• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.312-319
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• 2020

This study examined the factors that affect the turnover intention of newly graduated nurses. The basic data was utilized for developing a personnel resource maintenance program for newly graduated nurses. New nurses working at a general hospital in City D were surveyed from May 2016 to April 2018. The questionnaires completed by 232 volunteers were analyzed using the IBM SPSS 21.0 program, and the descriptive statistical analyses included t-tests, ANOVA, Scheffe test, Pearson's correlation coefficient, and multiple regression analysis. Among the general characteristics of new nurses, their workload displayed significant differences in proactive behavior, organizational commitment, social support, and the turnover intention. There was a negative correlation between organizational commitment, employer support, peer support, and the turnover intention. The influential factors were organizational commitment and workload, and the explanatory power for turnover intention was 36.1%. Higher organizational commitment, along with appropriate workload, led to a lower turnover intention. Therefore, appropriate work allocation through work analysis is necessary to lower the nurses' turnover intention. Developing a program that can increase proactive behavior and implementing various intervention strategies can increase the participation of newly graduated nurses when establishing and implementing appropriate hospital policies.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.12
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• pp.5968-5975
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• 2012

The aim of this study was to reveal correlation between scope of practice and clinical paramedic properties. from April 9 to May 12, 2012, one hundred and eighty-one clinical paramedics filled out anonymously to the questionnaire which includes gender, academic background, clinical career, clinical practice and medical direction. To analyse the collected data, Pearson's r at ${\alpha}$=0.05 (two-tailed) was performed using IBM SPSS 19 (Chicago, IL, USA). One hundred and forty (77.4%) working at medical facilities, one hundred and four (57.5%) graduated from four-year colleges, seventy seven (42.5%) acquired paramedic certificate in 2010-2012, one hundred and twelve (61.9%) charted on nursing records, one hundred and sixteen (69.6%) had a good knowledge in scope of practice, one hundred and six (58.5%) thought of legal restriction & absence of direct medical direction leading to narrow clinical practice. Implementing practices and practices needed were thirty two. There were significant relationships in Likert scale 1-5 between paramedic competency and legal practice (p=0.039); implementing practice (p=0.006); practice needed (p=0.049); and overall (p=0.001). Also, between knowledge on scope of practice and implementing practice (p=0.003); overall (p=0.047); clinical career and legal practice (p=0.019); practice needed (p=0.002); and overall (p=0.002). However, these correlations were relatively low (r $$\leq_-$$ 0.238). The working condition of clinical paramedics was restricted by the Emergency Medical Services Systems Act, which requires a narrow scope of practice. This condition leads to the poor quality of emergency care, therefore the scope of practice in the act will be revised from specificism to generalism, from direct medical direction to indirect medical direction by means of quality management.

• Journal of Yeungnam Medical Science
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• v.3 no.1
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• pp.73-79
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• 1986

This study was conducted to evaluate the effects of lead on the incidence of anemia and to find cases with lead poisoning early among female workers who have been exposed to lead occupationally, for one year from August, 1985. The level of blood lead and hemoglobin concentration were observed for 284 female lead workers and 123 female non-lead workers of industries in the Gumi industrial complex in Kyungpook Province. The average age was $20.3{\pm}2.9$years and $21.1{\pm}3.5$ years in lead workers and non-lead workers, respectively. The average working duration was $26.46{\pm}19.26$ months in lead workers. The mean value of blood lead was $30.11{\pm}6.61{\mu}g/100ml$ and $21.86{\pm}3.75{\mu}g/100ml$ in lead workers and non-lead workers, respectively. There were significant differences between two groups. The mean value of hemoglobin concentration was $14.00{\pm}0.57g/100ml$ and $14.03{\pm}0.64g/100ml$ in lead workers and non-lead workers, respectively. Anemia cases were not observed at Hb concentration below 12g/100ml. The percentages of lead workers at Hb concentration ranged 12.0~13.0g/100ml were 4.5%. There was no dose-response relationship between blood lead level and the incidence of anemia. There were no remarkable differences between age and blood lead level as well as Hb concentration, and between working duration and the level of blood lead and hemoglobin.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.8
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• pp.205-214
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• 2020

