• 보건의료산업학회지
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• 제10권2호
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• pp.1-14
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• 2016

Objectives : The aim of this study is to understand the antecedents of trust with regard to organization and interpersonal trust among the employees of a hospital organization. Methods : Data were collected from 942 employees who work at ten hospitals of Seoul in other cities in Korea. Collected data were analyzed using SPSS Ver. 18.0 and AMOS Ver. 18.0 and by a frequency analysis, t-test, ANOVA, and regression analysis. Results : The main finding here was that the trust of hospital employees is significantly affected by fairness, consideration, morality, competence, and social responsibility. Conclusions : This result implies that hospital administrators should endeavor to improve the level of trust of among the employees of their organization and in therir coworkers through a fair reward system, an ethical management philosophy, by instilling a high competency level compared to other hospitals, and by ensuring high levels of social responsibility.

• 한국병원경영학회지
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• 제16권3호
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• pp.19-40
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• 2011

The purpose of this research is to study empirically the relationship between servant leadership and organizational effectiveness and more importantly the moderating effect of Hospital employees' belief in public service on such relationship. The result showed that servant leadership positively affects three organizational effectiveness including job satisfaction, organizational commitment and OCB(organizational citizenship behavior). It was also found that Veterans Hospital employees' belief in public service moderated the relationship between servant leadership and those three organizational effectiveness variables. In other words, those who have strong belief in public service showed higher job satisfaction, organizational commitment and OCB as well as higher service and responsibility mind. Finally, limitations of the study and suggestions for future studies are presented in the conclusion.

• 보건행정학회지
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• 제30권4호
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• pp.444-450
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• 2020

Background: In this study, we compared the incidents of humidifier disinfectants and incidents of mild hepatitis in Japan to highlight the differences in government response in the health care field in terms of "chain of responsibility". Methods: We examined whether the three mechanisms of action and the chain of responsibility hypothesis were applied to compare the cases of Korea and Japan. The incident of Japan occurred in 1987 in Misawa city, Aomori prefecture. In the 1990s, the safety of blood products increased dramatically. However, relief for infected victims was neglected. Green Cross did not notify the parties. In Korea, in the spring of 2011, a number of lung disease patients were accidentally admitted to a hospital in Seoul, and a female patient with respiratory failure symptoms expired. The Korea Centers for Disease Control and Prevention conducted animal tests and the Ministry of Health and Welfare issued an order for forced collection of humidifier disinfectants. Results: In the case of Japan, the Ministry of Health and Welfare had to take responsibility for follow-up measures such as the investigation of the cause, so it was tied to a "chain of responsibility". However, in the case of Korea, the Ministry of Health and Welfare was free from the chain. Conclusion: Through the comparison between the cases of Japan and Korea, we confirmed that whether or not a government organization chooses to conceal responsibility depends on its past behavior, which is whether it is free from the chain of responsibility or not. Therefore, it was reaffirmed that an organization (ministry or department) free from the chain of responsibility must exist within the government.

• 간호행정학회지
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• 제4권1호
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• pp.5-17
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• 1998

The Purpose of this study is to find out differences among the leader's traits on the hierarchy of Nurse managers in Nurse system of the hospital. In this study 152 managers over head nurse working in 6 University hospitals and 5 general hospitals were selected and the questionary paper answered by them was collected from 1st to 30th in September in 1997. The measuring instrument used in this study is the one integrated and classified by Stogdill (1981), which nurse professor and 2 students of the master's course translated and modified with myself. And its validity was verified through making a test on 130 nurses. The measuring instrument used in this study is made up of 4 items about physical characteristics, 3 items about social background, 4 items about intelligence and ability, 17 items about personaity, 6 items about task-related characteristics, 9 items about social characteristics and 8 items about general background in the triats of leader. And this instrument is made to be marked using five point Likert type. It's reliability is Cronbach's Alpha =.93. The data for study were analyzed through SPSS/PC+ The result of this study are as follows: 1. The order in importantly perceptible degree of the leader's traits showed like these: the intelligence and ability (M=4.683), the task-related characteristics (M=4.605), the personality (M=4.39), the social characteristics (M=4.327), the social back-ground (M=4.056), the physical characteristics (M=3.601). 2. The order in degree to percept the importance of 44 detailed items of the leader's traits showed like these: the judgement and decisiveness (M=4.967), the sense of responsibility (M=4.904), the activity and energy (M=4.796), the self-confidence (M=4.776), the creativity (M=4.748), the intelligence (M=4.743), the responsibility in the pursuit of objectives (M=4.743), the enthusiasm (M=4.717), the objectivity (M=4.704), the moral sense and ethical conduct (M=4.704), the ability to enlist cooperation (M=4.694), the strength of conviction (M =4.678), the enterprise (M=4.691), the administrative ability (M=4.678) and the cooperativeness (M=4.638) 3. As the result of analyzing the leader's trait differences on the hierarchy of nurse managers in six factors of the leader's traits, the social background showed the meaningful differences(F=4.983, P=0.008). 4. As the result of analyzing the leader's traits defferences made from the upper first to 15th rank among the detailed items of the leader's trait factors on the heirarchy of nurse managers, the meaningful defferences appeared in the following items: the objectivity(F=3.413, P=0.033), the creativity (F=3.550, P=0.031), the sense of responsibility(F=3.345, P=0.049), and the administrative ability (F=3.363, P=0.037). 5. As the result of analyzing the leader's trait factors in general background, only the social background of 6 leader's trait factors showed the meaningful differences according to the working place (F=4.057, P=0.008). The study shows that we should consider the above leader's trait factors in selecting nurse managers and that we should develop the educational program for hierarchy of nurse managers urgently.

