• 한국건축시공학회:학술대회논문집
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• 한국건축시공학회 2022년도 봄 학술논문 발표대회
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• pp.41-42
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• 2022

The management of defects in barracks facilities is carried out in such a way that defects found by the facility's manager are listed and requested to be repaired by the contractor. However, the standards and methods for the inspection of defects in the management of these defects are not specified in detail, so it is difficult to check the defects in detail. In response, the study first analyzed the current status of the number of defects that occurred in 2021 at official residences and barracks of certain units. As a result of the analysis, the number of defects that were not taken care of and that were not taken until the previous month was more than 10 cases on average per month. In order to reduce the number of such defects, major improvements in the field, timing, and safety inspection were found after the inspection of the military's facilities and safety, and the analysis of the manual of maintenance management. In addition, items for improvement of the checklist were derived through an analysis of the repair of defects caused by the unit's official residence and a total of 10 barracks facilities. Based on this, a checklist was proposed to manage defects in barracks facilities through interviews with military facility managers.

• Human Ecology Research
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• 제61권1호
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• pp.103-122
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• 2023

The purpose of this study was to explore the personal experiences of businesswomen regarding appearance management and their body image. To achieve this, diverse perspectives were employed, including critical, practical, and positive body image perspectives. Interviews were conducted with 17 Korean businesswomen with more than 10 years of work experience. The data were analyzed using a phenomenological approach to understand their lived experiences of appearance management and body image. The participants acknowledged that appearance is important in the workplace - more so for women than for men. They commented that appearance may play an important role in displyaing social attractiveness to strangers, but other elements of social attractiveness such as liveliness or social skills take prominence in established relationships. Businesswomen, particularly those whose professions involve the display of appearance, are more likely to engage in aesthetic labor or the unpaid labor of managing their physical appearance in order to meet expectations at work. In general, however, these women considered appearance management to be a practice of self-care which seems to demonstrate their positive body image. This study has significance in that it strived to understand the subjective, lived experiences of businesswomen, including their thoughts and emotions related to appearance management and body image.

• 한국임상약학회지
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• 제33권4호
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• pp.221-241
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• 2023

Background: The purpose of this systematic review was to investigate the effects of digital therapeutics for insomnia on sleep disorders and mental health improvement compared to the control group. Methods: Following the guidelines on systematic review(PRISMA, NECA), a literature search was conducted through PubMed, Cochrane Library, EMBASE, RISS, KISS, and KoreaMed using keywords. The Cochrane Risk of Bias Tool and Review Manager version 5.3 were used for risk of bias and effect size assessment. Results: Thirty eight RCT met criteria for inclusion. When compared against three control conditions, the digital therapeutics for insomnia was an effective intervention for improvement sleep disorders and mental health in comparison to waiting list and Patient-directed care with some intervention by medical staff. However, digital therapeutics for insomnia were no more effective than face-to-face CBT-I control group. Conclusion: The efficacy of digital therapeutics for insomnia was evaluated differently depending on the control group. Therefore, in phase 3 clinical trials for efficacy evaluation, it is necessary to review whether the control group has been properly established.

• 대한간호학회지
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• 제19권2호
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• pp.212-222
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• 1989