This study was undertaken to identify the impact of bad customer behavior, job burnout, and positive psychological capital, on the job embeddedness of nurses. Data was collected from July 1 to July 31, 2019 using a structured questionnaire, enrolling 198 nurses working at three general hospitals located in 2 metropolitan cities. Data were analyzed by applying t-test, ANOVA, Scheffe' test, Pearson's correlation coefficients, and multiple regression, using the SPSS/WIN 21.0 program. Our results indicate that bad customer behavior significantly correlates with job burnout (r=0.24, p=<0.001), positive psychological capital (r=-0.37, p=<0.001), and job embeddedness (r=-0.48, p=<0.001). Moreover, job burnout had a positive impact on psychological capital (r=-0.44, p=<0.001) and job embeddedness (r=-0.31, p=<0.001), whereas positive psychological capital impacted job embeddedness (r=0.49, p=<0.001). Multiple regression analysis revealed that bad customer behavior (β=-0.34, p<0.001), positive psychological capital (β=0.32, p=0.004), and position (β=-0.19, p=0.001) had maximum influence (38%) on the level of job embeddedness experienced by nurses. Taken together, results of this study indicate that in order to increase the level of job embeddedness of nurses, it is necessary to develop strategies that eradicate and manage bad customer behavior, and also develop programs that strengthen and develop positive psychological capital.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.7
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• pp.228-236
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• 2016

The purpose of this study was to explore the effects of transformational leadership as perceived by nurses working in medical institutions on their work attitudes using psychological capital as a mediating variable. Subjects were 201 nurses working in three general hospitals located in Seoul with more than 300 beds, and SPSS Windows 20.0 and AMOS 20.0 were used for data analysis. As the results of the analysis, transformational leadership had direct effects on psychological capital (.68, p=.007), turnover intention (-.34, p=.008), and meaning of work (.11, p=.007), whereas psychological capital had direct effects on meaning of work (.26, p=.009) and turnover intention (-.07, p=.041). In addition, transformational leadership had indirect effects on turnover intention (-.05, p=.087) and meaning of work (.18, p=.004). The results of this study can be used as a base material in the development of programs to exert positive effects on nurses' work attitudes.

• The Journal of the Korea Contents Association
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• v.7 no.8
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• pp.245-254
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• 2007

The purpose of this study is to analyse the effects of salesperson's lifestyle, selling behaviors on strategic management of salesperson. So this study not only examines differences in the salesperson's lifestyle, selling behaviors and job satisfaction but also analyses the impact of salespersons' lifestyle and selling behaviors on job satisfaction. The results of this study are summarized as follows. First, the result of analyzing differences in the lifestyle according to the characteristics of sex, age, academic background income is no significant difference. Second, the result of analyzing differences in the selling behavior according to the characteristics of sex and marriage is significant difference. Third, the result of analyzing differences in the job satisfaction according to the characteristics of store type is significant difference. Salesperson working at the exclusive agencies is most high job satisfaction. According to the result of examining the relationship between salespersons' lifestyle and the selling behaviors, job-oriented lifestyle has positive effects on the customer orientation and hospitality orientation. Finally salespersons' job satisfaction is positively affected by the job-oriented lifestyle and hospitality-orientation selling behavior.

• Quality Improvement in Health Care
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• v.15 no.1
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• pp.73-78
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• 2009

문제: 오늘날 간호사는 과거와 달리 현대적 보건의료 요구를 해결할 수 있는 체계적인 이론과 기술을 습득하도록 훈련된 고급 전문 인력이고, 간호행위를 생산하기 위해서는 서비스의 생산원가 뿐만 아니라 전문 인력으로서의 훈련 및 유지비용 등도 투입되어야만 가능하게 함으로서 2008년 7월부터 시행한 중환자실 간호등급에 따른 간호수가 책정으로 인해 중환자실 내에서 이루어지고 있는 많은 간호행위 중 수가를 받을 수 있는 부분이 생기게 되었고 간호행위의 중요성과 더불어 간호를 시행 후 받을 수 있는 수가에 대한 간호사들의 입력에 대한 의무도 늘어나게 되었다. 이에 빈번히 누락되고 있는 간호수가 관리를 통한 경제적 손실을 방지해야 할 필요성을 느껴 개선활동을 하고자 한다. 목적: 2008년 7월부터 시행한 중환자실 간호등급에 따른 간호수가 책정으로 인해 중환자실내에서 이루어지고 있는 간호 행위의 중요성을 인식하고 구체적인 문제 분석과 간호 현장에서의 개선안을 도출함으로써 경제적 손실을 방지할 수 있는 간호수가 누락률을 감소시키고자 함이다. 의료기관: 대구파티마병원 내과 중환자실. 질 향상 활동: 업무개선의 방법으로 환자 개인별 간호수가 입력 누락 방지 체크 리스트 사용 및 처방 전달 시스템의 간호수가 재입력 화면을 이용하여 입력의 용이성 도모하였고 입력된 간호수가를 처방 전달 시스템 간호수가 조회 프로그램을 이용해 익일 누락여부를 매일 모니터링 하였다. 교육 및 홍보활동으로는 간호수가 입력누락 방지를 위한 간호수가 입력 지침을 제작하여 전체간호사는 년 2회, 신규간호사는 개별 교육을 실시하였으며, 월별 간호수가 누락통계를 실명 공고 하여 간호수가 다 빈도 누락 간호사는 추가 개별교육을 실시하였다. 개선효과: 간호수가 입력 프로세스 개선을 통해 간호수가 평균 누락률이 개선 전 6.5%, 개선 후 1.2%로 5.3%의 누락 감소율을 보였으며 역치 5%를 달성하였고 간호수가 누락금액은 개선 전 2,992,752원, 개선 후 590,787원으로 2,401,965원의 누락 효과 비용을 구할 수 있었다. 본 QA활동으로 중환자실 간호수가 전산입력에 대한 체계적인 교육부재와 신규간호사들의 잦은 전산누락이 있어왔으나 표준화 된 체크리스트 지침과 입력확인 작업으로 전산입력 누락률이 감소하는 효과를 가져왔다. 추후 심평원 청구 작업을 하는 부서와 연계되어 실제 청구 누락률에 대한 비교와 간호사 근무연수와 간호수가 입력 누락률에 대한 상관관계 조사를 제언 해 본다.

