• The Korean Journal of Health Service Management
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• v.1 no.1
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• pp.16-30
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• 2007

The point of this study is to analyze the difference between the outsourcing staff and the permanent staff. Also, to do a comparative analysis of the degree of understanding of the two groups with regards to elements of the major organization culture. The subjects of the study carne from 9 Catholic hospitals, the outsourcing staff being 198 and the permanent staff being 206. A survey was conducted with them, using SPSS 12.0 and carrying out t-test and ANOVA. A summary of the actual results of this analysis are as follows: Among the elements of organization culture (principles of understanding, practice, education, values, work environ) there appeared a high level of understanding among the permanent staff. As for satisfaction about the facilities, the outsourcing staffs' satisfaction level was higher. Second, the results of analyzing the effectiveness of the factors in job satisfaction and involvement - show that as the elements of education, values, work environ etc. were rated higher, job satisfaction came out higher. Contrary to that, job satisfaction was lower as the work hours lengthened. Through the results of the above study, education program for the outsourcing staff are helped to understand the hospital's special characteristics, unique philosophy and values. Therefore, it is needed the development of new techniques of management for the outsourcing staff; through setting up a department whose whole responsibility is the education and administration of the outsourcing staff, their job satisfaction and involvement will improve.

• Korean journal of food and cookery science
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• v.32 no.6
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• pp.745-753
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• 2016

Purpose: This study was conducted to provide basic data for human resources management of hospital foodservice employees by determining their job characteristics, job satisfaction, and organizational commitment according to recent hospital environment changes. Methods: Our survey was administered to 248 hospital foodservice employees in Busan area from September 1 to September 25, 2014. A total of 158 questionnaires were used for final analysis. Results: The mean score of job characteristics showed significantly difference by work experience (p<0.001), annual salary (p<0.01), and cooking certification (p<0.05). Job satisfaction had significantly difference by the age (p<0.05), annual salary (p<0.001), and turnover intention (p<0.001). Organizational commitment showed significantly (p<0.001) difference by age, work experience, and annual salary. There was positive correlation (p<0.001) between organizational commitment and job characteristics, job satisfaction. Organizational commitment had significantly positive correlation with skill variety (p<0.001), feedback (p<0.01), and task significance (p<0.001) of job characteristics, with work (p<0.001), pay (p<0.001), and co-workers (p<0.001) of job satisfaction. Job characteristics (${\beta}=0.249$, p<0.001) and job satisfaction (${\beta}=0.380$, p<0.001) had positive influences on the organizational commitment(p<0.001). In sub factors of job satisfaction, work (${\beta}=0.291$, p<0.001) and pay (${\beta}=0.252$, p<0.01) had positive influences on organizational commitment. Conclusion: To develop the organizational commitment, hospital managers need to reinforce responsibility and fulfillment by job enrichment and to consider increasing salaries to get a higher satisfaction from foodservice employees.

• Fire Science and Engineering
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• v.28 no.1
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• pp.58-63
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• 2014

This study was performed to propose measures to improve and secure safety in the scene activities of firefighters. First, the majority of firefighters thought that working environment and equipment in fire station were inadequate for perforeming work tasks safely. Second, influential factors threatening safe scene activities mainly arose externally such as insecure working conditions of firefighting or emergency scene. Third, improvement in working environments was pointed out as the most urgent issue to secure safety. Firefighters recognized the expansion of field workforce in system, personnel management and the foundation of hospitals for firefighters hospital in working environment, and the development and distribution of safe equipment and change and inspection of air respirator facepiece on regular basis in equipment as urgent issues to be improved.

• Journal of Chest Surgery
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• v.29 no.2
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• pp.239-243
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• 1996

Chest wall reconstruction Is difficult because of the physiological and anatomical functions of thoracic cavity where the thoracic cavity must be stabilized in order to prevent paradoxical motion, and adequate protection must be provided to the mediastinal structures. A 37-year-old male patient with full-thickness defect on the left anterior thoracic cavity due to traffic accident was treated. Emergency operation was performed for debridement and bleeding control, and on postoperative 25 days, chest wall reconstruction was performed as a second-stage operation. Left anterior chest wall was reconstructed with latissimus dorsi myocutaneous flap which had thoracodorsal arterial pedicle, and split-thickness skin grift from the left thigh was done. After chest wall reconstruction, spontaneous self-respiration was possible without ventilatory support. The pulmonary function test performed at postoperative 3 months revealed 80% of predicted values (FVC, FEV1.0). The postoperative result of chest wall reconstruction using latissimus dorsi myocutaneous flap was excellent anatomically, physiologically and aesthetically.

