• The Korean Journal of Health Service Management
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• v.14 no.1
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• pp.79-91
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• 2020

Objectives: The objective of this study is to present the basic data required for effective communication by identifying the effects of communication within the hospital organization on organizational conflict and organizational performance. Methods: For this study 298 medical workers and general administrative staff working in small and medium hospitals were selected. Results: Upward and downward communication had a negative effect on individual conflict and on upward, and horizontal communication between individuals. Likewise, horizontal communication had a negative effect on conflict between groups. Upward, downward, and horizontal communication are defined based on organizational performance. It has been shown to affect. Conclusions: In order to improve conflict management and performance within hospital organizations, effective communication plans appropriate to the situation and targets have to be developed.

• Journal of Korean Critical Care Nursing
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• v.3 no.1
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• pp.15-28
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• 2010

Purpose: This study was conducted to explore and compare the level and type of nursing ethical values according to career and nursing units of clinical nurses, Methods: The subjects were 944 nurses working in General Hospital in Seoul and the data were collected from March 8 to August, 2007 using the nursing ethical values questionnaire, The collected data were analyzed using SPSS WIN 10.0 program. Results: The results were as follows; The level of clinical nurses' ethical values were significantly different according to career and nursing units (p<.01) and it was found that most clinical nurses had deontological ethics in the areas of professional nursing domain ($2.77{\pm}.31$), cooperative relations domain ($2.90{\pm}.26$) and customer relation domain ($3.03{\pm}.32$). but that they had utilitarian ethics in human life domain ($2.53{\pm}.32$). Conclusion: Different approaches are needed to develop to establish clinical nurses' ethical values based on career, characteristics of nursing unit and various clinical situations.

• The Korean Journal of Health Service Management
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• v.13 no.3
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• pp.1-12
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• 2019

Objectives: The purpose of this study was to provide hospital management diagnosis status and basic data required for the future development of hospital management diagnosis program. Methods: We conducted a questionnaire survey on administrative staff of manager level or over of medical institutions in B metropolitan city. Results: As a result of analyzing the relative influence of the needs by hospital management diagnosis indicator, the effect of financial analysis indicator, patient treatment record indicator and medical revenues indicator were high in the medical institutions with number of beds of 100 beds or over and general hospital level or over both on a hospital level and on an individual level. Conclusions: Since the existing laws or systems are centered on large major hospitals, the management environment is very unfavorable for small and medium hospitals as can be seen from the results of this study. Therefore, the government should improve the transparency and rationality of the hospital management environment in Korea through regulation and system reforms that can be applied to all medical institutions.

• Korea Journal of Hospital Management
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• v.7 no.2
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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.

• Safety and Health at Work
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• v.12 no.3
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• pp.390-395
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• 2021

Background: Health-care providers typically undergo shift work and are subjected to increased stress. Night shift work may induce disturbed sleep cycles and circadian rhythm. The objective of this study was to explore if night shift workers (NSWs) show an increased risk of abnormal thyroid-stimulating hormone (TSH). Methods: We conducted a retrospective cohort study of 574 employees without thyroid disease and abnormal TSH at baseline who underwent annual check-ups between 2007 and 2016 in a medical center. NSWs were defined as those with working time schedules other than daytime hours. We calculated the incidence rate and estimated the adjusted hazard ratio (HR) for incident abnormal TSH and subclinical hypothyroidism compared with non-NSWs using a Cox regression model. Results: A total of 56 incident abnormal TSH cases and 39 subclinical hypothyroidism cases in NSWs were identified during 3000 person-years of follow-up. In models adjusted for age, sex, obesity, and working departments, we found no increased relative risk for incident abnormal TSH (HR: 0.72, 95% confidence interval: 0.33-1.60) or subclinical hypothyroidism (HR: 0.52, 95% confidence interval: 0.19-1.45) when comparing NSWs to non-NSWs; nor were incidence rates significantly different among exclusively medical employees after excluding administrative staff. Conclusion: In this hospital-based nine-year follow-up retrospective cohort study, NSWs were not associated with increased relative risk of incident abnormal TSH and subclinical hypothyroidism, in contrast to previous cross-sectional studies.

