• 한국사회복지학
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• 제63권2호
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• pp.81-107
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• 2011

본 연구는 사회복지사의 직무태도 즉 직무만족과 조직몰입에 대한 오류관리문화와 심리적 자본의 영향력을 보고자 한다. 자료수집은 서울과 경기지역의 사회복지이용시설에 종사하는 경력 2년 이상의 사회복지사를 대상으로 층화표집을 사용하였으며, 최종적으로 총 89개 기관 564명의 자료를 표집하였다. 연구의 주요결과는 다음과 같다. 첫째, 사회복지기관의 오류관리문화와 심리적 자본의 수준을 동시에 제고시킬 경우 사회복지사의 직무태도는 정적으로 향상되는 것으로 나타났다. 둘째, 오류관리문화와 심리적 자본은 각각 사회복지사의 직무태도 제고에 기여하는 것으로 나타났다. 한편 사회복지사의 직무태도 제고에 있어서 오류관리문화와 심리적 자본 각각의 주효과에 비해 상호작용효과의 크기가 보다 높게 나타났다는 점에서 사회복지기관에 대한 시사점이 존재한다고 말할 수 있다. 이와 같은 결과를 기초로 이론적 및 실천적 함의를 논의하였다.

• 대한안전경영과학회지
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• 제16권4호
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• pp.91-99
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• 2014

This study highlights the theme of human error of train drivers, conducting empirical analysis on the relationship between organizational culture, safety climates, safety behavior, and accident. The empirical test results based on questionnaires received from 223 train drivers working at A subway firm indicated that relationship conflict and psychological reward as the elements of organizational culture variables showed a significant positive effect on CEO philosophy, communication, and boss's leadership. And only boss's leadership showed a positive influence on safety behavior, which in turn showed a significant negative relationship with accidents.

• 한국사회복지학
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• 제67권3호
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• pp.83-105
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• 2015

본 연구는 크게 두 가지의 연구목적을 갖는다. 첫째, 사회복지연구에 있어서 개념적 중요성이 높은 조직신뢰와 오류관리문화와의 관계를 검증함으로써 오류관리문화의 이론적 위치를 검증한다. 둘째, 이전 연구와는 다르게 사회복지사의 직무특수성을 반영하는 일가치감과 측정의 타당도 제고를 위한 사회적 바람직성의 영향력에 주목하면서 연구모형 적확성 제고를 위한 제언을 시도한다. 이를 위해 본 연구는 서울 경기지역의 사회복지이용시설 즉 종합사회복지관, 장애인복지관, 노인복지관에 근무하는 경력 2년 이상의 사회복지사를 대상으로 층화표집 방법을 활용하여 조사된 564명의 자료를 활용한다. 주요 분석결과를 중심으로 핵심 논의를 정리하면 다음과 같다. 첫째, 조직신뢰에 대하여 인구사회학적 변수를 통제한 상태에서 사회적 바람직성의 증분설명량이 유의하게 나타남에 따라 향후 측정의 타당도 제고를 위해 제3변수 효과에 의한 체계적 편향방지 가능성에 대하여 논의하였다. 둘째, 조직신뢰에 대하여 인구사회학적 변수와 사회적 바람직성을 통제한 상태에서 사회복지사의 직무특수성을 나타내는 일가치감의 증분설명량이 유의하게 나타남에 따라 향후 연구에서 연구모형구성의 적확성을 제고하기 위한 방안에 대해 논의하였다. 셋째, 조직신뢰에 대하여 인구사회학적 변수, 사회적 바람직성, 사회복지사의 일가치감을 통제한 상태에서 오류관리문화의 증분설명력은 사회복지이용시설별로 유의하게 나타남에 따라 오류관리문화의 이론적 함의와 오류관리문화 정착을 위한 실천적 함의에 대하여 논의하였다.

