• Research in Community and Public Health Nursing
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• v.14 no.4
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• pp.726-736
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• 2003

Introduction: This study was conducted to investigate patients' satisfaction with hospital services at a university hospital in G city. Methods: The subjects of this study were 92 inpatients and data were collected during the period from March to April 2003. The research tool used was a 24-item scale(Cronbach' a= .768) on patients' satisfaction with two subcategories of services: 18 items on hospital human resources(a= .722) and 6 items on hospital environment(a= .700). Data were analyzed through $x^2$-test, t-test and ANOVA using SPSS/PC. Results: The level of patients' satisfaction was $38.4{\pm}3.77$ on hospital services $27.6{\pm}6.14$ on hospital human resources, and $10.8{\pm}2.39$ on hospital environment on the average. Satisfaction related to hospital human resources was higher in male subjects (t = 4.15, p = .003) and in those who stayed longer than 15 days (t= 4.404, p= .039) than the others, and also higher in those who replied that all items related to hospital facilities are satisfactory except the parking lot. Satisfaction related to hospital environment was significantly higher in more educated subjects(F = 2.945, p= .037) and in those who replied that all items related to hospital facilities are satisfactory or appropriate except the parking lot and admission procedure. Conclusions: Length of stay and the level of accessibility and appropriateness of hospital facilities were found to be factors that have significant effects on patients' satisfaction.

• The Korean Journal of Health Service Management
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• v.5 no.1
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• pp.77-85
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• 2011

The study intends to conduct an analysis of relations between efficiency of investment to human resources and the operating margin in hospitals. The analyzed results are as follows: First, it is found out that an index related to labor productivity(the monthly value added per bed, the value added ratio to gross revenue), and an index for efficiency of human resources(value added to personnel expenses), do not have a significant difference by years. Second, labor productivity, indicating the efficiency of human resources, does not have a significant difference between regions and between hospital types. But there is a significant difference according to types of establishment: private hospitals have higher labor productivity(efficiency of human resources) than corporate hospitals. The hospital size is small have significantly higher labor productivity. As a result of a follow-up check, it is found out that there is separation between a group with more than 200 beds and a group with less than 200 beds. Third, at the relations between the indices related to value-added productivity and the operating margin that the higher the value added ratio to gross revenue and the higher labor productivity, the higher the operating margin. Especially, labor productivity(value added to personnel expenses), an index for the efficiency of human resources, out of all the indices related value added productivity, has the most significant influence on the operating margin.

• Korea Journal of Hospital Management
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• v.23 no.3
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• pp.63-71
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• 2018

The purpose of this study is to explore how the organizational structure of hospitals affects the pattern of conflicts between human resources at hospitals and then to present basic data necessary for conflict resolution. Research data were collected from the personnel of 14 hospitals in P city in Korea. The findings of the study are summed up as follows. First, administrative workers and with fewer years of service thought of the organizational structure as organic. Second, organizational conflict was found to be higher in those at older ages, with more years of service and in middle management positions. Next, as for conflict patterns between occupation types, nurses showed more conflicts with doctors and administrative workers, while administrative workers and public health personnel had more conflicts with nurses. Last, of the organizational structure factors, 'Subdivision of work,' 'Decision making method,' 'Opinion collection process,' 'Codification of responsibilities and rights' and 'Documentation of duties' were found to have negative effects on conflict patterns. Therefore, the findings imply that for decrease in organizational conflicts, hospitals need to be reorganized to have a more organic structure and take such differentiated measures for conflict resolution that consider characteristics of human resources, such as one's age, years of service and position.

• Asian-Australasian Journal of Animal Sciences
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• v.17 no.12
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• pp.1641-1646
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• 2004

The objective of this study was to generate transgenic mice expressing human resistin gene by using the tetraploidembryonic stem (ES) cell complementation method. Human resistin gene was amplified from human fetal liver cDNA library by PCR, cloned into $pCR^{(R)}$ 2.1 $TOPO^{(R)}$ vector and constructed in pCMV-Tag4C vector. Mammalian expression plasmid containing human resistin was transfected into D3-GL ES cells by Lipofectamine 2,000, and then after 10-12 days of transfection, the human resistin-expressing cells were selected with G418. In order to produce tetraploid embryos, blastomeres of diploid embryos at the two-cell stage were fused with two times of electric pulse using 60 V 30 $\mu$sec (fusion rate: 2,114/2,256, 93.5%) and cultured up to the blastocyst stage (development rate: 1,862/2,114, 94.6%). The selected 15-20 ES cells were injected into tetraploid blastocysts, and then transferred into the uteri of E 2.5 d pseudopregnant recipient mice. To investigate the gestation progress, two E 19.5 mused fetuses were recovered by Cesarean section of which one fetus was confirmed to contain human resistin gene by genomic DNA-PCR. Therefore, our findings demonstrate that tetraploid-ES mouse technology can be considered as a useful tool to produce transgenic mice for the rapid analysis of gene function in vivo.