• Health Policy and Management
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• v.16 no.1
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• pp.117-139
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• 2006

The role of medical service quality to provide patients enhances influence on the hospital performance under being severe competition among the large size hospitals and increasing the right of patients. When a large hospital perceived factors of quality that a customer expects and feels value of care and it invests its resources to improve the factors of quality, it can get successful performances. Therefore, the purpose of the study explores the factors of quality affecting the trust of care and the patient satisfaction, and tests relationship among the trust of care, patient satisfaction and revisit intention. When considering the factors, a large size hospital can increase the trust of care and the patient satisfaction, through this process the hospital can assure patients' revisit and increase its revenue. This study uses interview data on outpatients visiting clinics in about 1000 beds sized training hospital located in Seoul. This study uses casual relationship model for the analysis. This study finds that 1) the trust of care and the procedure of care significantly influence the value of care felt by patients, 2) the trust of care, quality of doctors' care, procedure of care significantly influence the patient satisfaction, 3) the trust of care increases the patient satisfaction, and 4) the value of care and the patient satisfaction increase revisit intention.

• The Korean Journal of Health Service Management
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• v.5 no.1
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• pp.147-158
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• 2011

This study compares the degree of satisfaction and the causes of selecting facilities for stroke patients in the senior specialized hospitals and other senior care facilities. The research results are followed. First, The patients who held the level of senior long-term care used senior specialized hospitals, while the patients who had the level of 2 or 3 degree used senior care facilities. The patients helped by cooperative care service used senior care facilities, and the patients helped by private service or family service used senior specialized hospitals. Second, The patients in senior specialized hospitals had affirmative attitude for their service system, while the patients in senior care facilities preferred their various service systems. In the satisfaction of the facilities, the patients in senior care facilities felt more satisfaction to staff, environment, service, and other factors than the patients in hospitals did. Third, in the result of logistic analysis, the patients had an affirmative attitude in case that they had spouse, experience of senior specialized hospitals or senior care facilities, without senior long-term care insurance. They also valued the service standard and the staff quality. As this study points out, the overall preference is higher in the senior care facilities. So, the stroke patients recognized the new role between the hospitals and the facilities after the establishment of long-term senior medicare system. This research had some limitation for the research areas and numbers. So the data analysis for the types of facility and the responses may not be generalized. However, the standard of choosing facility and satisfaction will be a guideline for establishing a new future role between hospitals and facilities. This result will be used as a basic data for the renovation of long-term senior medicare insurance.

• The Korean Journal of Health Service Management
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• v.5 no.1
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• pp.15-29
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• 2011

Whether organizational members are satisfied with their job or not is most important in the organization that they belong to. Those who are more satisfied with their job have a less intention to get another occupation, and they are better motivated to improve their own job performance. Boosting job satisfaction is one of the sure ways to reduce invisible loss triggered by turnover or nonattendance and to enhance the quality of life of organizational members. Therefore the job satisfaction of organizational members should be raised to cut down on their turnover rate. The purpose of this study was to examine the relationship of the general characteristics of nurses to their job satisfaction and turnover intention in a bid to identify factors affecting their job satisfaction and turnover intention. The major findings of the study were as follows: First, as for job satisfaction and turnover intention, the nurses investigated got a mean of 2.92 and 3.13 respectively on overall job satisfaction and turnover intention out of five points. Their job satisfaction was slightly above the average (2.5), which indicated that they weren't gratified with their job. Their turnover intention was a little above the average as well, which implied Their turnover intention was a little above the average as well, which implied that there was a tendency for them to seek another job.

• The Korean Journal of Health Service Management
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• v.8 no.2
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• pp.37-48
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• 2014

This study was performed to identify effects of hospital selection factors on patient satisfaction and reuse intention. For this purpose, a survey was performed subject to outpatients and inpatients in 10 hospitals located in Busan district from March 7, 2013 to June 21, 2013 and total 447 copies were used as final study data. As results of this study, it was found that among the hospital selection factors of outpatients, internal conditions and medical service gave effects to patient satisfaction and internal conditions, service of medical staffs and medical service gave effects to reuse intention. It was found also that among the hospital selections factors of inpatients, internal conditions, service of medical staffs and medical service gave effects to patient satisfaction and external conditions, internal conditions, service of medical staffs and medical service gave effects to reuse intention. It was suggested that in the effect of patient satisfaction on reuse intention, both inpatients and outpatients gave the effect and thus higher patient satisfaction was related to higher reuse intention. Therefore, instead of hospital-centered medical treatments, hospitals should restructure its medical and service systems that are patient-centered. Also, it is necessary for the hospital managers to recognize that patient satisfaction is an important factor in increasing its profit.

