• Health Policy and Management
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• v.15 no.1
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• pp.78-96
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• 2005

The purpose of this empirical study is to investigate whether costs are 'sticky' -that is, whether costs increase more when revenues rises than they decrease when revenues falls by an equivalent amount by using the financial data fromf korean general hospital Financial data used in this study were obtained from the Database of Korean Health Industry Development Institute and analyzed using multiple regression model in dummy variables. The main results of this study are as follows: First, we found, for 69 Korean general hospitals for 3 years(2000~2002), that total hospital costs, hospital labor costs, hospital administrative costs were sticky, these costs provided strong support for the sticky costs hypothesis 1, but hospital material costs were shown to be proportional to sales revenues. Second, this results provided strong support for the hypotheses that the' degree of stickiness was lower in sales revenues declining that were preceded by revenue-declining periods (hypothesis 2-1), and that stickiness was less pronounced in a second successive year of revenue decline(hypothesis 2-2). Third, this results provided strong support for the hypothesis(hypothesis 3) that stickiness was greater hospitals that employ relatively more people to support their sales revenues(hypothesis 4) that stickiness was greater for hospital that used relatively more assets to support their sales revenues. After all, a managerial implication of this study was that sticky cost, for the general hospital, could be recognized and controlled.

• Health Policy and Management
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• v.9 no.1
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• pp.201-233
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• 1999

This study was carried out to find out the factors affecting on organizational commitment of hospital employees. For the purpose, the questionnaire-based research was done with 1280 hospital employees who were working in 2 university hospitals and 4 general hospitals located in Taegu City and Kyungpook Province from November 20, 1997 to December 22, 1997. The results of the study were summarized as follows. There were significant correlations among environmental variables, psychological variables, structural variables, vertical conflict, horizontal conflict, job satisfaction, and organizational commitment. By path analysis, variables such as pay, work involvement, work definiteness, met expectations, positive affectivity, distributive justice, job security, expectations before entering a hospital had significant positive effect on job satisfaction in order of size, while, vertical conflict, job opportunity, and horizontal conflict had significant positive effect on job satisfaction in order of size, while, vertical conflict, job opportunity, and horizontal conflict had signifecant negative effect in order of size. Variables such as job satisfaction, job security, work involvement, pay, vertical conflict, met expectations, distributive justice, positive affectivity, work unit control, job autonomy, and job routinization had significant positive direct effect on organizational commitment in order of size, while, job opportunity, job hazards and resource inadequacy had significant negative direct effects in order of size. It was found that the following variables, listed in order of size, had significant total effects on organizational commitment : job satisfaction, job security, job opportunity, work involvement, pay, met expectations, distributive justice, positive affectivity, job hazards, and work unit control. In considering abovc findings, it is recommended that programs for job satisfaction promotion, job security, decrease of intent to leave, work involvement promotion, adequate pay, met expectations, distributive justice, positive affectivity promotion, job hazards decrease, and work unit control grant should be implemented to increase organizational commitment.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.3
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• pp.347-356
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• 2000

The purpose of this study was to identify the relationship between the nursing organizational characteristics and job satisfaction. Subjects were 362 nurses at a general hospital in Seoul. Data were collected from November 1, 1999 to November 31, 1999 with the structured questionnaires and analyzed by $SPSS-PC^+$ 8.0 for descriptive statistics, ANOVA, Pearson correlation, and stepwise multiple regression. The results were as follows; 1. The average score of the nursing organizational characteristics was 3.7. The score of head nurse's leadership was highest and supervisor's was lowest. The average score of the job satisfaction was 3.1 and was similar to the results of other studies. 2. Being regarded to the nursing organizational characteristics and job satisfaction by general demographic variables, The head nurse's leadership, the supervisor's leadership and interaction, and the overall nursing organizational characteristics showed significant differences by year of career, position status, and service-department(p<.1, p<.05). The job satisfaction showed significant difference by position status(p<.01). 3. There were correlations between the nursing organizational characteristics and job satisfaction(r=0.358-0.815). 4. The most important variable in the job satisfaction was 'organizational climate' and it was explained 32.0% out of the total variance of job satisfaction and 'all of nursing organizational characteristic factors' explained 47.5%. According to the results of this study, the suggestions were as follow: 1. To improve nurses' job satisfaction, the strategy for the development of the cooperative nursing organizational climate and for the strengthening of 'the nursing manager's leadership and interaction' in the nursing department are necessary. It should to be considered the differences in the nursing organizational characteristics and job satisfaction by nursing manager and staff nurses. 2. Further study needed to analysis the organizational climate for the management of the nursing organization. Also it is necessary for further investigation regarding to the relationship between the nursing organizational characteristics and job satisfaction of pre and post-organizational change.

