• Health Policy and Management
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• v.34 no.2
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• pp.106-119
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• 2024

Drug shortage is a persistent phenomenon that poses a public health risk worldwide and occurs due to a range of causes. The purpose of this study is to review key policies to prepare for and respond to drug shortages in selected countries, such as the United States, Canada, and some European countries in order to draw implications. This study reviewed the reports and articles derived from search engines and Google Scholar by using keywords such as drug shortage and stock-out. Over the last decade or so, the United States have strengthened requirements on advance notification for disruption and interruption of drug manufacturing, established the Inter-agency Drug Shortages Task Force to promote the communication and coordination of responses, and expedited drug regulatory processes. Similarly, Canada established the Multi-Stakeholder Steering Committee on drug shortages by involving representatives from central and local governments and private sectors. Canada also adopted a tiered approach to the communication of drug shortages based on the assessment of the severity of the shortage problem and released a detailed information guide on communication. In 2019, the joint task force between the European Medicines Agency and the Heads of Medicines Agencies issued guidelines on drug shortage communication in the European Economic Area. The countries reviewed in this paper focus on communication across different stakeholders for the monitoring of and timely response to drug shortages. The efforts to protect public health from the negative impact of the drug shortage crisis would require multi-sectorial and multi-governmental coordination and development of guidelines.

• The Journal of Korean Institute of Communications and Information Sciences
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• v.3 no.1
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• pp.26-27
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• 1978

It can be expected that intelligence and knowledge will be the core of the post-industrial society in a near future. Accordingly, the age of intelligence shall be accelerated extensively to find ourselves in an age of 'Communication' service enterprise. The communication actions will increase its efficiency and multiply its utility, indebted to its scientic principles and legal idea. The two basic elements of communication action, that is, communication station and communication men are considered to perform their function when they are properly supported and managed by the government administration. Since the communication action itself is composed of various factors, the elements such as communication stations and officials must be cultivated and managed by specialist or experts with continuous and extensive study practices concerned. With the above mind, this study reviewed our public service officials law with a view to improve it by providing some suggestions for communication experts and researchers to find suitable positions in the framework of government administration. In this study, I would like to suggest 'Occupational Group of Communication' that is consisted of a series of comm, management positions and research positions in parallel to the existing series of comm, technical position. The communication specialist or expert is required to be qualified with necessary scientific knowledge and techniques of communication, as well as prerequisites as government service officials. Communication experts must succeed in the first hand to obtain government licence concerned in with the government law and regulation, and international custom before they can be appointed to the official positions. This system of licence-prior-to-appointment is principally applied in the communication management position. And communication research positions are for those who shall engage themselves to the work of study and research in the field of both management and technical nature. It is hopefully expected that efficient and extensive management of communication activities, as well as scientific and continuous study over than communication enterprise will be upgraded at national dimensions.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.3
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• pp.438-446
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• 2019

This study examined the effects of non - personality behavior of supervisors on the job exhaustion and organizational effectiveness of nurses. A survey in the form of a questionnaire was completed by 250 nurses working at three general hospitals located in Seoul and Gyeonggi from September 20 to October 31, 2014. The collected data were analyzed by frequency analysis, factor analysis, correlation, and linear regression analysis using the SPSS program. The results of the analysis were as follows. First, the effects of the non-personality behavior of supervisors on the job exhaustion of nurses were statistically significant. Second, the effects of non-personality behavior of supervisors on the organizational effectiveness of nurses were statistically significant in job satisfaction, organizational commitment, and organizational citizenship behavior. Third, the effects of job exhaustion on organizational effectiveness of nurses was statistically significant for job satisfaction, job exhaustion, and organizational citizenship behavior. Because the non-personality behavior of a supervisor can have a negative effect on the exhaustion of a nurse's job and the organizational effectiveness, there should be a wide range of human resources and effective task allocations in a hospital to reduce job burnout and increase job satisfaction. In addition, it is necessary for the boss to develop desirable leadership education, appropriate modeling, and reduce their negative influence in the workplace.

