• 지역사회간호학회지
• /
• 제5권2호
• /
• pp.130-146
• /
• 1994

Our medical care system is trying to diversify in order to meet the client's needs, and to adjust to a medical environment which is changing very rapidly. Because current nursing theory and practice focus on holistic care, health care management, education, and research, contrary to the traditional emphasis on only assisting a physician, more autonomy and specialization for the implementation of nursing are required. Considering these trends and actual needs, the category of clinical nurse specialist should be established as soon as possible. In order to develop strategies for implementing this new professional specialty, the authors conducted a field survey and literature review of the current system in Korea. As a result, various obstacles and constraints were discovered as follows : 1) There are few accredited educational programs for the training of CNS's. 2) Several hospitals already have staff designated as clinical nurse specialist (CNS) even though the term CNS is not yet standardized or adopted in nationwide. 3) The role of the CNS is not clearly understood by the medical societies, or even nursing societies. A nurse who works in specific nursing areas such as central supply, kidney dialysis, intensive care, coronary care, etc. for a long time, considers herself /himself a CNS. Based upon the above findings, the following alternatives are recommended. 1) The role of the CNS should be defined according to specified functions and authority : professional autonomy ; counselling and educating patients and their familes, nurses, and even other medical personnel ; research on improvement of nursing ; and management of the nursing environment including medical resources, information, and cases. 2) the qualification of CNS should be attained only by a nurse who has an RN license and clinical experience of more than 3 years in a specific nursing field: passes a qualifying examination; and contributes to the professional development of peers, colleagues, and others. A master's degree should only be optional, because of the insufficient of graduate programs which are well designed for the CNS. 3) The CNS should initially be a head nurse rather than line staff in order to deal with as wide an experience base as possible. 4) The nursing specialty could be divided into two areas such as a clinical field and a community field. The clinical field could then be categorized by the Styles' classification such as diseases and pathogenics, systems, ages, acuity, skills/techniques, and function/role ; the community field could be classified according to work site.

• 시큐리티연구
• /
• 제13호
• /
• pp.403-422
• /
• 2007

사람들은 스트레스라고 하면 보통 부정적인 측면만을 생각하곤 하는데 스트레스는 긍정적인 측면도 있고 부정적인 측면도 있다. 긍정적이든 부정적이든 스트레스는 변화로부터 기인한다. 변화는 삶에 있어서 필연적인 것이다. 결국 사람들은 어쩔 수 없이 스트레스를 경험할 수밖에 없다. 경찰이라는 직업은 업무 특성상 스트레스를 많이 받는 직업들 중의 하나이다. 경찰업무는 신체적${\cdot}$감정적인 긴장 상태에 이르게 함으로써 경찰공무원들의 스트레스를 유발시킨다. 위험, 좌절, 과도한 업무부담, 가족 및 동료 그리고 주민들의 이해 부족은 경찰공무원의 스트레스를 유발시키는 요인이 된다. 그렇기 때문에 뉴욕에 본부를 둔 미국 스트레스 연구소는 경찰을 스트레스가 가장 많은 10개 직업들 중 하나로 선정하기도 했다. 따라서 이 연구에서는 의료 모델과 조직보건 모델의 관점에서 경찰공무원의 스트레스 관리방안을 제시하였다. 의료 모델에서는 경찰공무원 개인적 차원에서 제거, 대처, 상담을 통한 스트레스 관리방안을 제시하였으며, 조직보건 모델에서는 경찰관리자의 차원에서 첫째, 인사제도의 합리화, 둘째, 복지 증진, 셋째, 경찰조직의 민주적 운영, 넷째, 원만한 대민관계 유지, 다섯째, 경찰공무원 가족을 위한 스트레스 관리 프로그램 개발 등을 제시하였다.

