• 대한기관윤리심의기구협의회지
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• 제2권1호
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• pp.23-31
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• 2020

Purpose: To obtain opinions from Korean Institutional Review Board (IRB) members' self-evaluation on ability to conduct fairness review of clinical trial protocol with presence of conflict of interest and from investigators and IRB members on financial conflict of interest through surveying. Methods: IRB members and researchers in 9 different hospitals were asked to answer survey questions via email. Results: Responders were 115 personnel (IRB Chair/vice 18, medical member 30, non-medical member 28, and researcher 39) from 9 centers. Compared to IRB medical members, IRB chair/vice respondents scored higher with statistically significance on 10 point scale (8.44±1.381 vs. 7.30±1.685, p=0.005) when asked to self-evaluate fairness reviewing a protocol proposed by an investigator from the same department and a protocol from the company that supports the scientific committee of responders. When reviewing a protocol proposed by a hospital director, non-medical members scored statistically significantly higher than medical-members (7.47±1.76 vs. 8.07±2.70, p=0.034). When asked about the limitation of labor fee for principal investigator on phase 3 Human clinical trials of the Investigational new drug, while the responses range was wide, 60% answered that labor cost of principal investigator should be less than 30% of total budget for clinical trials with a budget of 100 million won. 51.3% answered that there is no need to disclose the labor cost of the principal investigator in the consent form. Since every investigator can be influenced unconsciously by conflict of interest, the answer that 'responder agrees that there is need for management' was the most chosen answer (IRB member 61.8%, investigator 64.1%, multiple answers allowed). Conclusion: Considering scores on questions of fairness by IRB members were between 7.23-8.56 on scale of 0 to 10 point when IRB members were asked about reviewing a clinical trial protocol, it cannot be said with absolute certainty that there is no issue regarding fairness in the review process. Therefore, there should be more ways to safeguard fairness for these issues. There is a need that the disclosure amount of honorarium from sponsor should be lower than 100 million Korean won. Considering the results of the survey in which respondents expressed their thoughts, it is likely that more education on the concept of conflict of interest is needed.

• 산업경영시스템학회지
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• 제37권2호
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• pp.35-42
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• 2014

The purpose of this study is to analyze job stress factors of hospital workers, which has an effect on their turnover intention. For identifying the influences on turnover intention, types of hospitals (university hospital, general hospital, private hospital) and types of workers(office workers, technical workers, and nursing staffs) were categorized. We went to the hospitals and carried out the survey under the cooperation with the concerned hospitals. The period of survey was from 23. Sep. 2013 to 30. Oct. 2013, and 293 worker participated in the survey. On the basis of the previous study, the measurement of job stress factors and turnover intention was set up as the survey method, and its reliability and validity were measured. The stress factors were subdivided into seven factors; occupational climate, organizational system, autonomy job control, uncertainty of getting a new job, job ability to perform, job demand, job ambiance. The value of job stress factors by the measuring instrument, Cronbach's Alpha, was 0.805 and the value of the subordination variable of turnover intention was 0.881. IBM SPSS Statistics 21 was used as the statistic analysis tool and the descriptive statistics about job stress factors. As a result, the turnover intention were analyzed depending on the types of hospitals, job groups, working years, and gender. Result shows that the job stress factors are differed according to the types of hospitals, and these job stress factors have influence on turnover intention. Therefore, it could be considered that, if the hospital managers find out the major job stress factors of their employees and resolve them in advance, the job stress of the hospital workers and their turnover intention can be reduced.

• 보건행정학회지
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• 제19권2호
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• pp.111-126
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• 2009

The purposes of this study were (1) to describe the effects of transformational leadership and transactional leadership on the hospital member's organizational commitment and turnover intention, (2) to provide with fundamental data in enhancing organizational effectiveness. For this purpose, the types of leadership, organizational commitment and turnover intention were evaluated among hospital members. A survey was conducted with 827 respondents working in a general hospital in Sungnam-shi. For the data analysis SPSS 10.0 was utilized. To verify the reliability and validity of variables, Chronbach's ${\alpha}$ and confirmatory factor analysis were processed. After descriptive analysis, regression analysis was conducted. In these progresses all the statistical significant levels were set at ${\alpha}$= 0.05. Results of the study can be summarized as follows. First, the types of leadership had differences in the level of organizational commitment and turnover intention of the hospital members and then transformational leadership had a more influence than did transactional leadership. Second, there were significant correlations for organizational commitment and turnover intention with overall characteristics of leadership(p<.05). Third, the factor influencing hospital member's organizational commitment and turnover intention were transformational leadership(p<.001). Total explanatory powers($R^2$) were 20.2% (organizational commitment) and 12.1%(turnover intention). Multiple regression analysis demonstrated that organizational commitment significantly high when transformational leadership was higher and it also showed turnover intention was significantly lower. In conclusion, the results of this study show that the leadership influence hospital member's organizational commitment and turnover intention and they are different the types of leadership. This results suggest that in order to be as successful leaders in hospital, the leaders should know their employee's behaviors and change their leadership styles.

