• Korea Journal of Hospital Management
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• v.10 no.3
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• pp.1-24
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• 2005

This study purports to investigate the determinants of individual personnel rating of the employees at a university hospital in Seoul, Korea. The sample used in this study consisted of 63 nurses, 41 para-medical staff (Clinical Pathologist, and Radiologist), and 67 administrative staff. Independent variables of the study included the achievement level of the selection test (English, major subject, and interview), post-entrance development factors (education and training, career development, supervisory support, co-worker support, and organizational support), and demographic characteristics. Data for the achievement level of the entrance exam and years for the first promotion were collected from the administrative records of the study hospital, while data for the post-entrance development factors were collected from the survey with self-administered questionnaires using 5-point Likert Scale during June 10-25, 2003. Collected data were analyzed using hierarchical multiple regression. The results of the study showed that achievement level of the interview and English exam at the selection test, education and training, organizational support, and supervisory support while working at the hospital, and length of duration (below 8 years) and educational background (4-year college graduates) among demographic variables had significant positive effects on the personnel rating. The results of the study imply that hospital administrators should make an effort to improve the validity of the selection test, and to motivate the employees to receive more education and training.

• Korea Journal of Hospital Management
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• v.23 no.2
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• pp.82-94
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• 2018

Purposes: The purpose of this study is to investigate the factors which affect the promotion of the employees working at university hospitals in Korea. Methodology: The data of this study were obtained from personnel management database of 1,634 employees working at 4 university hospitals owned by an education foundation located in the City of Seoul and Kyoung-kee Province. The collected data were analyzed using frequency analysis, correlation analysis and probit regression analysis using SAS 9.4. Findings: The main findings of the study were as follows: First, appraisal score of the employees was the most important factors affect the possibility of the promotion and the following variables of tenure, higher degree, number of transfers, managers were also found to have significant effect on the possibility of the promotion. Second, Impact of those are varied among promotion ladders and the occupations like nurses, administrative staff, and technicians, which revealed that the important competency needed for the promotion was different. Practical Implications: The study results imply that, in order to motivate the employees through the promotion system at university hospitals, it is strongly recommended to use different criteria for evaluating the employees' performance and qualification for the promotion in terms of the promotion ladder and the characteristics of each occupation.

• Korea Journal of Hospital Management
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• v.19 no.2
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• pp.12-21
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• 2014

Purpose: This study was conducted to examine the factors associated with medical profit per bed related job satisfaction and patients satisfaction in public hospitals. Method: A cross-sectional survey was conducted through staff and patients in 39 hospitals (34 local province hospitals, and 5 red-cross hospitals) from September to October in 2011. A questionnaire was designed to collect information on job satisfaction, inpatients and outpatients satisfaction. The data of medical profit per bed was collected in 2011 annual financial reports from each 39 hospitals. Finally, data from 5,521 staff, 1,730 in-patients and 1,730 out-patients were analyzed. Multiple logistic regression analysis was performed to determine factors associated with medical profit per bed related job satisfaction and patients satisfaction in public hospitals. Results: The medical profit was positively correlated with job satisfaction of staff. As the results of multiple logistic regression, the significant variables of medical profit per bed, were communication satisfaction of staff(OR=0.48, 95% CI=0.25-0.91), hospital environment satisfaction of in-patients(OR=1.53, 95% CI=1.05-2.22). Conclusion: The satisfaction of patient and staff were significantly effect to medical profit in public hospitals. The Government and administrators have make an effort to improve satisfaction of staff and patients in public hospitals.

• Korea Journal of Hospital Management
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• v.19 no.2
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• pp.1-11
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• 2014

The purpose of this study is to investigate awareness on medical insurance on the caregivers cost for hospital administrative staff and to provide the basic data for realization of legislation. The subjects were caregivers living in Busan, the survey was conducted from February 18 to March 9, 2013, 283 except for 17 copies of non-response and error response among a total of 300 questionnaires were analyzed. As a result, To improve the quality of care services, there were 51.8% of refresher training needs in refresher training items, 72.7% in favor of premiums increases in health insurance details, as for health insurance coverage subjects, patients' income were 32.0%, copayment for caregivers cost was 20.0%, which was 42.3%. Refresher training item, premiums increases, health insurance applied subjects, variables for copayment for care fee were related to medical insurance on the caregivers cost. On legislation on the medical insurance, systematic and standardized criteria should be provided to provide standardized curriculum for caregivers, to relieve patients and guardians of economic burden for caregivers cost and offer the stability of the cost.

• Korea Journal of Hospital Management
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• v.12 no.3
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• pp.99-119
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• 2007

In recent years, many of medical institution have reinforced educations for their employees aiming to secure competitiveness and to achieve higher performances. In an effort to actively response to the fast changing environment in the medical industry, the Ministry of Health and Welfare has implemented "Innovation and Service promotion" educations for employees of 34 regional medical institutions and 6 Red Cross hospitals. In this regards, the effect of the educations to change employees' mind for innovation and services and its results need to be evaluated. This study conducted surveys asking participants of the 2006 Education for Innovation of Regional Public Hospital Employees and Service Promotion and synthetically analyzes the effect of the education on their mind for services compare to their mind before the education. As a result, more them 92% of participants say that they are satisfied with the education, and many more participants agreed the effect of the education to change their mind for services. Under this circumstance, after the educations participants change more positively on "their mind for innovative services" and "their service skills in practice".

