• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.11
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• pp.584-593
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• 2017

This study provides basic data needed to improve the working environment of the first class emergency medical technicians, in order to decrease their job stress and increase their job satisfaction. Job stress and satisfaction were compared and analysed in emergency medical technicians who were working for 119 rescue and hospitals at the time when twenty-one years had passed after the initial training of emergency medical technicians in order to identify differences between 119 rescue and hospitals, and their advantages and disadvantages. The subjects of the study were 182 first-class emergency medical technicians who were working in twenty-eight 119 rescue centers and fourteen national and local emergency medical centers in Gwangju, Jeollanamdo and Jeollabukdo. The study subjects were interviewed by questionnaire. For statistical analysis, SPSS/WIN 20.0 was used, and the results were analysed with chi-square, t-test, ANOVA, and ANCOVA testing. There was no significant difference in job stress between the subjects working in 119 rescue centers (2.92) and those working in hospitals(3.01). The satisfaction score of fire-fighting workers was 2.98 and that of hospital workers was 2.54. Hospital workers' satisfaction was significantly lower (p<0.001). The score of hospital workers' pay satisfaction was the lowest($2.07{\pm}0.62$). The job stress decreased and job satisfaction increased with decreasing monthly average number of patients(p<0.001), increasing monthly income(p=0.047), and more frequent holidays they had(p<0.001), the less. For less job stress and higher job satisfaction, welfare conditions both at 119 rescue and hospitals should be improved. 119 rescue centers should develop violence prevention measures and offer resting places for emergency medical technicians. Hospitals should pay more attention to the yearly pay increase rate and stability in employment types.

• Quality Improvement in Health Care
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• v.9 no.2
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• pp.198-208
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• 2002

Background : This research, as a part of improving management process of college hospital in this rapidly changing circumstances, is searching for the actual state of private clinics referring patients to referral center including college hospitals. Methods : This research examined the sense of satisfaction and requesting degree in using referral center and by analyzing the correlation and differences among factors such as primary factors regarded as selecting ones in referring patients to a referral center in college hospital and expecting factors expected to be supported to patients and cooperative hospitals. Results : The main researched results are as follows. First, as for the primary factors, the differences between cooperative and uncooperative hospitals revealed the fact that choosing target hospital in accordance with cooperative relation and convenient process in referring patients are important. Second, satisfaction rates, analyzed from the paired t-test revealed kindness and convenience as the top priorities, while sending patients back again and benefit of supporting such as the use of facilities were revealed as the least satisfactory aspects, despite the fact that they should be fulfilled through actual service. Conclusion : The recognition of the practitioner is examined and analyzed in this research by examining primary factors in selecting college hospitals, expecting factors expected to be supported to patients and satisfaction degree, which are expected to be used as basic materials for the development of referral center of college hospitals.

• Asia Marketing Journal
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• v.1 no.4
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• pp.24-46
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• 1999

서비스는 기본적으로 고객과 서비스공급자간의 상호작용을 필요로 한다. 이때 서비스 공급자 구체적으로 종업원들이 자신의 직무에서 느낀 것들이 서비스 조우시 그대로 고객에게 전달되게 된다. 즉, 기업의 최종 지향점인 고객만족을 위해 내부 고객인 종업원의 만족이 필수적이라 할 수 있는데, 본 연구에서는 내부고객을 대상으로 한 내부마케팅 구체적으로 내부고객에게 제공되는 서비스품질의 내용을 알아보기 위해 선행연구에 대한 포괄적인 검토를 통해 이를 파악하고, 종업원만족이나 고객만족 등의 후행변수에 어떠한 영향을 미치는지를 알아보고자 하였다. 이를 위해 병원에 근무하는 간호사들을 대상으로 실증분석을 실시하였고, 연구결과 내부고객에게 제공되는 내부서비스품질이 높을수록 종업원만족이 상승함을 발견하였다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.6
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• pp.264-274
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• 2018