• Journal of Korean Academy of Nursing
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• v.35 no.8
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• pp.1493-1499
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• 2005

Background. Adequate staffing is necessary to meet patient care needs and provide safe, quality nursing care. In November 1999, the Korean government implemented a new staffing policy that differentiates nursing fees for inpatients based on nurse-to-bed ratios. The purpose was to prevent hospitals from delegating nursing care to family members of patients or paid caregivers, and ultimately deteriorating the quality of nursing care services. Purpose. To examine nurse staffing levels and related factors including hospital, nursing and medical staff, and financial characteristics. Methods. A cross-sectional design was employed using two administrative databases, Medical Care Institution Database and Medical Claims Data for May 1-31, 2002. Nurse staffing was graded from 1 to 6, based on grading criteria of nurse-to-bed ratios provided by the policy. The study sample consisted of 42 tertiary and 186 general acute care hospitals. Results. None of tertiary or general hospitals gained the highest nurse staffing of Grade 1 (i.e., less than 2 beds per nurse in tertiary hospitals; less than 2.5 beds per nurse in general hospitals). Two thirds of the general hospitals had the lowest staffing of Grade 6 (i.e., 4 or more beds per nurse in tertiary hospitals; 4.5 or more beds per nurse in general hospitals). Tertiary hospitals were better staffed than general hospitals, and private hospitals had higher staffing levels compared to public hospitals. Large-sized general hospitals located in metropolitan areas had higher staffing than other general hospitals. Occupancy rate was positively related to nurse staffing. A negative relationship between nursing assistant and nurse staffing was found in general hospitals. A greater number of physician specialists were associated with better nurse staffing. Conclusions. The staffing policy needs to be evaluated and modified to make it more effective in leading hospitals to increase nurse staffing.

• Journal of Digital Convergence
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• v.15 no.4
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• pp.365-375
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• 2017

This study is executed to investigate convergent factors to Job Satisfaction(JS) among Hospital Administrative Staff(HAS). The survey was administered to 221 staff from 11 general hospitals located in Jeonbuk area from Nov. 1st, 2016 to Jan. 31st, 2017. The structured self-administered questionaries were used. The hierarchical multiple regression analysis shows the following results. The JS of respondents turned out to be significantly higher in following groups: a group without work shift, a group with more employees, a group in which self efficacy is higher, a group in which skill variety in job characteristics is higher, a group in which interpersonal conflict and lack of reward in occupational stress are lower. The results show explanatory power of 61.0%. The results of the study indicate that the efforts, to increase self efficacy, and to manage job characteristics and occupational stress, are required to improve the JS among HAS. The results are expected to be useful for the program and human resource management to related to the JS among HAS. In the following study, the analysis of structural equation modeling about additional factors of the JS among HAS will be needed.

• Korea Journal of Hospital Management
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• v.3 no.1
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• pp.62-82
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• 1998

The purpose of this study is to assess the cause and level of conflict arising within and between departments among administration office workers who work in a recently established tertiary hospitals of a major cooperation or related non-profit cooperation: The study also aimed to find methods for resolution of such conflicts by comparing with other existing university hospitals. The subject population included 299 business administration office workers randomly selected from two cooperate related tertiary hospitals of less than 3 years in its existence and two university hospitals over 700 beds in Seoul and Kyong In area. Data were collected through a survey questionnaire. To define related factors for the level of conflict among departments in each hospitals multivariate regression analysis was conducted. Independent factors were characteristics of subjects, conflicting factors within and between the departments. The results are as follows: 1. Those in the 30-39 rears of age group demonstrated significantly higher level of conflict between departments. Those working in the new hospitals, who were older and had long-term tenure, and those with short-term job experience at current working hospital had higher level of conflict between the departments with statistical significance. 2. Concerning the involvement of conflicting factors and the level of conflict in the administration there was statistically significant positive correlation between reliability and job-related intra- and interdepartmental level of conflict in existing hospitals. There was a significant positive correlation between intradepartmental conflicting factors of mutual dependence, difference in goal/orientation and intra- and interdepartmental level of conflict. 3. In multivariate regression analysis, women more than men, and those who had worked for many years in hospitals had statistically significant influence on factors involved in interdepartmental level of conflict, explaining 51.0% of the model. 4. In existing hospitals, gender was a significant factor with women showing a higher level of interdepartmental conflict compared to men. Among the interdepartmental factors, mutual dependence had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the new hospitals, job position was a significant factor which showed that those in high position such as section chief or above, compared to those in managerial or general position had higher level of conflict. Among the interdepartmental characteristics, factors of mutual dependence and goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the new hospital setting efforts to reduce conflict in areas among workers with high position, old age, and long tenure and those in Purchasing, Material and Computer Department should be made and prudent management and planning for improved manpower and increased budget or efficient allocation and clear definition of job description are necessary to adequately assess and make improved efforts for rapid stabilization of the premature hospital system from its inception, In the existing hospitals a lack of conflict within and between departments may give rise to stagnation or inefficiency of the organization. Future study are needed with respect to the relationship between interdepartmental level of conflict and the effectiveness of the hospital organization for improved resolution of conflict in the organization and hospital management.

