• 디지털융복합연구
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• 제16권6호
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• pp.251-258
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• 2018

종합병원 행정직원의 우울수준(CES-D: Center for Epidemiologic Studies Depression scale)과 관련된 융복합적 요인들을 조사하였다. 설문조사는 2017년 7월 3일부터 2017년 7월 29일까지 임의로 선정된 J지역 9개 종합병원의 재직자 201명에 대하여 무기명 자기기입식 설문지를 사용하였다. 위계적 다중회귀분석 결과, 자아존중감(RES: Rosenberg Self-Esteem Scale)이 낮을수록, 피로(MFS: Multidimensional Fatigue Scale)가 높을수록, 사회심리적 스트레스(PWI-SF: Psychosocial Well-being Index Short Form)가 높을수록 우울이 높았으며 이들의 설명력은 32.5%이었다. 이상의 연구결과를 볼 때, 종합병원 행정직원의 우울수준을 낮추기 위해서는 자아존중감을 높이고, 피로 및 사회심리적 스트레스를 낮추는 노력이 필요하다. 이러한 결과는 종합병원 행정직원의 우울수준을 낮추는 조직인사관리 및 산업보건교육에 활용될 수 있다. 추후연구에서는 종합병원 행정직원의 우울수준에 영향을 미치는 구조방정식 모형의 분석이 필요하다.

• 한국교육논총
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• 제41권2호
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• pp.25-53
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• 2020

본 연구는 학교 안전 관련 관심과 대응 정책이 증대되는 시점에 학교 내 CCTV 운영 사례를 바탕으로 교사와 행정직원들의 CCTV에 대한 행동양태를 파악하는데 목적이 있다. 또한 교직원의 공문처리 행태변화를 가져올 수 있는 교육당국의 여러 시도를 통해 드러난 주요 시사점을 비교분석하였다. 학교급별·교직원별 영상정보처리기기관련 업무 배분을 정량적인 자료, 즉 공문처리에 의한 행정행위의 결과를 원시자료로써 활용하면서 변화를 파악하였다. 교육청 공문서에 의해 단위학교의 행동양태의 유의미한 변화가 있음을 발견하였다. 첫째 학교급별로 개인정보 관련 공문처리자 지정 시 행태의 변화도가 높았다. 둘째 유치원을 대상으로 한 유아안전관련 공문처리자 지정 시 공문서에 의한 변화도가 낮았다. 학교급별 교직원의 CCTV 업무 처리행태를 공문서 접수처리를 통해 차이를 확인하였다. 본 연구는 학교 내 민감한 주제인 CCTV(영상정보처리기기) 업무에 대한 주제를 선정하였으며, 진행된 자료나 조사 내용은 구체적인 상기주제를 다룬 행정 절차와 관련 규정 등의 내용이다. CCTV(영상정보처리기기 업무)라는 민감한 주제를 통해 발생할 수 있는 갈등 해결책 모색을 위한 시사점을 제시하였다. 이 연구결과는 교육청과 학교현장의 명확한 업무분장을 위하여 유용하게 활용할 수 있다는데 의의가 있다.

• 한국의료질향상학회지
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• 제26권1호
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• pp.46-54
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• 2020

Purpose: The purpose of this study was to, present basic data on the necessity of introducing assistant staff to support administrative tasks related to patient safety. Methods: This was a cross-sectional study. The participants (n=103) of this study were nurses, working at general and long-term care hospitals in Korea. Data were collected using structured questionnaires on August 29, 2019 and analyzed with SPSS 25.0. Specifically, data analysis was conducted using frequencies, mean and standard deviation, independent t-test, and X²-test. Results: Assistant staff was needed to support patient safety tasks, but this required nurses who could fully perform patient safety tasks by supplementing their work experience rather than employees who only support administrative tasks. This is because the hospital's patient safety management activities are difficult to distinguish between administrative tasks and patient safety tasks, and even nurses with five years of work experience, must be aware of the basic concepts and should have knowledge of patient safety and have gained experience in managing the patient safety activities. Conclusion: Hospitals are calling for an improvement in the system that increases the number of workers in charge of patient safety affairs and lowers their work experience, rather than the introduction of assistant staff who help with patient safety work.