• Journal of Korean Academy of Nursing Administration
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• v.4 no.1
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• pp.33-71
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• 1998

본 연구의 목적은 한국의 간호사들이 행하는 간호중재를 규명하는 것이다. 연구대상은 한국의 2 병원에서 일하는 수 간호사와 평 간호사를 포함한 443면의 간호사이며, 연구도구는 Iowa Intervention Project Team 이 개발한 336 문항의 5점 척도로 이루어진 "간호중재"설문지를 사용하였다. 5점 척도는 다음과 같다 : (a) 거의 행하지 않는다 : (b) 거의 한달에 한번 행한다 : (c) 거의 일주일에 한 번 행한다 : (d) 거의 하루에 한 번 행한다 : (e) 하루에 여러 번 행한다. 한국자료를 위해 설문지는 본 연구자에 의해 한글로 번역되었고, Back-translation을 이용하여 한글로 번역한 설문지는 다시 bilingual nurse에 의해 영어로 옮겨졌고, 마지막으로 영어로 옮겨진 설문지를 원래의 영문으로 된 설문지와 비교한 후에(Equivalence Test) 수정${\cdot}$보완하여 사용하였다. 한국 간호사들은 336 간호중재 모두를 행하고 있으며, 21개의 간호중재가 적어도 하루에 한 번 정도는 이루어지고 있었다. 간호사들은 "생리적 : 복합영역"에 속하는 간호중재를 가장 빈번하게 행하였고, 이 중에서 "비경구적 투약"은 일주일에 거의 11번 정도로 가장 많이 행하여졌다. 가장 적게 행하는 간호중재는 "동물이용요법"이었다. 간호사들은 교육을 많이 받을수록, 임상경험이 많을수록 더 많은 간호중재를 빈번하게 행했다. 특히, 석사학위를 받은 간호사는 "행위 영역"에 속한 간호중재를 더 많이 행했는 데, 예를 들면 "적극적 경청", "적응 증진", "의사결정지지"등이다. 또한 4년제 대학을 졸업한 간호사들은 "생리적 : 복합영역"에 속한 간호중재들을 전문대학을 졸업한 간호사보다 더 많이 행했는 데, 예를 들면, "뇌부종 관리", "반사 장애 관리", "기구를 사용한 호흡"등이다. 10년 이상의 경험을 가진 간호사들은 "행위 영역"에 속한 간호중재를 임상 경험이 1년 미만이거나 또는 1-5년 사이의 경험을 가진 간호사보다 더 많이 행했는 데, 예를 들면, "죄책감 극복 증진", "진실 말하기"등이다. 또한 6-10년 사이의 임상경험을 가진 간호사들은 "자가 간호영역"에 속한 "옷 입히기", "두발 간호", "구강건강 유지" 등을 임상경험이 1년 미만인 간호사들보다 더 빈번하게 행했다. 이 연구는 간호중재 규명이 간호원가 산출을 위한 연구와, 간호의 질 향상을 위한 연구, 간호지식 탐구를 위한 연구에 공헌할 것을 기대한다.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.1
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• pp.65-82
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• 1997

