• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.15 no.1
• /
• pp.113-121
• /
• 2014

To improve management performance, medical institutions have great attentions to selecting the good employee. Through job placement, recruited employee performing a given task, previous studies have lack of research, how job environment affects the individual perception of job ability and individual performance. Therefore, targeting at the health care professional employees who work in the hospital, 134 questionnaire data collected, this study performed an empirical study on the relationship between person-job fit, self-efficacy and individual performance. Specifically, mediating effect of self-efficacy between person-job fit and individual performance was verified. The results indicate that first, person-job fit appeared to affect significantly to the sub-factor of self-efficacy (self-adjustment, confidence, goal-difficulty). Second, among the self-efficacy sub-factor, self-adjustment, confidence appeared to influence to the individual performance. Third, self-adjustment was fully mediated between person-job fit and individual performance and confidence was partially mediated between person-job fit and individual performance. These findings have the theoretical implications that self-efficacy studies are expanded to environmental factors and practical implications and study's limitations are discussed in terms of hospital organization's human resource management.

• Korea Journal of Hospital Management
• /
• v.9 no.3
• /
• pp.71-97
• /
• 2004

This study conducted a comparative analysis of awareness level of review standards, continuing education, and awareness about the need for speciality and educational courses in order to improve quality of Korean health insurance review work and to present directions for policies of personnel development and continuing education to smoothly perform hospital's insurance claim work and Agency's review work. The analysis unit of the study is individuals, and survey was conducted among hospital's claim officers and Agency' review officers by distributing questionnaires. The major results of the study are as follows: First, it is found that hospital's claim officers and Agency's review officers have conflicting awareness about review standards; more Agency's review officers think that current review standards are universal and reasonable, while more hospital's claim officers believe that they need to be revised. Especially, hospital's claim officers replied that it is possible that review results can differ according to government's policies. Second, there is no significant difference between the two groups in the opinion that there are individual differences in awareness level of review standard. In particular, both groups share the opinion that review results can differ according to officer's interpretation of review standards. Third, Both review officer groups feel the need for further training and continuing education. Fourth, there is no difference between the two groups in the opinion that both groups members should be educated in review related educational institutions. However, while 81.5% of Agency's review officers the education should be offered at the Agency, only 45.2% of hospital's claim officers agreed to it. Fifth, both review personnel do not show any difference in awareness of needed experience to successfully perform review work; both groups replied that three to four years experience is necessary to smoothly perform claim work and review work. This study was tried in order to search for directions to improve Korean insurance review work in quality rather than to explore characteristics themselves of individual factors. In this sense, this study presupposed an intention that the educational subjects for further training and continuing education for the two groups should be the same in order to narrow the awareness gap between hospital's claim officers and Agency's review officers. Thus, this study suggests that it is desirable to offer beginner courses at junior colleges or in undergraduate courses and advanced courses in professional graduate school for six to twelve months. In that a comparison of awareness level of hospital's claim officers and Agency's review officers who are actually in practice should precede appropriate presentation of directions for the qualitative improvement of insurance review work in Korea, the significance of this study lies in comparatively analyzing the awareness level of hospital's claim officers and Agency's review officers and in presenting the establishment of future further training and continuing education.

• Journal of Digital Convergence
• /
• v.12 no.9
• /
• pp.265-274
• /
• 2014

We sought to derive an overall strategy for green business certification of medical institutions and to propose the improvement directions for green management evaluation systems through applying the criteria to medical institutions. A self-assessment survey was conducted at 44 targeted hospitals across the country, and the 2012 green management evaluation criteria for healthcare services were used as assessment tools. As a result, only 11 of the 44 hospitals were eligible for green business certification. By type, hospitals with more than 400 beds, hospitals in Seoul and the Gyeonggi area (${\geq}$ 400 beds) and private hospitals (${\geq}$ 400 beds) received relatively high scores. In an analysis of the mean score, only the difference between the hospitals with ${\geq}$ 400 beds and < 400 beds was statistically significant. When we analyzed the interviews of the hospitals with lower scores, it is important to change the awareness of executives and employees, to establish vision/strategy/objective, to promote relatively small-scale activities, and to establish long-term plans. To improve green management evaluation systems, it is necessary to reset the assessment area, to control scoring and weights, to create certification grades, and to adjust additional points.

• Korea Journal of Hospital Management
• /
• v.11 no.3
• /
• pp.56-72
• /
• 2006

This study aims to deal with hospital staff's recognition on the opening of the medical services market, their attitude to the opening - agreement and disagreement, and their intention to use a foreign hospital or to consult its doctors again. It was conducted for 450 employees of one university hospital located in Gyeonggi Province, Korea with systemized questionnaires. The main results of this study are as follows: First, Medical technicians showed the highest level recognition on the opening of the medical services market. Second, The percentage of agreement to the opening was the highest for medical technicians and lowest for doctors while that of agreement was the highest for doctors and lowest for nurses. For residents, among doctors, the percentage of disagreement was the lower than that of agreement. Third, the intention to use a foreign hospital and to consult its doctor again was the lowest for medical engineers and the highest for doctors. Fourth, The most urgent task for local hospitals to accomplish in response to the opening was the improvement of the diagnosis and treatment technologies for nurses, and the improvement of the service provided by the hospital staff for the others. For doctors, in particular, the improvement of the diagnosis and treatment technologies was just the fourth urgent task. In conclusion, the result varies to the type of occupation. Apparent difference was found for doctors, in particular, that seem to be directly affected by the opening of medical services market. Local hospitals and doctors, therefore, should make efforts together to improve the diagnosis and treatment technologies. All the hospital employees of every type of occupation, meanwhile, need to prepare for the opening with medical service of improved quality.