• 한국의료질향상학회지
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• 제27권2호
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• pp.30-44
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• 2021

Purpose: The aim of this study was to investigate the changes in perception of the New Diagnosis-Related Group (DRG)-based payment system, make overall evaluation after participation, and examine opinions on further policy improvement among employees of a public hospital participating in the pilot project in Korea. Methods: We investigated changes in perception of the New DRG-based payment system before and after participation in the pilot project using a qualitative research method. We conducted individual in-depth interviews with the management and healthcare professionals and Focus Group Interviews (FGIs) with the staff in the nursing and administrative departments. Results: Before implementing the pilot project of the New DRG-based payment system, the management was in favor of participating in the pilot project, whereas the healthcare professionals were strongly opposed to participation in the pilot project, and the staff in the nursing and administrative departments were slightly opposed to participation. After implementing the pilot project, there were remarkable changes in the perception of the New DRG-based payment system among healthcare professionals and the administrative staff. Healthcare professionals' perception was altered in a positive way, while the administrative staff's perception of the system became negative. Conclusion: There were no restrictions on clinical practice or deterioration of quality of care observed in association with the participation in the New DRG-based payment system. However, certain unintended consequences of the New DRG-based payment system may arise as well. Therefore, the government needs to examine the problems identified in this study to reflect on and improve the New DRG-based payment system for stable expansion.

• 한국병원경영학회지
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• 제10권4호
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• pp.23-50
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• 2005

The main objectives of this study are to compare the regional differences and to analyse the affecting factors of customer satisfaction. The subjects are 9 hospitals(5 Daegu region, 4 Seoul region) patient satisfaction index that were surveyed the 2004 Hospital Accreditation Program performed by KHIDI(Korea Health Industry Development Institute) and MOHW(Ministry of Health and Welfare). The sample used in this study consisted of 450 inpatients and 454 outpatients. The survey instrument is composed of physical environment items, physician factors, nursing staff factors, ancillary staff factors, administrative procedure items, and quality of hospital stay items. And overall satisfaction, intent to revisit, and intent to recommend as dependent variables are measured. Basically, the reliability and validity of survey items was evaluated. And the T-test was performed to compare regional differences of customer satisfaction. Finally to analyse the affecting factors on overall satisfaction, and customer loyalty(intent to revisit and intent to recommend), the multiple regression analysis was used. This study shows firstly, the Daegu region's patient satisfaction level of inpatients and outpatients is lower than Seoul region. Especially, nursing staff factors and quality of hospital stay items are very low on inpatient's satisfaction. Also all independent variables except the sufficiency of goods in hospital stand are very low on outpatient's satisfaction. Secondly, as a result of multiple regression analysis, ancillary staff factors(Beta=0.281) have a significant effect on overall satisfaction of inpatient cases in Daegu region. In regard to intent to revisit and intent to recommend, physical environment factors have a significant effect. Thirdly, in Seoul region, physical environment factors(Beta=0.430) have a significant effect on overall satisfaction of inpatient cases. In regard to intent to revisit and intent to recommend, administrative procedure items and nursing staff factors have a significant effect, respectively. In conclusion, these results indicate that hospitals in Daegu region make an effort to improve the customer satisfaction level, especially, of physical environment factors on inpatients and administrative procedure factors on outpatients

• 한국산학기술학회논문지
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• 제21권7호
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• pp.233-243
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• 2020