The purpose of this study was to investigate the role expectation of Clinical Nurse Specialist(CNS) in A tertiary-affiliated hospital in Seoul. Data were surveyed from Jul. 8, to Jul. 20, 1996. 74 medical doctors and 119 nurses participated in this survey. For data analysis, SPSS/PC+ program was used: ${\chi}2-test$, t-test, ANOVA. The difference was analyzed by the subjects' position and department. The results of this study were summarized as follows: 1. The perception about the CNS system : Most of the subjects of study perceived that the introduction of CNS system was needed. And the introduction time of CNS system was demanded as fast as possible, or after special preparation. 2. The comparison of the need for the subroles of the CNS in A tertiary-affiliated hospital : The need for the subroles(0=not known, 1=not needed to 4=absolutely essential) was significantly different between medical doctors and nurses. The total mean scores for degree of need for each subole were as follows: Education 3.37, Consultant 3.34, Researcher 3.29, Direct care provider 2.86. 3. The comparison of the percent of time spent in A tertiary-affiliated hospital : The percent of time spent was significantly different between medical doctors and nurses. The total mean percent of time spent in the five subroles was as follows: Direct care provider 34.9%, Educator 23.9%, Researcher 18.9%, Consultant 12.8%, and Management/Change agent 9.5% According to the study results, suggestions were made: 1. Further study for the need of the CNS role as direct care provider is needed, after correcting the items within the narrow scope in some clinical department. 2. Development of the detail roles for the extent of autonomy is needed, and validity should be tested. And then they will be used for the basic data of the role development of the CNS.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.1
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• pp.103-112
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• 2003

Purpose : This study was designed to describe the economic awareness, economic knowledge, and attitude toward cost-effectiveness in nursing of hospital nurses. Method : The sample included 272 nurses conveniently selected from 5 tertiary care hospitals. Data were collected on general characteristics of nurses, the economic awareness level, the knowledge level of economics, and the attitude toward cost-effectiveness. Data were analyzed using SPSS PC version 10.0. Result : 1) The mean of economic awareness level of hospital nurses was 44.87 (SD=3.53) with a possible range of 5${\sim}$50. The mean of the knowledge level of economics was 58.3 (SD=11.9) with a possible range of 0${\sim}$100. 2) The mean of attitude toward cost-effectiveness in nursing was 39.95 (SD=5.01) with a possible range of 5${\sim}$50, which means moderately positive. 3) Analyzing the relationships between economic awareness level and knowledge level of economics, and attitude toward cost-effectiveness, the knowledge level of economics was positively related with the economic awareness level (r=.192, p=.002) and the attitude (r=.133, p=.029). The economic awareness level was positively related with the attitude (r=.470, p=.000). 4) Backward multiple regression revealed that the linear combination of economic awareness, job position, place of employment, and the presence of CQI committee accounted for 26.1% of the variance in the attitudes toward cost-effectiveness nursing care. Conclusion : Findings reveal that RNs lack basic knowledge of economics and its link to nursing practice, yet, they want a voice in economic decision making. In an effort to fill the void of economic knowledge and respond to nurses' call for greater input, in-service programs and curricula for generic programs must be developed.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.4
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• pp.563-570
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• 2009

Purpose: The purpose of this study was to develop specialized mentor program to improve adaptation for new nurses of intensive care unit and to identify the effect of the program on early resignation rate. Methods: The study adopted nonequivalent control group, non synchronized design. Based on the identification of problems and the needs of new nurses, a 6 month specialized mentor program was developed. The program was consisted of three parts; developing knowledge, improving interpersonal relationship and increasing coping competency for emergency situation. Data were collected between July 2006 and 2008 from 37 nurses and the early resignation rate was compared before and after the implementation of the mentoring program. Results: Early resignation rate of the nurses who received the mentor program was significantly lower than that of the nurses who didn't. The resignation rate within 1 year dropped from 44.5% to 8.3%(p=.034). Conclusions: The specialized six month mentoring program was effective in reducing early resignation rate.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.1
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• pp.137-148
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• 1999

