• Korea Journal of Hospital Management
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• v.16 no.1
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• pp.124-141
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• 2011

The purpose of this study was to analyze of hospital administrator based on the DACUM(Developing A Curriculum) method. The contents of this study were to extract the duties, tasks consisting of job of hospital administrator and to investigate levels of importance, difficulty, frequency and entry level on each task, and to make out a job model of hospital administrator. A DACUM committee was composed to analyze job of hospital administrator and the committee members were total 9, a facilitator, 7 hospital administrator and a recorder. The major findings of this study were as the followings; first, duties in job of hospital administrator were total 13, which were organization of hospital administration affairs, health insurance review & assessment, general affairs, personnel management, hospital planning & management, medical quality improvement, hospital financial affairs, logistics management, facilities management, computerized system management, education & study supports, medical staffs' perceptions of service quality both directly and indirectly through their perceptions of patient orientation. These findings implied that HPWS would be a way of survival in drastically changing hospital environments.

• Korea Journal of Hospital Management
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• v.19 no.2
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• pp.22-33
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• 2014

The purpose of this study was to support for quality improvement of educational curriculum on hospital administrator through the comparison of competence of new employee and need of field experts based on NCS. The participants of this study were implemented the self-report survey about competency and need on job skills of hospital administrator. According to the comparison, it is defined the point that is needed curriculum improvement and the competency gap between hospital and university hospital. This is support to be establish the base for the qualified education and training program for hospital administrators. NCS is useful as standardized tool for identify the gap between need and competency and as suggestion for education improvement of hospital administrator.

• Journal of The Korea Institute of Healthcare Architecture
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• v.24 no.4
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• pp.7-15
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• 2018

Purpose: The life span of a hospital building is short. This is because the building will have to be built up due to the fact that it can not cope with the new medical environment, it can not be replaced due to low floor height, lack of land. The purpose of the hospital building master plan is to find a way to fulfill its role in the long term. Methods: Comparison the proposals submitted by the master plan and the proposals submitted by the hospitals, the case of three hospitals that have established a master plan for the past three years. In addition, interviews with the designers who participated in the design competition and the administrator of hospital about the variables that occurred during the business process. Results: The result of this study can be summarized into four points. The first one is that master plan is changed by administrator of hospital so that Thy need to understand about the role of master plan. And next is to protect reduction of the project cost. Third, continuous participation of master plan researchers in following projects is good to communicate with administrator and designer. The last one is empathy of master plan by designer and users. Implications: It is necessary to reduce changing of master plan in design process for sustainable managing of hospital.

• Korea Journal of Hospital Management
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• v.19 no.3
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• pp.53-64
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• 2014

This research is designed to analyze the professionalism of administrators working in Korean hospitals as a way to make them a better expertise in the industry. For this purpose, we conducted a survey of 105 administrative professionals working in hospitals nationwide and statistical analysis was performed with the SPSS Windows version 15.0. The survey questions were developed based on the Spencer & Spencer's results of research in expertise variables. The results showed that the current Korean hospital administrator do have short of expertise required for their job position. Therefore, the curriculum reform is required for healthcare management programs in college and the Korean College of Hospital Administrators (KCHA) is required to change the contents of license exam based on the results of the study.

• Journal of the Korean Catholic Hospital Association
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• v.9 no.1
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• pp.17-21
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• 1978

• The Korean Nurse
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• v.11 no.6 s.62
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• pp.15-20
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• 1972

• IE interfaces
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• v.10 no.1
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• pp.119-134
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• 1997

The management of blood inventory is very important within the medical care system. The efficient management of blood supplies and demands for transfusions is of great economic and social importance to both hospitals and patients. For any blood type, there is a complex interaction among the optimal inventory level, daily demand level, daily supply level, transfusion to crossmatch ratio, crossmatch release period, issuing policy and the age of arriving units that determine the shortage and outdate rate. In this paper, we develop an efficient decision rule for blood inventory management in a hospital blood bank which can support efficient hospital blood inventory management using simulation. The primary use of the efficient decision rule will be to establish minimum cost function which consists of inventory levels, period in inventory, outdate and shortage rate for whole blood and various component inventories for a hospital blood bank or a transfusion service. If the administrator compute the mean daily demand for each blood type, the mean daily supply for each blood type, the length of the crossmatch release period and the average transfusion to crossmatch ratio, then it is possible to apply the efficient decision rule to compute the optimal inventory level, inventory period, outdate and shortage rate. This rule can also be used as a decision support system that allows the blood bank administrator to do sensitivity analysis related to controllable blood inventory parameters.