When the head nurse who is pivotal in the nursing service administration of the hospital performs efficiently as a first-line manager, the effectiveness of the nursing unit, which includes the quality of nursing care, the jab satisfaction of staff members, and the cohesiveness of staff members is increased. With this point of view in mind, the researcher carried out a study to determine the actual work (the content of the work, the work process, the role of the head nurse, the activity media, and the purpose of the work) of the head nurse in a university hospital in Korea. In addition, this study was also carried out for the purpose of preparing an ideal model for the work of the head nurse. The research subjects were 39 head nurses. This included all the head nurses in two university hospitals except those who were working in outpatient care, operating rooms, central supply, nursing administration, in-service education and emergency care. Data were collected from September 24th to October 21th, 1987 and April 4th to 12th, 1988. A work activity record on which the head nurse recorded directly in a chronological narrative form, was used as the research instrument. The 234 work activity records, 39 head nurse's continuous recording over 6 days(from Monday to Saturday) were collected and analysed. The results were as follows ; 1. With regard to the work content for the total daily work of the head nurse, 45.2% of the activities were managerial activities but 58.1% of the head nurse' s time was spent in direct patient care. 2. With regard to the work process of the head nurse, specifically the location, the size and membership of groups contacted, the results were as follows : 1) Of the total daily work activities 92.4% were carried out in the nursing unit and this occupied 84.5% of total daily work time. Direct patient care was generally performed on the nursing unit and managerial work was performed in other areas. 2) Of the total daily work activities, 73% was with one or more persons and 51.2% of total daily work time was spent in groups. 3) A total of 51 persons, working in different capacities were contacted. These included 21 persons giving patient care, 19 persons working in nursing unit management, and 7 persons working in human resource management. 3. With regard to the head nurse's role in work activity, 53.3% of total daily work activities involved the informational role, 26.9%, the interpersonal role and 19.9%, the decisional role. With regard to time, 57.7% was spent in the informational role, 23.9%, in the interpersonal role and 18.3%, in the decisional role. When the head nurse performed managerial work, she gave nearly equal emphasis to all three roles when she gave direct patient care the informational role was increased. 4. With regard to the activity media, the number of unscheduled activities accounted for 27.1% of the activities, scheduled activities, 24.3%, desk work activity, 22.1%, rounds, 12.5% and telephone calls, made or received, 14.0%. In daily total work time managerial work related to desk work and scheduled activities were high, ranging from 29.8% to 29.9% but for direct patient care time, scheduled activities and unscheduled activities were high, ranging from 23.6％ to 35.3%. 5. With regard to the purpose of the work performed, 54.4% of the total daily work was concerned with the team and 41.4% was concerned with the agency. The managerial work was concerned mainly with the team and the direct patient care was concerned mainly with the patient. When the frequency of an activity and time were compared no significant difference was found between the days for which the work was recorded for any of the variables : the work content, the work process, the work role, the activity media and purpose of the work. On the basis of this study the following are proposed as an ideal model for head nurse work in Korea : The managerial work should be increased to 70%. The decisional role activities should be increased to 40%. Twenty percent of the work activity should be allocated to agency, community and profession. It is believed that this model for the head nurse's work can contribute to guidelines for job description development. Finally, educational programs, organizational and structural devices, and administrative support are needed for the proper function of the head nurse in this proposed model.

• 한국직업건강간호학회지
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• 제4권호
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• pp.58-83
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• 1995

The small scale industries which have less than 30 employees occupy 86.5% of total number of industries in Korea. And though they have higher accident rate and lower environmental condition than big industries, it has been not mandatory to appointing health care manager at factory. So, from 1993, government subsidizes to the health care management of small industries. The purpose of this study is to identify the real feature of health care status in small industries, and to evaluate the level of health care management, before and after the subsidiary program. 65 small plating industries which have been managed by the same health care management support institution in 1993 were selected for study. Of the 65 industries, 3 which have not taken both environmental evaluation and health screening in 1994, and 9 which have closed were excluded from study sample. And the remaining 53 were analyzed by using the results of environmental evaluation and health screening, reported to the Ministry of Labor, before and after the subsidiary program, the analysis was done by the comparison of the two year paired data of the same industry. Over-permissible-limit rate, health screening implementation rate, above grade C rate were calculated and compared. The status of health care management ; 1. Of the sample industries, 96.9% provide protective equipment and 80.0% set up ventilating system. Protective gloves (89.2%) and protective clothing (80.0%) are widely provided, but ear plugs (4.6%) are rarely provided. 21.5% of the protective equipment are well put on, and 40.4% of the ventilating systems function well. 2. In 1993, 35 industries, 53.8% of the sample, checked working environment twice. Over-permissible-limit rates of heavy metal (12.2%), suspended particle (11.1%), noise (5.5%) were high. To put on protective equipment and to set up local ventilating system were pointed out by the examiners. 3. General health screening was done at 63.1% of the sample industries and 35.3% of total workers were examined. Specific health screening was done at 93.8% of the sample industries and 75.4% of workers were examined. 15.5% of workers was provided to be above grade C and to have digestive system disease (43.3%), circulatory disease (18.9%), and hematopoietic disease (14.2%), etc. 4. In 1993, the subsidiary program of health care management was provided in forms of health education, health counseling, and rounding check of working field. And 61.5%, 83.0%, 55.4% of sample industries respectively received it. The average visit per industry was 1.8. Comparisons of the level of occupational health before and after the subsidiary program ; 1. Over-permissible-limit rates of hazardous factors of 1993 and that of 1994 were compared. The rates of suspended particle, noise, organic solvent of 1994 (37.5%, 13.4%, 24.2% respectively) were higher than that of 1993 (25.0%, 6.0%, 6.3% respectively). In the case of acid, there was no difference between the rate of 1993 and that of 1994. Only the rate of heavy metal decreased from 12.9% in 1993 to 3.0% in 1994. 2. General health screening was done at 38.7% of the sample industries in 1993 and at 44.6% in 1994. But the implementation rate of specific health screening decreased from 72.4% in 1993 to 64.6% in 1994. 3. The implementation rate of specific health screening was analyzed by some health factors. The rate of suspended particle increased from 61.8% in 1993 to 91.2% in 1994. But the rates of the others-noise, organic solvent, heavy metal, specific chemical substances-decreased. 4. Above grade C rate in health screening increased from 27.8% in 1993 to 35.5% in 1994. But that of endocrine disorders and pulmonary disease decreased.