The study was attempted to survey the pay and job satisfaction of clinical nurses in some hospitals. The period was Jan 6th through Jan 27th. 1997 and the subjects were 277 nurses working in 5 hospitals in Pusan city. This study was based on questionnaires which focused on the pay and job satis faction of the nurses. The following instruments were used for collecting the data: PSQ. JDI and MSQ on the scale of 1 being lowest to 5 being highest satisfaction. The analysis of collected data was executed by using SPSS/PC+. The results were as follows: 1. The main age level was 26-30 and the portion was 44.4%. The Mean of the monyhly pay was 930 ${\pm}$130 thousand won. 2. The average point of pay satisfaction was 2.17${\pm}$.61. 3. The average point of job satisfaction was 2.87 ${\pm}$.66. 4. The factors which affect the pay satisfaction were 'the size of hospital'. 'the joining of labor unions' and 'the amount of pay' . 5. The factors which affect the job satisfaction were 'the size of hospital'. 'the job rank' and 'the amount of In conclusion, nurses are not satisfied with their job and pay levels because of the size of the hospital and the amount of pay, In order to solve the problem of turnover. medium-sized hospitals need to standardize and modify the levels of pay, the structure and the system according to standards well established by large-sized hospitals.

• Journal of Korean Academy of Nursing Administration
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• v.17 no.4
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• pp.391-401
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• 2011

Purpose: The purpose of this study was to explore the effect of empowerment on nursing performance, job satisfaction, organizational commitment and turnover intention in hospital nurses. Method: The subjects were 345 nurses at a general hospital in D city. Data were collected by structured questionnaire from January 10 to February 15, 2009. Data were analyzed by using descriptive statistics, ANOVA, Scheffe's test, and Pearson correlation coefficient, multiple regression by SPSS win 17.0 program. Results: The mean scores were 3.60(${\pm}.43$) of empowerment, 3.80(${\pm}.38$) of nursing performance, 3.49(${\pm}.55$) of job satisfaction, 4.70(${\pm}.74$) of organizational commitment, and 2.34(${\pm}.84$) of turnover intention. Empowerment was correlated with nursing performance, job satisfaction, and organizational commitment positively, but correlated with turnover intention negatively. As a result of multiple regression, empowerment has 34.3% of the explanatory power on nursing performance, 24.0% on job satisfaction, 30.7% on organizational commitment, and 15.6% on turnover intention. Conclusion: Empowerment was a critical variable affecting nursing job performance, job satisfaction, organizational commitment, and turnover. Also, if various variable - active and adequate child-care support system, provided conditions continue to study, and adequate and appropriate compensation for nursing performance - affecting empowerment are managed, nurses' empowerment level will rise at the same time.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.4
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• pp.375-385
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• 2015

Purpose: The purpose of this study was to identify the relationship of nurses' job performance with job embeddedness, self-leadership and social support and the role of self-leadership and social support in the relation between job embeddedness and job performance among general hospital nurses. Methods: The participants for this study were 244 nurses from 3 general hospitals in Seoul and Gyunggi Province. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, $Scheff\acute{e}$ test, Pearson correlation and Hierarchical Multiple Regression. Results: Job performance showed positive correlations with job embeddedness (r=.56, p<.001), self-leadership(r=.68, p<.001), organizational support (r=.30, p<.001), supervisors' support (r=.31, p<.001) and colleagues' support (r=.31, p<.001). Job embeddedness and self-leadership had significant influence on nurses' job performance. However self-leadership and social support did not show moderating effects of job embeddedness on nurses' job performance. Conclusion: These findings indicate that job embeddednes and self-leadership are important factors to enhance nurses' job performance. Therefore, promoting activities for job embeddedness and self-leadership might be a way to increase nurses' job performance. As there was no moderating effects of self-leadership and social support on job embeddedness and job performance, further studies are necessary to refine these findings in different environments.