• Journal of Convergence for Information Technology
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• v.10 no.12
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• pp.1-8
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• 2020

The purpose of this study was to identify the factors that influence the organizational commitment of clinical dental hygienists to contribute to manpower management. The subject of the study was 195, and the following results were obtained as a result of collecting and analyzing data using a self-filling questionnaire from March 10 to April 20, 2020. The degree of organizational commitment, job satisfaction, and internal marketing according to general characteristics were analyzed by t-test and one-way ANOVA, and post-test was set to'Scheffe'. The correlation between organizational commitment, job satisfaction, and internal marketing showed a significant positive correlation with job satisfaction (r=0.689) and internal marketing (r=0.678). The factors influencing organizational commitment were multiple regression analysis, and the influencing factors for organizational commitment were internal marketing and job satisfaction. The most influential factor was job satisfaction, and the explanatory power was 56.1%.As a result, the internal marketing of clinical dental hygienists was found to be related to job satisfaction and organizational commitment, and the factor that most affected was job satisfaction. Therefore, institutional and administrative support from dental medical institutions is needed to improve job satisfaction, which has an impact on organizational commitment of clinical dental hygienists.

• Korean Association of Arts Management
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• no.51
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• pp.103-134
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• 2019

The study started with the perception that there would be numerous conflicts within and outside the organization as a national and public cultural and artistic organization. In addition, the conflict acts as a negative problem factor for the members of the organization, and the resulting emotions were identified to determine what relationship. Specifically, 1) identify ingesting the conflict factors recognized by the members of the art corps (organizations) of incumbent national and public cultural and artistic organizations (organizations), and 2) how conflicts provide influence to the art corps as a negative problem factor, 3) the feelings of conflict (exhaustion, turnover intent, job dissatisfaction, negative transition) are intended to look at the relationship. To summarize the findings, it is as follows: The conflict struck by the members of the arts corps of national and public cultural and artistic organizations could consist of 1) organizational conflicts (management, administration, operations, etc.) and 2) personal conflicts (artistic preferences, colleagues, etc.). This conflict has been found to provide anegative direction to the feelings of members of the organization. Both organizational conflict and personal emotions were found to have an effect on emotional exhaustion, and emotional exhaustion was found to affect the intention of turnover and job dissatisfaction. In addition, job dissatisfaction was examined to have an effect of the static (+) on the turnover intent, the turnover intent and job dissatisfaction has an effect of the political (+) on the negative transfer. Based on these results, the authors of this study presented effective implications for cultural and artistic marketing.

• Proceedings of the Korea Technology Innovation Society Conference
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• 1998.05a
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• pp.11-11
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• 1998

출연기관 감사업무 효율화 방안은 네가지 측면에서 정리하여 볼 수 있다. 첫째, 법률적 측면에서 보면 감사원법에서 출연금은 감사대상에 포함되어 있어 출연기관은 감사제도를 운영하게 되어있다. 둘째, 정책적 측면에서 국회에 의한 국정감사는 연 1 회 총 20일간에 걸쳐 수행되므로 시간적 제약과 함께 지속성, 일관성 있는 적절한 감사가 이루어지기 어려운 측면이 있다. 셋째, 행정적 측면에서의 필요성은 일반적으로 이공계 연구개발 업무를 수행하고 있는 과학기술부 산하의 출연연구소는 정부기관이나 지방자치단체 또는 보조금 지원 기관과는 그 성격이 완연히 다른 연구기관임으로 연구생산성 제고에 적합한, 기관 특설에 맞는 자체 규정의 보완이 필요하다. 마지막으로 사회문화적으로 감사업무는 능률우선주의보다는 서류체계 및 규제중심으로 편향되기 쉬운 특성이 있어 이에 대한 개선방안 노력이 매우 중요하다. 출연기관의 감사기능은 내부.외부감사에 의하여 수행되고 있으나, 감사(監査)의 핵심적 기능은 역시 출연기관 자체의 감사(監事)에 의하여 수행되며 성격상 공정성(Fairness), 객관성(Objectivity), 신뢰성(Reliability)의 확보가 필수적이다. 출연기관 감사제도의 개선방향은 합법성, 합목적성을 근거로 기관운영의 효율성을 제고시키는데 초점을 맞춘 감사제도로 개선되어야한다. 감사조직체계의 개선, 전문 교육의 실시, 동일업무의 기준 마련, 상급기관과의 역할분담 정립 등으로 감사업무의 질적수준 및 효율성을 제고해야 한다. 감사평가제도는 그동안 실시된 사항이 없으므로 긍정적인 측면과 부정적인 측면이 공존하므로 평가제도의 도입 및 적용에 대해서는 보다 심층적인 검토가 필요하다. $[$감사조직의 평가요소$]$ ■ 투입요소측면 - 감사인력 - 장비 및 고정자산 - 예산(년도별) - 정보수집관리 - 조직운영방식 -전통 및 관습 - 관계법령, 규정, 감사업무지침 ■ 산출요소측면 - 감사운영 실적 - 감사보고 실적 - 감사제도 개선 및 자체개혁 실적 - 기관운영 효율화 기여도 - 기관의 연구성과 및 업적 향상 기여도 - 경영관리 고도화 기여도 등의 항목설정이 가능 출연기관 감사업무의 효율화 방안으로 감사제도 개선의 기본방향, 감사조직 및 인력운영의 개선, 감사업무 운영체계의 개선 등을 중심으로 발전방향을 제시하였다. 그러나 여기에서 제시된 개선방안들을 추진하기 위해서는 전문인력을 보강하고 상부체계에서의 수용이 요구되므로 출연기관 권역에서만으로의 힘으로는 한계가 있을 것이며 무엇보다도 감사제도 변화의 필요성과 미래지향적인 환경이 조성되어야 할 것이다.