• Journal of Preventive Medicine and Public Health
• /
• 제28권3호
• /
• pp.588-608
• /
• 1995

This study was intended to enhance the level of hospital personnel management through analysing job satisfaction of hospital employees in terms of structural, personal and environmental variables. The sample of this study consist of a total of 790 persons including doctors, residents, interns, pharmacists, nurses, medical engineers, office workers and manual workers who have worked for general hospitals with 200 beds, 300 beds and 800 beds respectively. The Likert's 5 scales were used for the measurement of satisfaction. The results can be summarized as follows: 1. Structural Variables The level of satisfaction on the job itself was generally low, 2.8 in Likert's 5 scales, with the order of role ambiguity(3.87), routinization(2.6), work overload (2.45) and autonomy(2.37). Hospital employees are aware of their responsibility and they regarded their work as heavy one. The compensatory satisfaction degree was 2.5 which was also low: There were in the order stability(3.1), distributive justice(2.57), pay(2.3) and promotion(1.9). Usually hospital employees showed high degree of stability, while, their satisfaction on promotion possibility is quite low due to specially differentiated structures of hospitals. The degree of satisfaction on the internal conditions of organizational culture was relatively higher as 2.92: They were co-worker's support(3.69), supervisory support(3.15), role conflict(2.64) and welfare(2.17) in order. The satisfaction on welfare as an economic condition was the lowest. 2. Personal Variables The level of satisfaction on personal variables was 3.27 which seemed to be quite high: Contribution to the hospital(3.38), attitude on job performance(3.28) and pride as a member of the hospital(3.07). They seem to believe that their work has been helpful to the performance of hospitals. 3. Environmental Variables The degree of satisfaction on these variables was 3.07 on the average which was derived from environmental factors such as family-role conflict and community support related to hospital employees' environment. The order of satisfaction for each variable is community support(3.2) and family-role conflict(2.94). They turned out to be fairly satisfied with their job in community and yet, they wanted more spare time to spend with their family.

• 한국콘텐츠학회논문지
• /
• 제20권7호
• /
• pp.674-682
• /
• 2020

최근 산업화 및 인구과밀화로 인해 대기오염에 대한 문제가 세계적 관심사로 대두되고 있다. 대기 오염은 인간의 건강에 다양한 악영향을 초래할 수 있는데, 그 중 본 연구에서 관심을 둔 천식과 같은 호흡계 질환은 직접적 영향을 받을 수 있다. 기존의 연구에서는 임상 데이터를 활용하여 상대적으로 적은 표본을 기반으로 천식과 같은 질환에 대기 오염 인자가 어떠한 영향을 미치는지를 파악하였다. 이는 수집 표본 별 일관성이 없는 결과를 초래할 소지가 다분하며, 의료계 종사자 이외에는 연구의 시도가 어렵다는 점에서 큰 한계를 가지고 있다. 본 연구에서는 정부에서 공개하는 대기 환경 데이터와 천식 발병 빈도 수에 대한 데이터를 기반으로, 실제 천식 발병 빈도를 예측하는 것에 연구의 주안점을 두었다. 본 연구는 시차를 적용한 피어슨 상관계수를 통해 각 대기오염 인자가 천식 발병에 어느 정도의 시차를 가지고 유의한 영향을 주는지를 검증하였다. 검증결과를 기반으로 구축된 학습데이터는 딥러닝 알고리즘에 활용되며, 천식 발병 빈도의 예측에 최적화 된 모델을 설계하였다. 모델의 평균 대비 오차율은 약 11.86%로 타 머신러닝 기반의 알고리즘 대비 우수한 성능을 나타냄을 확인하였다. 제안한 모델은 국가 보험 체계 및 보건 예산 관리에서의 효율화 및 병원에서의 의료 인력 배치 및 수급에의 효율성 또한 제공할 수 있다. 또한 만성 천식 질환자에 대한 대기 환경별 발병 위험에 대한 조기 경보를 통해 국민 건강 증진에 기여할 수 있다.

• 한국병원경영학회지
• /
• 제8권4호
• /
• pp.59-75
• /
• 2003

This study was conducted to investigate the degree of utilization of outsourcing in large hospitals in Korea. We also investigated the outcome and the level of satisfaction for adopting outsourcing in these hospitals. Types of work areas that were currently operated by outsourcing and were planned to adopt outsourcing in the future were identified. A total of 83 hospitals were eligible for this study, which had more than 500 beds, and were identified from the 2003 National Hospital List published by the Korean Hospital Association. A self-administered Questionnaire survey was conducted between April 25th and May 20th in 2003 with a personnel being charged of arrangement of outsourcing in each hospital. Among the 58 hospitals responding the survey(response rate=69.9%), 49 hospitals(84.5%) utilized outsourcing in at least one work field in their organizations. The largest proportion of the hospitals(85.7%) using outsourcing responded that the biggest outcome after introducing outsourcing were cost reduction(49.0%), followed by improved efficiency in operating the organization or human resources(34.7%) and the improved quality of the work(6.1%). The degree of satisfaction for outsourcing among the hospital managers(3.43) was significantly higher than that among the employees(3.l4) on a S-point Likert-type scale(p<0.05). Among the 7 work areas, the hospitals used outsourcing most frequently in facility management(housekeeping, building maintenance, hospital security and parking management), followed by non-medical profit business(funeral, convenient store, and cafeteria), logistics(provision of patient meal, in-house delivery, and purchasing), and information and computing system(hospital information system, maintenance of personal computers and printers). The work areas that the hospitals planned to adopt or expand the outsourcing in the future most frequently were facility management, non-medical profit business, logistics, and information and computing systems. In conclusion, outsourcing was highly diffused in large Korean hospitals, particularly in the work field of facility management and non-medical profit business. The satisfaction for outsourcing was not high yet in Korean hospitals.