• Journal of Korean Academy of Nursing
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• v.5 no.1
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• pp.79-86
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• 1975

It had been thought the role of Nursing administrator was still not started along the right line in Korea because of the Lacking of full understanding and recognition of the real meaning of administrator's role, and because there are several Rinds of problems and difficulties in actual role. The present study is an attempt to clarify some existing relationships between the chief Nurse's Leadership style and the organizational climate of Hospitals. The problems of the study are specifically started as follows ; 1) What influence does the individual behavior have on the formation of the organizational climate of Hospital? 2) From what do the difference of climate arise? 3) How are the individual be heavier and organizational climate of Hospital measured ? In order to see the relationships or the interactions between the two factors, the chief nurse's Leadership style and organizational climate of hospital , the researcher has classified. He former into; 1) effective Leadership style. 2) initiating structure leader ship style. 3) Consideration structure Leadership style, and 4) ineffective Leadership style, and the latter in to. 1) open climate and 2) closed climate The Chief Nurses Leadership style has been. Classified into consideration-human relations approaches and initiating structure approaches according to L. B. D. Q by Hapin. Organizational climate of hospital has been classified into open-closed continuum according to O. C. H Q. by Hairpin and Croft. The results obtained are as follows : 1) The chief nurse's Leadership style is closer to Initiating structure Leadership style than Consideration structure lure Leadership style. 2) The organizational climate of hospital is closer to open climate than closed climate. 3) The chief nurse's Leadership sty]e and the organizational climate of hospital to not show any significant relations.

• Journal of Korean Academy of Nursing
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• v.11 no.1
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• pp.29-44
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• 1981

Nursing role tends to be more complex then before because of the increased number of health professionals and of the health needs of patient. Accordingly, nursing role expectations are various and sometimes conflict by its role set. There are various literatures on role conflict of nurses and discussed how to eliminate the conflict in order to improve nursing service particularly in the hospital organization. This study was designed to determine if role conflict exist among nurses who work in a hospital and if so what resolution were most frequently selected by the nurses to the role conflict. The study population was fifty six registered nurses of K university hospital. The fifty six was defined and selected by nonproportional stratified sampling method to obtain subjects who are from uniform role set. A questionnaire, a list of role connect, stimulated by the literature review, knowledge based on several years' experience in nursing was formulated by the author and administered to the study population. The questionnaire included twenty nine closed question items of role conflict and classified according to the intra sender conflict, intersender conflict, person conflict and interperson conflict. The response choices to the questions range on a scale continuum with degrees of conflict from one to five: never - 0, seldom - 1, occasionally - 2, frequently - 3, and mostly -4. Per cent, means, standard deviation, and x² -test were used to analyze data. The findings of the study could be summarized as follows. 1. General characterstics of the study population: Most of the population were between the age of 22-27 and are not married. 2. Analysis of Role conflict Existence of Role conflict of nurses was found by the total mean conflict score, 2.06. Inter Sender Role conflict revealed the most high mean conflict score and the lowest one was inter person role conflict. Among the five role senders of nurses: Physician, patient and hi9 family, peer and superior, nursing students and hospital administrator, nurses showed the highest conflict mean score for physicians and the lowest score for Nursing student. 3. Analysis of role conflict resolution. Compromise through discussion with the role sender was the most frequently selected method by the respondents. The result also showed that the respondents tend to resolve the conflicting situation created by patient or his family by persuation. On the o thor hand, Avoidance and ignorance was frequently chosen for the conflicting role expectations from the hospital administrator.

• Journal of The Korea Institute of Healthcare Architecture
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• v.23 no.4
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• pp.85-92
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• 2017

Purpose: In recent years, since 2000 many hospitals have established a master plan. However, there are some hospitals proceeding in different way from the master plan while the process of execution plan. This is because the study of master plan has been incomplete yet and there is no feedback on the master plan. Therefore, the purpose of this study is to find the reasons why differences are occurred. Methods: Comparison analysis of five hospitals which have established master plans and constructed with execution plans and Questionnaire to an architect of execution plan have been conducted. Results: This study has found three points. The first one is the change in scope of business and the change of administrator. The second one is that administrator and staff of hospital have more demands for improvement in functional area rather than public area, like lobby. The last one is to check a possibility of the solution by architectural analysis. Implications: It is necessary to determine the cause of changes from master plan and execution plan, in order to reduce the change in advance.