• 한국병원경영학회지
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• 제20권4호
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• pp.62-71
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• 2015

The purpose of this study is to investigate the intra CSR for the sustainable hospital management. The company was proactive stance on CSR carried out in the environmental field as a preemptive countermeasures movement of citizens and government regulations. CSR, while performing for employees, is recognized as a problem within the enterprise, it was reluctant to respond to the performance and results published. This study aims to determine whether the effect is substantially reflect If you want to include in the process of demonstrating the impact of CSR within the organization to make decisions in labor union composed of employees of internal stakeholders as a parameter. In particular, research in the field of performing a public function such situations, hospitals are lacking. Internal CSR performance of the general hospital (professional) in this study was found to have mad that the generally positive effect on improving labor productivity within the organization. In particular, its performance was more positive than in the virtuous cycle that meets the expectations and internal performance improvements improve equity executives expect employees to be borne if your blood and your liver collaborative decision-making behavior. Therefore, the internal CSR awareness by investing in sustainable management of the partnership is expected to achieve improved financial performance and labor productivity by performing more active at the same time.

• 성인간호학회지
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• 제12권3호
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• pp.477-489
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• 2000

The purpose of study was to assess how hospital nurses practice their health promoting lifestyle and to identify affecting factors. The subjects were 286 nurses working at three general hospitals in Kwang-ju. The data were collected by questionnaire from September 1st. to September 10th, 1999. The instruments for this study were the Health Promoting Lifestyle Profile developed by Walker et al., perceived health status scale developed by Ware et al., self-efficacy scale developed by Sherer et al., and social support scale developed by Cohen et al.. The data were analyzed with mean, standard deviation, t-test, ANOVA, Pearson's Correlation Coefficient and Stepwise Multiple Regression. The results of this study were as follows: 1. The mean score of health promoting lifestyle was 2.36. Interpersonal support showed the highest score(2.67) and health responsibility (1.92) showed the lowest score. The mean score of perceived health status was 3.07, self-efficacy was 2.62, and social support was 2.91. 2. The relationship between general characteristics of subjects and health promoting lifestyle showed significant differences according to duty cycle(t=4.15, p=.042), disease experience (t=5.18, p=.023), monthly income(F=3.13, p=.025), exercise frequency(F=9.12, p=.000), stress reliefe method(F=5.98, p=.000), job satisfaction(t=11.44, p=.000), and perceived fatigue(F=6.13, p=.002). 3. Health promoting lifestyle showed significant positive correlations with perceived health status (r=.2190, p=.0002), self-efficacy (r=.5137, p=.0001) and social support (r=.5181, p=.0001). 4. The combination of social support(27.1%), exercise frequency(10.4%), self-efficacy(8.8%), job satisfaction, perceived health status, perceived fatigue and explained 53.5% of the variance of health promoting lifestyle. Therefore, this study suggests that a replicate study is needed until more affecting factors other than health promoting lifestyle.

• 한국사회복지학
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• 제64권4호
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• pp.209-231
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• 2012

일반적으로 정신장애에 대한 반낙인 프로그램들은 '정신장애가 다른 신체질환과 마찬가지로 생물학적 장애'임을 강조한다. 이는 귀인정서이론에 근거한 것이다. 그러나 본 연구는 선행연구들을 바탕으로 정신장애 원인을 생물학적 원인과 같은 통제 불가능한 것으로 귀인 하는 경우, 통제 가능한 것으로 귀인하는 경우와 마찬가지로 분노와 두려움이라는 정서를 매개로 사회적 거리감을 증가시킬 것이라는 수정된 귀인정서 모형을 제안하였다. 모형의 적합도를 높이기 위해 모형수정 작업을 통해 최종 수정된 귀인정서모형을 선택하였다. 최종모형의 경로를 분석한 결과 모든 경로는 통계적으로 유의하여 정신장애의 원인을 통제 가능한 것으로 보는 경우와 통제 불가능한 것으로 보는 경우 모두 두려움과 분노를 매개로 사회적 거리감을 증가시키는 것으로 나타났다. 이러한 모형이 정신분열, 알코올중독, 우울증 사례에 동일하게 적용되는지를 알아보기 위해 다집단분석을 실시한 결과 세 집단 모두에 동일하게 적용된다는 전제가 적합한 것으로 나타났고 경로계수의 강도와 크기 역시 유사하게 적용되는 것으로 나타났다. 그러나 전체 모형과 달리 정신장애를 통제 가능한 것으로 인식하는 경우 두려움을 매개로 사회적 거리감을 증가시키는 경로는 통계적으로 유의하지 않았다. 따라서 통제 가능한 원인으로 보는 경우 분노를 매개로 사회적 거리감을 증가시키지만 통제 불가능한 원인으로 보는 경우 두려움을 매개로 사회적 거리감을 증가시키는 것을 알 수 있다. 이를 바탕으로 연구자들은 의료적 모델로 대중을 교육하는 편견극복방법에 수정이 필요함을 지적하였다.

