• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.12
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• pp.594-602
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• 2016

This study was carried out to suggest hospital referral system improvements based on health insurance subscriber perceptions of the delivery of healthcare. Health insurance subscriber outpatients (n = 207) referred from a stage 1 medical institution to the S university hospital located in Seoul responded to the study survey. The study's item reliability is reliable as the Cronbach's alpha coefficient was greater than 0.7. This study results showed that 5.9% of patients were referred from a higher stage hospital to a same stage hospital. The main factor attracting patients to S university hospital were physician reputation and confidence. The highest factor ($4.40{\pm}.92$) was xxxx. In addition, survey respondents reported that the concentration of patients in extra-large hospitals in Seoul ($4.24{\pm}.97$) was an important issue, and the issue with the highest priority for improvement ($4.05{\pm}1.02$). A positive correlation was detected between the recognition and improvement of delivery of healthcare (p < 0.01). Based on the results, we suggest that improvements in the delivery of healthcare should focus on patients rather than suppliers of national health insurance or other insurers. Keywords: delivery of healthcare, health services accessibility, national health insurance, tertiary care centers, hospital referral.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.4
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• pp.221-228
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• 2018

The purpose of this study was to identify advanced beginner-stage nurse's intention of retention. Data were collected from May 1 to June 30 of 2017 using a structured questionnaire. Participants consisted of 150 nurses with 13 to 36 month clinical careers at a hospital located in D, C and K city, Korea. Data were analyzed by descriptive statistics, t-test, ANOVA, Scheffe's test, Pearson's correlation coefficients and multiple regression, using IBM SPSS WIN 20.0. The average score was 3.34 (${\pm}0.53$) for ego resilience, 2.28 (${\pm}0.44$) for sense of calling, 3.88 (${\pm}0.58$) for teamwork, 3.36 (${\pm}0.42$) for organizational culture, and 5.27 (${\pm}1.38$) for retention intention. Retention intention was positively correlated with ego resilience (r=0.211, p<0.05), sense of calling (r=0.338, p<0.001), teamwork (r=0.284, p<0.001) and organizational culture (r=0.215, p<0.01). Regression analysis revealed that sense of calling and teamwork explained 11.4% (${\beta}=0.284$, p<0.001) and 4.2% (${\beta}=0.212$ p<0.001) of the retention intention of advanced beginner-stage nurses, respectively, and these variables together explained 15.6% of the retention intention of advanced beginner-stage nurses. The results of this study will improve retention intention of advanced beginner-stage nurses and facilitate development a management program and execution strategy that helps improve sense of calling and teamwork, especially that of friendly social orientation and mutual cooperation.

• The Journal of the Convergence on Culture Technology
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• v.5 no.2
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• pp.23-30
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• 2019

The purpose of this study was to examine job stress, job satisfaction, and turnover intention of the nurses who work at the comprehensive nursing service units in two academic medical institutions that provide healthcare service at the tertiary care level in Korea. A descriptive study was conducted with the nurses by using self-reported questionnaires. We used descriptive statistics to summarize the data and Mann-Whitney U test for group comparison. The mean scores of job stress, job satisfaction, and turnover intention were $89.17{\pm}12.56$, $107.25{\pm}6.85$, $37.19{\pm}4.86$, respectively. Nurses with religion showed more job stress than those without. Nurses with their age below 30 years old had significantly less job satisfaction than those older than 30 years old. Monthly income was significantly associated with turnover intention in our data. The top three sub-category of the job stress were conflict with physicians, patients and their caregivers, and conflicts with others; and those of the job satisfaction were pay and promotion and task requirement. Job stress, job satisfaction, and turnover intention were significantly correlated. In order to reduce turnover intention of nursing professionals in the comprehensive nursing service, job stress related to issues on relationships with patients, their family, health care providers need to be taken into consideration. Policy and administrative support are needed to improve their work environment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.3
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• pp.181-189
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• 2021

This study uses a structural equation model for the turnover intention of female nurses performing shift work at a tertiary hospital. Data collection was conducted from November 11 to December 20, 2015, and 283 samples were included in the final analysis. As a result, 12 of the 19 hypotheses of the final model were supported. It was confirmed that external employment opportunities, nursing professional value, nursing organizational culture, job stress, job satisfaction, organizational commitment, and burn out accounted for 47.8% of the turnover intention. Burn out(+) and organizational commitment(-)had direct effects on turnover intentions, and nursing professional, relationship-oriented nursing organizational culture, and job stress showed indirect effects. Therefore, in order to reduce the turnover intention of female nurses working in shifts at tertiary hospitals, it is necessary to prevent burnout, increase organizational commitment, and job satisfaction. For this purpose, measures to strengthen relation-oriented nursing organizational culture and nursing professional intuition are required. In terms of hospital manpower management, the institutional arrangements of hospitals that enable flexible working hours adjustment, mutually respectful relationship-centered organizational culture, education, and policy support to reinforce nursing professional intuition, and the institutional system of hospitals to work with pride should be implemented.