• Journal of the Korea Convergence Society
• /
• v.6 no.6
• /
• pp.119-129
• /
• 2015

The purpose of this study is to show how much career management systems of hospital affect the psychological states of hospital employees. The research was dealing the issues about hospital's career management systems which affect exhaustion, cynicism, and job engagement. We found that job rotation has a negative significant effect on exhaustion. In addition, job rotation also negatively influence cynicism. On the other hand, career education and training has a positive effect on job engagement. Career management support systems and evaluation of career development, however, do not have significant effect on dependent variables. Thus, effective career management systems for hospital organizations are job rotation and career education and training programs. Finally, based on the analyzed results, this study has provide useful information for hospital management to establish efficient and productive human resources-management systems in order to increase in job engagement and reduce exhaustion and cynicism of employees as well.

• Korea Journal of Hospital Management
• /
• v.19 no.2
• /
• pp.66-72
• /
• 2014

Although stress has been implicated to be a risk factor that can threaten physical and mental health, there have been no sufficient studies that analyze the different levels of stress among employees working in the different levels of the hospitals. We aim to identify the general characteristics of hospitals at different levels, to compare the stress levels among customer service representatives working in the tertiary care hospitals as well as acute general hospitals. In addition, we also wanted to analyze the relationship between the types of hospitals and the stress level. The work stress was measured using the Korean Occupational Stress scale. Study subjects' demographic characteristics and lifestyle factors were analyzed using analysis of frequency and multiple regression analysis. Our study revealed that the levels of medical facility were significantly associated with the levels of job stress(P=0.043), and the stress levels of employees working in the acute general hospital's medical facilities were higher than those who were working in tertiary care facilities. We also found that those with higher depression level tended to have higher job stress (P<0.001). Therefore, it is urgent to implement some kind of job stress interventions, especially in the acute general hospital's medical facilities. Moreover, further studies including social and policy research are necessary in order to analyze the overall impact of stress on physical and mental health and to reduce health inequalities among healthcare workers.

• Korea Journal of Hospital Management
• /
• v.12 no.1
• /
• pp.75-99
• /
• 2007

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subjects of this study were 428 employees in 8 Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from November 10 to November 30, 2006 through survey questionnaires. The main results of this study were as follows: 1. The commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the Job and role related variables were higher those who had higher satisfaction level to their job, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was statistically significant positive correlation. 4. The results of multiple regression analysis shows that formal and informal socialization, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. The results of AMOS shows that structure characteristics of hospital, Job and manager satisfaction, socialization were statistically significant labor union satisfaction. The satisfaction level of labor union was statistically significant labor union commitment To summarize study results, the level of commitment in labor union depends on job satisfaction, managers' attitudes, union satisfaction factors, their colleagues attitudes toward union. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Moreover, as managerial factors of the principal of hospital influence union commitment directly, the attitudes of hospital managers toward union and transparency of hospital management should be improved.

• Journal of Digital Convergence
• /
• v.21 no.1
• /
• pp.19-27
• /
• 2023

This is an implementation study towards the development of a strategy to improve the pneumonia adequacy evaluation index of regional public hospital and to confirm its effectiveness. One physician, eight nurses, one computer room staff, and one nursing professor working at a regional base public hospital located in N city participated in this study from March to October 2021. An implementation study was conducted based on the conceptual model of Zuber-Skerritt & Fletcher. The stages of planning, implementation, evaluation, and reflection were operated in two cycles, and the effectiveness was evaluated in the second and third quarters. Compared to the pneumonia adequacy evaluation index in 2019, all indicators reached 100% of the standard target in 2021. The results of this study therefore infer that to provide higher quality medical services in the future, it is necessary to apply medical quality improvement activities through practical research under multidisciplinary participation and cooperation and to review the applicability of clinical sites.

• The Korean Journal of Health Service Management
• /
• v.4 no.1
• /
• pp.23-41
• /
• 2010

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of hospital organization management. Materials were collected from administrators, nurses and medical technicians in target hospitals from March 3 to March 3 to March 30, 2010 through survey questionnaires. The main results of this study were as follows: 1. The commitment level of the subjects according to their satisfaction was higher when the administrators both in Private hospitals and Public hospitals were not satisfied in their works. 2. The commitment level of the subjects according to the subjects' job dedication level was higher those who had higher emotional attachment to their job in all vocations in both Private hospitals and Public hospitals. 3. The commitment level of the subjects according to the subjects' labor union involvement was higher in those who had higher satisfaction in labor union and perceived their colleagues' attitudes more positively in all vocations in both Private Hospitals and Public Hospitals. 4. From the results of multiple regression analysis to identify major influencing factors of labor union commitment level, In Private hospital employees, those who had senior officer posts in labor union and higher normative commitment showed higher commitment union. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as colleagues attitudes is important determinant in union commitment, hospital managers should have countermeasures to enhance the work atmosphere of hospital employees.

• The Korean Journal of Health Service Management
• /
• v.5 no.3
• /
• pp.157-168
• /
• 2011

This study was designed to identify satisfaction with Hospital Information System(HIS) and the factors affecting them in hospital administrators. The data was collected for 24 days from Mar. 02 to 25, 2011. Among a total of 82 cases of the questionnaires, only 76 cases were used. From the survey, it was made known that there was statistically significant difference in speed, preciseness and stability of environmental factors depending on the type of hospitals while significant difference was found in stability by number of beds. Among the factors of system operation, the administrational method affected speed, preciseness, stability and convenience statistically significantly whereas, however, preciseness, stability and convenience became significantly different depending on the number of staff members. As for the factors that could exercise influence upon satisfaction with administrative service of the HIS, it was revealed that statistically considerable impact could be caused under management of own EDPS expert as well as under comanagement by the medical institution and professional business entity in case of hospital.