• Child Health Nursing Research
• /
• 제20권2호
• /
• pp.87-95
• /
• 2014

목적 본 연구는 산욕초기 미숙아 어머니의 산후우울과 예측요인을 파악하기 위한 서술적 조사연구이다. 방법 연구대상자는 일 지역 두 곳의 신생아중환자실에 미숙아가 입원 중인 미숙아 어머니로 분만 후 2-3주이며, 배우자가 있는 기혼여성 101명을 대상으로 하였다. 자료수집기간은 2010년 6월부터 2011년 1월까지였다. 연구도구는 산후우울(Edinburgh Postnatal Depression Scale), 산전 우울, 주관적 아기 건강상태, 의료인 지지, 배우자 지지 측정도구를 사용하였다. 자료는 SPSS win 18.0 program을 이용하여 기술통계, ttest, ${\chi}^2$-test, multiple logistic regression으로 분석하였다. 결과 산욕초기 미숙아 어머니의 산후우울 발생률은 81.6%였으며, 산후우울 예측요인은 분만방법(OR, 5.57; 95% CI, 1.25-24.77), 주관적 아기 건강상태(OR, 0.34; 95% CI, 0.16-0.70) 및 의료인 지지(OR, 0.52; 95% CI, 0.28-0.97) 등으로 나타났다. 결론 대부분의 미숙아 어머니들은 산욕초기 산후우울을 나타내었기 때문에 조기 중재를 목적으로 한 스크리닝이 필요하다. 또한 산후우울은 제왕절개로 분만하였으며, 주관적으로 아기 건강상태가 불건강하다고 인식할수록 그리고 의료인 지지가 낮을수록 발생비율이 높게 나타났다. 따라서 의료인들은 미숙아 어머니들이 제왕절개로 분만한 경우 더욱 관심을 기울어야 하며, 주관적으로 자신의 아기를 부정적으로 인식하지 않도록 도와야 한다.

• 서비스연구
• /
• 제9권4호
• /
• pp.63-80
• /
• 2019

본 연구는 종합검진센터의 물리적 환경이 의료서비스가치와 의료서비스만족도를 매개변수로 하여 전환장벽에 미치는 영향 연구를 통해 종합건강검진센터의 경쟁력을 제고할 수 있는 전략적 시사점을 제시하는 것이다. 이러한 연구목적을 달성하기 위해 종합검진센터에서 건강검진을 받은 고객을 대상으로 총 324부의 설문조사를 실시하여 분석하였다. 가설검정 및 인과관계를 확인하기 위해 공분산구조분석을 하였다. 연구결과 물리적 환경이 의료서비스가치 및 의료서비스만족도에 유의한 영향을 미치는 것으로 나타났다. 의료서비스가치도 의료서비스만족도에 유의한 영향을 미치는 것으로 나타났다. 의료서비스가치는 전환장벽에 영향을 미치는 것으로 나타났지만 의료서비스만족도는 전환장벽에 영향을 미치지 못했다. 연구의 시사점으로는 물리적 환경이 의료서비스가치 및 의료서비스만족도에 유의한 영향을 미치는 것으로 나타났으므로 종합검진센터의 현대화를 통한 정확한 검진과 오진을 최소화할 수 있는 최신 의료장비를 갖추어야 한다. 또한 의료서비스가치가 전환장벽에 유의한 영향을 미치는 것으로 나타났으므로, 의료서비스가치를 제고할 수 있는 방안을 구축해야 한다. 경쟁 업체보다 차별화된 검진항목과 비용우위를 통해 지속가능한 고객유지 및 신규고객 창출을 도모해야 한다. 종합검진서비스와 함께 의료커뮤니케이션의 강화, 의료복합문화공간과 같은 서비스가치 향상을 위해 노력함과 동시에 우수 인력배치 및 끊임없는 교육을 통해 고객 우선의 종합검진센터 조직문화를 구축해야 한다.

