surveyed by mail questionnaires about their general characteristics and the reasons why they chose Taegu as a practice location and 331 out of them responded completely. Collected data were analyzed to provide basic reference data for future health manpower policy which intends to solve the problem of geographical maldistribution of physicians, The major findings are as follows: For the question asking why Taegu area is favored, following lists are as the order of their magnitude of the reasons replied by more than 20% of the respondents: 1) Taegu is a foundation of life until now(81.3%) 2) Better educational environments are available for their offsprings(73.7%) 3) They can have intimate relationship with acquaintances or friends sharing same or similar interests(61.0%) 4) Due to characteristics of their specialty, metropolitan seems to fit better(52.0%), 5) They graduated from the medical school in Taegu(49.8%) 6) Never thought of selecting practice location in other area than Taegu without any specific reasons(45.9%) 7) Intelligent communications are available with other physicians(39.9%) 8) More opportunities to participate in social life, such as medical, or alumni association etc., can be given(33.2%) 9) No specific knowledge or relationships with other area are available(32.6%) 10) They finished internship or residency training in Taegu area(31.4%) 11) Facilitation of transferring patients including emergent patients can be obtained (30.8%) 12) Continuing medical educational programs are available(29.9%) 13) Sufficient medical demands are provided because of the large population(28.1%) 14) More chances to be grown up as a medical professionals can be achieved(25.7%) 15) More leizure time can be utilized for cultural activities(23.9%) 16) They had experiences to work in hospitals or facilities in Taegu area(23.3%) 17) Medical facilities of fellow physicians or alumni can be used(20.5%) In addition, 37% of female physicians answered that their spouse strongly influenced them to choose Taegu, and 33.3% of physicians with age of thirty replied that parents did so. Physicians of specialty in radiology, clinical pathology, anatomical pathology, and anesthesiology considered that patients from other hospitals and medical facilities would be referred often to them and that less competition seemed to be expected in their specialty (30.8%). In contrast, general practitioners anticipated that larger population would increase the medical demand(62.5%). 28.6% of medical practitioners who graduated medical schools in other are than Taegu and 22.0% of medical practitioners who were trained in hospitals of other area than Taegu were influenced to choose Taegu by their spouses. In consideration of above findings, we may conclude that long term and rational manpower policies should be implemented to solve the problem of geographical maldistribution of physicians as well as short term physician-inducing policies, and they have to be incorporated with equitable community development.

• 융합보안논문지
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• 제16권7호
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• pp.51-59
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• 2016

기업의 정보시스템에 대한 내 외부의 위협이 증가되고 있으며 이를 감소시키기 위해 많은 돈과 인력을 투자하고 있다. 하지만 이러한 투자에도 불구하고 보안위협과 사고는 지속적으로 발생하고 있다. 본 연구는 기업의 사고 방지를 위한 다양한 정보보호 활동을 예방 지향적과 억제 지향적으로 구분하고 건강신념모델을 이용하여 기업의 정보보안 활동이 구성원들에게 어떤 영향을 미치고 정보보안 정책을 준수하도록 하는지 연구하였다. 연구결과 예방 지향적 활동은 심각성에, 억제 지향적 활동은 유익성에 유의미한 영향을 주고, 심각성과 유익성은 각각 준수의도에 영향을 주었다. 이러한 결과로 미루어보아, 기업에서 교육, 홍보, 모니터링 등 사전적인 활동을 시행할 경우 미 준수로 발생할 수 있는 부정적인 결과에 대해 강조하여야 하며, 감사, 처벌 등 사후적인 활동을 통해 보안을 유지하고자 할 경우 기업의 의지를 보임으로써 보안 정책을 준수하는 것이 유익할 것이라는 판단을 구성원 스스로 하도록 하는 것이 더욱 효과적인 정보보안 활동이 될 것이다.

• 보건행정학회지
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• 제8권2호
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• pp.58-75
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• 1998

The hospital is characterized by it's remarkable labor industry and human resources input by unit. Recently, the administrative personnel are recognized as important staff to provide a hospital guidance to consumer and also easiness for consumer's visit to hospital. The objectives of this study is to find the performance of the administrative personnel in hospitals. The unit of analysis is the hospitals and data was collected form 144 staffs in 5 hospitals. Self administered questionnaire was given to analyze the general characteristics of staft such as age, sex, education, experience, and performance level in terms of frequency, ability, necessity of tasks. The major findings are as follows: 1. The 5 major tasks such as general affairs, insurance related affairs, hospital statistics, admission/discharge, and analysis of treatment cost were analyzed. Performance level of these tasks were not showed consistent level. It means that the same task was showed both high level performance and low level one. 2. The higher rates of performance level, ability and necessity were found, below 29 years of age, junior college graduates and university hospital than that of general one. 3. Factors mostly affected to performances were found as characteristics of hospital, age and education. 4. Concerning the various manpower management, On the job training, incentive mechanism and colose relationship among units were somewhat lack. In conclusion, most responded administrative personnel have performed actively in dealing with their tasks. however, the performance level and ability of the same task were showed differently, it means that such routine works were not standardized. Therefore, standardization and specification of tasks should be developed to strength the performance. Finally, this study is the first attempt to find out the performance of the administrative staffs and the study results imply that further study could be neeed to promote the performance of administrative personnel efficiently and effectively.

