• Journal of Korean Academy of Nursing Administration
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• v.18 no.4
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• pp.374-382
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• 2012

Purpose: This study was done to investigate the effects of university hospital nurses' organizational conflict between organizational commitment and labor union commitment, so as to provide data on prevention of conflict with the hospital and to improve work achievement with commitment of two different groups: hospital and labor union commitment. Methods: Data collection was conducted from May 15 to 31, 2011 for nurses registered in the labor union of a university hospital. The collected data were analyzed using t-test, ANOVA, Scheffe test and multiple regression. Results: Organizational commitment of the nurses showed significant differences according to age, position and work experience, and degree of labor union commitment according to academic achievement. The factors affecting labor union commitment were organizational conflict and recognition of need for labor union, which accounted for 19% of the variance. Factors affecting organizational commitment were organizational conflict, recognition of need for labor union, participation in organizational events, and renewal of membership in the union, which accounted for 33% of the variance. Conclusion: The results of this study indicate that there is a need to improve work achievement by minimizing conflict and preventing labor disputes for better organizational commitment and labor union commitment of nurses.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.4
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• pp.414-423
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• 2012

Purpose: The purpose of this study was to investigate the impact of the unit-level nurse practice environment on nurse turnover intention in the small and medium sized hospitals. Methods: A cross-sectional study was conducted using a questionnaire survey with 308 nurses in 38 nursing units of 6 small and medium sized hospitals, having over 200 beds and under 300 beds and located in B metropolitan city. Data were collected from July 20 to August 10, 2011. Data were analyzed using hierarchical multiple regression. Results: The mean turnover intention in nurses of small and medium sized hospitals was $3.52{\pm}0.53$. Factors affecting turnover intention in the nurses included age, work unit, monthly income, number of night-duties, work hours per day and unit-level nurse practice environment. The unit-level nurse practice environment accounted for 15% of turnover intention when other variables were controlled. Conclusion: The results of the study indicate that nurse turnover intention is associated with the nurse practice environment at the unit level. Small and medium sized hospitals can improve nurse retention and lower turnover intention by changing the nurse practice environment of unit, such as creating better support services and nurse participation in hospital affairs.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.5
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• pp.437-447
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• 2016

Purpose: The purpose of this study was to conduct a grounded theoretical analysis on the hospital accreditation experience of head nurses in order to understand their behavior on the adaption of this new system. Methods: The participants were 8 head nurses with more than 3 years of experience. The data were collected through in-depth interviews using audiotape recording analyzed by the constant comparative method described in Strauss and Corbin's methodology. Results: There were 113 concepts, 26 subcategories and 12 categories identified through the open coding process. In the axial coding, the following paradigm model was proposed: 1) the causal conditions were 'hardware problem' and 'software problem', 2) the contextual conditions were 'vertical relationship', 'individual preference', and 'family support', 3) the intervening conditions were 'passive conditions' and 'active conditions', 4) the action/interaction strategies were 'leading role' and 'dependent role', 5) the consequences were 'positive acceptance' and 'negative acceptance', 6) the central phenomenon was 'difficult situation' and 7) the core category was 'leading in harmony'. Conclusion: The new system led head nurses having difficulties as the middleman between the hospital administration and general nurses, but they made a continuous effort to overcome and adapt to it through a number of strategies.

• Proceedings of the Korean Society of Health Policy and Administration Conference
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• 2011.05a
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• pp.7-18
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• 2011