• 경영과정보연구
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• 제33권5호
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• pp.155-169
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• 2014

사람은 누구나 다 살아가면서 역경과 어려움을 겪기 마련이다. 하지만 부정적인 생활사건이나 스트레스를 경험하는 사람들이 모두 신체적, 심리적으로 부정적인 결과물은 내는 것은 아니다. 즉, 개인이 이용할 수 있는 자원에 따라 스트레스나 역경의 상황에 유연하게 대처하거나, 성공적으로 극복하고, 적응하고, 혁신적인 성과를 보이기도 한다. 본 연구에서는 동일한 상황에서 위기나 위협의 요인들을 완화시킬 수 있는 개인적 속성, 즉 회복탄력성의 중요성을 강조하며, 회복탄력성의 결과요인으로 혁신행동에 어떠한 영향을 미치는지 살펴보고자 한다. 또한 개인특성인 회복탄력성과 혁신행동의 관계에 조직변수 즉, 환경적 요인으로 조직지원과 실책관리문화의 조절효과도 검증해보고자 한다. 이러한 연구목적에 따라 본 연구는 195명의 조직구성원을 표본으로 하여 회복탄력성이 혁신행동에 미치는 영향력과 이러한 관계에 대한 상사지원, 동료지원, 실책관리문화의 조절효과를 검증하였다. 연구 결과, 회복탄력성은 조직구성원의 혁신행동에 정(+)의 영향을 미치며, 상사지원과 실책관리문화는 회복탄력성과 혁신행동 간 영향력을 조절하는 것으로 나타났다. 따라서 조직구성원이 급변하는 조직외부환경에 적응하고 진취적이고 역동적이며, 도전적인 혁신행동을 발휘함에 있어 개인적 특성인 회복탄력성과 조직상황 변수인 조직지원과 실책관리문화가 긍정적 영향을 미칠 수 있다는 시사점을 제공한다. 즉, 조직에서는 조직구성원 개인의 회복탄력성을 발현하고 키울 수 있는 교육프로그램 제공 및 조직 분위기 조성이 필요하며, 실패를 두려워하지 않는 조직문화와 상사 및 동료 간 지원이 혁신행동을 증대시킬 수 있음을 알 수 있다.

• 대한간호학회지
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• 제40권2호
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• pp.172-181
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• 2010

Purpose: The purpose of this study was to examine the impact of strategies to promote reporting of errors on nurses' attitude to reporting errors, organizational culture related to patient safety, intention to report and reporting rate in hospital nurses. Methods: A nonequivalent control group non-synchronized design was used for this study. The program was developed and then administered to the experimental group for 12 weeks. Data were analyzed using descriptive analysis, $\chi^2$-test, t-test, and ANCOVA with the SPSS 12.0 program. Results: After the intervention, the experimental group showed significantly higher scores for nurses' attitude to reporting errors (experimental: 20.73 vs control: 20.52, F=5.483, p=.021) and reporting rate (experimental: 3.40 vs control: 1.33, F=1998.083, p<.001). There was no significant difference in some categories for organizational culture and intention to report. Conclusion: The study findings indicate that strategies that promote reporting of errors play an important role in producing positive attitudes to reporting errors and improving behavior of reporting. Further advanced strategies for reporting errors that can lead to improved patient safety should be developed and applied in a broad range of hospitals.

• 한국의료질향상학회지
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• 제17권1호
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• pp.89-105
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• 2011

Background : The purpose of study in to grasp the level of perception of hospital workers on the patient safety culture, consider the difference in perception of patients safety culture according to medical service and finally find out a way to establish patient safety culture in hospital. Methods : As for the data, the analysis on frequency, t-test, ANOVA and tukey test were carried out by using SPSS 12.0. Result : The results of comparison among the positive response ratios on the patients culture of hospital workers showed that the subjects had perceived the teamwork within units most positively(74.1%), and perceived most negatively on the non-punitive response to error(16.2%)and the staffing(26.2%). 68.6% of subjects answered that the medical error were mostly of always reported. when daytime working hours are longer, perception of patient safety culture ranked low. In general, departments for direct medical service than departments for indirect medical service assessed patient safety culture high. Conclusion : Organizational learning and teamwork within units, communication openness, active support of hospital management for patient safety, and cooperation across the units would be crucial to promote the overall perceptions of patients safety of hospital workers and the level of patients safety in the units and to improve the quality of the event reporting system.