• 디지털융복합연구
• /
• 제17권4호
• /
• pp.159-166
• /
• 2019

본 논문은 의료기관 일부 원무행정직의 이직의도와 관련된 융복합적 요인들을 조사하였다. 설문조사는 2018년 7월 2일부터 2018년 7월 27일까지 임의로 선정된 J지역 27개 의료기관의 원무행정직 320명에 대하여 무기명 자기기입식 설문지를 사용하였다. 위계적 다중회귀분석 결과, 조직몰입이 낮을수록, 조직충성도가 낮을수록, 직무소진의 하위영역인 탈진, 냉소 및 직업 효능감 감소가 높을수록 이직의도가 높았으며 이들의 설명력은 50.9%이었다. 이상의 연구결과를 볼 때, 의료기관 원무행정직의 이직의도를 낮추기 위해서는 조직몰입을 높이고, 조직충성도를 높이고, 직무소진의 하위영역인 탈진, 냉소 및 직업 효능감 감소를 낮추는 노력이 필요하다. 이러한 결과는 의료기관 원무행정직의 이직의도를 낮추는 병원조직 인사관리 및 산업보건교육, 보건계열 대학생의 직업인성교육에 활용될 수 있다. 추후연구에서는 의료기관 원무행정직의 이직의도에 영향을 미치는 구조모형의 제시 및 분석이 필요하다고 본다.

• 농촌의학ㆍ지역보건
• /
• 제20권2호
• /
• pp.157-168
• /
• 1995

This study was carried out, through analyzing the annual reports(year of 1973-1993) on health status of Su Dong-Myun, and specific survey data of 332 households(Su Dong-Myun 209, Byul Nae-Myun 123), located in Nam Yang Ju-Si, Kyung Gi-Do, from July 20 to July 31, 1995, to find out more effective means for primary medical care in a rural area. The results were as fellows : 1. Number of population in Su Dong-Myun was 5,419 in 1973, 4,591(the lowest) in 1987 and 5,707 in 1995. In the composition rate of population, "0-14" of age group showed markedly decreasing tendency from 43.1% in 1975, to 19.1% in 1995, however "65 and over" markedly in creasing tendency form 5.3% in 1975 to 9.8% in 1995. 2. Annual utilization rate per 1,000 inhabitants in Su Dong-Myun showed markedly increasing tendency from 1973 to 1977 such as 343 in 1973, 540 in 1975, 900 in 1977. However, since 1979, the rate showed rapidly decreasing tendency, such as 846 in 1979, 519 in 1985, 190 in 1991 and 1993. 3. The morbid household rate per year was 53.6% of respondents and the rate per 15 days was 48.2%. In disease classification rate of morbid household per year, Arthralgia & Neuralgia was the highest rate(33.9%) and gastro-intestinal disorder(19.3%), Cough(11,9%), Hypertension(7.8%), Accident(3.2%) in next order. 4. In the utilizing facilities for Primary Medical Care, Medical facilities was showed the highest rate(58.1% of respondents) and Pharmacy and Drug Shp(33.1%), Tradition Method(4.0%) in next order. In the Medical facilities, General private clinic was showed the highest rate(34.3%) and specific private Clinic(22.3%), Hospital(19.0%), Health (Sub)center(16.3%), Nurse practitioner (3.3%), Oriental hospital and clinic(2.7%) in next order. 5. Experience rate, utilizing health subcenter was 51.8% of the respondents, and it was 55.0% in Su Dong-Myun and 46.3% in Byul Nae-Myun. In utilization times of health subcenter, times-rate showed next orders such as 1-2 times/6months(31.6%), 1-2 times/year (22.1%), 1-2 times/months(19.2%), 1-2 times/3months(15.6%). 6. In objectives, visiting Health Subcenter, Medical Care was the highest rate(59.8% of the respondents) and health control(23.3%) was in next order. In Medical Care, Primary Care by general physician was higher rate(51.1%) almost all. In the Health control, Immunization too was high rate(18.0%) in health control activities. 7. The reasons rate, utilizing health subcenter showed next order, such as distance to Medical facilities(33.0% of the respondents), Medical Cost(28.1%), Simple process of consultation (10.8%), Effectiveness of cure(7.6%), Function of primary medical care(7.0%) and Attitude of physician(6.5%). 8. In the affecting factors to utilization of primary medical facilities, medical needs was showed the highest rate(29.5% of the respondents) and medical cost(15.4%), distance to medical facilities(14.2%), traffic vehicle(14.2%) and farm work(6.9%) in next order. 9. In the priority between 'daily farm work,' and 'primary medical care', only 46.4% of respondents answered that primary health care is more important than the daily farm work The 22.6% of respondents answered 'daily farm work', and the 12.3% answered 'the equal of the both'. 10. In the criterion of medical facilities choice, medical knowledge and technical quality was showed the highest rate(56.3%), distance or time to medical facilities(10.9%), sincerity and kindness of physician(9.4%), medical cost(8.7%) and traffic vehicle(6.5%) in next order 11. In the advise for improvement of health subcenter function, the 36.1% of respondents answered that 'enforcement of medical personnel and equipment' was required, and then 'improved medical technology'(25.5%), 'good attitude of physician'(14.9%), 'improved medical system'(13.3%), 'enforced drug'(6.7%) in next order. 12. The study on affecting factors to utilization of primary medical facilities was very difficult subject to systematize the analyzed results, due to a prejudice of protocol planner, surveyer and respondent, and variety and overlapping of subject matter.