• The Science & Technology
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• v.28 no.2 s.309
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• pp.62-63
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• 1995

침팬지가 진화하여 사람이 되었을 것이라는 진화론은 지금도 많은 사람들의 공감을 얻고 있다. 그러나 오랜 세월을 두고 상급동물인 인간으로 진화되기 위해서는 인간과 침팬지 중간쯤에 해당하는 인팬지라는 동물이 있어야 하지 않을까? 그러므로 진화론이 영원한 궁금증으로 남을 것인지 아니면 누군가가 속시원하게 설명해 줄 것인지 알수없는 일이다.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2021.11a
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• pp.229-229
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• 2021

국제항해 상선 해기사의 수급차질의 원인을 진단하고 현상황 지속시 예상되는 문제젬을 도출한 후 이러한 문제를 해결하기 위한 방안으로서 수급대책과 추진하여야 할 과제를 제시하였다.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.2
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• pp.137-147
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• 2016

Purpose: This study was designed to examine effects of sense of calling, job satisfaction and organizational commitment on retention intention in nurses who are at the advanced beginner-stage. Methods: Participants were 199 nurses with 13 to 36 months' clinical career at hospital located in Busan, Korea. Data were analyzed using descriptive statistics, independent t-test, one-way ANOVA, Scheffe test, Pearson correlation, and Multiple regression. Results: Retention intention correlated positively with sense of calling (r=.43, p<.001), job satisfaction (r=.31, p<.001) and organizational commitment (r=.31, p<.001). Factors affecting the participants' retention intention were found to be statistically significant (F=21.96, p<.001). Total factor score accounted for 24.1% of retention intention. Out of the related factors, the most influential factor was 'goals/meaning', belonging to the sub-areas of the sense of calling and explaining 18.2% of retention intention, followed by organizational commitment and average monthly income in that order. Conclusion: The results of this study suggest a need to develop a management program that helps promote retention intention for nurses at the advanced beginner-stage by both improving their monthly income and outside conditions and, more importantly, raising their sense of calling, especially in association with the goals/meaning of their life.

• Fashion & Textile Research Journal
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• v.21 no.4
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• pp.390-400
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• 2019

A major factor in making current hospital gowns is how to manage patients from the standpoint of hospitals. This shows that hospital gowns have not been considered as an apparel for a specific purpose with a design that considers the psychological composure of patients. This study, along with a meticulous analysis of the pattern design of domestic hospital gown suggests a design philosophy that can be of emotional help to patients. The analysis of hospital gowns in terms of motif is that the corporate identity of the hospital in question, along with the lettering symbolizing the hospital is conspicuous. The motif shown in the pattern also has a brightness contrast and two-way pattern. This study suggests hospital gown patterns as follows. First, on the basis of color dynamics, utilize repetition arrangement, camaieu arrangement and faux camaieu arrangement. Second, make use of warm colors in order to enhance trust between patients and medical staff. Last, use green color as a dominant color for the hospital to be felt of as a convenient space. Utilizing these three factors in the future design of hospital gowns will assist in the development of new hospital gowns that render a psychological composure.

• Journal of Korean Critical Care Nursing
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• v.12 no.1
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• pp.57-70
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• 2019

Purpose : The purpose of this study was to identify the risk factors for falls in tertiary hospital inpatients and to suggest data for developing a nursing intervention program for preventing falls. Methods: Data were collected between January 1, 2017, to December 31, 2017. Kaplan-Meier estimation was used to measure the survival rate, and the log-rank test was used for the differences between the fall group and the non-fall group. The Cox proportional hazards model was used to identify the risk factors for falls. Results: The incidence rate of falls for the inpatients was 1.2 cases per 1,000 days of hospitalization. The risk factors for falls were more likely to be found among those who were aged ${\geq}81$, had not undergone surgery, had poor joint motion, had unsteady gait, needed help or supervision, used assistive devices, had comorbidity, and took at least two drugs. Conclusion: For the inpatients, the risk factors for falls included age, surgery, comorbidity, medication that could change mobility, joint motion, and use of patient care equipment. It is necessary to give special attention to inpatients who have any of these risk factors and to develop a falls risk assessment tool.

• The Journal of the Convergence on Culture Technology
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• v.8 no.2
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• pp.131-138
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• 2022

This study is a descriptive study to investigate factors affecting the level of performance of COVID-19 infection prevention activities among nurses. The participants were 190 nurses at a tertiary hospital located in Daejeon city and data collection was performed during March, 2021. The results showed that the factors affecting the level of performance of infection prevention activities were age(β=.25, p=.008), working unit(β=.15, p=.046), and hospital safety climate(β=.17, p=.025). Therefore, in order to improve the level of performance of infection prevention activities among hospital nurses, education and policy to establish a hospital safety climate should be implemented.