• Fire Science and Engineering
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• v.21 no.4
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• pp.81-87
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• 2007

The cattle shelters have been badly damaged by the recently large fires. so the reconstruction of the damaged shelter is very difficult. In the light of the seriousness of the fire like that, the preventive plan for the cattle shed should be thoroughly established. The preventive measure which the fire department performs presently is limited to the stopping the fire before it starts. More than anything else, The men who operate and manage the cattle shelters must know what to do. The written plan will assist them. To begin with, The fire authority should clearly specify how cattle should be protected from any outbreak of fire. Clear access to each fire shed is very important to protect the cattle safely. The manager of the cattle shelter should get ready for the fire defense equipment. Most fires of the cattle shelters are due to electricity faults. These renovations should be performed and checked immediately. Therefore, The manager should be ready assist fire chief or the professional organization to prevent the electricity fire. Fire Safety education should be planned for the owner and staff so all should know what is expected in case of a fire. The Fire Department will check the access road, the equipment available and an announced fire drills should take place every year in the cattle shelter. The Fire Department should check the access road, equipment for preventing fires and staff training each year.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.2
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• pp.17-40
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• 1997

The purpose of this descriptive, correlational study was to identify, describe the patterns of nursing unit culture, nursing performance, job satisfaction and turnover intention in the hospital setting, and to analyze the relationships between nursing unit culture, nursing performance, job satisfaction and turnover intention among the characteristic of the subjects The subject consisted of 223 nurses who were employed in medical & surgical units of 3 different University hospitals in Seoul. Data collection was done in November, 1996 by means of questionnaire. The instruments used for this study were the questionnaire based on the Nursing unit cultural assessment tool developed by Coeling(1993), Nursing performance scale used by Yoon(1991), Job satisfaction scale developed by Slavitt, et al.(1978) and Turnover intention scale used by Lee(1995). The data were analyzed by percentage distribution. Pearson correlation coefficient and ANOVA. The summarized results were as follows: 1. There was significant differences in the nursing unit culture between individual cultural behavior and group cultural behavior. 2. There was positive correlation between nursing unit culture, nursing performance and job satisfaction. 3. There was negative correlation between nursing unit culture and turnover intention. 4. There was significant difference in nursing performance efficiency according to the age, educational level, professional carrier in the nursing unit, in the hospital. 5. There was significant difference in turnover intention according to the age, educational level. According to these results, the following implications can be made ; 1. It needs to study on the nursing unit culture in other size hospitals and compare them to these results. 2. It is necessary to assess nursing unit culture and endeaveor good climate for the nursing organizational outcomes and prepare the training course of leadership of nurse manager. 3. In nursing administration, there should be an emphasis on assessment of staff nurses' cultural behavior in case of nurses' orientation, allocation, recruitment, continuning education, so that staff nurses' performance and job satisfaction will be increased and trunover intention will be decreased.

• Korea Journal of Hospital Management
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• v.22 no.4
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• pp.74-86
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• 2017

Purposes: This study was performed to understand the recognition about accreditation motives, support within the hospital and accreditation survey process for the hospitals that participated in the accreditation program and to find out whether these factors are related to hospital management performances, so that the study can suggest plans for activation and development of the accreditation program. Methodology: This study was performed targeting 98 hospitals answered th the survey among 189 acute care hospitals that acquired accreditation from December 2010 to February 2014. For data analysis, frequency analysis, ${\chi}^2$-test, reliability analysis, ANOVA, Kruskal-Wallis H test and multiple regression analysis with SPSS 21.0 were used. Findings: The hospitals that had staff in charge of patient safety had bigger hospital culture change than those that didn't have(p<.05). In addition, the hospital culture change was bigger as internal motives were bigger, and as CEO's will was bigger(p<.05). Meanwhile, as maintenance rate of internal management after accreditation was higher, and as CEO's will was bigger, process improvement level was higher(p<.05). The quality improvement and patient satisfaction level were higher as CEO's will was bigger, and as suitability of survey process was recognized to be high(p<.05). As a result of analyzing the factors that affect hospital management performances with hospital culture change, process improvement and quality improvement combined, as internal management maintenance rate was higher, as CEO's will was bigger, and as suitability of survey process was higher, performances were higher(p<.05). Practical Implications: Hospitals need to reinforce internal motives to improve internal competences such as the whole system maintenance opportunity and staff training. In addition, the will of hospital director is most important, and if there is hospital director's interest in quality improvement and improvement intention definitely, employees voluntarily participate in and cooperate with the accreditation program, so that prompt medical service provision and high quality of medical services can be guaranteed, leading to hospitals' management performances.