• Korean Security Journal
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• no.62
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• pp.295-320
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• 2020

The purpose of this study is to analyze the influence which affects security performance of registered security guards hired by government buildings via job engagement so that basic data can be provided to improve their security performance. To accommodate this study, a survey was conducted from November 26th to December 27th, 2019 through the cooperation of registered security guards working in government buildings in Seoul, Gwacheon, Daejeon, and Sejong. A total of 234 survey sheets were collected and 28 sheets out of them had missing data or incomplete data so a subsequent total of 206 survey sheets were used in this analysis. SPSS 23.0 was applied making use of the collected data for frequency and descriptive statistics analysis, trustworthiness analysis, exploratory factor analysis, and correlation analysis. By applying AMOS 23.0, a means to examine the structural relation between organization, job engagement, and security performance were able to be analyzed. The result of this study is as follows. First, it was found that organizational justice gives a meaningful positive (+) influence on job engagement for registered security guards. Second, it was found that job engagement for registered security guards gives them a meaningful positive(+) influence in their security performance. Third, it was found that organizational justice does not give any meaningful influence on security performance directly. Fourth, organizational justice does not give any meaningful influence on security performance directly but it gives meaningful positive(+) influence on security performance via job engagement as it takes the role of full mediation variable. Based on the results, in order to maximize security performance of registered security guards, this study recommends that government building administrators to try their best to propose to the National Assembly a proposition for Police Assigned for registered security guards Act to be legalized in order to improve the leveling system of registered security guards so that registered security guards can have more job engagement.

• Journal of Convergence for Information Technology
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• v.10 no.10
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• pp.218-226
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• 2020

This study aims to evaluate the effect of mobile healthcare service which was provided to employees diagnosed with hypertension in employee's health checkup. The study subjects were 146 employees and nurse measured their blood pressure, body mass index, and blood tests at the clinic in a workplace. The general characteristics of the participants were analyzed using descriptive statistics. After providing health care service using mobile text message for 8 weeks, blood test and blood pressure was measured. As a result, it was confirmed that blood pressure(SBP: 139.32±10.38 → 133.96±11.31, DBP: 98.13±6.21 → 94.28±8.56) and blood test(HDL: 47.90±9.79 → 51.40±9.79, HbA1C: 5.96±.66 → 5.65±.71) were more significantly reduced in 56 employees with a systolic blood pressure of 140 mmHg or diastolic blood pressure of 90 mmHg or more. It was confirmed that the program for self-management of blood pressure by receiving text messages on a mobile basis was effective. It is expected that the results of this study will be used as basic data for healthcare services that provide text information using mobile to improve drug usage, physical exercise, and eating habits.

• Journal of the military operations research society of Korea
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• v.32 no.2
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• pp.188-211
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• 2006

This study aims to empirically investigate the effects of the individual-level characteristics on their timing decisions for their enlistments even though military services are their duties under a draft system. The individual characteristics considered include five psychological factors, such as attitude, uncertainty, information search level, future expectation, and perceived risk towards army, and other several demographic variables. Measurement scales for these psychological variables are developed and a duration model for individuals' enrollment timing decisions is also proposed. The proposed model is fitted to a survey data set collected from both those who have completed military service and those who have not. The estimation results show that two of five psychological variables, negative attitude and perceived risk, and several demographic variables, including education level, income level, residence area, and the number of family members serving the army, have meaningful impacts on the timing decisions for military service. Specifically, the enlistment timings are found to be more delayed as negative attitude towards army is stronger, perceived risk on army is higher, education level is higher, academic performance is better, income level is either low or high, residence area is either Seoul or big cities, and the proportion of family members enlisted is smaller. Several important managerial implications for alleviating problems resulting from enrollment postponements are also discussed.