• 한국주거학회논문집
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• 제8권3호
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• pp.59-66
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• 1997

The purpose of this study is to explore the relationships between the various types of activities occurring in domestic space and the resident's characteristics in Belgium. Data for this study was collected by questionnaires mailed to 133 staff member. both academic and administrative. working at The Free University of Brussels. a university serving the Dutch speaking community in Belgium. General leneal model and Duncan test were used in analyzing the data. The major findings of the study can be summarized as follows: First. families in the life-cycle stage of having no children are more likely to relax and watch T.V. and do housework in the master bedroom than those in the launching stage. Families in the life-cycle stage of elementary school are more likely to eat meals in the kitchen than those in the launching period. Second. families made up two members and under tend to do more housework in the master bedroom than those of three and over. Third. those with aged 30 and under are more likely to relax and watch T.V., and to do housework in the master bedroom than those with aged 51 and over. Forth. the renter status of homeownership tend to more relax and watch T.V., and to do housework in the master bedroom than the owner Fifth. those living with less floor space tend to relax and watch T.V. in the master bedroom more than those with larger residences.

• 한국치위생학회지
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• 제13권2호
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• pp.221-230
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• 2013

Objectives : This study is to confirm the influencing factors on patients satisfaction and intention to revisit the implant service clinic by structural equation model. Methods : We surveyed 250 implant patients visiting 6 dental clnics(hospitals) in Busan, Changwon, Gimhae city and questionnaire was for four weeks in July 2012, a total 209 patients filled out the questionnaires within July and the complete data were analyzed. we were used structural equation model for analysis to confirm influencing factors on implant patients' satisfaction and intention to revisits. Results : This study finds that factors influencing on implant patients' satisfaction and intention to revisit are reasonable medical fee, medical skill treatment of dentist, dental hygienist and other support staff, administrative procedure, and there existed between influencing factors and the patient's treatment satisfaction as well as intention to revisit. In order to satisfy the implant patients, dentist and hygienists should try to provide high quality of treatment and dental services. Conclusions : The results of this study provide managerially important messages to the managers of dental clinics in order to develope management strategies for new customers.

• Perspectives in Nursing Science
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• 제4권1호
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• pp.19-25
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• 2007

Systems and processes to provide clinical education to students of nursing have been established between universities and health facilities in all countries where nurse education is tertiary based. However, systems and processes to link nurse researchers based in universities to their clinical colleagues are less well developed. When collaborations are established they are frequently based on personal networks, and while the rhetoric of the organizations encourages these collaborations, they are largely unrecognised by senior administrators in health facilities. The research is frequently "invisible" and the clinician researchers usually do not have access to appropriate infrastructure and other resources that are required to support large projects that have the potential to change practice across organisations. This situation influences the focus and scope of nursing research and limits opportunities for clinicians to be engaged in the generation of professional knowledge. The University of Western Sydney (UWS) has taken a strategic approach to the development of collaborations for research and has linked with health services in Western Sydney to establish and maintain research centres and adjunct appointments. The partner organisations jointly fund the infrastructure of the centres which include a Professor, research assistant position(s) and administrative staff. Five Professors of Nursing have been appointed to positions in one of three nursing research centres. This paper describes the approach established by the School of Nursing at UWS to build collaborations with clinical areas to promote research. This approach could be adopted or adapted by other facilities.

• 의학교육논단
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• 제15권1호
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• pp.9-18
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• 2013

An outcome-based curriculum is perceived to be one alternative educational approach in medical education. Nonetheless, it is difficult for curriculum developers to convert from traditional curriculum to an outcome-based curriculum because research documenting its development process is rare. Therefore, this study aims to introduce the development process and method of outcome-based curriculum. For the purpose of this study, we used diverse data analyses, such as an existing literature search, development model analysis, and case analysis. We identified five phases from the analysis. First, the curriculum developers analyze the physician's job or a high performer in a medical situation. Second, curriculum developers extract outcomes and competencies through developing a curriculum, affinity diagraming, and critical incident interviews. Third, curriculum developers determine the proficiency levels of each outcome and competency evaluation methods. Fourth, curriculum developers conduct curriculum mapping with outcomes and competencies. Fifth, curriculum developers develop an educational system. Also, it is important to develop an assessment system for the curriculum implementation in the process of developing the outcome-based curriculum. An outcome-based curriculum influences all the people concerned with education in a medical school including the professors, students, and administrative staff members. Therefore, curriculum developers should consider not only performance assessment tools for the students but also assessment indicators for checking curriculum implementation and managing curriculum quality.