• 농촌의학ㆍ지역보건
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• 제49권2호
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• pp.132-145
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• 2024

본 연구는 국내 의료기관 중심 보건의료·복지통합 서비스 활성 방안을 모색하기위하여 대구의료원 달구벌건강주치의사업, 삼척의료원 301 네트워크 사업, 부산의료원 3 for 1 사업 을 프로그램 논리모형을 적용하여 사례 비교하였다. 상황적 측면에서 세 사업 모두 보건의료·복지 서비스의 분절과 의료사각지대 문제를 해결하기 위해 고안되었으며, 투입 요소 중 인력은 모두 다학제 팀 구성 현황은 유사하였으나 구체적인 구성 분야, 채용 규모, 고용 형태, 에서는 기관별 차이가 있었다. 예산을 지원받는 재원 출처의 차이로 각 사업은 지역사회와 협력하고 지원하는 방식과 향후 방향성에서의 차별성도 확인할 수 있었다. 산출은 수혜대상자 수와 진료 건수에 차이가 있었으며, 투입인력 또는 운영비 대비실인원 수, 수혜대상 1인당 사업비 비교시 다른 결과를 확인하였다. 의료기관 중심의 보건의료·복지 통합제공체계의 설계 시 우선적으로 권고하는 상황은 안정적인 기금마련 기전을 확보하고 이에 합당한 대상자와 서비스 전달체계를 구축하라는 것이다. 또한, 의료기관 내 사례관리 전담기구로서 각 부문의 활동을 연계할 수 있도록 위탁이 아닌 전담부서 설치, 적정 규모의 채용, 안정적 고용 체계가 필요하며, 민·관 협력 및 경증부터 중증까지 제공할 수 있는 포괄적 제공체계 구축을 제안한다. 이를 통해 의료기관 중심보건의료복지 통합 서비스 제공 사업은 지역사회에서 풀리지 않는 난제였던 보건의료 서비스 강화와 촘촘한 연계를 가능하게 함으로 궁극적인 지역사회 건강안전망 역할 강화를 기대한다.

• 대한한의학회지
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• 제34권2호
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• pp.41-50
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• 2013

Objectives: As a newcomer to the medical tourism industry, Korea needs to differentiate itself from the leading competing countries to vitalize its early-stage medical tourism industry. This study aims to introduce a strategic plan to vitalize the Korean integrated medical tourism so that Korea can differentiate itself from competing countries and create high added value. Methods: The concept and actual conditions of medical tourism and Oriental medical tourism were examined. A plan to differentiate Korea from the competing countries in the medical tourism industry was studied to create high added-value through strategic vitalization of its medical tourism industry. Results: Korean integrated medical tourism must be developed differently from those of other South-East Asian countries in order to strategically promote the cash-cow medical tourism industry. In order to develop such medical tourism, Korean medical practice, which integrates Western and Oriental medicine, is to be developed through mutual understanding and fusion of other disciplines among medical doctors and Oriental medical doctors who are working in local healthcare for health promotion of local residents and disease prevention and control. This will play a key role in developing a unique medical tourism product of Korea by means of strategic alliances as an integrated medicine. Manpower specialized for integrated medicine is to be specially supplied for Oriental medicine-related business lines at city, county and borough levels, among local governments, that are enthusiastically carrying forward Oriental medical tourism with an interest to promoting more active and strategic business development and raise the effectiveness and efficiency of public health centers handling related medical tourism. Manpower specialized for Korean integrated medical tourism is to be specially supplied for the Ministry of Culture, Health and Tourism, a policy control tower to develop and vitalize high value-added fusion (theme) tourism products such as the Korean integrated medical tourism, in order to discover, promote and support Korean integrated medical tourism's differences from existing medical tourism. Conclusions: The differentiated integrated medical tourism that only Korea can offer in a variety of forms, in order to create a key area of high value-added medical tourism, should be strategically vitalized through a liaison between integrated medicine and tourism and the realization of patient-centered health care services with medical technology developed based on mutual understanding of Western and Oriental medicine.