• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.27 no.1
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• pp.1-12
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• 2017

Objectives: The major objectives of this study are to review the requirements for the advancement of occupational safety and health administrative organization and to propose measures to establish an Occupational Safety and Health Executive. Methods: The problems of occupational safety and health administrative organization in korea were examined empirically and cases of occupational safety and health administrative organizations in developed countries were investigated (United Kingdom, United States, Germany, and Japan). A plan for establishing an Occupational Safety and Health Executive was proposed over the short and medium term. Results: An occupational safety and health administration is characterized by a professional and technical nature, and even more so in modern society. Therefore the greatest value required by an occupational safety and health administrative organization is expertise. In addition, administrative values it requires include efficiency, specificity, independence, and activity. The Korean occupational safety and health administrative organization has a number of problems in terms of these values. The most appropriate way to realize these values is to establish an Occupational Safety and Health Executive. It is desirable to establish such an Occupational Safety and Health Executive in a phased manner taking into consideration its relationship with Korea Occupational Safety and Health Agency(KOSHA), including KOSHA's functional adjustment Conclusions: In order to solve the deep-seated problems in occupational safety and health administrative organization and to advance occupational safety and health administration in Korea, it is necessary to establish an Occupational Safety and Health Executive as a foundation for achieving an advanced industrial safety and health administration.

• The Korean Journal of Health Service Management
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• v.7 no.2
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• pp.113-124
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• 2013

The purpose of this study is to investigate of determinants of hospital organization trust affecting to hospital worker's trust in organization. This study was measured levels of trust in organization of hospital workers and 5 determinants of organization trust, organizational fairness, consideration, morality, competence and responsibility toward a society. Levels of trust in organization of hospital workers and determinants of organization trust were assessed using a sample of 190 employees who work at 2 hospitals in Seoul, Kyunggi. Data were collected by self-administered questionnaires from november 22 to 29 in 2012 and analyzed SPSS 18 by using t-test, ANOVA and regression analysis. The results of this study indicate that organizational fairness, consideration and responsibility toward a society among 5 determinants were positively related to levels of trust in organization of hospital workers. Based on these findings, it can be defined that 5 determinants of hospital organization trust influences levels of trust in organization of hospital workers. The implications of this study are discussed and areas for future research are presented.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.4
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• pp.448-457
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• 2008

Purpose: This study examines how the types of organizational culture at a public health center affect job satisfaction and organization commitment of nurses. Method: The study selected 139 nurses from six public health centers located in G city, J province as subjects. The data was collected from April 1 to May 31 in 2008. Result: In regard to type of organizational culture had significant correlation with both job satisfaction and organization commitment, job satisfaction and organization commitment also showed high correlation. Concerning type of organizational culture, two variables of affiliated culture and innovative culture explained 26.3% of job satisfaction and 29.3% of organization commitment. Conclusion: The job satisfaction and organization commitment of nurses varied according to types of organizational culture of a public health center, and showed high correlation. The more affiliated and innovative the organizational culture was, the higher job satisfaction and organization commitment turned out. Therefore, it is advisable to develop a strategy that systematically creates a affiliated and innovative organizational culture that pays attention to goal achievement of the nurse.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.4
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• pp.362-372
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• 2014

Purpose: The purpose of this research was to develop and test the validity and reliability of the Service Orientation Scale for Health Care Organization. Methods: The Service Orientation Scale for Health Care Organization, $SERV^*OR$, was developed through forward-backward translation methods. Internal consistency and reliability, construct and criterion validity were calculated using SPSS Statistics WIN 17.0. Survey data were collected from 283 clinical nurses in a general hospital in J province. Results: The Service Orientation Scale for Health Care Organization showed reliable internal consistency with Cronbach's ${\alpha}$'s for the total scale ranging from .85~.91. Factor loading of the 30 items on four sub-scales ranged from .67~.83. The sub scales were named service leadership, service system, customer focus, and service control. Item convergent and discriminant validity were also established for the Service Orientation Scale for Health Care Organization. Criterion validity showed a significant correlation with customer orientation. Conclusion: The findings of the study demonstrate that the Service Orientation Scale for Health Care Organization has satisfactory construct and criterion validity, and reliability and can be used to measure service orientation.

• Korea Journal of Hospital Management
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• v.26 no.2
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• pp.43-55
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• 2021

Purposes: In this study, we examined the factors which silenced the organizing members and how the factors affects deprivation of employment about the organization culture, the organizational silence, and the turnover intention. Methodology: In order to research, we carry out a survey on 400 employees of small and medium hospitals. Among them, 321 questionnaires were used for actual analysis, excluding insincere respondents, non-responders or duplicate respondents. In order to verify the hypotheses in this study, we conduct the covariance Structural Equation Model(SEM). Finding: We obtained results using following hypotheses. First, ''The organization culture has an effect on the turnover intention.'' Second, ''The organization culture has an effect on the organizational silence'' Third, ''The organizational silence has a influence on the turnover intention.'' Finally, ''When the organization culture mediates the organizational silence, the adaptation relationship of the ornization effectiveness is different.'', as the key hypothesis, showed that the agreement culture, rational culture, and hierarchical culture of the organization culture type were statistically significant. The organizational silence as a parameter has the partial mediating effects(-) because it has direct and indirect effects. Practical Implications: The results of this study showed that the reason for the organizational silence of the organizing members is that the organization culture by a grade of rank is the largest and these the organizational silence affects the turnover intention.

