• Title, Summary, Keyword: Personnel administration

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A Study on the Characteristics of Administrating Practice of the Directors of Health Centers in Korea. (보건소장 행정처리의 특성에 관한 조사연구)

  • 정두채;고송부
    • Health Policy and Management
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    • v.1 no.1
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    • pp.3-18
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    • 1991
  • On the stage of transition from highly centralized government to local self-government in Korea, administrating practice characteristics of the directors of Health Centers is essentially required to be found. This study was conducted in order to find the administration patte군 of the directors of Health Centers in Korea and their opinion on the environment of health administration including personnel management regime for them. The materials were collected from 149 directors of Health Centers with a structured questionaire by mailing. The major findings of this study were as follows. 1. About two-thirds of the directors(69.1%) make plan through the consensus between public service perosonnel in programme department and them in budgt control department. And 75.0% of the directors maintain the planed by the predecessor. 2. More than two-thirds of the directors (71.1%) take subordinates opinion into consideration in case of the programmes facing objections. 3. When the directors face obstacles in pursuing health programmes they usually consult other public service personnel than inhabitants. 4. Only 10.8% of the directors were satisfied with the support of the Ministry of Internal Affairs for health administration while more than half of them were satisfied with the support of health institution in higher level. 5. The directors evaluated the job attitude of the public service personnel in low level as more favorable than that of there higher level public service personnel who work for central government. 6. Only 18.1% of the idrectors were satisfied with their saley. And more than half of them expect the promotion of their position. On the ground of this result the administration attitude of the directors of Health Centers would be evaluated as improved and as more positive than that of other public service personnel in health authorities. However, they are required to consult the inhabitants more frequently for health administration. An the public service personnel in high level who work for central government are required to improve their job attitude.

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Analysis of The Application of Information and Innovation Experience in The Training of Public Administration Specialists

  • Smyrnova, Iryna;Akimov, Oleksandr;Krasivskyу, Orest;Shykerynets, Vasyl;Kurovska, Ilona;Hrusheva, Alla;Babych, Andrii
    • International Journal of Computer Science & Network Security
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    • v.21 no.3
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    • pp.120-126
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    • 2021
  • The article analyzes the possibility of using information and innovation experience in training public administration specialists, and also explores the system of training public administration and management specialists abroad. It was determined that in the European Union, Japan and other developed countries, three concepts of qualified personnel training will be developed: the concept of specialized training is focused on the present or near future and is relevant for the respective workplace; the concept of multidisciplinary training is effective from an economic point of view, as it increases intra-production and non-production mobility of an employee; the concept of learner-centered learning with the aim of developing human qualities.

In Search of an Alternative of Government Personnel System to Enhance Specialization in Maritime Administration (해양행정의 전문성 강화를 위한 인사행정체계 개선방안)

  • Choi, Sung-Doo
    • Journal of the Korean Institute of Navigation
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    • v.25 no.3
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    • pp.309-317
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    • 2001
  • This study seeks an alternative of government personnel system that may help maritime administration better enhance specialization of government administration. Discussions are focused on government job classification system and appointment system, which may be most effective as the means to enhance specialization of government officials. And the discussions are aimed at developing alternative systems that should be appropriate in coping with rapidly changing environments and the needs for marine expertise.

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Perceptions of Medical Personnel toward Burnout using Q Methodology (의료인의 소진에 대한 지각: Q 방법론 적용)

  • Yeun, Eun Ja;Kwon, Young Mi;Lee, Young Mi
    • Journal of Korean Academy of Nursing Administration
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    • v.22 no.1
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    • pp.57-66
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    • 2016
  • Purpose: This exploratory study was done to categorize medical personnel's perceptions of burnout and analyzed the characteristics. Methods: Q methodology was applied using a 45 Q-sample categorized on an 11-point scale which was completed by nurses and doctors working at a university hospital in Seoul, Korea. Collected data were analyzed using the PC-QUANL program. Results: Medical personnel's perceptions of burnout were categorized into three types; 33.83% of the total variance was explained. The first type was 'functionally deteriorating pressure' the second type was 'daily powerlessness' and the third was 'achievement-oriented re-energization'. Conclusion: There is a need to establish and apply intervention strategies for each type to alleviate medical personnel burnout and increase work efficiency to qualitatively improve medical services.