This study constructed a prediction model based on covariance structure to identify the causal relationship between job stress, fatigue, burnout, and job satisfaction on turnover intention in nurses working in general hospitals. The study subjects were 648 nurses at a general hospital in D city. Data collection was surveyed by using self-administered questionnaires structured during the period from November 1, 2016 to December 31, 2016. As a result, the level of turnover intention was significantly higher in the group showing higher job stress, fatigue, and burnout and significantly higher in the group showing lower job satisfaction. The turnover intention of subjects showed a significant positive correlation with job stress, fatigue, and burnout but showed a negative correlation with job satisfaction. As a result of covariance structure analysis, job stress had greater influence on turnover intention than fatigue, burnout, and job satisfaction. Higher job stress, fatigue, and burnout and lower job satisfaction were associated with increased turnover intention. The results of this study show that the turnover intention of general hospital nurses is significantly related to job stress, fatigue, burnout, and job satisfaction. In particular, job stress had a greater effect on turnover than fatigue, burnout, and job satisfaction. Therefore, in order to lower the turnover intention of general hospital nurses, it is necessary to seek ways to mitigate job stress.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.12
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• pp.678-688
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• 2019

This study evaluated the factors related to quality of life, job satisfaction and turnover intention of nurses attached to small and medium hospitals. From 24th June to 2nd August 2019, data were collected through a questionnaire from 360 nurses attached to H, G, S and C medical centers. Data were analyzed by applying the independent t-test, ANOVA, Spearman rho Correlation, and Multiple Linear Regression, using SPSS/WIN statistics 18.0. The factor that most significantly affected the quality of life of nurses in small and medium hospitals was support reason for self-efficacy (t=14.796, p<0.001), which accounted for 62.6% of the total factors. Factors that were significant to job satisfaction include support reason for quality of life (t=5.962, p<0.001) and turnover intention(t=-10.059, p<0.001), which account for 51.8% of the total. Moreover, 40.1% of significant factors that affect turnover intention were support reason for job satisfaction (t=-10.059, p<0.001), sex (t=2.049, p=0.041) and age (t=-2.207, p=0.028). In conclusion, this study confirms the need to improve the quality of life and job satisfaction of nurses attached to small and medium-sized hospitals, and lowering of turnover intention.

• Korea Journal of Hospital Management
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• v.22 no.1
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• pp.51-60
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• 2017

목적: 보건의료 관리 분야의 진로는 급변하는 사회적 요구와 시대적 흐름에 발맞추어 다양한 형태로 변화하여 왔다. 본 연구에서는 학습 수요자 측면으로 교과과정에 대한 만족도와 보건의료 계열 취업에 영향을 미치는 요인을 분석하여 보건의료 계열 학과 학생들의 취업률을 향상시킬 수 있는 방안을 도출하고자 한다. 방법: 경기도 성남시 소재 보건의료 계열 학과 163명을 대상으로 2013년 5월 6일부터 5월 9일까지 설문조사를 거쳐 분석을 실시하였다. 결과: 성별에 따른 교육과정의 만족도는 통계적으로 유의하지 않았으나, 고학년으로 올라갈수록 교육과정에 대한 만족도가 낮은 것으로 분석되었다. 성별과 학년에 따라 자격증 취득 계획 여부는 통계적으로 유의한 차이를 보였다. 즉, 성별이 여학생이고 학년이 낮을수록 전공관련 자격증 취득 계획이 높았다. 전공관련 자격증 취득에 영향을 미치는 요인으로는 '성별', '학년(학번)', '보건의료계열 분야로의 취업 여부'가 유의하게 영향을 미치는 것으로 나타났다. 보건의료계열 취업 여부에 영향을 미치는 요인으로는 '교육과정 만족도', '전공관련 자격증 취득 계획'이 통계학적으로 유의하게 영향을 미치는 것으로 분석되었다. 결론: 보건의료관련 학과 학생들의 동일계열 취업률을 향상시키기 위해서는 전공관련 자격증 취득에 직접 간접적으로 영향을 미치는 학생들의 요구를 파악하여 교육과정에 반영하는 것이 중요할 것이다.

