• 한국보건간호학회지
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• 제18권1호
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• pp.27-38
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• 2004

The purpose of this study was to improve job satisfaction and welfare of the employees in the long-term mental health care facilities. This study was conducted to examine the job satisfaction of 102 employees in the long-term mental health care facilities. Data were collected through education programmes held in Seoul National Hospital at June, 1. The job satisfaction of employees is $2.60\pm0.40$ in total average score. The job satisfaction in the physical environment item is the highest score, $2.76\pm0.62$. The peer relation item value is the lowest, $2.00\pm0.45$. 2. In the case of consideration of job satisfaction by general characteristics, there was no differences in job satisfaction. According to the job satisfaction by types of licences, by the director's efforts, there was significant differences. Comparing to other employees, the employees who doesn't have any licence were more satisfied. Also the director's efforts was significant variable to improve job satisfaction. 3. The total satisfaction level was influenced by the variables of working condition (0.738), welfare (0.728), allowance(0.714), pride(0.701). The total satisfaction level showed positive correlation of this variables. 2002. The questionnaires included items about general character. facility character. and job satisfaction items of employees. The results of this study were summarized as follows.

• Journal of Preventive Medicine and Public Health
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• 제28권3호
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• pp.588-608
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• 1995

This study was intended to enhance the level of hospital personnel management through analysing job satisfaction of hospital employees in terms of structural, personal and environmental variables. The sample of this study consist of a total of 790 persons including doctors, residents, interns, pharmacists, nurses, medical engineers, office workers and manual workers who have worked for general hospitals with 200 beds, 300 beds and 800 beds respectively. The Likert's 5 scales were used for the measurement of satisfaction. The results can be summarized as follows: 1. Structural Variables The level of satisfaction on the job itself was generally low, 2.8 in Likert's 5 scales, with the order of role ambiguity(3.87), routinization(2.6), work overload (2.45) and autonomy(2.37). Hospital employees are aware of their responsibility and they regarded their work as heavy one. The compensatory satisfaction degree was 2.5 which was also low: There were in the order stability(3.1), distributive justice(2.57), pay(2.3) and promotion(1.9). Usually hospital employees showed high degree of stability, while, their satisfaction on promotion possibility is quite low due to specially differentiated structures of hospitals. The degree of satisfaction on the internal conditions of organizational culture was relatively higher as 2.92: They were co-worker's support(3.69), supervisory support(3.15), role conflict(2.64) and welfare(2.17) in order. The satisfaction on welfare as an economic condition was the lowest. 2. Personal Variables The level of satisfaction on personal variables was 3.27 which seemed to be quite high: Contribution to the hospital(3.38), attitude on job performance(3.28) and pride as a member of the hospital(3.07). They seem to believe that their work has been helpful to the performance of hospitals. 3. Environmental Variables The degree of satisfaction on these variables was 3.07 on the average which was derived from environmental factors such as family-role conflict and community support related to hospital employees' environment. The order of satisfaction for each variable is community support(3.2) and family-role conflict(2.94). They turned out to be fairly satisfied with their job in community and yet, they wanted more spare time to spend with their family.

• 한국의료질향상학회지
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• 제27권2호
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• pp.30-44
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• 2021

Purpose: The aim of this study was to investigate the changes in perception of the New Diagnosis-Related Group (DRG)-based payment system, make overall evaluation after participation, and examine opinions on further policy improvement among employees of a public hospital participating in the pilot project in Korea. Methods: We investigated changes in perception of the New DRG-based payment system before and after participation in the pilot project using a qualitative research method. We conducted individual in-depth interviews with the management and healthcare professionals and Focus Group Interviews (FGIs) with the staff in the nursing and administrative departments. Results: Before implementing the pilot project of the New DRG-based payment system, the management was in favor of participating in the pilot project, whereas the healthcare professionals were strongly opposed to participation in the pilot project, and the staff in the nursing and administrative departments were slightly opposed to participation. After implementing the pilot project, there were remarkable changes in the perception of the New DRG-based payment system among healthcare professionals and the administrative staff. Healthcare professionals' perception was altered in a positive way, while the administrative staff's perception of the system became negative. Conclusion: There were no restrictions on clinical practice or deterioration of quality of care observed in association with the participation in the New DRG-based payment system. However, certain unintended consequences of the New DRG-based payment system may arise as well. Therefore, the government needs to examine the problems identified in this study to reflect on and improve the New DRG-based payment system for stable expansion.