• 동아시아식생활학회지
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• 제21권4호
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• pp.577-586
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• 2011

본 연구는 경기 지역 보육시설 시설장을 대상으로 급식운영 관리의 전반적인 실태를 시설유형별로 분석하여 영유아 보육시설의 실제적인 급식운영 방안 마련을 위한 기초자료를 제공하고자 하였다. 본 연구의 결과를 요약하면 다음과 같다. 1. 시설장은 여성이 97.1%로 대부분이었으며, 학력은 전문대졸 이상이 80.2%로 높은 편이었다. 운영기간은 5년 이하(72.2%)가 가장 많았는데, 특히 가정보육시설이 83.7%로 최근 크게 증가한 것을 알 수 있었다(p<0.01). 원아 수는 20명 이하(52.5%)가 가장 많았고 국 공립의 75.0%, 민간시설 84.0%, 가정보육시설 100.0%가 원아 100인 이하 시설이었다. 영양사 고용은 8.8%로 매우 낮았으나, 조리사 56.9%, 조리원은 35.6% 고용하고 있었고 시설별 차이(p<0.001)를 보였다. 2. 급식은 직영이었으며, 급식 횟수는 1회가 77.2%로 가장 많았으며, 간식은 대부분 2회 제공(89.2%)이었고, 1일 평균 급식비는 1,877원으로 유형별 차이는 없었다. 3. 조리실은 97.0%가 갖추었으나, 식당은 4.0%에 불과해, 배식은 88.7%가 교실에서 이루어져 위생관리의 어려움이 있을 것으로 보인다. 식품보관 창고는 29.7%가 있다고 응답했으며, 국 공립 55.0%, 가정보육시설 24.6%, 민간시설 20.8% 였다(p<0.001). 4. 식단은 94.1%가 주기적으로 작성하였으나 보육정보센터 이용이 47.1%로 가장 많았으며, 식단작성시 메뉴에 대한 정보 또한 보육정보센터 이용(86.4%)인 것으로 나타나, 보육정보센터의 활용에 대한 체계적인 관리가 필요할 것으로 보인다. 식단작성시 고려사항으로는 영양적 균형이 86.2%로 높았다. 급식생산에 표준레시피는 38.0%가 사용하고 있었고 국 공립이 68.4%로 가장 많았고 민간시설 37.5%, 가정보육시설 28.1%로 유의적인 차이가 있었다(p<0.01). 5. 식재료 구매는 시설장(86.7%)이 주로 담당하였고 조리사(10.2%), 영양사(3.1%)의 순이었다(p<0.001). 구매 방법은 직접 구매 방식이 85.7%로 대부분이었고, 수의계약은 5.1%에 불과한 것으로 나타났다(p<0.001). 구매 횟수는 매일(36.0%), 주 2~3회(32.0)%, 필요할 때마다(18.0%), 주 1회 (14.0%)의 순으로 매일 구매가 가장 많았다(p<0.05). 6. 조리기구 중 전자레인지(92.2%), 믹서기(83.3%)의 보유율은 높았으나, 오븐(36.3%), 토스터기(27.5%), 튀김기(19.6%)의 보유정도는 낮았다. 위생기구에서는 정수기는 전체의 90.2%대부분의 시설에서 갖추고 있었으나 식기세척기는 37.3%만이 갖추고 있었고 칼도마 소독고와 자외선 식기소독고의 보유율은 시설유형별 차이가 있었다(p<0.01). 손전용 세정대는 52.9%가 보유하고 있어 개인위생을 위해 확대 설치가 필요할 것으로 보인다. 적온급식을 위한 보온/보냉고는 37.3%에 불과하였고 특히 보존식 전용 냉동고는 36.3%로 국공립(70.0%), 민간시설(40.0%), 가정보육시설(22.8%) 순으로 유의적인(p<0.001) 차이가 있었는데, 급식위생기기 보유 정도는 낮은 편이었다. 경기 지역의 보육시설은 2010년 현재 11,373개로 전체 보육시설의 29.6%를 차지할 정도로 비중이 크다고 할 수 있다. 본 연구에서 보다 많은 시설을 대상으로 조사가 이루어지지 못해서 결과의 해석에 한계가 있을 것으로 보여지며, 특히 최근 가정보육시설의 급속한 증가에 비해 급식운영에 대한 연구가 부족한 실정으로 앞으로 보육시설의 규모와 특성, 시설유형에 따른 운영방식을 고려한 많은 연구가 이루어져야 할 것으로 사료된다.