• 한국병원경영학회지
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• 제23권4호
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• pp.81-86
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• 2018

Purposes: The purpose of this study is to argue that the taxation system for non-for-profit medical institution in Korea should be revised and that the basic direction should be to expand tax exemption like the US. Methods: We analyzed the US context of taxation policy for non-for-profit medical institutions and compared the US and Korean situation. Findings: In the United States, for-profit or non-for-profit medical institutions eternities are the most important criteria for hospital classification. Basically, full tax-exemption has been applied for non-for-profit medical institutions. The reason why many hospitals maintain their status as non-for-profit are following. First, the American society places great importance on the social responsibility and role of non-for-profit hospitals. Second, maintaining the status of non-for profit medical institutions is financially beneficial while maintaining good social reputation. The most powerful financial incentives are tax deductions and tax deductions for donations. Practical Implications: How will the taxation system for medical institutions in Korea be reformed in the future? First, if Korean government do not allow for-profit medical institutions, Korean government should consider implementing a full tax exemption system suitable for non-profit medical institutions like the US. Second, there are many variation in taxation for non-for-profit medical institution according to their legal positions. Therefore, current taxation system should be revised. Third, the reorganization of such taxation system should be in a direction that can finally encourage community benefit activities of medical institutions of nonprofit hospitals.

• 한국사회복지학
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• 제65권4호
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• pp.61-88
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• 2013

이 연구는 아동학대 예방과 개입의 큰 축을 담당하는 병원 학대피해아동보호팀의 아동학대 사망사건 개입경험을 탐색할 목적으로 수행되었다. 이를 위하여 전국적으로 등록된 62개 병원 학대피해아동보호팀과 접촉하였고, 최종적으로 아동학대 사망사건을 경험한 5개 병원 학대피해아동보호팀 구성원들(의료사회복지사와 의사)과의 인터뷰를 통해 자료를 수집하였다. 수집된 자료를 질적연구방법을 사용하여 분석한 결과, 팀의 개입에도 불구하고, 학대 피해 아동이 매우 위중한 상태에서 병원에 도착했거나, 보호자의 거짓말이나 치료 거부로 인한 치료적 대응의 지연 때문에, 아동의 사망 진행을 막기 어려웠던 것으로 나타났다. 그럼에도 학대피해아동보호팀의 의심과 개입을 통해 사망 원인이 학대임을 밝혀낸 것은 팀 활동의 의미 있는 성과로 간주되었다. 이 과정에서 신고의무자 역할에 대한 인식 부족과 부담은 의료진의 적극적인 개입을 막는 장애물이며, 개입을 지속하기 위해서는 학대 인과관계 규명에 필요한 증거자료의 확보가 중요하다는 점이 확인되었다. 이러한 연구 결과를 토대로 학대 상황에 대한 조기 발견과 증거 확보 조치, 사망 원인 규명을 위한 실천적 및 정책적 방안에 대해 제언하였다.

• 한국치위생학회지
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• 제9권3호
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• pp.294-305
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• 2009

Objectives : The purpose of this study was to conduct a survey on the senses of employment so that it could provide a basic reference required for good human resources specializing in oral health with responsibility as professional. Methods : To meet these goals, a self-administrated questionnaire survey was conducted to dental hygiene college students in Gwang-ju. Results : 1. It was found that 30.7% respondents wanted to be employed as government officials of oral health. Most respondents 37.4% answered that faithfulness is the highest value as prerequisite for employment in hospital. 2. It was found that interpersonal relationships among employees had most significant effects 4.58 score on selection of employment, which was followed by in-house welfare benefit (hospital size, rest room, ect; 4.31). 3. The survey on respondents' occupational sense was represented by hospital/clinic management and dental management support 25.2%, oral health education 22.7%, oral disease prevention 19.7% respectively. Conclusion : For future social awareness about dental hygienists as occupation, desirable training courses as a part of qualification for professional dental hygienists were represented by case management (services, manners, ect; 25.0%), implant (22.8%), esthetics 14.7% and so on. As for working years, it was noted that 13.2% respondents would keep working as dental hygienists as long as they could.