• Journal of Physiology & Pathology in Korean Medicine
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• v.26 no.5
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• pp.753-759
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• 2012

The purpose of this study was to examine Enneagram personality types and job satisfaction of Korean medicine clinic staff, thereby providing basic materials for job training programs and human resource management programs for Korean medicine clinic staff with a lot of face-to-face relationship. The researcher visited 50 Korean medicine clinics randomly selected from 255 clinics in Changwon and explained the purpose of this study and the content of questionnaire. Questionnaires on Enneagram personality types and job satisfaction were distributed to and collected from those who consented to participate. Data analysis was done using SPSS WIN IBM 20.0 program. The results are as follows. General characteristics of the subjects were as follows. Female respondents comprised 97.6% of the total. The rate of those whose age was between 20 and 25, between 26 and 30, between 31 and 35, between 36 and 40, between 41 and 45, and 46 years old or older was 22.6%, 21.4%, 13.1%, 21.4%, 17.9%, and 3.6%, respectively. The rate of those who were unmarried was 46.4%. As for educational levels, those who graduated from high school or received lower level education, those who graduated from two-year college, and those who graduated from university accounted for 46.4%, 39.3%, and 14.3%, respectively. Regarding the distribution of the center of energy, 64.3% was in the instinctive center, 20.3% in the thinking center, and 15.5% in the emotional center. As for the personality type of Enneagram, 25.0% belonged to type 8, 22.6% to type 9, 15.5% to type 1, 9.5% to type 5, 8.3% to types 4 and 6, 6% to type 2, and 2.4% to types 3 and 7. Job satisfaction according to the center of energy and personality types was not statistically significantly different. Interpersonal relationship, autonomy, and overall job satisfaction according to the developmental stage of Enneagram were significantly different.

• Journal of Clinical Nutrition
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• v.10 no.2
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• pp.31-37
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• 2018

Recently, in Korea, the importance of preparation and use of injectable drugs has been emphasized due to successive fatal accidents caused by injection infections. Parenteral nutrition (PN) has also been identified as a cause of infection. Cases of infection due to PN have been reported not only in Korea, but also abroad, and contamination occurs mainly during the preparation of PN. Because sterile preparation and compounding of injections are very important for infection control and patient safety, this article reviews the major guidelines outlined thus far. The Korea Ministry of Food and Drug Safety in 2006 published guidelines and the KSHP (Korean Society of Health-System Pharmacists) recently issued guidelines for the aseptic preparation of injections. In addition, as US guidelines, the ASHP (American Society of Health-System Pharmacists) guidelines and United States Pharmacopeia (USP) <797> are also reviewed. The recent guidelines published by the KSHP have significance in that they were adopted in accordance with the domestic reality, even though they conform to foreign guidelines, and are expected to be guidelines for hospital pharmacists performing aseptic preparation work. In addition, the Korea Ministry of Health and Welfare is considering appropriate guidelines for the safe management of medications, training staff for infection prevention and strengthening staff capacity. Furthermore, the gradual expansion of aseptic compounding facilities and human resources, as well as the provision of adequate medical costs are also considered. Based on the establishment and standardization of injectable drugs compounding guidelines for Korean hospitals, it is believed that if human resources and facilities are supported and medical charges are improved, it will be possible to expect the safer preparation and use of injections.