• 임상간호연구
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• 제27권1호
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• pp.12-22
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• 2021

Purpose: The purpose of this study is to identify the effects of organizational commitment (OC) and perceived patient safety culture (PPSC) on patient safety nursing activities (PSNA) among nurses in comprehensive nursing care units. Methods: Participants were 173 nurses working at five general hospitals in Chungcheong area. Data were analyzed using descriptive statistics, 𝑥² test, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression analysis with SPSS/WIN 23.0 programs. Results: The mean scores of the OC and PPSC were 3.28±0.50 and 3.85±0.35, respectively. The mean score of PSNA was 4.55±0.41, and PSNA was significantly different by the experience of participating in hospital's safety culture campaigns (t=2.70, p=.008). The results of the multiple regression analysis showed that 'patient safety knowledge and attitudes' (β=.27, p=.006) and 'unpunished environment to error' (β=.22, p=.004) as the sub-categories of PPSC were affecting factors on PSNA with an explanatory power of 26.0% (F=6.40, p<.001). Conclusion: The results of this study suggest that in order to promote PSNA among nurses in comprehensive nursing care units, it is necessary to develop a program to enhance patient safety-related knowledge and attitudes. In addition, the hospital's organizational efforts such as operating safety campaigns and creating an unpunished environment to error should be needed.

• 보건행정학회지
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• 제15권4호
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• pp.110-135
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• 2005

The objectives of this study were (1) to describe doctors' perception and attitudes toward patient safety culture and medical error reporting in their working unit and hospitals, (2) to examine whether these perception and attitudes differ by doctors' characteristics, such as sex, position, and specialties, and (3) to understand the relationship between overall perception of patient safety in their working unit and each sub domain of patient safety culture. A survey was conducted with 135 doctors working in a university hospital in Korea. After descriptive analyses and chi-square tests of subgroup differences, a multivariate-regression of overall perception of patient safety in their unit with sub-domains of patient safety culture was conducted. Overall, a significant proportion of doctors expressed negative perception of their working units' patient safety culture, many reporting potentials for patient safety problems to occur in their unit. They also negatively viewed their hospital leadership's commitment on patient safety. Regarding the patient safety in their working unit, doctors were most worried about staffing level and observance of safety procedures. Most doctors did not know how and which medical error to report. They also perceived that medical errors would work against them personally and penalize them. About 22 percent of respondents believed that even seriously harmful medical errors were not reported.

• 간호행정학회지
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• 제13권3호
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• pp.321-334
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• 2007

Purpose: The objectives of this study were to understand and compare perception and experience between clinical staffs(nurses and pharmacists) and Quality Improvement managers. Method: A qualitative study was conducted with 14 clinical staffs and QI managers who are working at tertiary hospitals in Korea. Interviews were recorded and transcribed for systematic analyses of qualitative data. Results: Most critically, while QI managers acknowledged that establishment of the patient safety culture and reduction of medical errors are urgent tasks for QI effort, clinical staffs don't seem to share such perceptions. All participants agree that staff shortage and no compliance to safety procedures were major reasons for medical error occurrences. Many suggested that an organizational culture where errors were perceived as a systematic problems rather than individual failures or carelessness should be formed to promote voluntary reporting of medical errors. Conclusion: A more systematic effort and attention at the hospital leadership and public policy level should be promoted to constitute societal consensus on the urgence of promoting patient safety culture and more specific approaches to tackle the patient safety problems.

• 대한안전경영과학회지
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• 제16권2호
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• pp.19-29
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• 2014

Korean societal concern for the train accidents is fast and widely increasing with an ever-increasing demand and use for KTX. Most of these train accidents are inclined to be caused by human error. Experts used to attribute the causes of human error to the defects in various aspects such as technology, organizational system, practices, corporate culture, and/or human resource itself. Among the diverse causes of human error, an important one, even though it was rarely focused, may be the issue of impact of rule or procedure change on human error. Giving attention to the implicit importance of this issue, this study intends to highlight the theme of frequent procedure change in railway driving manual as a critical factor of human error. To attain this purpose mentioned above, dual methodologies were adopted. One is to qualitatively analyze the real cases of procedure change in relevant manuals followed by the incident case(passing the station scheduled to stop) happened lately. Another is to quantitatively perform statistical analysis based on questionnaires received from 224 train drivers. Results show that frequent changes in internal affairs procedure is or may be an important factor causing stress and human error from train drivers.