• 간호행정학회지
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• 제5권3호
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• pp.477-500
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• 1999

Korean labor market has showed remarkable change of the increase in the amount of unemployment and contingent employment since IMF bailout agreement. There is a theoretical position to explain this increase in contingent employment at hospitals with the notion of flexibility. The high flexibility of employment due to the increase of contingent employees is becoming very important part in new business strategy of hospitals. The types of contingent employment of the nurse are part-time employment temporary employment, fixed-term employment, and internship which was introduced in early 1999. Recently, Korean health care industry managers have paid attention to the customer oriented service, rationalization of business administration, service quality control so that they can adjust their business to outer environment. Especially their efforts concentrate on the wage reduction through efficient and scientific control of man power because wage shares about 40% of total cost. This dissertation aims at verifying the phenomena of the contingent employment of the nurse and analyzing the related factors and problems. To rephrase these aims in ordinal: First, verifying the phenomena of contingent employment of the nurse. Second, verifying the problems of that phenomena. Third, analyzing the related factors of the contingent employment of the nurse. To accomplish these research goals, a statistical survey was executed. in which 384 questionnaires-66 for manager nurses, 318 for contingent nurses - were given to nurses working at 66 hospitals-which have at least 100 beds-in Seoul. Among them, 187 questionnaires-38 from manager nurses, 149 from contingent nurses'- 'were returned. Then, the data coded and submitted to T-test, $X^2$ -test, variance analysis(ANOVA), correlation analysis, multiple regression analysis, Logistic Regression with SAS program. The research results of the contingent nurses are followings: 1. The average career term at the present hospital 8.4 months: duty-on days per month are 24.2 days: working time per day is 7.9 hours. These results showed little difference from regular nurses. 2. Their wage level is about 70% of regular nurses except for internship nurses whose wage level is 41% of regular nurses. To break down the wage composition, part-time nurses and internship nurses get few allowance and bonus. And contingent nurses get very low level of additional pay except for fixed-term nurses who are under similar condition of employment to regular nurses. These results show that hospital managers are trying to reduce the labor cost not only through the direct way of wage reduction but through differential treatment of bonus, retirement allowance, and other additional pay. 3. The problem of contingent employment: low level of pay; high level of turn-over rate: weakening of union; low level of working condition: heavy burden of work; inhuman treatment. The contingent nurses consider these problems more seriously than manager nurses do. What manager nurses regard problematic is the absence of feeling-belonged and responsibility of the contingent nurses. 4. The factors strongly related with the rate of the number of contingent nurses for the number of regular nurses; gross turn-over nurses; average in-patients per day; staring wage of graduate from professional college: the type of hospital ownership; the number of beds; the gap between gross newcomer nurses and gross turn-over nurses. The factors related with their gross wage per month; the number of beds; applying of health insurance; applying of industrial casualty insurance; applying of yearly-paid leave; the type of hospital ownership; average out-patients per day; gross turn-over nurses. The meaningful factors which make difference by employment type: monthly-paid leave; physiological leave. The logistic regression analysis using these two factors shows that monthly-paid leave is related with the type of hospital ownership; the number of beds; average out-patient per day, and physiological leave is related with the gross newcomer nurses; gross turn-over nurses; the number of beds.

• 지역사회간호학회지
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• 제10권1호
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• pp.93-105
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• 1999

