• 의료ㆍ복지 건축 : 한국의료복지건축학회 논문집
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• 제24권2호
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• pp.55-64
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• 2018

Purpose: The ward division is a representative part of the hospital, where a variety of user activities are performed. Users can be broadly categorized as patients and carers, visitors, and medical staff (doctors and nurses). The relationship between these two is a major issue with ward planning as the patient's place of life centers around the hospital room and the task of the clinical workforce centers around the nursing station (NS). Against this backdrop, the study divides the ward units of the General Hospital of China into patient areas, medical team areas, supply areas, and public domain, with the focus on the ward areas affecting most significantly in the hospital patients. Methods: The theoretical advance studies of the standard ward unit are identified by the associated guidelines, articles, and documentation. Results: This study is a summary analysis of relevant regulations, reference literature, and drawing data from the target hospital. Further work is expected to be undertaken, including further surveys and observational surveys, to produce more detailed results. Implications: It is expected that the research in this paper will provide an effective reference for the future research of China General Hospital Ward department, so as to promote and improve the work system of China General Hospital Ward department.

• 디지털융복합연구
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• 제16권7호
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• pp.47-54
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• 2018

최근 우리나라는 토사재해로 인하여 해마다 많은 인명과 재산피해가 발생하고 있다. 비교법적으로 검토해 보면, 일본 히로시마에서는 1999년에 폭우로 인한 토사재해로 엄청난 피해가 발생하였는데, 이후 제정된 토사재해방지법에 근거하여 도도부현에 토사 재해 방지를 위한 비 구조 대책이 도입되었다. 여기에는 토사재해 경보, 대피 표준 강우량 제정, 토사재해 경계 구역 지정 및 토사재해 특별 경계 구역 지정 등이 포함되어 있다. 또한 구체적인 실제 적용례로서, 일본 가고시마현의 토사재해경계정보시스템과 전문 인력 활용방안인 일본 국토교통성의 TEC-FORCE사례를 중점적으로 살펴보았다. 향후, 일본과 같은 토사재해경계시스템과 전문 인력을 활용한 피해예방 및 피해저감 대책이 절대적으로 필요하다고 할 것이다.

• 동서간호학연구지
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• 제28권2호
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• pp.151-159
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• 2022

Purpose: This study was conducted to identify the performance and need of professional nursing care among nurses in a neurosurgery department at a tertiary hospital. Methods: This study used a descriptive design using a questionnaire with 77-item. The participants were 58 nurses with more than 3 years of clinical experience in both the neurosurgery intensive care unit and ward at a tertiary hospital in Gangwon province. Data collection was conducted from January to February of 2021. The performance and need for each workforce were analyzed with the mean and standard deviation, and the effectiveness of the difference between the performance and the need were analyzed with a paired t-test using SAS 9.4. Results: The recognition for work performance level was in order of direct nursing activities (3.20±.54), consultation and coordination (3.18±1.15), education (2.55±.85), administration (1.92±.86), and research (1.57±.89). The recognition for need level was in order of consultation and coordination (3.95±.83), education (3.91±.87), direct nursing practice (3.83±.55), research (3.49±.87), and administration (3.45±.54). The results showed a statistically significant differences between work performance and need (p<.001). Conclusion: It is required to hire professional nursing personnel who can bridge the gap between the performance and need of professional nursing workforce in a neurosurgery department at a tertiary hospital. A professional nurse may be a good alternative.

• 한국농촌간호학회지
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• 제18권1호
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• pp.57-71
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• 2023

Purpose: This study aims to provide primary data for policy alternatives by identifying the problem of the nursing workforce shortage. Methods: For quantitative data, 446 questionnaires were analyzed. The mean and standard deviation were used for content description. ANOVA analysis and Scheffe? test were used to compare the differences according to the hospital level. For qualitative data, 1:1 in-depth and group interviews were conducted for six participants. Results: The factors nurses prioritized when choosing a workplace were salary, commuting distance, and work-life balance. Clinical nurses cited low wages, heavy workloads, and burnout as the most considerable difficulties in performing their duties. Factors influencing nurse's turnover intention were low wages, unmanageable workload, and rotation to unwanted departments in that order. New nurses tend not to apply to small-medium-sized hospitals, experienced nurses in their 30s-40s leave hospitals due to childcare and shift work difficulties, and nurses in their 50s and older tend to move to nursing homes rather than acute hospital settings. Conclusion: In this study, wage and workload were mentioned as the most critical factors in nurses' workplace selection, job performance difficulties, and turnover intention, so it is necessary to pay attention to this aspect when improving treatment for nurses.