본 연구는 일부 대학병원 행정직 종사자들의 인구사회학적특성, 건강관련행위특성 및 직업관련특성에 따른 직무만족도 수준을 알아보고, 특히, 조직 갈등과 직무만족도와의 관련성을 규명하고자 시도하였다. 조사대상은 D광역시에 소재하고 있는 4개 대학병원에 근무하고 있는 행정직 종사자 232명으로 하였으며, 자료 수집은 2019년 1월 10일부터 2월 15일까지의 기간 동안에 구조화된 무기명 자기기입식 설문지를 이용한 설문조사에 의하였다. 연구결과, 조사대상자의 직무만족도는 연령, 학력, BMI, 주관적인 수면의 질, 주관적인 건강상태, 직위, 월수입, 업무의 신체적 부담정도, 업무에 대한 만족도, 업무에 대한 적성여부, 직업전환의사여부에 따라서 유의한 차이를 보였다. 조사대상자의 조직 갈등에 따른 직무만족도는 조직 갈등이 높을수록 유의하게 낮았으며, 상관관계에서도 조직 갈등 점수가 높을수록 직무만족도 점수가 낮아지는 음의 상관관계를 보였다. 로지스틱회귀분석 결과, 직무만족도가 낮아질 위험비는 조직 갈등 점수가 낮은 군보다 높은 군으로 갈수록 유의하게 증가하였다. 위와 같은 연구결과는 대학병원 행정직 종사자들의 직무만족도는 조직 갈등과 유의한 관련성이 있음을 시사한다. 따라서 대학병원 행정직 종사자들의 직무만족도를 높이기 위해서는 조직 내 갈등을 해소할 수 있는 구체적인 방안이 마련될 필요가 있다고 생각 된다.

• 대한간호학회지
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• 제7권2호
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• pp.22-30
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• 1977

An analysis of the Nursing activities was carried out during the period of October 6 - 10, 1975 for five days, at postanesthetic room in Seoul National University Hospital. Continuous Time Study method was applied to this study by Observing and checking the activities performed by 8 nursing personnel at head nurse, staff nurse, and nurse aide level. Six nursing Students and 6 staff nurses observed and recorded all activities during the day and the evening for 5 days after certain process of training. Following results were obtained I 1. Percentages of nursing activity os were identified at each level of nursing personnel according to the skill Level 1) Thirty three point forty two Percent of the total head nurse's activities were spent by administrative activities, 21,33% by Clerical activities, 10.63% by Nursing activities, 6.54% by Messenger activities, 4.0% by Housekeeping activities, and 24. 08% by Unclassified activities, 2) Forty point forty two percent of the total staff nurses'activities were spent by Nursing activities, 12.7% by Administrative activities, 8.03% by Housekeeping activities, 3.08% by Clerical activities, 2.03% by Messenger activities, 0.08% by Dietary activities, and 34.19 o/e by Unclassified activities. 3) Thirty six point sixty three percent of the total nurse aide's activities were spent by Messenger activities, 14.4% by Housekeeping activities, 2.2% by Nursing activities, 1.0% by Clerical activities, 0.83% by Administrative activities, and 44.94% by Unclassified activities, 2. Percentages of nursing activities were identified at each level of nursing personnel according to area of activity. 1) Thirty three point ninety six percent of the total head nurse's activities were spent by Unit - Centered activities, 30.26% by Patient - Centered activities, 8.69 % by Personnel - Centered activities and 24.09 o/o by Other - Centered activities. 2) Fifty two point seventy four percent of the total staff nurses' activities were spent by Patient - Centered activities, 11.5 % by Unit -Centered activities, 1.68 % by Personnel -Centered activities and 34.02% by Other - Centered activities. 3) Forty nine point sixty seven Percent of the total Nurse aide's activities were spent by Unit -Centered activities, 5.13% by Patient -Centered activities, 0.27% by Personnel -Centered activities and 44.93%by Other -Centered activities. 3. Percentages of staff nurses' activities were identified at each skill Level according to their shifts. 1) Forty four point eighty one percent of the total day time activities were spent by Nursing activities, 13.62% by Administrative activities, 6.37% by Housekeeping activities, 2.08% by Clerical activities, 1.74 % by Messenger activities, 0.07% by Dietary activities and31.31 o/o by Unclassified activities. 2) Thirty three point eighty seven percent of the total evening time activities were spent by nursing activities, 10.51% by Housekeeping activities, 10.0% by Administrative activities, 4.58% by Clerical activities, 2.46% by Messenger activities, 0.09% by Dietary activities and 38.49% by Unclassified activities, 4. There was no great difference among activities of 5 days.