• Journal of Korean Biological Nursing Science
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• v.23 no.4
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• pp.318-329
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• 2021

Purpose: This study was conducted to identify factors affecting COVID-19 vaccination and associated side effects among health care workers in a small and medium-sized hospital. Methods: In May 2021, 301 workers out of a total of 670 working in a small and medium-sized hospital in Gyeonggi-do, were surveyed. The small and medium-sized hospital treats patients with COVID-19. Health care workers across different medical institutions responded with self-reported internet questionnaires. Factors influencing COVID-19 vaccination were analyzed via logistic regression. Results: Out of 301 subjects, 89.0% showed an intention to inoculate, and 85.7% were vaccinated against COVID-19. The most frequent reason for vaccination was responsibility as a medical worker. The fear of adverse reactions was the most frequent reason for non-vaccination. Adverse reactions after inoculation occurred in 70.9% of cases, and 30.6% were referred for treatment of adverse reactions. The factors ultimately influencing COVID-19 vaccination were vaccination intention, previous side effects from other vaccinations, occupation, and age. Conclusion: In order to improve the effectiveness of COVID-19 vaccination, a systematic approach is required to determine the risk factors associated with the young age of the administrative staff/personnel, subjects with a history of side effects associated with other vaccines, and health care workers who do not intend to be vaccinated. It is important to develop strategies to improve immunization. In addition, accurate and essential information regarding the side effects of vaccination is needed, along with appropriate education and publicity.

• Korea Journal of Hospital Management
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• v.7 no.3
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• pp.44-62
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• 2002

Advanced surgical technology demands more precise, meticulous, and time-consuming procedures. In addition, the patient's preference of tertiary health providers makes over crowding of the University Hospitals. Therefore, it has been necessary to maximize utilization of the operating room of such hospitals to accommodate these requirements. This study, targeting 1,302 surgical cases performed in 22 operating rooms at a university hospital in Seoul from October 8 to November 1, 2001, analyzed reasons for delay, and factors that caused delayed use of operating rooms. This study also assessed that the rate of operating room use would increase if the sources for possible reform were improved. 1. Among total of 1,302 cases of surgery, the incidence of surgeries in which there were no time delays and no factors for delay were discovered is 71.4% or 930 cases: the incidence in which surgeries were delayed was 28.6% or 372 cases. 2. As results of logistic regression for delay, procedures involving women were delayed 1.4 times more frequently than those of men. Compared to Department A, Department B was 1.8 times more likely to be delayed, and Department H was 0.4 times less likely to be delayed. Regional anesthesia was 2.4 times more likely to be delayed than general anesthesia, and surgeries that PCA was applied were 0.6 times less likely to be delayed than those when it was not. Surgeries performed on the Thursday were 1.7 times more likely to be delayed than those performed on the Monday. Compared to surgeries performed between 07:00-07:59, those performed between 08:00-08:29 were 4.3 times higher. 3. The reasons for delay were related to surgeon, surgical department, patient, anesthesia, administrative system, sick ward, and support services. Among these, 5,755 minutes for 276 delayed cases could be resolved easily, and resolving delays of 3,320 minutes for 131 cases would be more difficult. Among the causes for delay that could be improved, delays due to patient's transfer and surgeon's factor were the most common, 21.6% and 17.4% respectively. 4. If resolvable delays are improved, pre-anesthesia room is administered, and regional anesthesia and PCA are done ahead of time, use of emergency operating rooms will increase, we can increase overall utilization by 4.09%, we will save 744 minutes a day, we can reduce the time the operation room is used after 4 PM by 35%, and we can resolve the operation cancellations due to insufficient operating rooms. For the increase in the use of operating rooms, we need to maximally decrease the delays that could be improved, by allocating block time based on used totals hours of elective cases, giving accurate information on surgery schedule, voluntary cooperation by staff participating in surgeries in reducing delay time, and the hospital management's will to improve delay.