• Journal of The Korea Institute of Healthcare Architecture
• /
• v.25 no.3
• /
• pp.15-23
• /
• 2019

Purpose: As the medical laboratories in general hospitals have made an efforts on quality management and employee health, they recognized the need of design guideline for clinical laboratory. As laboratories are prohibited to patients, their environments are becoming more congested and deteriorated as time goes by. So, this study investigates the current status of facility and equipment of laboratory medicine focusing on less than three hundred patient bed hospitals, and searches the improving matters. Methods: Questionnaires to technologist captains and field surveys to medical laboratories in korean hospitals have been conducted for the data collection. 18 answers have been analysed statistically by MS Excel program. Results: The result of this study can be summarized into followings. Clinical laboratory functions are all hematology, clinical chemistry, immunology, transfusion and urine microscopy, and except for three including microbiology for infection and bio safety level. Average man power of lab are 12.3 man including lab director and captain. Patient bed number, space area and total specimen numbers are not correlated with each other, but specimen numbers and employee number are correlated with. Work space distances are usually good, but exit distances are not adequate for escape owing to obstacles. Specimen delivery system by courier, test method by automatic analyzer, access floor for exposed plumbing and electricities are more practical. Open lab layed out in the center and lab support layed peripheral in space diagram. Lab space configuration by SD method showed that lab support area and employee support area are dissatisfied. Implications: Specialized hospital and yearly total specimen numbers are related to the space area and organization for laboratory planning and design.

• The Korean Journal of Franchise Management
• /
• v.8 no.4
• /
• pp.21-32
• /
• 2017

Purpose - In hotel business, how to build the relationship between leader and employees is very important, because it affects on the customer satisfaction. Thus, this research examines the effect of authentic leadership on job performance in the context of hotel industry and identifies mediating roles of organizational engagement, job satisfaction, and creativity in the relationship between authentic leadership and job performance. This study suggests the guidelines for how hotel companies should improve employee productivity and build a desirable organizational culture by presenting employee attitudes and behavioral models that explain the relationship between leaders and employees. Research design, data, and methodology - This study examines the structural relationship between authentic leadership, organizational engagement, job satisfaction, creativity, and job performance from the employee's perspective. Authentic leadership divide into four sub-dimensions such as self-awareness, balanced process of informations, internalized moral perspective, and relational transparency. In order to test the purposes of this study, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 114 franchise hotel employees and were analyzed using SPSS 21.0 and Smart PLS 3.0. program. Result - The results of this study are as follows. First, authentic leadership have significant impacts on organizational engagement and creativity, but does not have impact on job satisfaction directly. Second, organizational engagement have significant impacts on job satisfaction and job performance, but does not have impact on creativity directly. Third, job satisfaction has significant impact on creativity, but does not have impact on job performance. Fourth, creativity has significant impact on job performance. Conclusions - The findings of this study indicate that hotel leaders should properly implement the authentic leadership and consider how to build a corporate culture to improve an organizational and employee productivity through authentic leadership. Due to the nature of the hotel industry, which relies heavily on human resources, hotel companies must manage their employees with authenticity in order to increase organizational engagement, job satisfaction, and creativity that affect hotel and employee productivity. If hotel employees perceive their leader's authentic leadership, they show more organizational engagement that increases creativity and leads to job performance. Finally, hotel employees can propose creative ideas only if they will be satisfied with their jobs. Therefore, the leader should develop non-monetary or monetary reward system for the employees and, make an efforts to foster creativity of the employees.

• Journal of Korean Public Health Nursing
• /
• v.18 no.1
• /
• pp.27-38
• /
• 2004

The purpose of this study was to improve job satisfaction and welfare of the employees in the long-term mental health care facilities. This study was conducted to examine the job satisfaction of 102 employees in the long-term mental health care facilities. Data were collected through education programmes held in Seoul National Hospital at June, 1. The job satisfaction of employees is $2.60\pm0.40$ in total average score. The job satisfaction in the physical environment item is the highest score, $2.76\pm0.62$. The peer relation item value is the lowest, $2.00\pm0.45$. 2. In the case of consideration of job satisfaction by general characteristics, there was no differences in job satisfaction. According to the job satisfaction by types of licences, by the director's efforts, there was significant differences. Comparing to other employees, the employees who doesn't have any licence were more satisfied. Also the director's efforts was significant variable to improve job satisfaction. 3. The total satisfaction level was influenced by the variables of working condition (0.738), welfare (0.728), allowance(0.714), pride(0.701). The total satisfaction level showed positive correlation of this variables. 2002. The questionnaires included items about general character. facility character. and job satisfaction items of employees. The results of this study were summarized as follows.