Analysis of Human Resource Status in Internal Accounting Control Systems in the Distribution and Service Industries

  • RYU, Haeyoung;CHAE, Soo-Joon
    • Journal of Distribution Science
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    • v.18 no.9
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    • pp.5-11
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    • 2020
  • Purpose: We sought to investigate the operation status of internal accounting control systems in the distribution and service industries and verify whether investing in internal accounting personnel significantly influences the quality of the companies' financial reporting. Research design, data and methodology: We identified descriptive statistics and performed a univariate analysis. Furthermore, a regression analysis verified the impact of investing in internal accounting personnel on the absolute value of discretionary accruals, a proxy for financial reporting quality. Results: Distribution and service companies allocated a significantly higher number of accountants to their internal accounting control systems than companies in other industries. We also confirmed that the absolute value of discretionary accruals significantly decreased as the average working experience of internal accounting personnel in distribution and service companies, in months, increased. Conclusions: In this study, we confirmed that distribution and service companies are devoting efforts to establishing internal accounting control systems and found that financial reporting quality is more effectively controlled as companies allocate more experienced personnel in their internal accounting control system.

A Study on the Relationship between Job Satisfaction of Lower-ranking Officers and Transformational Leadership of Higher-ranking Officers for the Government Employees in Education Administration (교육행정공무원 상급자의 변혁적 지도성과 하급자의 직무만족 간의 관계 연구)

  • Lee, Ki-Yong
    • Journal of Fisheries and Marine Sciences Education
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    • v.25 no.4
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    • pp.863-877
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    • 2013
  • The purpose of this study is to analyze clarify the relationship of transformational leadership of higher-ranking officers and work satisfaction of lower-ranking officers for the government employees in education administration. The main conclusions were as the followings. First, looking into the analysis result on the transformational leadership of higher-ranking officers, there is a noticeable difference for each position, grade 6 shows noticeably low difference than grade 8 and grade 9 in overall position, and for each service agency, the government employees in board of education show noticeably higher difference than the government employees in elementary schools on entire serve agencies. Second, looking into the analysis result on the work satisfaction of lower-ranking officers, for each position, grade 6 and grade 7 government employees show noticeably low difference than grade 8 and grade 9 in personnel territory and education and training territory, and for each service agency, government employees in the board of education show noticeably higher difference than the government employees in elementary and middle schools on agencies. And third, looking into the analysis result on the relationship of work satisfaction of lower-ranking officers and the transformational leadership of higher-ranking officers, the statistically noticeable level of static correlation has been shown for vision setting and growth-striving territory from the lower domain of the transformational leadership of higher-ranking officers in personnel, compensation, working environment and so forth, efficiency territory of operation, cohesion territory of department and charisma leadership territory in personnel domain, cohesion territory of department in personnel domain, human respect territory in duty, personnel, and compensation domain.

Knowledge, Attitudes and Behaviour of Women Working in Government Hospitals Regarding Breast Self Examination

  • Yurdakos, Kursat;Gulhan, Yildirim Beyazit;Unalan, Demet;Ozturk, Ahmet
    • Asian Pacific Journal of Cancer Prevention
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    • v.14 no.8
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    • pp.4829-4834
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    • 2013
  • Background: Breast self examination (BSE), performed regularly every month, is one of the most important methods in the early diagnosis of breast cancer. This study was performed with the aim of establishing the knowledge, attitudes, and behavior of women working in government hospitals within the province of Samsun regarding BSE. Materials and Methods: This cross-sectional study was conducted between January-March 2012, on a total of 550 women (500 health personnel, and 50 general administration services (GAS) workers) from 7 government hospitals and the Cancer Early Diagnosis, Screening, and Education Centre (CEDSEC). Percentages were used for the descriptive statistics, and the chi-square test for the evaluation of statistical importance. Values of p<0.05 were accepted as significant. Results: The mean age of the participants was $36.2{\pm}15.3$, and 42.5% were in the 30-39 year old age group, 78.0% being married. Seventy-eight point four percent (78.4%) of the health personnel and 76.0% of the GAS workers performed BSE. However, the rates of performing BSE regularly every month were only 25.6% and 5.0%. Within the health personnel, 1.4% stated that they did not perform BSE because they found it unnecessary as they had no history of breast cancer in their family, 3.6% did not do so due to fear and stress, 13.2% because they forgot, and 14.6% because they had no complaints. Some 22.2% of the health personnel and 52.0% of the GAS workers had undergone mammographic evaluation, the difference being significant (p<0.05), 84.1% of the health personnel and 61.9% of the GAS workers knowing symptoms of breast cancer. Conclusions: Women in society should be brought to a certain level of awareness and knowledge regarding BSE. It is of the utmost importance that health personnel, who carry the responsibility for counseling and enlightening society, should interiorize the necessary knowledge, attitudes and behavior.