• Journal of dental hygiene science
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• v.20 no.4
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• pp.261-268
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• 2020

Background: A comprehensive history taking at the first visit could be an important start of treatment. This study investigated the current status of the initial history taking for dental patients in S area, and the implementation and importance of the initial history taking process. Based on this, we intend to provide basic data for the development of organized and standardized questionnaires in dental clinics. Methods: In April 2019, 303 dental clinics in S area were targeted and special dental clinics (orthodontics, children, and disabled) were excluded. The questionnaire consisted of 29 items, including general characteristics, systemic disease history, dental history, oral health behaviors, and the data were obtained through self-administered questionnaire. Results: Initial history taking was mostly implemented using oral and questionnaire at the time of the first visit. Systemic disease history, dental history, and oral health behaviors differed in the work experience of the dental clinic staff. As a result of analyzing the importance according to implementation, there were significant differences in all questions except drug-related items. The importance of the questionnaire was highly recognized, but the reason it was not actually implemented was because of existing the questionnaire in the clinic and lack of time. Conclusion: Considering that the initial history taking implementation rate showed low, it is necessary to develop standardize a practical questionnaire and interview skills for dental clinics in the future. In addition, training programs should be provided to dental staff that can recognize the importance of initial history taking questionnaires and contribute to active implementation.

• Safety and Health at Work
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• v.12 no.1
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• pp.66-73
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• 2021

Background: The objective was to assess the knowledge level, attitude, and practice of health care workers towards standard precautions, and to identify the related factors. Furthermore, it was attempted to identify the proportion of having the experience of needle stick injuries (NSIs) and associated factors among participants. Methods: A cross-sectional study was conducted in a teaching hospital among 233 health workers using a self-administrated questionnaire. The questionnaire included eight knowledge items, seven practice items, and five attitude items. Based on the mean score of each category, responses were grouped into "satisfactory" and "unsatisfactory". Univariate, bivariate, and multivariable logistic regression analyses were done. Results: The mean age of the participants 32.95 (SD ± 9.70) and 62.2% of them were women. 57.5% of the staff had a satisfactory level of correct knowledge (>5 correct answers), 37.3% had a satisfactory positive attitude (>3 correct answers), and 30.9% had a satisfactory practice (>3 correct answers) towards standard precautions. The occupation was one of the predictors as doctors were less likely to have satisfactory knowledge and practice compared to nurses (OR = 0.269, 95% CI: 0.10-0.70 and OR = 0.248, 95% CI: 0.08-0.77, respectively). Out of 174 participants, 31.6% of them reported experiencing NSIs and support staff were 71% less likely to experience NSIs compared to nurses & paramedics. Conclusion: The findings revealed a substandard adherence of standard precautions among participants, which highlighted the necessity of the provision of a periodic, tailored training program based on the occupation and risk exposure.

• Journal of Information Science Theory and Practice
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• v.10 no.3
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• pp.57-67
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• 2022

This study aims to understand human resource management in the Library of the House of Representatives of the Republic of Indonesia (DPR RI) during the COVID-19 pandemic. This institution had to change its work procedures, including its management of human resources. The research uses a qualitative approach with a case study method. Data was collected through interviews, observations, and document analysis, carried out from October to December 2020. The findings show that working from home practices had the following impacts: reduced ability to concentrate while working; many forced changes to the work programme; and problems of miscommunication due to work instructions being conveyed through a WhatsApp group. In response to the situation, the planning function of management was used to suspend the recruitment of interns; the organizing function was divided up tasks into two or three working days a week; the actuating function was seen in the willingness of leadership to motivate staff and to optimize resources by providing training; and the controlling function was realized in an online presence and online reporting mechanisms. It was concluded that the implementation of human resource management in the library was achieved through flexibility and staff empowerment. This involved carrying out initiatives and controlling their effectiveness in response to whatever changes were required by the latest pronouncements from government. Obstacles were still encountered in the implementation of these changes, especially in relation to the organizing function of management, where some conflict was seen between the DPR RI librarians.