• Health Policy and Management
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• v.19 no.4
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• pp.1-17
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• 2009

The purpose of this study was to find factors affecting health of the rural residents. The data were collected from a sample of 2,587 people aged from 40 to 70 in the year 2005-2006, Wonju City and Pyeongchang County, Gangwon-do, Korea. The theoretical model adopted in this study was the Lalonde's health field(human biology, environment, lifestyle, and health care organization). SF-12 was used to measure subjective health status. In the category of human biology, men were healthier than women. Age and BMI showed negative relation to health status. Income, education and social support showed positive relation to health status in the environment category. In the category of life style, stress showed negative relation to health status. Medical expenses showed negative relation to health status in the category of health care organization. After converting SF-12 score to percentage score, the health determinants portions were 47% lifestyle, 26% environment, 18% human biology and 9% health care organization. These findings suggest that life style, environment and biology are main factors in determinants of health. Especially stress in the life style category is more focused for the community health promotion. We also may be able to improve income, education and social support in the environment category with self empowerment efforts, community supports and government helps. Finally greater attention must be payed to life style in the future health planning and budget allocation priority in the healthcare area.

• Journal of Korean Academy of Nursing Administration
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• v.23 no.2
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• pp.111-117
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• 2017

Getting evidence in to practice tends to focus on strategies, theories and studies that aim to close the gap between research knowledge and clinical practice. The evidence to practice gap is more about systems than individual clinician decision making. The absence of evidence for administration and management in the organization of healthcare is persistent. Teaching nurses and providing evidence as the solution to evidence-based healthcare is no longer axiomatic. Previous studies have concluded that unit level strategies integrate multi-professional teams with organizational needs and priorities. This 'best fit' approach that characterizes how healthcare is structured and delivered. The published literature shows that increased readiness for change is aligned with integrated approaches informed by conceptual models. The Joanna Briggs Collaboration is the largest global collaboration to integrate evidence within a theory informed model that brings together academic centres, hospitals and health systems for evidence synthesis, transfer and implementation. The best approaches to implementation are tailored to local culture and context, benchmark against international evidence, combine a theory informed model and stakeholder perspectives to improve the structure and processes of health care policy and practice.

• Korea Journal of Hospital Management
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• v.1 no.1
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• pp.170-187
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• 1996

This paper proposes a change process model for organization development in health care organizations and provide an OD case exemplar of nursing service unit at Virtual Hospital. This case exemplar was written in a narrative form rather than in an argumentative form as an embodiment of organization development process as is viewed from the cultural/interpretive perspective rather than from the technical/rational one. This case exemplar illustrates the change process which consists of four interrelated components: change intervention, organizational target variables, individual organizational member, and organizational outcomes. It also demonstrates the applicability of the narrative rationality which involves narrative probability and narrative fidelity to the story where the learning organization, shared governance, and empowerment are fully emplotted and enlivened. The implications for organization development in health care organizations are discussed.

• The Korean Journal of Health Service Management
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• v.10 no.2
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• pp.1-14
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• 2016

Objectives : The aim of this study is to understand the antecedents of trust with regard to organization and interpersonal trust among the employees of a hospital organization. Methods : Data were collected from 942 employees who work at ten hospitals of Seoul in other cities in Korea. Collected data were analyzed using SPSS Ver. 18.0 and AMOS Ver. 18.0 and by a frequency analysis, t-test, ANOVA, and regression analysis. Results : The main finding here was that the trust of hospital employees is significantly affected by fairness, consideration, morality, competence, and social responsibility. Conclusions : This result implies that hospital administrators should endeavor to improve the level of trust of among the employees of their organization and in therir coworkers through a fair reward system, an ethical management philosophy, by instilling a high competency level compared to other hospitals, and by ensuring high levels of social responsibility.

• Journal of Korean Academy of Nursing Administration
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• v.17 no.2
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• pp.180-188
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• 2011

Purpose: This study was done to evaluate the operating status of community-based home health center for revitalization of the centers. Method: In this study performance data including organization plan and service utilization plan were evaluated according process theory. Target of evaluation was the community-based home health care center. Results: The vulnerable part of the organization was the information system and financial resources. The home health center introduced PDA (Personal Digital Assistants) in 2005, however home health care nurses did not make full use of it. This service received full support from Seoul city and local government and there were no other sources of income. The vulnerable part of service utilization was service expansion and standardization due to vulnerability of organizational aspects. Conclusions: The home health care center provides high quality services to underprivileged people. In the future, these services should be provided with equity for continuous health care for this population.