• 디지털산업정보학회논문지
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• 제14권4호
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• pp.109-116
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• 2018

This research proposed management plan of internal lecturer who is in charge of job training of researchers working in administrative, researching and developing institutes or public institutions related to information security. The education and training department of the government or public institutions selects and manages lecturers in member of the staff. We applied to the management plan of internal lecturers who are in charge of information security job training by analyzing the way in which internal lecturers are operated by public organizations or corporations. We propose the management plan of internal lecturer according to the position, because the institute of information security is applying the researcher 's position(rank) system. By the proposed circulation management plan by the position, the internal lecturer position is determined according to the position of the employees to be trained and the internal lecturer is selected and operated only at the same position. The proposed management plan includes internal lecturer selection, responsibilities and duties, education, evaluation, and training support.

• Journal of Hospice and Palliative Care
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• 제4권2호
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• pp.145-153
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• 2001

목적 : 본 연구는 자원봉사자에 의해서만 호스피스 활동이 이루어지고 있는 W병원의 호스피스 활동을 확대시키고 체계화시키기 위한 목적으로 1단계 호스피스 자원봉사자의 활동분석에 이은 2단계 연구로서 직원들의 호스피스 프로그램에 대한 태도를 조사한 서술연구이다. 방법 : 연구대상자는 W병원의 의사, 간호사, 의료 관련기사, 사무직 등 전체 1200여명의 직원에서 각 직종별 층화표집법을 이용하여 임의표출된 430명이다. 자료수집은 본 연구자들이 개발한 질문지를 이용한 자가보고법에 의하여 수행되었으며, 자료분석은 SPSS를 이용한 서술통계와 내용분석법을 이용하였다. 결과 : 1) 호스피스 개념에 대한 이해를 조사한 결과 대상자의 97% (n=417)가 호스피스에 대해 알고 있었고, 97.4%(n=419)가 죽음을 앞둔 환자들은 존귀한 대접을 받아야한다고 응답한다. 또한 호스피스팀 구성요원에 대한 의견조사 결과 가족(57%), 의사(17.9%), 성직자(9.5%), 간호사(7.9%)가 포함되어야 한다고 응답하였으며 이외에도 사회사업가, 자원봉사자, 물리치료사등 다양하게 응답하였다. 2) 호스피스 프로그램 운영에 대한 태도를 조사한 결과 W병원의 체계적인 호스피스 프로그램 운영을 위하여 최우선적으로 이루어져야 할 활동은 "호스피스 전담부서를 만든다"가 31.4%(n=135)로 가장 높았으며, 다음은 "호스피스 전담병동을 만든다"로 28.6%(n=123)였다. 또한 현재 자원봉사자에 의한 W 병원의 호스피스활동 인지도는 대상자의 67.2%(n=289)만이 알고 있었으며, 반면에 호스피스 서비스 이용 의도는 85.3%(n=367)로 나타났다. 호스피스 프로그램 운영시 장점은 '기독교 정신을 바탕으로 한 인간존중의 병원사명 구현'이 45%로 가장 높은 분포를 보였다. 3) 말기환자에 대한 태도를 조사한 결과 죽음에 대한 태도(4점척도)를 조사한 결과 평균 2.84점(SD=.471) 이었으며, 말기환자들의 병원입원 치료이외에 필요로 되는 서비스는 '종교, 가족, 환자간 지지체계의 구축'이 28.3%로 가장 높은 분포를 나타냈다. 결론 : 본 연구결과 W병원 직원 대부분은 체계적인 호스피스 활동의 필요성을 인식하고 있으며 이를 위하여 최우선으로 필요한 것은 호스피스 활동을 위한 행정구조적 지원임을 알 수 있다. 그러므로 본 연구결과는 W병원의 호스피스 프로그램을 계획하고 추진하는데 기초자료로 활용될수 있을 것으로 기대된다.