• 한국산학기술학회논문지
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• 제16권7호
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• pp.4697-4703
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• 2015

본 연구는 병원의 조직차원 경력관리활동이 병원행정직 종사자들의 고용불안 심리에 어떠한 영향을 미치는지를 파악하여, 내 외부 고객과의 상호작용을 강화하기 위한 조직차원의 효율적인 경력관리방안을 제시하고자 하였다. 연구대상은 부산권역에 소재한 종합병원 7개, 병원 7개, 총 14개 병원의 행정직종사자 192명을 대상으로 하였으며, 연구방법은 SPSS통계프로그램을 이용하여 요인분석 및 신뢰도 검정, 회귀분석, 상관분석을 실시하였다. 조직차원의 경력관리활동은 타당성과 내적일관성 검증결과 직접적인 경력관리활동과 간접적인 경력관리활동으로 구분되었으며, 고용불안 심리는 직접적인 경력관리활동에 의해 유의한 영향을 받는다는 것을 알 수 있었다. 그리고 조직차원의 직접적인 경력관리활동 중 '조직구성원들의 경력을 위해 필요한 훈련을 받을 수 있는 대책강구'가 고용불안 심리와 가장 강한 상관관계가 있었으며, '새로운 직무기회에 관한 충분한 정보제공' 과 '직원들을 참여시켜 경력관리 계획과정 개발'도 상대적으로 높은 상관관계를 가지고 있었다. 따라서 고객과의 상호작용을 강화하기 위한 조직차원의 효율적인 경력관리방안은 경력관리 대책 수립 시 조직구성원들을 참여시켜는 것이 바람직함을 시사하였다.

• 한국병원경영학회지
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• 제10권2호
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• pp.1-25
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• 2005

This study purports to investigate the determinants of patient satisfaction and intent to revisit at national university hospitals in Korea. A total of 8 independent variables for outpatients, 9 independent variables for inpatients, and an intervening variable of overall patient satisfaction were selected through literature review. The independent variables for outpatients contain the level of satisfaction with physicians, nurses, ancillary staff, administrative procedure, medical cost, physical environment, facility convenience. and health recovery. With regard to the independent variables for inpatients, the quality of ward services was added to those of outpatients. Each variable contains 3 to 8 items measuring the level of satisfaction with various aspects of the variable. The sample used in this study consisted of 879 outpatients and 821 inpatients. Data were collected with interview survey and analyzed using path analysis. The major findings of the study are as follows: 1) The following variables have significantly positive effect on the intent to revisit of outpatients: health recovery, overall satisfaction, satisfaction with physicians, and ancillary staff. 2) The following variables have significantly positive effect on the intent to revisit of inpatients: health recovery, satisfaction with nurses and physicians, overall satisfaction, and administrative procedure. 3) The following variables of admission procedure, satisfaction with ancillary staff, facility convenience, quality of ward services were found to have significantly positive effect only on the level of overall satisfaction, even though they do not have significant total effect on the intent to revisit. The results of the study indicate that national university hospitals in Korea should make an effort to improve the satisfactory level of patients with clinical outcome, services provided by physicians, nurses, and ancillary staff, and the quality of administrative procedure for enhancing the intent to revisit of patients.

• 디지털융복합연구
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• 제12권10호
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• pp.433-443
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• 2014

본 연구는 병원행정직 근무자들의 직무스트레스와 관련된 요인들을 규명하고자 시도하였다. 조사대상은 전라북도 지역의 30개 병원에서 임의로 선정된 재직자 189명으로 하였으며, 자료 수집은 2014년 6월 1일부터 두달 동안에 무기명 자기기입식 설문지를 통해 이루어졌다. 다중회귀분석 결과, 남성보다는 여성에서, A형 행동유형 점수가 높을수록, 우연신념이 높을수록, 외적통제신념이 낮을수록, 자아존중감이 낮을수록, 사회심리적 스트레스 수준이 높을수록, 우울수준이 높을수록 직무스트레스가 유의하게 높았으며, 투입된 변수들의 설명력은 55.8%이었다. 이상의 연구결과를 볼 때, 병원행정직 근무자들의 직무스트레스를 줄이기 위해서는 A형 행동유형 및 통제신념을 관리하고, 자아존중감을 높이고, 사회심리적 스트레스 및 우울수준울 낮추는 노력이 필요할 것으로 판단된다.