• Journal of Convergence for Information Technology
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• v.10 no.10
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• pp.259-267
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• 2020

This study explored a structural model that predicted the influencing factors of GRIT and job crafting on the organizational effectiveness of organizational commitment and job satisfaction of medical center employees and verified the relationship between them. This study was conducted on 450 subjects, including doctors, nurses, administrative staff, and technical health service staff working at a university-affiliated hospital, from June 1, 2020 to June 15, 2020, and collected data were analyzed using SPSS 26.0 and AMOS 26.0. The results of this study showed that the higher the GRIT, the more active the job crafting(β=.751, p<.001), which appeared to have a positive effect on organizational commitment (β=.297, p=.005) and job satisfaction(β=.353, p<.001). Although the GRIT of medical center employees did not show a direct effect on organizational commitment and job satisfaction, indicators of organizational effectiveness and employees' job crafting thoroughly played an intermediary role in the relationship between GRIT and organizational effectiveness. These results are expected to be utilized as useful information in developing measures for human resources management of medical center employees.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.4
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• pp.1820-1829
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• 2013

This study was conducted to examine the effects of healthcare accreditation on patient safety and quality, job satisfaction and organizational commitment. One group pretest posttest design was used. The study included 405 participants, who have worked for more than one year in a general hospital. The treatment was healthcare accreditation which was prepared from Apr. 2012 and tested by Korea Institution for Healthcare Accreditation on Nov. 2012. Data was analyzed using paired t-test and One-Way ANOVA. This study found patient safety and quality(t=7.28, p=.000), job satisfaction(t=7.13, p=.000) and organizational commitment(t=3.44, p=.001) increased significantly after healthcare accreditation. The results of this study suggest that healthcare accreditation has the potential to improve patient safety and quality, job satisfaction and organizational commitment.

• Journal of the Korea Society of Computer and Information
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• v.24 no.11
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• pp.171-178
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• 2019

In this paper, we proposed a plan for a indoor air quality management in elderly care hospital by measuring the indoor air quality level of elderly care hospital and conducting a survey the workers' awareness of indoor air quality. The measurement items were Temperature, Humidity, CO2, CO, PM10, VOC and were taken on April 26, 2019. The survey found that the lower the satisfaction level with indoor air quality, the better outdoor air quality and odor items were analyzed to be the lowest among the indoor environmental factors. When the satisfaction level of indoor air quality is high, the satisfaction level of indoor environment factor is high. The result of the multiple response analysis was "lack of ventilation" and the regression analysis was the lower the "relevance of indoor air quality" category. To provide the best indoor air quality environment for elderly care hospital workers the installation of additional ventilation equipment to remove odors, the increase in the number of natural ventilation and the designation of regular ventilation personnel will be necessary. By establishing such a plan, it is possible to provide indoor air quality environment to provide the best services for elderly care hospital workers.

• Journal of Korean Clinical Nursing Research
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• v.17 no.1
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• pp.57-69
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• 2011

Purpose: This study aimed to investigate the types of nursing organizational culture and its relationships with nurses' satisfaction with life, and job satisfaction. This study was eventually aimed to create healthier and more positive nursing organizational culture. Methods: This study utilized a descriptive correlational method to explore mediating effects of the types of nursing organizational culture on nurses' satisfaction with life and their job. Data were collected from a total of 1,801 nurses who have worked for more than 3 years in 35 different hospitals with more than 100 beds. Using SPSS 17.0 and Sobel Test Calculator, t-test, one way ANOVA, Duncan test, multiple regression and sobel test were used for data analysis. Results: The analysis showed that the nurses had a hierarchical organizational culture. Also the subjects' job satisfaction was significantly correlated with innovation, relation, and hierarchy-oriented factors and satisfaction with life. Conclusion: Innovative organizational culture is a leading factor in determining nurses' professional satisfaction. In view of the above it is recommended that strategies for creating innovative organizational culture and its application to nursing practice.