• Journal of Digital Convergence
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• v.14 no.4
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• pp.315-324
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• 2016

This study, investigating the differences of public hospital employees' communication, motivation, mutual trust, working conditions, fair compensation, job satisfaction, is to identify the factors affecting organizational performance. Through this, an alternative is suggested, which can maximize organizational performance of hospital employees. The period was from October 5 to October 31, 2014 to collect the data from 232 subjects working in public hospitals. ANOVA and regression analysis were conducted and the finding shows that communication, motivation, mutual trust, working conditions, fair compensation, job satisfaction have a significant difference (p<0.05) based on job categories. In addition, the factors affecting organizational performance were communication and fair compensation (p<0.001) for nursing job, age and employment type (p<0.05) and fair compensation (p<0.001) for Medical Support, motivation and fair compensation (p<0.001) for administrative job. The efforts to improve human resource management in their organization which is able to inspire a sense of belonging should be followed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.8
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• pp.3586-3596
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• 2012

The purpose of this research is to provide basic data to find a solution for the problem related with job satisfaction, organizational attachment, and intention to change their occupations by job category. The collection was done by self-administered questionnaire conducted by 360 employees from Nursing Division, Medical-support Department, and General Affair for 20 days since August. 15 in 2008. According to the result, for Nursing Division, intention to change their career is still high due to opportunity of external employment although their job-satisfaction or the attachment to the job is high. For Medical-support Department, intention to change their career is low compared with work-satisfaction or the attachment to the job is high. However, there are still intentions to change due to opportunity of external employment and excessive quantity of duty. General affair has the lowest work-satisfaction and the highest attachment to the job. However, intention of change is the highest than the others because of their negative-mind.

• Journal of Digital Convergence
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• v.12 no.1
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• pp.431-443
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• 2014

The purpose of this study was to grasp which effect the healthcare accreditation has on hospital employees' satisfaction level and hospital management performance by comparatively analyzing between accreditation hospital and non-accreditation hospital. As for difference in hospital employees' satisfaction level according to accreditation system, the incentive payment and pride of own task at the accreditation hospital and the hospital management effect were indicated to have positive(+) influence with statistically significant difference upon the item such as accuracy of task performance owing to the business standardization. It was indicated that hospital employees' satisfaction is high at the accreditation hospital and that the higher satisfaction level leads to having influence upon the effect of hospital management. What a country differentiates medical bill or supports medical equipment for medical institution that acquired accreditation is considered to be a plan for activation that can allow non-accreditation hospitals to be able to participate positively in the voluntary accreditation system.

• Korea Journal of Hospital Management
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• v.4 no.1
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• pp.190-207
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• 1999

The objectives of this research are to examine the factors influencing the employees' satisfaction and to investigate that the employees' satisfaction effects the organizational commitment on seven National University's hospitals. The data for this analysis were collected by questionnaire survey. 657 usable questionnaires were returned, a 78.2%, response rate. The major statistical methods used for the analysis are factor analysis, t-test and hierarchical multiple regression. The findings suggest that four components of job satisfaction are selected: these are "task", "organizational operation system", "opportunity of development", "interpersonnel". Highly satisfied employees turn to organizational commitment such as responsibility of organization and retention. Futhermore the findings suggest that responsibility is affected by work period, task satisfaction, opportunity of development. And retention is affected by work period, role as teaching hospital, and task satisfation. This study concludes with a discussion of the managerial relevance of the findings and future research directions.

• Journal of Digital Convergence
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• v.19 no.2
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• pp.307-314
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• 2021

This study was to analyze the satisfaction and intention to recommend a hospital for spinal and joint patients. Using a structured questionnaire at a spinal and joint hospital in Seoul in 2019, and the relationship between demographic and social characteristics and patient satisfaction, factors influencing hospital satisfaction, and recommendation intention were analyzed. In outpatients, hospital satisfaction was higher in neatness and cleanliness of staff, kindness and facility environment comfort, and hospital satisfaction was low in questions related to waiting time. In inpatients, women's satisfaction was higher in the nursing and hospital environment areas. The correlation analysis between the satisfaction and the willing to recommend, there was a positive correlation. In the sub-analysis, hospital satisfaction was higher in the group that responded with respect and courtesy, listening, satisfaction of the nurse, hospital cleanliness and safety. This study is can be used to improve the quality of hospital care services in related hospitals.