• Korea Journal of Hospital Management
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• v.29 no.1
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• pp.19-31
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• 2024

Purposes: The purpose of this study is to analyze cases of development and operation of a mentoring program that provides psychological support to new employees and helps them adapt to work, thereby applying it to actual work and laying the foundation for follow-up research. Methodology: We explored the development and application process of A Hospital mentoring program by applying the mentoring program model developed according to the procedures of the ADDIE model, and confirmed the perceptions of participants who participated in the training course through analysis of activity logs and in-depth interviews. Findings: The main results of the case analysis are as follows. First, the curriculum was developed according to the stages of analysis, design, development, implementation, and evaluation. As a result of activity log and in-depth interview analysis, participants recognized that the mentoring program was helpful in forming social relationships, organizational adaptation, and preventing job turnover, and recognized difficulties in communication. Participants mentioned supplementing the operating system. Practical Implication: The results of a systematic review of the application and effectiveness of mentoring programs for new employees can serve as reference material for practical program design.

• Korea Journal of Hospital Management
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• v.3 no.1
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• pp.62-82
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• 1998

The purpose of this study is to assess the cause and level of conflict arising within and between departments among administration office workers who work in a recently established tertiary hospitals of a major cooperation or related non-profit cooperation: The study also aimed to find methods for resolution of such conflicts by comparing with other existing university hospitals. The subject population included 299 business administration office workers randomly selected from two cooperate related tertiary hospitals of less than 3 years in its existence and two university hospitals over 700 beds in Seoul and Kyong In area. Data were collected through a survey questionnaire. To define related factors for the level of conflict among departments in each hospitals multivariate regression analysis was conducted. Independent factors were characteristics of subjects, conflicting factors within and between the departments. The results are as follows: 1. Those in the 30-39 rears of age group demonstrated significantly higher level of conflict between departments. Those working in the new hospitals, who were older and had long-term tenure, and those with short-term job experience at current working hospital had higher level of conflict between the departments with statistical significance. 2. Concerning the involvement of conflicting factors and the level of conflict in the administration there was statistically significant positive correlation between reliability and job-related intra- and interdepartmental level of conflict in existing hospitals. There was a significant positive correlation between intradepartmental conflicting factors of mutual dependence, difference in goal/orientation and intra- and interdepartmental level of conflict. 3. In multivariate regression analysis, women more than men, and those who had worked for many years in hospitals had statistically significant influence on factors involved in interdepartmental level of conflict, explaining 51.0% of the model. 4. In existing hospitals, gender was a significant factor with women showing a higher level of interdepartmental conflict compared to men. Among the interdepartmental factors, mutual dependence had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the new hospitals, job position was a significant factor which showed that those in high position such as section chief or above, compared to those in managerial or general position had higher level of conflict. Among the interdepartmental characteristics, factors of mutual dependence and goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the new hospital setting efforts to reduce conflict in areas among workers with high position, old age, and long tenure and those in Purchasing, Material and Computer Department should be made and prudent management and planning for improved manpower and increased budget or efficient allocation and clear definition of job description are necessary to adequately assess and make improved efforts for rapid stabilization of the premature hospital system from its inception, In the existing hospitals a lack of conflict within and between departments may give rise to stagnation or inefficiency of the organization. Future study are needed with respect to the relationship between interdepartmental level of conflict and the effectiveness of the hospital organization for improved resolution of conflict in the organization and hospital management.

• The Korean Journal of Nuclear Medicine Technology
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• v.15 no.1
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• pp.106-112
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• 2011

Purpose: Until now, the process was improved by the needs of experimenters personally. But recently, suggestion system in hospital has been activated in various ways. So the department of nuclear medicine laboratory is also aware of the need of operation improvement using suggestion system. It is intend to assist in the development by sharing excellent suggestion cases with other hospitals. Material & Method: A total of 124 suggestion cases from January 2007 to March 2010 were analyzed. Suggestion cases were divided into customer satisfaction, cost reduction, improved testing methods, equipment, environmental improvement, and computational system. Result: Suggestion cases of environmental improvement and computational system were accounted for 26.6% as 33 cases, respectively. Suggestion for customer satisfaction is 25.8% as 32 in a total of 124 cases. Conclusion: Activation of the awareness of operation improvement is induced by suggestion system. By securing system of operation improvement, employees' ideas can lead to the production and systematization. Furthermore, it enhances hospital competitiveness and promotes the development of the hospital.

• Journal of Digital Convergence
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• v.16 no.8
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• pp.311-320
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• 2018

In this study, we conducted a survey on the 20 - to 30-year-olds woman and men in a total of 291 questionnaires to analyze the impact on the level of customer satisfaction and revisit the factors of service quality and hospital selection. Analysis result, found that there was a correlation between the quality of service, customer satisfaction, and factors of re-intervient inquiry when selecting hospitals. In particular, it was found that hospital expenses and hospital map were affected by customer satisfaction and re-investigation companies, and the quality of the service after treatment had the greatest impact on other variables. As such, these results are considered to be of overall concern to the physician's ability to perform the procedure as well as to the service of the staff. Various follow-up studies are needed depending on the region.

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.575-586
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• 2016

The purpose of this study was to investigate the influential factors of organizational cynicism of nurses in hospitals, and to examine data contributing the effective organizational management and the organizational effectiveness. Data were collected from 320 nurses working in a hospital in 2005. A total of 295 questionnaires were analyzed by the SPSS WIN 21.0. The leadership, job interdependence, job stress, positive and negative affectivity had significant effect on the organizational cynicism of hospital nurses. Also, the organizational cynicism had significant mediating effects on job satisfaction and organization commitment, and organizational climate showed significant indirect effects on the job satisfaction and organizational commitment. In conclusion, hospital managers and nursing directors need to adopt following strategies; open communication, friendly feedback, trust among staff, co-operation between departments and intra-departments, sharing information, creating joyful organizational climate, adequate organizational supports, fair compensation, and favorable organizational culture.