Recently, Korean health care industry managers are paying more attention to customer oriented service, the rationalization of business administration, and quality control of service to adjust their business to outer environment since IMF bailout program. They are focusing on the cost reduction through remodeling the size and structure of man power, viz. labor flexibility. Nurses are not free from this juncture and contingent nurses are increasing fast. This article intends to verify the actual condition of two types of contingent nurses -part-time nurses and internship nurses-and to compare their job satisfaction to provide basic resource for efficient management of nurse man power. The concrete goals of this article are; Firstly, to verify the actual condition of their employment. Secondly, to compare their job satisfaction. And Thirdly, to the relation between employment condition and job satisfaction. To accomplish these research goals, a statistical survey was executed, in which 384 questionnaires - 66 for manager nurses, 318 for contingent nurses-were given to nurses working at 66 general hospitals-which have at least 100 beds-in Seoul. Among them, 121 questionnaires-of 28 general hospitals-were returned. Then, the data coded and submitted to mean, standard deviation, T-test, variance analysis (ANOVA), correlation analysis, multiple regression analysis with SAS program. The research results of the contingent nurses are followings: 1. Two types of contingent nurses shows similar age spans: they are mostly 21 - 30 years old and unmarried. But internship nurses have high level of educational career. Part - time nurses spread at general beds, out -patient part, intensive care part, operation part, etc, but internship nurses work mostly at general beds. 2. Two groups shows difference in actual employment condition: average employment career of part -time nurses is 7.0 months but internship nurses' is 2.0 months: average duty-on days per month of part - time nurses are 23.7 days but internship nurses' are 24.8 days. But there are little difference in average working time per day: 7.7 hours for part -time nurses and 0 hours for internship nurses. 3. The average wage per month for part -time nurses is 836,026 won but for internship nurses is 557,428 won-66.7% of part-time nurses'. Both groups are enjoying little additional pay. 4. Both groups are getting job not so much through advertisement of newspaper or hospitals as through acquainted person or college. 5. Both groups show very high level of job satisfaction: 3.2195 for part -time nurses and 3.2881 for internship nurses. But they show very low satisfaction on payment level compared with other categories and two groups show meaningful difference(P<.0001). 6. The multiple regression test reveals the factors related with job satisfaction: wage level, working part(OR or ICU), age, job career, and motive of contingent job-taking('because I can take care of family duties at the same time') influence positively: motive of contingent job-taking('because I can work regularly without alternation') influences negatively.

• 한국치위생학회지
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• 제16권6호
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• pp.1033-1045
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• 2016

Objectives: This research was conducted to recognize dental health care employees' awareness of patient safety culture and to examine the association between awareness of patient safety culture and patient safety activities. Methods: The subject of this research includes the dental health care employees from 11 different dental hospitals in the nation, dental offices in the 6 different general hospitals in Seoul, and 4 different private dental offices in 2014. A self-reported questionnaire was completed by 485 dental health care employees from March 17 to April 3, 2014. Multiple regression models were used in the analysis. Results: First, the dental health employees' awareness of patient safety culture was 3.25 on average. The extent of patient safety activities was 2.75. The behavior of the supervisor/manager and the adequate explanation showed positive correlation with r=0.213 (p<0.001). The process of communication and the preventative inspection of the medical equipment showed negative correlation with r=-0.258 (p<0.001), and especially the awareness of patient safety culture and the infection control exercise showed the most significant correlation (r=0.293, p<0.001). Second, hospital environment factor of patient safety perceptions positively were related to most of patient safety management activities after controlling several covariates. Conclusions: The result of this research showed that most of the patient safety culture perceptions positively were correlated with patient safety activities. We also found that proper hospital environment, simple communication process, and positive perceptions for patient safety level were more likely to perform patient safety management activities after controlling several covariates. Improving the patient safety perceptions of dental hospital workers is an important consideration.

• 한국콘텐츠학회논문지
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• 제22권2호
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• pp.752-761
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• 2022

본 연구는 의성지역 내에서 치매 노인시설 중 요양병원 3곳에 종사하는 간병인을 대상으로 치매노인의 문제행동에 대한 간병인의 보호관리 실태와 문제점을 파악함으로써 대상자 중심 돌봄을 개발하기 위한 기초 자료를 제시하려는 데 그 목적이 있다. 2021년 1월부터 2021년 7월까지 요양병원에 근무하는 임상에서 치매노인들의 돌봄을 직접 하고 있는 1년차 미만 간병인 1명과 1-3년차 간병인 5명, 4년차 이상 간병인 2명, 이들을 관리, 감독하는 간호사 3명, 사무국장 2명 등 총 13명을 대상으로 하였다. 질적 사례 연구로 치매노인의 문제행동에 대한 간병인의 보호관리 실태를 정신적인 측면, 신체적인 측면, 관계적인 측면으로 결과를 나열하였으며, 간호사 및 병원관리자 입장에서의 간병인의 보호관리 실태에서는 간호사의 돌봄과정에서의 갈등, 병원 관리자와의 돌봄과정에서의 갈등의 결과를 사례 중심으로 나열하였다. 보다 구체적으로 치매노인 문제행동을 이해하고 이를 바탕으로 하여 실제적인 관리 방법을 고안하고 검증하고자 하는 연구자들의 노력과 열정이 절실히 필요하며, 치매 노인의 문제행동과 그 실태에 대해 심도 있게 파악하기 위해 질적 연구방법을 통한 임상에서의 다양한 사례 연구의 데이터를 확보할 필요가 있을 것이다.