질병관리와 의료서비스에 있어서의 공공부문의 역할은 오래된 화두이다. 이번 학회에서도 중요한 주제로 자리매김을 하고 있는 데는 몇 가지 이유가 있을 것으로 사료된다. 첫째, 질병관리와 건강이 갖는 주제 자체의 중요성이다. 건강은 국민의 기본 권리이다. 국민의 기본 건강권을 유지, 향상시키는 데 있어서 질병관리와 의료서비스의 방향 모색은 시대와 장소를 불문하고 우선적으로 다루어져야 하는 주제임이 분명하다. 둘째, 공공보건의료를 전체 인구집단의 건강향상을 위한 총체적 활동으로 볼 때 건강위험요인의 변화와 질병패턴의 변화에 따라 인구집단이 필요로 하는 서비스의 내용이 변화되어야 한다. 그러므로 논의 당시의 시점에서 요구되는 공공보건의료 서비스의 내용을 검토하고 전략을 수립하는 노력은 주기적이고 연속적으로 이루어질 필요가 있다. 셋째, 최근 공공보건의료에 대한 사회적 합의가 변화하는 가운데 공공부문의 역할에 대한 논의가 제기되고 있다. 과거 "공공보건의료에 관한 법률"에서는 공공보건의료 기관만을 공공보건의료 수행자로 정하고 있었으나 최근 수행자의 범위를 민간의료기관까지 확대시키는 개정작업이 진행 중이다. 이에따라 공공부문의 역할과 활동의 범위를 검토하는 기회가 필요하겠다. 본 원고에서는 발표자가 국립대학병원의 공공보건의료 활동과 지역사회 단위의 보건사업 활동에 참여하면서 직 간접적으로 경험한 내용을 중심으로 질병관리와 보건의료서비스 제공에 있어서의 개선점을 제안하고자 하였다.

• Health Policy and Management
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• v.1 no.1
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• pp.153-160
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• 1991

Hospital Management, as a branch of science, is now in a formative period in Korea. Proper understanding on the scienctific nature and issues of the subject, therefore, is important for both its developement and education of the students. As an academic subject, Hospital Management can be pointed out to have three characteristics, Firstly, when looking it in teleological viewpoint, it is a branch of health science. Ultimate goal of the hospital lies in promoting and keeping health of the people residing in the catchment area in which it places, Secondly, in terms of its contents, Hospital Management can be divided into tow subsubjects ; hospital administrative management and hospital business management. The former stands at the point of looking the hospital as the object of goverment administration, while the latter as the subject of organizational operation. Flanlly, Hospital Management, in its academic appoach, is a science that adopts management theories, what is called, traditional and/or modern. For the settlement and development of the Hospital Management, four major issues were suggested for discussion now and in the future. They include ; (1) boundary between Hospital Management and its related academic fields (2) subdivision of the subject and its contents, (3) activation of study, theortical and empirical, and (4) distinction of the level of lecture among lecfnical, four-year and gradudate courses.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.3
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• pp.219-228
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• 2010

Purpose: The purpose of this study was to explore the degree of delay in waiting time, and the relationships of waiting time, patient satisfaction, and revisiting intention of outpatient in general hospitals. Methods: The data were collected from June 22 to July 4, 2009. A total of 536 outpatients who visited 21 clinics of a general hospital were subjected to evaluate the waiting time. The survey tools used were the Korea Health Industry Development Institutes (2008) tool for patient satisfaction and Reichheld & Sasser (1990) for revisiting intention. The data were analyzed by SAS version 9.1, descriptive statistics, t-test, ANOVA, and Pearson correlation coefficient. Results: The mean patient's waiting time was $28.3{\pm}30.7\;min$, the revealed mean score of patient's satisfaction was 2.92, and the revisiting intention showed was 4.56. The waiting time was negatively correlated with patient's satisfaction (r=-.10, p<.019). Patient's satisfaction was positively correlated with revisiting intention (r=-.51, p<.001). Conclusion: Waiting time management is an important factor of increasing patient's satisfaction and revisiting intention in general hospitals. It is mandatory that reservation management systems take into account the patient's characteristics of visiting outpatient department in order to shorten the real waiting time.

• Health Policy and Management
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• v.5 no.2
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• pp.173-201
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• 1995

A causal model of organizational commitment on the basis of Western literature was tested with a sample of 1,164 employees from two university hospitals in Korea. The model contains three groups of determinants : environmental variables(job opportunity, spouse support, and parent support), psychological variables(met expectations, work involvement, positive affectivity, and negative affectivity), and structural variables(job autonomy, work unit control, routinization, supervisor support, coworker support, role ambiguity, role conflict, workload, resource inadequacy, distributive justice, promotional chances, job security, job hazarda, and pay). The data were colleted with questionnaires and analyzed with the LISREL maximum likelihood method. It is found that (1) the following variables, listed in order of size, have significant total effects on organizational commitment : job satisfaction, met expectations, supervisor support, job security, routinization, job opportunity, negative affectivity, work involvement, distributive justice, and promotional opportunity, (2) the model explains fifty-nine percent of the variance in organizational commitment, and (3) the link with expectancy theory is justified by the results for met expectations. Two conclusions can be drawn from these findings. First, the model of organizational commitment appears to be generalizable to Korean hospitals. Second, the model of organizational commitment should include such theoretical variables as environmental, psychological, and structural factors.