• 한국방사선학회논문지
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• 제11권5호
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• pp.321-328
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• 2017

D-Shuttle (Chiyoda Technol Corporation, Tokyo, Japan) 선량계를 이용하여 개인피폭관리 및 자연방사선량의 모니터링을 위한 기초자료를 제공하는데 연구의 목적이 있다. D-Shuttle을 이용하여 선량을 산출하였다. 선량보고서에서 400 일 노출되었을 때에 1.346 mSv 이었고, 연간선량 (annual dose per year)은 1.228 mSv/year, 평균시간선량 (average dose per hour)은 $0.014{\mu}Sv/hr$ 이었다. 국내의 개인 외부피폭선량 (1.295 mSv/year =Korea average natural individual external dose), 국내의 연간부가선량 (additional dose per year)은 -0.0663 mSv/year 이다. D-Shuttle은 방사선모니터링을 위한 개인선량계로 방사선의 검출성능 우수한 기능, 실시간 방사선 피폭관리, 방사선 작업의 경보 기능, 효율적이고 사용이 편리한 개인 방사선선량의 피폭관리로 ALARA에 매우 유용한 선량계로 사용할 수 있다. 방사선작업종사자와 지역주민의 방사선모니터링 측정기기로 병원, 산업, 의료현장, 원전사고 지역과 비파괴 분야의 위험한 지역에서 방사선모니터링으로 활용될 수 있다.

• 대한예방한의학회지
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• 제12권1호
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• pp.49-60
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• 2008

This study investigated the Oriental medicine knowledge and educational requirement of medical staff working in Oriental-Western collaborative medicine hospitals(except for Oriental and Western medicine doctors) based on the recognition that not only mutual understanding and cooperation between Oriental and Western medicine doctors but also the knowledge of Oriental medicine of medical support staff such as nurses, medical technologists, pharmacists and administrative staff are very important to promote Oriental-Western collaborative medical treatment. The study results are summarized as follows : First, it was found that the ratio of nurses who took Oriental medicine education was much higher than those of other groups. They took Oriental medicine education in the types of school curriculum (27.0%) and special lectures in workplace(20.4%). Second, many of the people who took Oriental medicine education were found to be not satisfied with the education in general - 32.7% of them answered the education content was "so so" and 48.4% of them answered "unsatisfactory." Third, the general necessity of Oriental medicine education was found to be an average of 3.60 out of 5, and the number was higher "after employment"(average=3.85) than "before employment"(average=3.04). Fourth, the study found that Oriental-Western collaborative medicine hospital staff are well aware of the necessity of the knowledge of Oriental medicine in the cases of communications between different occupational types, consultations with patients or their guardians, treatment and nursing and the establishment of the practice of specialized Oriental medicine institutes. Fifth, the levels of Oriental medicine knowledge showed a difference in average value according to the role range(p<0.000), and it was found that there is an interaction effect between occupation type and role range(p<0.015).

• 한국산업보건학회지
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• 제16권3호
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• pp.193-201
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• 2006

This study was performed to investigate employee exposures to waste anesthetic gases, such as enflurane and sevoflurane in operating rooms of general surgical, children's and dental clinics of a large hospital located in Seoul and to analyze factors affecting the concentrations of waste anesthetic gases. The results of the study are summarized below. 1. Based on results of personal and area samples for airborne enflurane, all of the employees investigated in this study were exposed to airborne enflurane concentrations below the ACGIH-threshold limit value (TLV) of 75 ppm. 2. However, based on results of personal samples for sevoflurane, employees of two (2) out of eleven (11) operating rooms were exposed to sevoflurane concentrations in excess of the NIOSH recommended exposure limit (REL) of 2 ppm. A similar trend was found in the area samples. 3. To investigate the source of sevoflurane emissions, airborne sevoflurane concentrations were measured on an anesthesia machine, a drug cabinet and a desk. It was indicated that the geometric means were 0.93 ppm, 0.83 ppm and 0.72 ppm, respectively. 4. Factors affecting waste anesthetic gas concentrations were the age of anesthesia machine, the volume of operating room and the extent of ventilation (p<0.05). 5. It is recommended that the use of anesthesia equipments be properly controlled, the operating room be well ventilated, and the airborne concentrations of anesthetic gases be continuously monitored.