• 한국건설관리학회논문집
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• 제23권6호
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• pp.89-100
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• 2022

최근, OSC(Off-Site Construction)기반 PC구조의 활성화를 위한 제도적 기반 마련의 일환으로 적정공사비 산정에 필요한 품셈 개발을 요구받고 있다. PC공법의 공사비는 공장제작-운반-현장설치의 단계로 구성된다. 최근 운반과 현장 설치는 부재(subsidiary materials)별 현장실태 조사 결과를 반영한 표준품셈 체계(standard product calculation system)를 제시하는 등 관련 연구가 진행되고 있다(Lee et al., 2021). 반면, 공장 제작 공사비 산정과 관련된 연구는 전무한 실정이다. 본 연구에서는 PC 공법의 공장제작 공사비 산정기준 마련을 위해 공장 제작 환경에 활용할 수 있는 품셈 체계를 제시하였다. 이를 위해 시공절차에 따른 작업 공종을 도출하였으며, 공종별로 연계된 표준품셈을 분석하여 작업 특성에 적합한 표준 투입인력을 산출하였다. 품셈 체계는 PC부재의 현장설치와 동일하게 기둥, 보, 벽체, 슬래브 부재로 구성하였으며, 공종별 기능공을 기준으로 부재별 기본공수를 제시함으로서 직접노무비의 산출이 가능하도록 하였다. 또한, 개별 부재의 규격(m³)에 따라 생산성이 변화되는 특성을 고려하여 부재 크기를 품의 할증 요소로 제시하였다. 본 연구결과는 현재 견적에 의해 재료비료 계상되는 PC공법의 공장제작 비용을 객관적으로 검증할 수 토대 마련에 기여할 수 것이다.

• 대한안전경영과학회지
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• 제10권4호
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• pp.297-307
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• 2008

At the spots of enterprises experiencing rapid environmental changes, necessity for ceaseless managemental innovation is raised. We can't deny that management quality is also a part of such managemental innovation. Introduction of management quality by an organization is different from introduction of other individual innovative techniques. Management quality is not one time project but complete historical change program to be pursued continuously. Furthermore, it must be understood as a strategic 'Quality Journey' looking for far future of an organization. Malcolm Baldrige Model has been increasingly used in Korea as a global standard for management quality. The model, however, has shown a number of limitations in application due to nonsystematic elements in the implementation process. The deployment process of the model should be detailed through a real world case study. In this research, we proposed a quality evaluation standard model which is suitable for the Korean public enterprise based on the Malcolm Baldrige Non-profit Criteria, and examined the model. A 7-Point Likert Scale was used based on the seven categories within the 2007 Malcolm Baldrige Non-profit Criteria: Leadership, Strategic Planning, Customer and Market Focus, Management Analysis and Knowledge Management, Workforce Focus, Process Management, and Results. Furthermore, we analysed the validity and causal relationship among the factors within the model. Through the above case study, following common factors for successful Malcolm Baldrige Model have been derived. The following is a summary of the results of this study. First, for Malcolm Baldrige Model management, needs powerful support Leadership. Second, for Malcolm Baldrige Model management, needs systematic Strategic Planning. Third, for Malcolm Baldrige Model management, needs the continuous Customer and Market Focus. Fourth, for Malcolm Baldrige Model management, needs systematic Measurement Analysis and Knowledge Management. Five, for Malcolm Baldrige Model management, needs systematic Workforce Focus. Six, for Malcolm Baldrige Model management, needs systematic Process Management. The finding are surely necessary factors to arrange the human resource management for upgraded management quality, those factors help to explain why all enterprises consider human resource as the strategic view.