• Health Policy and Management
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• v.30 no.3
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• pp.409-417
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• 2020

Background: It is well known that the distribution of therapeutic materials is very complex. However, it is not easy to demonstrate the concrete problems caused by distribution channels empirically. The purpose of this study was to investigate the differences in the price of therapeutic materials according to the type of purchasing agency and the way in which medical institutions purchase therapeutic materials. Methods: This study compared the claimed prices and the maximum allowable prices for the items of therapeutic material used for general spinal surgery. Results: Ilsan Hospital, which purchased directly without a purchasing agent, had the lowest claimed prices, followed by a large professional purchasing agency, a foundation-related purchasing agency, and a general purchasing agency. In addition, the difference between the claimed prices and the maximum allowable prices according to the purchase type was larger in the expensive treatment materials, and in the case of the lower price treatment materials, it tended to converge to the maximum allowable prices. Conclusion: National health insurance spending for therapeutic materials are to be affected by the distribution channels of them. We proposed several ideas to rationalize the expenditure such as classification of therapeutic materials on the basis of price or other criteria.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.1
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• pp.83-92
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• 1997

This study was designed to evaluate the current orientation and further to develop an effective orientation curriculum of new nurses by analyzing questionraire taken from 45 numbers of all nurses who have worked for 18 months below at one hospital located in C city on July, 1995. The results obtained are summarized as follows. 1. The subjects showed the high necessity of "emergency nursing", "cardiopulmunary resuscitation", "disinfection and infection" and "interpersonal relationship" in order, but relatively low necessity of "doctor supports" and "medical insurance affair" for the practical orientation. Therefore, the orientation should provide prepondently an education Which they really need, on the basis of their education experiences and/or requirements. 2. Practical training, individual teaching and performance will be an effective orientation more than theorical education. The educator should be selected from unit based persons being capable of providing technical education to trainee. Also, in order to develop the teaching method and to improve the corresponding ability, a special program is required for educators. 3. It will be desirable that task training is given at least one month before working at their unit. In addition, orientation schedule should be made to concentrate trainee on their task training fully. 4. The subjects showed that half of them had spent four to six months for work adaptation. A meeting of new nurses may be helpful not only to acclimate themselves to new circumstances. but also to provide an exchange of views and an emotional relationship. Furthermore, unit based staffs should exerts efforts to maintain the educational circumstances and warm concern for new nurse's adaptation.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.1
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• pp.31-40
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• 2003

Purposes : The purpose of this study is to analyze the correlation among Expectations, Performance-Perception, Willingness of reuse of hospital. Methods : The subjects of this study were 120 patients who were admitted in the hospitals over 1 week in Pusan. The data was collected by self-reporting questionnaires from Oct. 16th, to Nov. 5th, 2001. The data were analysed by SPSS/PC package using frequency, percentage, mean, standard deviation, Pearson's correlation coefficient. Results : The results were as follows; 1) The mean score of Expectation was 3 and over. The highest item was 'equal treatment' and the lowest was 'safety in transaction'. 2) The mean score of Performance-Perception was 4 and under. The highest item was 'nurse' attractive appearance' and the lowest was 'equal treatment', 'kindness and etiquette'. 3) The mean score of Willingness of reuse was 3.11. 4) There was a statistical significance of the difference between Expectations and Performance-Perception. The highest difference item was 'equal treatment', and then the lowest difference item was 'working environment arrangement/order'. 5) There were statistically significant positive correlation among Expectations, Performance-Perception, and Willingness of reuse. The highest correlation was 0.89 between Performance-Perception and Willingness of reuse. Conclusions : Nursing managers have to develop nurse training programs for improving of patient's performance perception on nursing service.