• Journal of Distribution Science
• /
• v.19 no.6
• /
• pp.5-19
• /
• 2021

Purpose: O2O Service is a major internet-based distribution industry. The purpose of this study is to confirm the effects of positive psychological capital on job intensity, customer orientation, and the mediating effects of trust of O2O employee. Research design, data and methodology: This study aims to identify the effect of positive psychological capital on customer orientation and job intensity through empirical analysis. 475 questionnaires were used for the final analysis using random sampling methods from O2O employees working at leading distribution companies for hypothesis verification. The analysis methods used for hypothesis testing in this study were analyzed using the SPSS 21.0 statistical package. Results: Empirical analysis shows that it is an important factor in increasing job intensity and customer orientation, and that company trust has a significant influence through mediating effects among variables. Conclusions: In order to enhance job intensity and customer orientation for O2O distribution workers, it is necessary to change efforts with management efforts for positive psychological factors and trust. It is also believed that company trust should be considered as an important factor in the future leadership competency development system in that it can promote positive psychological capital, further strengthening job intensity and customer orientation.

• The Journal of Industrial Distribution & Business
• /
• v.14 no.1
• /
• pp.29-37
• /
• 2023

Purpose: This study is to explore how to enhance an organizational citizenship behavior (OCB) for private companies, boosting their employees; performance. With OCB in place, businesses won't have to worry about employees engaging in harmful or counterproductive actions. Better coordination will benefit employees' skill sets and the company's overall performance. Research design, data and methodology: We used a data extraction form and present it as an appendix. These forms could demonstrate to the reader what the present authors looked for and how they found it. We also investigated to obtain text datasets whether any extractions were carried out in duplicate, and, if so, whether duplicate abstraction was carried out independently. Results: There are four solutions to boost employees' OCB for HR practitioners: 'Creating an Environment that Supports Constructive OCB', 'Encouraging Productive Behavior in the Workplace and Reward properly, 'Integrating Corporate Citizenship into Performance Evaluations', and 'Training to Use OCB and Educating on its Benefits'. Conclusions: Based on the research findings of the current study, this study strongly concludes that OCB should be encouraged, and employers and employees should collaborate on efforts to boost morale and increase productivity. As a direct result of their efforts, their firms enjoy improved earnings while experiencing reduced overhead costs.

• Journal of radiological science and technology
• /
• v.30 no.2
• /
• pp.89-93
• /
• 2007

Contrast medium is a very useful tool for X-ray examinations. But contrast medium has some unavoidable adverse reactions. For those patients who have never received contrast medium before, it is impossible to predict whether they will suffer from certain kinds of adverse reactions. Thus, radiologists should use strategies to minimize adverse events and be prepared to promptly recognize and manage any reactions to the contrast media. If a radiologist commits medical malpractice, he will face civil responsibility. Medical malpractice means a tort or breach of contract that occurs in a medical setting. Medical malpractices happen, despite the efforts of hospital staff. Many courts have applied the traditional doctrine of respondeat superior in actions against organizations for injuries caused by their employees. It is a legal doctrine, which states that an employer is responsible for employee actions performed within the course of the employment. A hospital is an organization for health purposes. An organization may be convicted of an offense committed by an employee of the organization acting in its behalf and within the scope of his office or employment. Organizational liability involves a wide variety of legal issues, including tort liability, wrongful employment practices, personal injury, breach of fiduciary duty, and so on. Many executive directors of organizations are aware of their personal and organizational risks of exposure to legal liabilities. The employer must have the right to control the physical conduct of the employee and must consent to receive the employee's services, while expecting some benefits from the services offered. Therefore, legal liability can be imposed for improper selection, assignment, training, and supervision of employees. In conclusion, the hospital itself has organizational liability for adverse reactions to the contrast medium.

• The Korean Journal of Food And Nutrition
• /
• v.26 no.4
• /
• pp.967-974
• /
• 2013

The purpose of this study is to measure the priority items according to attributes and analyze the differences between the importance and satisfaction rates through the IPA for the university service. The results in the study are as follow: First, from the result of the factorial analysis, 5 factors are included First, the possibilities for development of universities, universities' physical environment, Universities' administrative (employee) services, majors' educational services, and majors' laboratory environment. Second, as the total average value for important attributes of the universities is 3.50 and the average value of satisfaction is 2.91, there were significant differences (p<0.001). Third, in the analytical result of IPA, the 1st quadrant includes faster developments than other universities, departments' characterization, etc. The 2nd quadrant includes the convenience to issue all kinds of certificates, kindness of administrative staffs, etc. The 3rd quadrant includes convenience of the procedure to improve unsatisfactory services, development efforts to benchmark advanced universities, etc. Finally, the 4th quadrant includes heavy investments in education and environment, efforts to reflect students' demands, and needs, etc. Even though the importance of research subjects related to university services for these attributes is high, they are not fully satisfied, and there are plenty of dissatisfied students. Therefore, urgent supplementations to increase students' satisfaction rates are important. Form the results of the study, it has been found that urgent efforts to improve satisfaction rates of university students who major in catering cooking in the university services are essential and special plans to build competitive systems which can provide high-quality services are also necessary.