• 한국의료질향상학회지
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• 제22권2호
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• pp.75-90
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• 2016

Objectives: This study measures the level of cognition of employee's patient safety culture and evaluates the current level through comparing the results to external levels. Ultimately it is performed to construct a strategic improvement plan through the basic database for patient's safety culture. Methods: A questionnaire survey of self reporting type was carried out using structured questionnaire of the patient's safety culture for employees currently employed in a hospital. Total responders was 1,129 and a response rate was 54.6%. The survey results were calculated with a percent positive response, and the current level was evaluated by comparing with the survey results of a hospital (2009 and 2014) and the survey result of The Agency for Healthcare Research and Quality(2014). Results: Sub-dimension of high percent positive response for each area were 'teamwork within hospital units' (80%), 'feedback & communication about error' (73%) and 'supervisor/manager expectations & actions promoting safety' (67%). Meanwhile, 'teamwork across hospital units' (31%), 'hospital management support for patient safety' (29%), 'staffing' (27%) and 'non-punitive response to error' (17%) were relatively low percent positive response. Compared to the survey results of AHRQ (2014) for each area, 'teamwork within hospital units' (80%), 'feedback & communication about error' (73%), 'frequency of event reporting' (66%) were at the top 50% percentile level and the remaining sub-dimensions showed a very low level in the lower 10% percentile area. Conclusion: In order to establish a system for patient safety culture within the hospital and evaluate the effect on this, it is necessary to periodically evaluate the patient's safety culture and establish regulations on hospital safety culture to comply with this.

• 한국병원경영학회지
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• 제23권3호
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• pp.16-27
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• 2018

Purposes: The purpose of this study was to analyze the association between discrimination experience and quality of life among non-regular workers in hospitals. Methodology: The data was collected from 292 employees of 7 university hospitals using a standardized questionnaire. In research methodology, the data was analyzed with descriptive statistics, t-test, ANOVA, pearson's correlation, multiple regression analysis. Findings: In case of non-regular workers, inequality of distribution, position unfairness, employment instability, number of discrimination experiences were found to have a negative(-) effect on quality of life. Religion, income in general characteristics had a significant positive(+) effect on quality of life. And the discrimination of non-regular woman workers was higher and the quality of life was lower than that of men. Practical Implications: These results showed that hospitals needed active efforts to create non-regular woman-friendly work environment. In addition, active religious activities gave emotional stability and positive effect to no-regular workers.

• 간호행정학회지
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• 제8권2호
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• pp.295-308
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• 2002

Purpose: The purpose of this quasi-experimental research is to develop the CP for primary THR patients and verify its effectiveness. Method: The CP is designed for both patients and medical employees to meet the 14-day-long hospitalization with an expert and clinical validity test, and the standardized orders are also created. 21 eligible subjects for the control group(with common care plan) and 27 subjects for the experimental group(with CP service) were assigned. Data were collected from questionnaires to evaluate patients' satisfaction level of nursing care and CP, investigation of physical complications, inspection of LOS(length of hospital stay) and hospital charges from April 2000 to February 2001 at K-hospital in Daegu. The collected data were analyzed by using the SAS program. Results: After implementation of CP, there was a statistically significant reduction in mean length of stay. The hospital charges have no considerable difference between two groups. Frequency of physical complications is reduced considerably. The experimental group scored much higher than the control group on the satisfaction level toward nursing care. And in the analysis of CP satisfaction questionnaires, many subjects have high satisfaction in items of 'I see the treatment process and hospital life', 'I feel that I am participating in my treatment process with health care staff'. The analysis of variances which cause a prolonged LOS supports that it's necessary to strengthen an evaluation of pre-operative outpatients' condition and link the home nursing care system in discharge for more shortening of LOS. Conclusion: The above results show that CP can have a positive impact on satisfaction level of inpatients with primary THR and the hospital.

