• Korea Journal of Hospital Management
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• v.15 no.4
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• pp.63-77
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• 2010

The purposes of this study were to describe the effects of perception of organizational culture type and job satisfaction on university hospital nurses' innovation behavior. A survey was conducted with 418 respondents working in a university hospital in Cheonan City. Organizational culture types (developmental, group, rational, hierarchical), job satisfaction and individual characteristics were surveyed. The relationships between each variable and the innovation behavior were analyzed by univariate analysis and the independent effects of these variables were examined with multiple regression. The mean score of general employees innovation behavior was 3.33 (p=.58) and that of managers was 3.53(p=.64). For general employees, there were statistically significant differences in innovation behavior according to education level. For managers, there were statistically significant differences in innovation behavior for education level, marital status and duration of work. On multiple regression analysis, the factors affecting innovation behavior of general employees were developmental culture( =.297, ${\beta}$ p<.01), group culture (${\beta}$=.184, p<.01) and job satisfaction(${\beta}$=.148, p<.05). And the factors affecting innovation behavior of managers were developmental culture(${\beta}$=.181, p<.01), rational culture(${\beta}$=.171, p<.01) and group culture(${\beta}$=.408, p<.01), In conclusion, the results of this study show that organizational culture and job satisfaction influence hospital nurses'innovation behavior.

• Korea Journal of Hospital Management
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• v.21 no.2
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• pp.50-62
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• 2016

The study was conducted to compare organizational innovation depending on the leadership type of middle managers in general hospital. Moreover, the study was also to prove whether employees'readiness causes any differences to the link between leadership and organizational innovation. The result is based on 769 sheets of survey paper answered by administrations and nurses working at general hospitals or the same level of hospitals located in the metropolitan area. The methods of analysis used are as follows: reliability analysis, frequency analysis, t-test, ANOVA, multiple regression analysis, and hierarchical regression analysis. Main results of the study can be summarized as below. First, by analyzing the influence of task-behavior leadership on organizational innovation, R squre on knowledge management which is organizational innovation factor was 12.5%, R squre on creativity was 9.1%, and R squre on innovation behavior was 10.3%. Regression model appeared to be statistically significant as well. Both task-behavior and relationship-behavior leadership have influence on organizational innovation and it is learned that relationship-behavior leadership has a bigger influence on all the organizational innovation factors. Second, moderating effect of the employee's readiness is examined in terms of the link between leadership and organizational innovation. As a result, the member's readiness had positive influence when it comes to the link between leadership and organizational innovation. Also, after verifying moderating effect of readiness (ability/willingness), this study shows that ability readiness has positive influence on the link between task-behavior(or relationship-behavior) leadership and creativity, and innovation behavior while willingness readiness positively influences the link between task-behavior(or relationship-behavior) leadership and creativity & innovation behavior. To summarize results of the study, this study shows that the members who possess high readiness also have high organizational innovation, which promises their positive role in a group.

• Korea Journal of Hospital Management
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• v.14 no.2
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• pp.75-98
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• 2009

As the organizational environments are changing, organizational innovation has become a critical success factor for the healthcare organizations. Although there are lots of successful innovation cases in other industries, healthcare organization's management innovation cases are rare in Korea. This case study is focused on successful change process of a Maeumsarang psychiatric hospital. Main findings are: (a) virtuous cycle of healthcare service innovation and organizational innovation, (b) intensive training and learning, (c) usage of external resources, (d) high commitment HRM system, (e) CEO leadership, and (f) synchronization of planning and execution. Based on these findings, managerial implications are derived and future research directions are proposed.

• Journal of Korean Society for Quality Management
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• v.41 no.4
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• pp.555-566
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• 2013

Purpose: The purpose of this study is to develop innovation index of hospital service integrating 6 sigma and SERVQUAL. Methods: This study used DMA(Define, Measure and Analysis) from 6 sigma and 5 Factors from SEVQUAL. To test data, chi-squire text, association analysis and behavior analysis was conducted. Results: This study indicated the management index through CTQ (Critical to Quality) and Chosen few X using 6 sigma process. Finally, And this study developed 5 Factors; Equipment Utilization in Tangibility, Ratio of Patients/Disease/Behavior/Treatment in Reliability, Survival RAte, Canselation Rate of Reservation, Churn Rate, Interval of Treatment and Confidence in Responsiveness, Frequency of Patients/Disease/Behavior/Treatment in Assurance and Contrast to Best Department/Best Doctor/Best Doctor in Faculty/Average of Mine in Empathy. Conclusion: This study developed innovation index of hospital service. Managing this index, hospital is able to achieve the decline of total treatment cycle, adjustment of patients behavior and increase of equipment utilization. Ultimately, hospital is able to accomplish innovation of healthcare service.