• Journal of the Korea Safety Management & Science
• /
• v.9 no.4
• /
• pp.49-56
• /
• 2007

It is known that human factors account for 80 percent of all railway accidents. To reduce human errors must be the most efficient shortcut to railway safety. For public transportation employees like railway, the more delicate safety management should be executed in individual level. However, there are rarely efforts to improve safety performance of workers who are the subject operating the railway system. This paper develops a hierarchy model to evaluate the human safety performance in railway industry. To evaluate the model, AHP (Analytic Hierarchy Process) methodology is adopted. The hierarchy model is composed of four levels which are objective, two criteria, specific factors of criteria, and rating scales. In addition, since employees for evaluation are over 10, the pairwise comparisons for rating scales are carried out by the absolute measurement. We explore the applicability of AHP to the performance evaluation of railway safety workers by an example and also investigate the changes of alternatives that are railway employees according to the changes of human characteristic which is one of criteria.

• Journal of Korean Society of Occupational and Environmental Hygiene
• /
• v.10 no.1
• /
• pp.147-159
• /
• 2000

The NIOSH health hazard evaluation program (HHE program) was created in response to the mandate to determine the toxic effect and potential health hazard of workplace exposure, which is found in Occupational Safety and Health Act of 1970 and the Federal Mine Safety and Health Act of 1977, A primary benefit of HHE program is its ability to provide current health hazard data to employers and employees, which assists them in identifying solutions to occupational health and safety problems in their workplaces, The HHE program also stimulates research in the development and review of sampling methods and diagnostic tests and may prompt additional exposure assesment efforts and toxicological and epidemiological studies. HHE projects also provide human exposure-toxicity data that are used to asses the validity of existing occupational health standards and to support criteria for new standards of recommendation, The HHE request is classified into four categories: 1) category 1: As a administratively invalid, 2) category 2: These are valid requests for which a site visit is not essential to an appropriate response, 3) Category 3 : These are valid requests for which a site visit is necessary for an adequate evaluation, 4) These are valid request which present a complex problem or an opportunity for research, To carry out HHE program one or methods of investigation might be used: 1) direct observation and evaluation of production processes and employee work practices 2) employees exposure level and air contamination level 3) medical test or physical examinations of employees 4) private, confidential interviews with employees 5) review of employer's record of injuries and illness, employee exposure data, medical tests and job histories. After investigation and analysing the data, NIOSH issues a final report, giving finding and recommendation.

• Journal of the East Asian Society of Dietary Life
• /
• v.24 no.1
• /
• pp.143-155
• /
• 2014

The purpose of this study was to analyze adaptation for Korean foods and satisfaction for university foodservice by nationality and residence period of Chinese and Japanese university students in Daejeon, Republic of Korea. Among 330 questionnaires distributed to Chinese and Japanese students, 294 complete questionnaires (89.1%) were analyzed. The questionnaire included two 5-point scales for measuring levels adaptation of for Korean food and satisfaction with university foodservice, respectively. Japanese students' level of adaptation for Korean food (3.16) was significantly higher than that of Chinese students (2.96). As the length of residence in Korea increased, the frequency of using university lunch service per week significantly decreased. The main factor when selecting a menu item was food taste (39.8%, 22.8%) in both Chinese and Japanese students, whereas the next main factor was preference (16.4%) in Chinese students and nutrition (18.7%) in Japanese students. The preferred cooking methods for meat were stir-frying (31.6%) and roasting (25.9%). For fish, Chinese students preferred braising (32.7%), whereas Japanese students preferred roasting (26.8%). Both Chinese and Japanese students preferred sukchae (45.6%, 43.1%) for vegetables. Factor analysis grouped 17 items measuring university foodservice into four factors, 'sanitation & employee service', 'physical environment', 'food' and 'customized menu & information' and the mean scores were 3.56, 3.30, 3.20 and 3.00, respectively. Chinese students were significantly more satisfied than Japanese students with the 'physical environment', 'sanitation & employee service' and 'customized menu & information'. These results suggest that efforts such as developing a greater variety of menu items with mild tastes and somewhat less flavor, applying preferred cooking methods, offering special menus for foreign students, providing nutrition information on menus, and offering a description of menu items in the foreign languages could improve Chinese and Japanese students' levels of satisfaction with university foodservice.