• 보건의료산업학회지
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• 제8권3호
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• pp.27-38
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• 2014

The purpose of this study is proving the effects of the internal customer satisfaction management on worker's job satisfaction at general hospital. In the relationship between the management and the satisfaction, the study also finds the moderating effect of the organizational support awareness and the organizational justice. For this study, it was surveyed targeting 270 employees who work in seven general hospitals in Busan. As the result, 246 questionnaires returned. All of these questionnaires were used in the final analysis. The method of analysis is descriptive statistics using SPSS VER. 18.0, correlation analysis, regression analysis, factor analysis and reliability analysis. The main results of empirical analysis were as follows: First, in the effect of the internal customer satisfaction management to worker's job satisfaction, it has positive effect to internal communication and the commission of authority and it has positive effect to worker's job satisfaction. Second, the organizational support awareness & the organizational justice have moderating effect on the relationship between the internal customer satisfaction management and worker's job satisfaction. Third, the study proves that supporting management hierarchy shows positive effects for all socio-demographic characteristics in the organizational support awareness and the organizational justice.

• 한국직업건강간호학회지
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• 제11권2호
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• pp.91-107
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• 2002

In order to evaluate the factors related to therapeutic compliance of hypertensive patients in small and medium scale industry, the questionnaire survey and the blood pressure measurement were performed on 138 hypertensive patients who were reported to have C or $D_2$ result of hypertension at the workers' periodic health examination from March to November 2001. The contents of questionnaire included the informations of factors related to therapeutic compliance of hypertensive patients such as, age, sex, marital status, income, education levels, scale, occupation, work duration, smoking and drinking habits, exercise, family history, stress and A type personality, employer's concern, organizational culture, health status, awareness, knowledge and attitude toward the needs of hypertension treatment, and experience of health education. The results of the study were as follows: 1. The proportion of those who were compliant to the treatment of hypertension was 41.3% of subjects. Among small scale industry less than 50 employees, the rate of therapeutic compliance group was 27.5% and therapeutic noncompliance group was 72.5%. Among medium scale industry more than 50 employees, the rate of therapeutic compliance group was 60.3% and therapeutic noncompliance group was 39.7%. 2. Among therapeutic noncompliance group, 95.1% of patients were aware of the fact that workers have hypertension, and 77.8% of patients got 6-10 marks of hypertension related knowledge. For health education, 27.2% were experienced and 34.6% said no intention to participate. And for hypertension treatment, 9.9% said no need to get the treatment and 44.4% said have no idea whether get treatment or not. 3. The significant factors related to therapeutic compliance of hypertensive patients in small scale industry were work duration, A type personality(anger), health status, attitude toward the needs of hypertension treatment, and experience of health education. 4. The significant factors related to therapeutic compliance of hypertensive patients in medium scale industry were age, occupation, subjective symptom, attitude toward the needs of hypertension treatment, and experience of health education. In consideration of above findings, it was suggested that in order to improve the therapeutic compliance in small and medium scale industry hypertensives, it be necessary to change attitude, perception, knowledge and treatment of hypertension by various methods such as effective health education and individually consulting programs by occupational health professional.

• Research in Vestibular Science
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• 제17권4호
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• pp.160-166
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• 2018

Objectives: This study was conducted to assess the current management status of the vestibular function test laboratories in Korea. Methods: Questionnaire about the management status of the vestibular function test laboratories was sent by email to the entire members of the Korean Balance Society. The contents of questionnaire included situation of employees who perform the tests, the types of vestibular function tests and equipment, frequency of the test and types of dizziness related questionnaires. Results: Forty-nine hospitals and clinics responded. All the 49 respondents answered that they have videonystagmography. Spontaneous nystagmus analysis by videonystagmogrphy was the most frequently tests for patients with dizziness. Questionnaires for dizziness were used by 27 respondents (55.1%) for initial evaluation of the dizziness patients. The Korean version of dizziness handicap inventory was the most frequently used dizziness related questionnaire. Conclusions: We analyzed the current management status of vestibular function test laboratories to comprehend the present condition of the vestibular function test. We think that these results will help to provide a standard for laboratory operations and prepare for the education, focusing on high-demand tests.