• Journal of dental hygiene science
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• v.23 no.2
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• pp.154-168
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• 2023

Background: Legal regulations and fees have been established in Korea to provide visiting oral health care services to individuals with long-term care insurance (LTCI). However, beneficiaries of this service are very limited. Therefore, to improve the Korean system we propose a comparative analysis with the Japanese system. Methods: This study is a descriptive analysis based on secondary data, such as statistics, laws, and service record forms from Korea and Japan. The most recent institutional documents were obtained through a Google search. The variables investigated were financial resources of LTCI, co-payment structure, monthly limit of LTCI benefits, care levels of LTCI, service providers, service costs, contents of service, and the number of cases of service. Results: In both Korea and Japan, LTCI is financed through a combination of taxes and insurance premiums. However, the monthly limit for receiving LTCI services in Japan is about 2.4 times higher than in Korea. Visiting medical and dental treatment is also possible in Japan. Furthermore, nursing staff can provide daily oral health care services according to dental hygienists' instruction unlike Korea. Oral health care services in Korea are focused on oral hygiene and prevention of oral diseases, while Japan additionally provides oral function screening, patient education for oral health management, and training for nursing staff to enhance oral function, eating, and swallowing of the patients. Conclusion: We concluded that the possibility of visiting dental treatment, differences in monthly limit of LTCI benefits, oral function assessment and guidance, as well as collaboration with other healthcare professionals contributed to the difference in the frequency of utilization of visiting oral health care services between Korea and Japan.

• KDI Journal of Economic Policy
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• v.13 no.2
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• pp.97-127
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• 1991

This paper investigates the roles and the limitations of the Korean antitrust agencies-the Office of Fair Trade (OFT) and the Fair Trade Commission (FTC) during the making of the major industrial policies of the 1980's. The Korean antitrust agencies played only a minimal role in three major industrial policy-making issues in the 1980's- the enactment of the Industrial Development Act (IDA), the Industrial Rationalization Measures according to the IDA, and the Industrial Readjustment Measures on Consolidation of Large Insolvent Enterprises based on the revised Tax Exemption and Reduction Control Act. As causes for this performance bias in the Korean antitrust system, this paper considers five factors according to the current literature on implementation failure: ambiguous and insufficient statutory provisions of the Monopoly Regulation and Fair Trade Act (MRFTA); lack of resources; biased attitudes and motivations of the staff of the OFT and the FTC; bureaucratic incapability; and widespread misunderstanding about the roles and functions of the antitrust system in Korea. Among these five factors, bureaucratic incompetence and lack of understanding in various policy implementation environments about the roles and functions of the antitrust system have been regarded as the most important ones. Most staff members did not have enough educational training during their school years to engage in antitrust and fair trade policy-making. Furthermore, the high rate of staff turnover due to a mandatory personnel transfer system has prohibited the accumulation of knowledge and skills required for pursuing complicated structural antitrust enforcement. The limited capability of the OFT has put the agency in a disadvantaged position in negotiating with other economic ministries. The OFT has not provided plausible counter-arguments based on sound economic theories against other economic ministries' intensive market interventions in the name of rationalization and readjustment of industries. If the staff members of antitrust agencies have lacked substantive understanding of the antitrust and fair trade policy, the rest of government agencies must have had serious problems in understanding the correst roles and functions of the antitrust system. The policy environment of the Korean antitrust system, including other economic ministries, the Deputy Prime Minister, and President Chun, have tended to conceptualize the OFT more as an agency aiming only at fair trade policy and less as an agency that should enforce structural monopoly regulation as well. Based on this assessment of the performance of the Korean antitrust system, this paper evaluate current reform proposals for the MRFT A. The inclusion of the regulation of conglomerate mergers and of business divestiture orders may be a desirable revision, giving the MRFTA more complete provisions. However, given deficient staff experties and the unfavorable policy environments, it would be too optimistic and naive to expect that the inclusion of these provisions alone could improve the performance of the Korean antitrust system. In its conclusion, this paper suggests several policy recommendations for the Korean antitrust system, which would secure the stable development and accumulation of antitrust expertise for its staff members and enough understanding and conformity from its environments about its antitrust goals and functions.