• Journal of the korean veterinary medical association
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• v.47 no.9
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• pp.791-801
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• 2011

• Journal of Digital Convergence
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• v.13 no.10
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• pp.459-470
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• 2015

The study was conducted to find out way that improves service quality for external customers by identifying the impact of Total Quality Management(TQM) on the internal customer satisfaction and then raising the personnel satisfaction measurement in medical institutions. To this end, we carried out a survey of 500 employees from five university hospitals in three metropolitan cities of Busan, Deagu and Ulsan and Gyeongsangnam-do province from February 2 to April 30, 2015, and utilized 476 cases for this study finally. First, in the result of analysis, the leadership of management hierarchy affects education and training and employee participation, but not human resource management nor quality of the work among quality management activities. Secondly, the culture of medical service organization has an effect on every variable of quality management activities. And finally, internal customer satisfaction is influenced by quality management activities, the leadership of management hierarchy and the culture of medical service organization.

• Journal of East-West Nursing Research
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• v.19 no.2
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• pp.96-103
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• 2013

Purpose: The purpose of this study was to identify the factors influencing hospital staffs' performance ability of Cardiopulmonary resuscitation (CPR). Methods: The study was conducted with 250 hospital staffs in B hospital located in Busan. The survey data were collected from August 1 to September 15, 2012 and were analyzed using frequencies, percentages, means, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression with the SPSS WIN 19.0 program. Results: There were statistically significant differences in performance ability of CPR depending on occupations, CPR experience, CPR situations, identification of Automated external defibrillator (AED) location within the hospital, AED use experience, CPR training experience and AED training experience. A significant positive correlation was found between CPR knowledge and performance ability in addition to a significant positive correlation between CPR attitude and to performance ability. The significant factors influencing performance ability of CPR were CPR attitude, occupations, CPR training experience, knowledge and identification of AED location within the hospital. Those factors explained about 40.1% of the variance. Conclusion: It is necessary to develop a strategy for hospital staff to improve the levels of performance ability of CPR.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.12
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• pp.539-547
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• 2017

This paper reports the results of descriptive research aimed at determining the effects of the administrative hospital staff members' organization-based self-esteem and work engagement on their organizational citizenship behaviors. The participants of the study were 200 administrative staff members of general hospitals, each with 200 beds or more, located in B city. Data were collected from March 15 to 30, 2017, and analyzed statistically using a t-test, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. The findings of this study can be summarized as follows. The organizational citizenship behaviors differed significantly according to whether they had an experience of turnover (t=-4.260, p=.000) and how long they had served at their present work (t=3.297, p=.039). In addition, the organizational citizenship behaviors had strong positive correlations with the organization-based self-esteem (r=.454, p=<.000) and work engagement (r=.595, p<.000). In addition, the factor that explained the organizational citizenship behaviors most significantly was work engagement, followed by organization-based self-esteem and the period of service at the present work. All three factors accounted for 41% of those behaviors. These findings suggest that the hospital should perform internal marketing or improve its welfare system to make administrative staff members raise their self-esteem based on their organization. Moreover, the hospital should form an organizational culture of its own, in which administrative staff members feel the importance of their job, enjoy it and are given autonomy in job performance, ultimately contributing to the development of hospital management.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.30 no.3
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• pp.291-314
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• 2019

In this study, to improve the satisfaction of library users in the hospital and to examine how to activate the library in the future, the satisfaction of library, facilities and environment, staff, service, We conducted a demand survey and searched for the operation plan of the library that satisfied the user. As a result, in order to revitalize the library in the hospital, first, in the case of the collection, it is necessary to expand the number of collections of various topics with the latest contents. Second, it is urgent to expand the number of library staff in the hospital. In addition, it is necessary to improve communication expertise based on medical expertise and ability to respond quickly to user requests. Third, it is necessary to expand the size of library and convenience facilities in the hospital by facilities and environment. Fourth, in case of service, it is necessary to improve service quality and provide various services. Experts should provide subject search service, medical information source service, general health information service (patient and carer) according to the user. Finally, in the case of programs, it is necessary to expand the infrastructure for program operation, to diversify the targets, and to extend the program continuity.