• The Journal of the Korea Contents Association
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• v.12 no.9
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• pp.211-216
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• 2012

In this study, the relationship between the organizational characteristics of police officers and the level of post-traumatic stress disorder in the comparative analysis was to check for post-traumatic stress disorder, according to the organizational characteristics affect. To accomplish this, a way ANOVA analysis of variance(One-way ANOVA) was conducted. The department in post-traumatic stress disorder level, a significant difference was found. It was more likely to be exposed to a traumatic experience if who is working in the front-line department. Post-traumatic stress disorder according to the work unit, a significant difference was found. The level of Post-traumatic stress disorder in outside job unit officers was higher than that of desk job unit offcers. Post-traumatic stress disorder according to the rank and duration of employment and the administrative district level, a significant difference was not found.

• Journal of the Korea Society of Computer and Information
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• v.17 no.6
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• pp.191-199
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• 2012

By the way, in light of the knowledge, even public institutions are paying much attention to the management of IT assets for achieving organizational goals. Recently, some public institutions adopt balanced scorecard for enhancing efficiency in operations and management of total administrations. To be interested, some key performance indicators(KPI) of the balanced scorecard reflect the three aspects of IT assets and their possible outcomes. The main focus of this study is to investigate whether there is positive effects of IT asset management through balanced scorecard at public institutions. Specifically, we selected and classified KPIs into different categories depending on three aspects of IT assets, internal process change, and organizational outcomes. To address relationships of KPIs among the categories, we specified each category and developed as a variable respectively. A middle-sized city provided us with 138 KPIs for the development of scales.

• Journal of Korean Society of Archives and Records Management
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• v.13 no.2
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• pp.179-199
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• 2013

This study is analyzed by examining the records management systems that are built to use comfortably and manage the records of universities efficiently. This paper analyzed the current status of the records in Chonnam National University (CNU), unit task, function, and organization. As a result, CNU has 127 sections that treat 1,625 unit tasks. The unit task involved in education accounts for 85.91%. The problem is that unit tasks are not organized unequally. It can seem to include some problems in classification and analysis of work when unit tasks are even, more or less, in a particular area. Functional classification in universities are also unequally organized. In universities, functional classification in the field of administration is detailed, while functional classification in the field of research is small in quantity. A more efficient records management will be done if work and function about organization are formed appropriately.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.10 no.9
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• pp.2501-2508
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• 2009

This study it to find out how to manage the conflict within a hospital organization. We use survey data of 269 employees of one university hospital. The result is as follows. The type of conflict management varied significantly according to sex, age, and departments. Among the type of conflict management, avoidance was differed significantly by sex. and competition, avoidance, cooperation were differed significantly by age, and avoidance, cooperation were differed significantly by department. Conflict is always in exist in a complex organization like a hospital. Though the data has its own limit as of only one hospital, through this study, we could find that there were some differences in the way of conflict management in hospital organization according to sex, age, and departments. With the result, we expect to find a way to improve the working performance by knowing how to manage conflicts within a university hospital.