• Journal of Preventive Medicine and Public Health
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• 제53권4호
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• pp.220-227
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• 2020

Objectives: The aim of this study was to assess how different social determinants of health (SDoH) may be related to variability in coronavirus disease 2019 (COVID-19) rates in cities and towns in Massachusetts (MA). Methods: Data about the total number of cases, tests, and rates of COVID-19 as of June 10, 2020 were obtained for cities and towns in MA. The data on COVID-19 were matched with data on various SDoH variables at the city and town level from the American Community Survey. These variables included information about income, poverty, employment, renting, and insurance coverage. We compared COVID-19 rates according to these SDoH variables. Results: There were clear gradients in the rates of COVID-19 according to SDoH variables. Communities with more poverty, lower income, lower insurance coverage, more unemployment, and a higher percentage of the workforce employed in essential services, including healthcare, had higher rates of COVID-19. Most of these differences were not accounted for by different rates of testing in these cities and towns. Conclusions: SDoH variables may explain some of the variability in the risk of COVID-19 across cities and towns in MA. Data about SDoH should be part of the standard surveillance for COVID-19. Efforts should be made to address social factors that may be putting communities at an elevated risk.

• 보건의료산업학회지
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• 제4권1호
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• pp.125-134
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• 2010

This study has been conducted to estimate the degree of cognition of military hospital services according to experience of military hospital services for serviceman, and to find out some factors affecting the medical services satisfaction. Questionnaires were given to 600 persons during October 5th though 24th 2009. All 600 questionnaires distributed affair, but 343 cases were collected. Statistical analysis methods used in this dissertation are t-test, Logistic Regression Analysis and other basic statistics such as frequency, percentage, and standard deviation using SPSS ver, 17.0. Results of the study are as follows: The satisfaction of the treat a patients' to compared military hospital and private hospital was providing free medical treatment for serviceman. The dissatisfaction of the treat a patients' to compared military hospital and private hospital was army doctors treated his very unfriendly. The level of medical treatment to providing military hospital was very low cognition for serviceman. In conclusion, to increase the preference of the military hospital is level of private hospital health care level of should be to developed. More support to financial should provide for medical workforce and setting of cutting edge medical equipment in the military hospital. Military hospital is should be competition with private hospital. Also should be improve the quality of military medical service.

• Journal of Welding and Joining
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• 제34권5호
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• pp.41-46
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• 2016

Welding is an absolutely essential component of industries such as the automotive industry, the construction industry and even the aviation industry. Although it is a widespread technology it is still characterized by lots of uncertainties. This still requires well experienced and highly skilled workforce to design and perform safe welding processes. The early knowledge of distortion and residual stresses is almost an issue which is influenced mainly by the welding parameters and the fixture design. But more and more engineers want to know as well final properties of the assembled components. With the beginning of the computer age in the 1970s and 1980s last century, the numerical prediction of manufacturing processes using FEM was gradually getting better and has established itself in the industry since the 1990s as a standard tool. Unlike in metal casting and forming industry, however, the everyday use of FEM- simulation tools for welding processes eked out a shadowy existence for a long time. This paper will give a short classification of welding simulation types and a structured overview on the technical questions. Selected case studies and the benefits achieved through simulations with the software Simufact welding are discussed. Finally an outlook on future developments will be given.

• 종양간호연구
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• 제3권1호
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• pp.15-23
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• 2003

Purpose: This study was to find out hospice nurses and other health professionals' perception on the system of hospice and palliative nurse specialist. Methods: Using questionnaire, 63 nurses and 22 other health professionals answered about the benefit required qualification, workforce standard, and the extent of autonomy needed for hospice and palliative nurse specialist. Data was collected from August, 2002 to November, 2002. and analyzed by using SPSS 10 program. Results: 1) 96.4% of the subjects perceived that hospice nurse specialist will improve the quality of care and patient satisfaction. 2) The most frequent response for the type of education required for hospice nurse specialist was one year post RN program. 3) The most frequent response for the required clinical experience of hospice nurse specialists was minimum of four to five years. 4) The most important qualification for the hospice nurse specialists was an "good relationship with others", and "clinical experience". 5) One to two hospice nurse specialist per hospice facility was viewed as a sufficient number. 6. Autonomy was viewed as the most important characteristic which should be granted to hospice nurse specialist. Conclusion: The results of this study can be used as a basic information in establishing hospice nurse specialist program.