• 기록학연구
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• 제26호
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• pp.63-93
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• 2010

이 글은 지방자치가 성숙되기 위해서는 기록문화가 발전해야 함을 밝힌 글이다. 우리나라에서 1994년에 지방자치 선거가 실시되어 자치단체 활동을 수행한 지 16년이 지났다. 지방자치는 지방의 경제적 자립, 지방민의 의식 성장 등이 이루어져야 제대로 이루어질 수 있다. 아울러 지방의 기록이 잘 관리되고 공개 활용된다면, 지방자치가 활성화될 수 있을 것이다. 그러나 해방 이후 현재까지 지방자치단체의 기록들이 제대로 관리되지 못하였다. 지방자치단체의 기록보존소가 제대로 설립되지 못하고, 조직 예산 및 전문인력 등이 제대로 배치되지 않아 지방기록관리가 원활히 수행되지 못하였다. 그 결과 의미있는 지방기록이 남아 있지 않아 지방행정시책 및 흐름을 알 수가 없다. 지방자치단체의 기록이 잘 관리된다면, 행정의 효율화, 행정의 책임화, 행정의 투명화가 이루어질 수 있다. 지방공무원의 업무경험과 사업경험이 기록으로 생산되고 관리되어 후임 공무원 및 지역민에게 참조되고 활용되어야 행정의 효율이 높아질 것이다. 아울러 업무 기록이 잘 관리되어야, 그를 바탕으로 각 단계별로 책임소재를 규명할 수 있다. 지방자치단체는 모든 행정절차와 결과를 주민에게 공개하여 행정의 투명성을 확보할 수 있다. 현재의 상황에서 지방자치단체의 기록을 관리하기 위한 전제 조건은 기록물관리기관 및 전담기구의 설치와 기록물관리 전문요원의 배치이다. "공공기록물 관리에 관한 법률"에는 2007년 12월 31일까지 시 도지사가 행정자치부장관 등과 협의하여 지방기록물관리기관의 설치 및 운영 등에 관한 계획을 수립하도록 명시하였으나, 아직까지 이루어지지 않고 있다. 기록물관리기관이 설치되고, 기록물관리 전문요원을 비롯한 기록관리팀이 신설되어 운영되어야 지방기록관리는 비로소 제대로 이루어질 수 있을 것이다. 나아가 이를 바탕으로 기록문화운동이 활발하게 전개되어 지방 공무원 및 지방민들이 지방 기록의 중요성을 인식하고, 지방기록관리를 검증하고, 지방의 기록을 공개하여 연구자와 주민들이 활용할 수 있을 때, 지방자치는 한 단계 높아질 것이다.

• 여성건강간호학회지
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• 제25권3호
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• pp.239-257
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• 2019

Purpose: To analyze the job of nursing unit managers working at women's hospital, using DACUM (developing a curriculum), DACUM is a method for analyzing job-focused competency. Methods: This study involved a descriptive survey. A DACUM workshop was held to define women's hospital nursing unit managers' role and identify their duties and tasks. For the workshop, a committee was formed consisting of 5 women's hospital nursing unit managers. Finally, after validation, the developed contents were made into a survey asking about nursing unit manager's duties and tasks. Results: Sixteen duties and 83 tasks were identified on the DACUM chart. The importance, difficulty, and frequency of the tasks were ranked in terms of A, B, and C, with A being the highest degree. Eight tasks received A's all in importance, difficulty, and frequency of performance. The 8 tasks were: 'taking over', 'taking care of seriously ill patients on handover', 'ward rounding', 'analyzing and resolving demands identified during handover and patient tour', 'reporting patient status during rounding', 'promoting breast-feeding', 'uterine contraction, and training for breast-feeding'. The duty with the biggest determinant coefficient (DC) was 'patients complaint management' (DC=7.09). Based on tasks, the one with the biggest DC was 'solving patient and patient guardian's complaints' (DC=7.53), followed by 'making infection control guidelines' (DC=7.5). Conclusion: When expanding the nursing staff of the hospital, women's hospitals nursing unit managers also need to use administrative functions as intermediaries to focus on the operation management of the entire hospital rather than direct nursing to suit their role.