Factors Affecting Hospital Employees' Knowledge Sharing (병원 근로자의 지식공유에 영향을 미치는 요인)

  • Lee, Hyun-Sook;Lee, Hae-Jong;Kim, Young-Hoon
    • Korea Journal of Hospital Management
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    • v.19 no.1
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    • pp.43-53
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    • 2014
  • The objective of this research is to survey of knowledge management in hospitals and to search the factors to impact the knowledge sharing and innovation behavior among employees. The data is collected with hospital employees by questionnaire method. Total number of analysis is 779 cases, and the collected data is analyzed by SEM(structural equation model). The work performance(WP) make influence the innovation behavior(IB) through knowledge sharing(KS) intention. The KS intention and IB are different in sex, age, education, work duration and work level. But, WP is different only in sex. The only personnel and organizational factors to affect KS intention, WP and IB are reciprocity(in personnel factor) and trust(in organization factor). Those factors mean the mental or psychological relationship among employees. So, to make more developed knowledge management in hospitals is to need more personal relationship than any other system management or incentives.

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A Nurse Scheduling Support System (간호인력 배치 시스템)

  • Choi, Yong-Sun;Park, Jung-Ho;Park, Hyeoun-Ae;Cho, Hyun;Han, Hae-Ra
    • Journal of Korean Academy of Nursing Administration
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    • v.2 no.2
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    • pp.73-83
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    • 1996
  • Scheduling for nursing personnel involves many factors and requirements. Therefore, manual scheduling requires much time and effort to produce an adequate schedule. This paper introduces a PC based nurse scheduling support system which was developed in Microsoft Access 2.0, an easy to use data base management tool. First step of this system is to determine necessary number of nursing personnel by medical law or by patient classification. Current Korean medical law stipulates that number of patients attended by a nurse is 2.5 for hospitalization. In addition, necessary nursing personnel by patient classification was determined four nurses for seven patients in this system based on the authors' preliminary study. And the second step is to assign daily duty type for each nurse at every nursing unit automatically. The introduced system fully utilizes the GUI environment of Microsoft Windows and even makes the computer-novice nurses feel comfortable in using the system. This system can help nursing administrators improve nurse scheduling in a way of quick and easy schedule generation for the future, and allow nurses more time for patient care.

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The Institutional Refining of the Agricultural Extension system After the Localization (농촌지도공무원 지방직 전환 이후 제도개선 과제)

  • Cho, Yong-Cheol;Song, Yong-Seop
    • Journal of Agricultural Extension & Community Development
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    • v.4 no.1
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    • pp.353-358
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    • 1997
  • In January 1997, there was a change in agricultural extension system enrolling the provincial and county level extension personnel in local government. They were previously enrolled in central government. Even though the extension agents' status were secured, but there were some complaints from the extension personnels until now. The purpose of this study was to examine the possibility to improve the extension service after the change. Some of the tasks for improvements from the change were as follows; 1) Revision of the laws related to rural development to protect against side effects on the localization, 2) Revision of the provisions to interchange personnels between the central and local extension service, 3) Provisions for organizing county level agricultural extension committee, and 4) Central government's support for the personnel expenses of local extension agents. Though there were such several improvements, some extension personnel still raise objection to the change as following; (1) the right of personnel management mandated partially from the chief of local government to the chief of the extension office, (2) substantial raising of the extension agents' pay, and 3) promotion in rank of extension educators.

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