• Korea Journal of Hospital Management
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• v.12 no.3
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• pp.120-144
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• 2007

In 1997, in the course of overcoming economic crisis caused by the shortage of foreign currency there was a significant phenomenon, the irregularization of human labour resources. There was no exception in hospital, either. Most hospitals put a lot of thought to solve the problem about irregular workers. Between employee and employer the problem of irregular workers has been raised as a main topic of all. The objectives of this study were to inspect the actual state of irregular workers and to understand the positive effect of protecting irregular workers, recently established and revised, on the human resources management of hospitals. After enacting irregular labours protection acts there were many opinions that the labour rules of hospitals would be changed.(56.7%). The plan to solve irregular worker's wage issues would he carried out step by step, but some hospitals have not examined the plan yet,(81.9%). Many hospitals had a plan that irregular worker's wage would be actualized in two or three years.(78.3%) The method, to solve the problem of irregular workers arc as follows: 1) the introduction of functional wage system, 2) the convert from automatic rising wage system to annual wage system, 3) the incentive grade system according to management result, 4) lower functional group wage system, 5) non-term contract wage system. From the point of the opening medical market and securing competitive power of hospitals, it is prospected that irregular works would be increased also in future. So to manage irregular workers effectively would be essential in maintain hospital's competitive power and improve medical service. The result, of this study were a, follow: (1) In hospital, the ratio of irregular workers in hospitals was lower than that of all irregular workers in Korea. (2) In hospital, the wage level of irregular workers was higher than that of irregular workers in Korea. (3) In hospital, the social insurance application ratio of irregular workers was higher than that of all workers in Korea. (4) In hospital, there seems to be no appropriate and active measures to improve labour condition of irregular workers, yet. (5) In many hospitals, the policy of irregular workers would be expected to revised for the law standards. In this study the actual conditions and problems of irregular workers were proposed and it was expected to contribute decisions-making in hospital management, especially when using human resources.

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.247-258
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• 2012

Nurses are critical human resources for the hospitals. However, in Korean hospitals, human resource management practices for nurses are not well established, and nurses' turnover rates are very high. Although the causes and tasks for shortage of nurses are analyzed, suggestions for the specific ways of HRM management practices for hospital managers are rare. In this article, the management challenges for nurses are discussed, and high commitment human resources management model for nurses are suggested. And future research directions and topics are suggested.

• Journal of Korea Multimedia Society
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• v.22 no.7
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• pp.804-814
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• 2019

The patient's waiting time and length of stay have been reported as a factor decreasing their satisfaction in the hospital, especially in developing countries. This paper focuses on modeling hospital's outpatient department workflow in a developing country and optimizing the patient waiting time as well as total length of stay. By using discrete-event simulation, many alternative scenarios have raised, such as adding more working time, altering human resources, and adjusting the staff's responsibility, those scenarios will be examined to explore better settings for the hospital. The results show that possible to achieve a 9.6% reduction in patient total length of stay and it could be accomplished without adding more resources to the hospital.

• Korea Journal of Hospital Management
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• v.25 no.1
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• pp.32-45
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• 2020

Purpose: The purpose of this research is to develop two medical tourism system models which explain medical tourism phenomenon with a systemic approach. Methodology/Approach: This research was conducted using a qualitative data analysis which mainly refer previous references in relation to medical tourism in the areas of tourism and medicine. Leiper's tourism system model was utilized as a conceptual framework. In-depth interviews with experts in the area were attempted in order to pretest the models. Findings: This research suggests a medical tourism system framework and a medical service provision framework. The first model presents medical tourism components and their relationships within a framework presented in a diagram. The second model shows the relationships among medical services required by medical tourists, the service providers, and service human resources along with movements of medical tourists. Practical Implications: The first model presents a spatial composition of medical tourism components and their relationships, whereas the second model shows the linkage among medical services, the service providers, and relevant service human resources along with time sequential steps of medical tourists. These two models are complementary and may be used as useful tools to observe medical tourism phenomenon with a systemic and holistic approach. These two models may enable stake holders avoid unnecessary confusions and conflicts that result in duplication of government policies and a waste of budget and human resources.

• Korea Journal of Hospital Management
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• v.20 no.1
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• pp.1-12
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• 2015

This study aims to examine the effect of a change of leadership on internal environment and organization effectiveness and suggest measures on effective organizational management by analyzing a change of leadership before and after 2nd generation management. There was analysis of a difference of leadership type, organizational structure, organizational culture, management resources, job satisfaction, and organizational commitment between the period of the founders and the period of 2nd generation successors by collecting data from employees of 6 hospitals in Seoul. Also there was analysis of the effect of a change of leadership on internal environment and organizational effectiveness. According to the analysis, it was demonstrated that the factor affecting job satisfaction during the period of the founder was complexity of organizational structure, and there were no factors affecting organizational commitment. In contrast, during the period of the 2nd generation successors, it was revealed that transformational leadership, centralism of organizational structure, and human resources of management resources affect job satisfaction, and transformational leadership, complexity of organizational structure, hierarchical culture of organizational culture, and human resources of management resources affect organizational commitment. Further, after the succession from the founders to 2nd generation successors, as transformational leadership increased, job satisfaction rose, and as developmental culture was reinforced and human resources increased, organizational commitment was heightened. Furthermore, as transformational leadership increased and developmental culture was reinforced, organizational commitment was heightened. Namely, as transformational leadership was reinforced resulting from the succession to 2nd generation, employees' job satisfaction and organizational commitment increased, with circumstances aiming for the actual change.

• Journal of Nutrition and Health
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• v.52 no.2
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• pp.242-242
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• 2019