• 가정간호학회지
• /
• 제4권
• /
• pp.30-40
• /
• 1997

The change in health care environment increases the importance of Visiting Nursing Services Program. It has been performed by nurses of district health centers in Seoul since 1991. The Achievement of Visiting Nursing Services Program will be dependent upon their activities. The purpose of this study was to identify the Performance of Visiting Nurses and Job satisfaction of district health centers in Seoul. Therefore, it was to provide the fundamental data development of Visiting Nursing Services Program. The subjects were 214 Visiting Nurses of district health centers in Seoul. The data was collected by self reporting questionnaire from April 15 to April 30, 1997. Their performances and various supportive factors were measured with the instruments developed by the researcher. Job satisfaction were also measured by the instrument developed by Slavitt et al. (1978) was used. The data were, analyzed by Cronbach Alpha, mean, standard deviation, percentage, t -test, ANOVA Duncan test, Correlation Coefficient, and Stepwise Multiple Regression with SAS program. The results of this study were as follows: 1. The average of budget of Visiting Nursing Services Program of district health centers was 0.9% and the average of visiting nursing services personnel of district health centers was 10.1%. 2. With regard to the job satisfaction of Visiting Nurses the mean score was 2.92 out of 5. While the level of Job prestige / status presented as a mean score of 3.48 which was the largest among the 7 components of job satisfaction, the level of administration was the lowest showing 2.57 scores respectively. There were significant differences in the job satisfaction by age, working career of health centers(p<0.01, 0.001). 3. The average of the performance level of Visiting Nurses variables was 2.29; The variable with highest degree of performance was the teaching & consultation, establishment of performance plan, whereas the on with the lowest degree was the directive nursing services. The significant difference was found in performance level according to age, structure type of visiting nursing services, working career of health centers and working career of visiting nursing services(p<0.05). 4. With regard to the perception of the performance expertise by the Visiting Nurses the mean score was 2.37 : The variable with highest degree of performance expertise was the teaching & consultation, establishment of performance plan, whereas the on with the lowest degree was management of home-environment. The significant difference was found in performance expertise according to working career outside of health centers(p<0.05). 5. With regard to the perception of the performance necessity by the Visiting Nurses the mean was 2. 40 : the variable with highest degree of performance necessity was the teaching & consultation, establishment of performance plan, whereas the on with the lowest degree was directive nursing services. The significant difference was found in performance necessity according to working career of visiting nursing services(p<0.05). 6. A positive correlation was found between job satisfaction and performance level(r=.3731, P<0.001). Also, a weak positive correlation was found between the components of job satisfaction and performance level. 7. Stepwise multiple regression analysis revealed that the most powerful predictor was the variance of job satisfaction(R=.3557, $R^2$=.1265). Structure type of visiting nursing services and working career of visiting nursing services accounted for 19.0% of the variance in performance level in nurses. In conclusion, Job satisfaction, Structure type of visiting nursing services and Working career of visiting nursing services variables had influenced on performance level in health centers. Further research is required to confirm these findings.