• 한국병원경영학회지
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• 제7권2호
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• pp.52-79
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• 2002

The hospital is characterized by it's remarkable labor industry and human resources input by unit. Recently, the administrative personnel are recognized as an important staff to provide a hospital guidance to consumer and also easiness for consumer's visit to hospital. The purpose of this study is to find the organizational effectiveness of the administrative personnel in hospitals. The survey data involved in the study was derived from 229 personnels working in 3 medium and small sized hospitals and 1 university hospital in Inchon area. The major finding are as follows; 1. The organizational efficiency in accordance with the general characteristics of subjects in order of over 31 years of age, university graduates, long-term tenure and high position is higher, whereas, in as much as wage and well trained personnels in are higher, general hospital's organizational efficiency is higher in comparison with those of university hospital. 2. The organizational efficiency in accordance with satisfaction and the psychological motive contributional factors is higher as much as the high satisfactory level in every hospitals in general. 3. The organizational efficiency in accordance with the factors of job characteristics is higher in as much as difficulty of the jobs is lesser, however there was not statically significance. In as much as job standard level is higher and the more job responsibility the higher organizational efficiency. It was obvious that the higher professional expertise as well as the training and application level are improving the organizational efficiency. 4. The organizational efficiency in accordance with the factors of structural characteristics was higher in as much as the intercommunication was smooth and the structural formalization level are higher, however there was not statically significance between the participation level of decision making and the organizational efficiency. 5. In as much as older age, management of organization and the job level are satisfied, the higher structural formalization level, the smooth intercommunication have affected as major influence factors of organizational efficiency. 6. In the university hospitals is satisfied in the management and job level of hospital organization as there are no difficult jobs while the level of hospital's organizational formality is high and the intercommunication is smooth, which are improving the organizational efficiency. In the general hospitals is also satisfied the management and job level of hospital organization and psychological motive contributional factors is higher, it was apparent that the organizational efficiency is higher in as much as the level of job standardization is high and the intercommunication is smooth. As a result of this study, in order for improving the organizational efficiency of administrative personnel in hospitals, the management and job level as well as personal relation are preferably satisfied, whereas formalization of organization, intercommunication and etc. should be satisfied, and, therefore, it is advisable to buildup discriminated organizational management and environment for different division on the basis above factors. Since this study is carried on four hospitals in Inchon area, there is a certain limit to generalize its result to all domestic hospitals, nevertheless the gallop poll was made by developing the questionnaires with reasonability and reliability. Especially. as the study was carried by analyzing the comparison of influence factors' difference of organizational efficiency in accordance with the divisional characteristics of the university and general hospitals.

• 융합정보논문지
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• 제10권2호
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• pp.167-175
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• 2020

본 연구는 병원종사자들의 이직의도 결정시 가장 큰 원인이 될 수 있는 관계갈등 종류를 살펴보고, 이직의도를 완화시킬 수 있는 관계갈등 요인과 스트레스 요인을 파악하여 병원조직의 안정적인 인력관리를 위한 유용한 정보제공을 목적으로 실시하였다. 연구방법은 병원 및 종합병원에 근무하고 있는 행정직과 간호직 종사자들을 대상으로 2019년 9월 16일부터 9월 30일까지 구조화된 설문자료를 수집하여, t-test, 분산분석, 카이제곱 검정, 회귀분석을 실시하였다. 분석결과, 이직결정시 가장 큰 원인이 될 수 있는 갈등종류는 병원에서 얻을 것이 없는 경우에 이직할 것이라는 응답이 과반수이상이었다. 행정직은 상사나 선임자의 자기중심적 언행으로 인한 관계갈등이 높을수록 그리고 불명확한 업무지시로 인한 스트레스가 높을수록 현재 이직의향이 높았으며, 간호직은 상사나 선임자의 자기중심적 언행으로 인한 관계갈등이 높을수록 그리고 무시하는 행동 및 불쾌한 언행으로 인한 스트레스가 높을수록 현재 이직의향이 높은 것으로 확인되었다. 따라서 병원조직이 안정적인 인력관리를 위해서는 조직차원에서의 조직문화와 부서차원에서의 조직문화가 조직구성원들이 직무현장에서 실질적으로 체감할 수 있도록 검토할 필요성이 제기되었다.