• 대한간호학회지
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• 제5권2호
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• pp.74-91
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• 1975

A purpose of this study was to compare the breast massage and manual expression of the breast before engagement after delivery with the time of engagement, the throbbing pain in breast, the first amount of breast milk and involution of the uterus. The subjects selected for this study were 138 women (experimental group;69, control group :69) who were admitted to the Dept. of Obtest. and Gyneco. of Kyung Hee University Hospital from Jan. 5 to June 5, 1975. The results of study were as follows; 1 The average age of the women 26.9 years old in the experimental group and 27.6 years old in the control group. As to religion, the number of those who had no religion was 58.0 percent and 62.4 percent respectively. Classified according to occupation, there were 87.0 percent in house wives of the booths group. Educational background; 87.0 percent of high school graduates or above, 78.3 percent respectively. The occupation of husband 53.7 percent of company employees stood highest and 42.0 percent respectively. In according to the grade of wards, 55.1 percent and 52.2 percent of four-men room stood highest. 2. Physical condition: Body weight before this Pregnancy(T=0.4962, N.S.), the size of breast(X²df2 = 0.1728, N.S.), the shape of nipple(X²df3 =1.3804, N.S.), hemoglobin's level of the first day after delivery(T=1.2572, N.S.), the above were showed non significant between the experimental group and control group The investigator found any difference between the two groups of the health condition during the pregnancy, 3. The rate of no experience of breast massage during pregnancy was 85 percent and 75.4 percent (X²df1=2.2562, N.S.). 4. As to the meal during hospitalization after delivery: The booth of the groups in ordinary food took usually of meyer soup and milk(X²df8=2.5957, N.S.). 5. The relation between the first step of breast massage, second step of the manual expression of breast before engagement after delivery and time of engagement : average time of engagement in the experimental group (2.1 days±0.8) was shortened than the control group (3.3 days±1.2). (T=-6.9045, P< 0.005). It toot less time in the experimental group of primipara(2.2days±0.7) than in the control group (3.1day±1.2) and it also took less time in the experimental group of multipara (2.0 days±0.9) than in the control group (3.5days±1.4). (Primipara T=-3.9266, 0< 0.005. Multipara T= 5.2356, P<0.005). 6. The relationship between the first step of the massage and second step of manual expression and the throbbing pain at the time of engagement: The experimental group showed less effect than control group (X²df4= 27.3342 P<0.005). The separate study of primipara and multipara showed remarkable difference in the group of primipara)X²df4=20.7285, p<0.005) and little difference in the multipara group (X²df4=8.8351, p< 0. 10). 7. The relationship between the first step of the breast massage, second stop of the manual expression and first amount of breast milk: The average amount of breast milk increased more conspicuously in the experimental group (33.8㎖±23.4) than in the control(29.8㎖±25.3) (T=0.8262, N.S.). No remarkable difference was found in the respective groups that investigated in the groups of primipara and of multipara. (Primipara T=1.1467, N.S., Multipara T=-0.0354, N.S.). 8. The relationship between the first step of breast massage and second step of manual expression of breast and involution of uterus : Average time needed for uttering involution was sooner in the experimental group of primipasa(-3.3 F.B.±1.1), than the control group of primipara (-2.5F. B.±1.2), and it was sooner in the experimental group of muitipara (-3.0 F. B.±l..3), than the control group of multipara(-2.3 F.B±0.9). Primipara T=-2.9272, p< 0.005, Multipara T=2.5557, p< 0.01).