• Journal of Preventive Medicine and Public Health
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• 제29권2호
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• pp.295-309
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• 1996

The purpose of this study is to investigate the effect of job stress and social support on the organizational effectiveness of hospital employees and to examine the role of social support in the experience of job stress among the employees. Previous studies have yielded mixed results regarding the role of social support. Some studies provide supporting evidence for the buffering effect of social support, while others do not. Still others report findings about reverse buffering effects. These inconsistent findings are, in part, accounted for by methodological problems such as poor measurement, small sample size, and the existence of high multicollinearity. To examine more rigorously the role of social support in relation to the negative effects of job stress, this study was carefully designed to overcome methodolgical shortcomings found in the past research. In addition, unlike the previous studies, which were concerned mostly with health-related variables as consequences of job stress, in this study, three work-related variables (job satisfaction, organizational commitment, and intent to stay) which had close relationships with organizational effectiveness were examined as output variables. The sample used in this study consisted of 353 employees from a university hospital in the surburbs of Seoul. Data were collected with self-administered questionnaires and analyzed using canonical analysis and hierarchical regression analysis. The results of this study indicate that; (1) job stress has negative main effects on job satisfaction, organizational commitment, and intent to stay; (2) social support has positive main effects on the same three output variables, (3) social support does not moderate the harmful effects of job stress on the three outcome variables, and (4) the three-way interaction effects of (social support * job stress * gender) and of (social support * job stress * education) are not supported. The implications of these findings for the management of human resources are discussed.

• 한국산학기술학회논문지
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• 제18권10호
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• pp.185-196
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• 2017

본 연구의 목적은 메르스 환자 간호에 대한 간호사의 실제적인 경험을 파악하기 위함이다. 본 연구에 참여한 대상자는 S시 1개 상급종합병원에서 메르스 환자 간호에 참여한 간호사 9명이며, 자료 수집을 위해 심층 면담이 수행되었다. 자료수집 기간은 2015년 8월부터 2016년 3월까지였다. 수집된 자료는 Colaizzi의 현상학적 방법에 따라 절차에 맞게 분석하였다. 도출된 5개의 범주는 다음과 같다. '1. 신종 감염병 전염 위험성에 따른 불안과 부담', '2. 메르스 환자 간호사라는 이유로 느끼는 사회적 고립', '3. 준비되지 않은 치료환경 문제에 부딪힘', '4. 힘겨운 메르스 환자 간호과정을 이겨냄', '5. 신종 감염병 대책 마련에 대해 성찰함'이었다. 이와 같은 결과는 메르스 환자를 포함한 다양한 감염병 환자를 담당하는 간호사의 부정적 영향 뿐 아니라, 긍정적인 경험을 도출했다는데 의의가 있다. 이를 바탕으로 심리사회적 부정적 영향을 감소시키고, 긍정적인 적응을 향상시키는데 근거로 활용될 수 있을 것이며, 간호사를 포함한 보건의료 종사자가 신종 감염병 환자를 간호하기 위한 인력, 부서 및 실무지침 마련이 필요하다고 생각된다.

• 미생물학회지
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• 제38권4호
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• pp.306-311
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• 2002

Methicillin-resistant staphylococci를 신속하게 검출하기 위한 방법으로 mecA polymerase chain reaction을 이용하고 결과를 항생제 감수성 검사와 비교하였다. 국내 병원에 입원중인 환자와 종사자로부터 총 43개의 staphylococci를 분리하여 항생제 감수성 시험을 실시한 결과, 43균주 중 methicillin 내성 균주(MRS)는 39 균주, 감수성 균주(MSS)는 4균주이었다. PCR시험결과, methicillin 내성 균주에서는 MRSC (methicillin-resistant Staphylococcus cohnii), 1 균주(HRC2-4)를 제외하고 mecA 유전자에 해당하는 533bp의 절편이 중폭되었다. 한편, methicillin 감수성으로 분류된 MSSA (methicillin-susceptable Staphylococcus aureus), 1 균주(HSA1-10)에서도 mecA 유전자가 중폭되어 항생제 감수성과 상반된 결과를 보였다. 모든 MSSA는 mecA 양성을나타내었으나, 전체적으로 mecA 유전자의 유무는 항생제 감수성 검사와 95.6%의 일치를 나타냈다.

• 대한수의학회지
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• 제54권3호
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• pp.151-157
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• 2014

A nationwide survey on radiation safety management in Korean animal hospitals was conducted. By 2013, 53 radiation generators were registered as veterinary medical devices (41 X-ray generators and 12 computed tomography scanners). Additionally there were six approved laboratories for radiation equipment and protection facility, and five approved laboratories for radiation exposure of employees, respectively. By March 2013, 2,030 out of 3,829 animal hospitals operated radiation-generating devices. Among these devices, 389 (19.2%) out of 2,030 were not labeled with the model name and 746 (36.7%) were not labeled with production dates. Thus, most veterinary X-ray generators were outdated (42.6%) and needed replacements. When periodic inspections of 2,018 animal hospitals were performed after revision of the Veterinarians Act in 2011, the hospitals were found to be equipped with appropriate radiation generators and protection facilities. Among 2,545 employees exposed to radiation at the hospitals, 93.9% were veterinarians, 4.3% were animal nurse technicians, and 18% held other positions. Among 169 employees supervised by administrators, none of those had a weekly maximum operating load that exceeded $10mA{\cdot}min$. This study suggests that the radiation safety management system of animal hospitals was general good.