• Korea Journal of Hospital Management
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• v.25 no.2
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• pp.25-44
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• 2020

Purposes: This study was to analyze the effects of organizational culture attributes on organizational effectiveness in newly established general hospital. Method: For this purpose, this study sampled 981 hospital employees working for E hospital opened on Apr. 1, 2019 in Seoul. A total of 981 questionnaires were distributed to them, and 888 ones responded to the survey, which had been conducted from Oct. 17, through Oct. 25, 2019. 793 responses were used for the final analysis. The data collected were processed using the SPSS 19.0K for descriptive statistics, T-test, ANOVA, Pearson's correlation coefficient and regression analysis. Findings: First, The type of organizational culture perceived most by hospital employees was 'hierarchy-oriented' (3.53) followed by 'relation-oriented'(3.33), 'task-oriented'(3.23), 'innovation-oriented'(3.19) and job satisfaction scored 3.13, organizational commitment scored 3.28 on their order. Second, 'Relation-oriented', 'task-oriented' and 'innovation-oriented' was positively correlated with job satisfaction and organizational commitment. hierarchy-oriented' was negatively correlated with job satisfaction and organizational commitment. Third, Factors that significantly influencing on organizational effectiveness in a newly established general hospital were as follows. Factors influencing job satisfaction included 'innovation-oriented', 'relation-oriented' and factors influencing organizational commitment included 'relation-oriented', 'innovation-oriented' and age. Practical Implications: In order to increase the organizational effectiveness of the E-General Hospital, it is necessary to gradually move from a hierarchica l-oriented culture to an innovation-oriented and relationship-oriented culture. Since age also affects organizational commitment, it is necessary to promote stability and growth by promoting the mentor-menti system for new members with a low level of experience and experience.

• Journal of the Korea Convergence Society
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• v.9 no.10
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• pp.441-448
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• 2018

The purpose of this study was to investigate the factors affecting of hospital information system quality factors on user satisfaction and service innovation performance in general hospitals. Using 5-point Likert scale, survey was performed on 250 nurses on hospital information system quality, user satisfaction, and service innovation performance. Data were analyzed by t=test, ANOVA, correlation and regression analysis using SPSS WIN 24.0 program. The results showed that significant correlation between service innovation performance and independent variables was seen in system quality (r=0.644, p<.001), information quality (r=0.650, p<.001), service quality (r=0.629, p<0.001) and user satisfaction (r=0.831, p<.001). User satisfaction was a moderating variable between hospital information system quality and service innovation performance with explanatory power of 78.4%. Higher user satisfaction (B=0.557, p<.001) showed positive correlation with greater service innovation performance. Investigating the mediating role of user satisfaction between EMR quality and service innovation performance, it is suggested that importance of system quality, user friendly system support and service.

• Korea Journal of Hospital Management
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• v.12 no.3
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• pp.99-119
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• 2007

In recent years, many of medical institution have reinforced educations for their employees aiming to secure competitiveness and to achieve higher performances. In an effort to actively response to the fast changing environment in the medical industry, the Ministry of Health and Welfare has implemented "Innovation and Service promotion" educations for employees of 34 regional medical institutions and 6 Red Cross hospitals. In this regards, the effect of the educations to change employees' mind for innovation and services and its results need to be evaluated. This study conducted surveys asking participants of the 2006 Education for Innovation of Regional Public Hospital Employees and Service Promotion and synthetically analyzes the effect of the education on their mind for services compare to their mind before the education. As a result, more them 92% of participants say that they are satisfied with the education, and many more participants agreed the effect of the education to change their mind for services. Under this circumstance, after the educations participants change more positively on "their mind for innovative services" and "their service skills in practice".

• Asian Pacific Journal of Cancer Prevention
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• v.16 no.9
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• pp.3805-3810
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• 2015

Arsenic trioxide (ATO) has been found to exert anti-cancer activity in various human malignancies. However, the molecular mechanisms by which ATO inhibits tumorigenesis are not fully elucidated. In the current study, we explored the molecular basis of ATO-mediated tumor growth inhibition in pancreatic cancer cells. We used multiple approaches such as MTT assay, wound healing assay, Transwell invasion assay, annexin V-FITC, cell cycle analysis, RT-PCR and Western blotting to achieve our goal. We found that ATO treatment effectively caused cell growth inhibition, suppressed clonogenic potential and induced G2-M cell cycle arrest and apoptosis in pancreatic cancer cells. Moreover, we observed a significant down-regulation of Skp2 after treatment with ATO. Furthermore, we revealed that ATO regulated Skp2 downstream genes such as FOXO1 and p53. These findings demonstrate that inhibition of Skp2 could be a novel strategy for the treatment of pancreatic cancer by ATO.

• Korea Journal of Hospital Management
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• v.20 no.4
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• pp.78-88
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• 2015

Disruptive innovations have brought convenience and affordability in a variety of industries. The innovations that will eventually turn it around are ready. However, health care remains expensive and unsustainable to many because of the lack of innovations. Health care may be the most entrenched, change-averse industry in the united states. The aim of this article is to describes the innovations of Cleveland Clinic. The author present innovation activities in Cleveland Clinic, followed by a discussion of some of the reasons how disruptive innovations in Cleveland Clinic has been achieved.

• Korea Journal of Hospital Management
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• v.17 no.1
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• pp.113-128
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• 2012

In this article, three cases of speciality hospitals, Songdo hospital, Bucheon Sejong Hospital, and Wooridul Hospital, are described and analyzed. They have shown outstanding performances and have high reputations. Success factors are drawn out from the cases: innovative founder, technological innovation, team medicine, and customer satisfaction. Implications and limitations are discussed, and suggestions for the future studies are suggested.