• The Journal of Korean Academy of Orthopedic Manual Physical Therapy
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• v.9 no.2
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• pp.13-23
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• 2003

본 연구의 목적은 손 기능에 문제가 있는 환자들을 중심으로 splint의 효과를 알아보기 위한 기초조사로써 2명의 환자를 제주 한마음병원(Case1, 2)에서 2001년 6월부터 11월까지 조사하였다. 2명의 환자는 다음과 같다. i) 사례 1 : 뇌성마비 아동(4세, 남, 오른손)으로 한쪽 손목과 엄지손가락에 강직으로 인하여 잡기 기능에 제한이 있는 편마비 아동이다. ii) 사례 2 : 전기화상(56세, 남, 왼손)으로 4-5번째 손가락의 M.P joint와 I.P joint에 관절운동 제한으로 완전하게 주먹을 질 수가 없다. 연구를 위하여 손 기능의 평가는 표준화가 되어있는 Jebsen-hand function test, Total passive Motion(TPM)을 사용하였으며, 환자들의 만족도를 알아보기 위해서는 Canadian Occupational Performance Measure(COPM)을 사용하였다. i) 사례 1 : 두 가지 splint를 적용하였다. 즉 낮 동안에는 splint 1, 밤 동안에는 splint 2를 6시간 이상 착용하도록 하였으며 작업치료는 시행하지 않았다. ii) 사례 2 : 이 환자에게는 작업치료가 끝나는 동시에 splint. 3을 6시간 이상 착용하도록 하였으며, M.P joint와 I.P joint의 관절 변화를 조절하도록 특별히 고안된 splint를 적용하였다. 그 결과 사례 1의 Jebsen-hand function test시 초기에는 측정을 할 수가 없었으나, splint착용 후 크고 가벼운 물건 옮기기(44.15), 크고 무거운 물건 옮기기(42.66), 적목쌓기(44.63), 먹기 흉내내기(54.47) 등에서 처음 동작만 도와주면 측정이 가능할 수 있도록 진전을 보였다(그래프1), 사진(착용 전과 착용 후). 사례 2의 경우 Jebsen-hand function test의 적목쌓기와 먹기 흉내기가 가장 높았으며, 글씨 쓰기가 가능했다. 손의 관절가동 변화에서도 splint 착용전의 측정치와 착용 후 관절 가동 범위의 변화 폭이 약 $30_{\circ}$이를 보여주었다(그래프 2), (그래프3). 결론적으로 손 기능 회복에 직접적인 재활 치료뿐만 아니라, 치료 후에도 splint를 착용하여 가정에서도 계속적인 치료가 될 수 있도록 하는 것이 손의 기능회복에 도움이 됨을 알 수 있었다. 그러므로 각 환자의 문제점을 파악하여 적절한 splint를 제작해 줄 필요가 있다고 사료된다. 이 기초조사를 시작으로 하여 더 많은 환자들을 대상으로 splint가 손 기능 회복에 어떠한 영향을 미치는지 그 효과에 대하여 계속적인 연구가 필요할 것이다.

• Management & Information Systems Review
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• v.8
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• pp.103-127
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• 2002

In this study, satisfaction with salary of the clerical saff in health care organization was analyzed with a view to provide data contributive to efficient wage management for the clerical staff of hospitals. For the analysis, it was investigated if there is any difference in satisfaction with wage depending on the individual and environmental characters as well as comparative factors perceived by self or by others in-and outside the working place. The findings of the analysis may be summed up as follows: First, in support of the hypothesis that the satisfaction with wage of the clerical staff in hospitals will individual factors, statistically significant difference were found in the satisfaction with wage depending on age and career, but there was little significant difference depending on gender and education. Thus, the hypothesis I in this study can be partly adopted. Second, with regard to the hypothesis that the satisfaction with wage of the clerical staff in hospitals will vary with environmental variables, significant differences were found in terms of comparative factors perceived by self or by others inside the working place and those perceived by others outside the working place, and significant difference was also shown in the comparative factors perceived by others outside the working place. Whereas, however, there was no significant difference in the satisfaction with wage depending on the position, which led to the partial adoption of the hypothesis II. This study has following limits in search of difference in satisfaction with wage of clerical staff in hospital depending on individual and environmental variables: the sample is too small to represent the general wage level satisfaction of the whole health care organizations, since the survey hasn't covered the wage level and management of the employees in all hospitals; the professional attitude and rate of fluctuation that are closely connected with the wage level are not considered.