• 보건의료산업학회지
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• 제9권1호
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• pp.31-39
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• 2015

This study was undertaken to investigate the effectiveness of a hospital organization targeting both hospital administrative staff members and internal/external customers under a rapidly changing organizational environment, where the effect of creative behavior on passion about one's job was controlled with the participation of 55 people from two larger general hospitals, with 103 people from four general hospitals, with 51 people from eight regular hospitals. Thus, data from a total 209 people were collected. The creative behavior of hospital administrative staff members working for general hospitals and larger general hospitals significantly affected job engagement, showing that 'Relevant knowledge, maintaining status, and application appetite' were higher than the scores of 'new knowledge pursuit activities.' However, a weaker relationship between creative behavior and job engagement was found in medical institutions than for hospitals.

• 한국병원경영학회지
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• 제23권4호
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• pp.65-80
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• 2018

Purposes: The purpose of this study was to analyze the relationship between empowerment, job satisfaction and organizational commitment of the general hospital administrative staff working for customer interaction department. Methodology: For this purpose, this study sampled 260 administrative staff working for the general hospitals in Seoul and Gyeonggi-do. A total of 260 questionnaires were distributed to them, and 229 ones responded to the survey, which had been conducted from Mar. 9, through Mar. 30, 2018. 211 responses were used for the final analysis. The data collected were processed using the SPSS 18.0K for descriptive statistics, T-test, ANOVA and regression analysis. Findings: The results of this study can be summed up as follows. The empowerment of the subjects scored 3.73 on average on the 5-point scale. To be specific, the sub-factor 'meaning' scored the highest or 4.01, while the sub-factor 'impact' was lowest. Subjects' job satisfaction scored 3.37 and their organizational commitment scored 3.54 both on the 5-point scales. Practical Implications: Meaning and self determination of empowerment positively related to subjects' job satisfaction and organizational commitment, and particularly, meaning of empowerment was more strongly related. Hence, it is required of the general hospitals to operate a customized competence build-up program and educational courses on a continual basis. Besides, it would also be important to create a working environment wherein the administrative staff can demonstrate their deliberation, autonomy and independent services.

• 한국병원경영학회지
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• 제7권1호
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• pp.1-18
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• 2002

Empowerment is a multifaceted concept which can be described somewhat differently. In general, it is defined as the motivational concept of autonomy and self-efficacy. Recently, this concept of empowerment is applied to improve organizational staff's job satisfaction and organizational commitment in many organizations. Empowerment in service organizations has certainly generated more publicity than any other organizations. The objective of this study is to measure the degree of hospital administrative staff's empowerment using Spreitzer(1995)'s empowerment theory, and also to analyze the relationship of empowerment and job satisfaction and organizational commitment. Spreitzer argues that the work empowerment is composed of 4 dimensions (meaning, competence, self-determination, and impact) and each dimension influences employee's job satisfaction, organizational commitment, and organizational performance in the end. In order to carry out this study, data were collected by self-administered Questionnaires from 181 hospital administrative staff at 3 university hospitals in Inchon and Kyunggi-Do. The response rate is 86%. The Collected data were analyzed with SPSS statistical package V10.0. The major findings of this study are as follows: First, the degree of hospital administrative staff's empowerment is a high level point at the 7 Likert Scale. Second, the reliability of 3 variables, empowerment, job satisfaction and organizational commitment, was statistically satisfied(Cronbach's alpha>0.80). Third, as a result of correlation analysis, four components of empowerment, job satisfaction and organizational commitment showed a positive relationship. Finally, multiple regression analysis was conducted to find the impact of empowerment on job satisfaction and organizational commitment. In the case of job satisfaction, the meaning and competence factors have a positive effect(P<0.05). And the case of organizational commitment, the meaning and impact components have a positive relation(p<0.05). These results showed that the workplace empowerment is significantly related to employee's job satisfaction and organizational commitment.

• 한국컴퓨터정보학회논문지
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• 제23권2호
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• pp.93-98
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• 2018

This study analyzed the causal relationship between positive psychological capital and psychological well-being of hospital administrative staff among the medical institution workers who were hard to find in previous studies. The purpose of this study is to suggest the policy implications to improve the psychological well-being level of the hospital administrative staff through the analysis results. For the empirical analysis of variables, self-efficacy, hope, optimism, and resilience were selected as the independent variables. Selfacceptance, positive relations with others and autonomy were selected as dependent variables. The results of empirical analysis showed that there is a significant relationship between the variables and theoretical and policy implications were suggested based on these results.

• 한국산학기술학회논문지
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• 제18권12호
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• pp.539-547
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• 2017

본 연구는 병원 행정직원의 조직기반자긍심, 직무열의가 조직시민행동에 미치는 영향을 확인하기 위한 서술적 조사연구이다. 대상자는 B시 200병상이상 종합병원에서 행정직원으로 근무하는 200명을 대상으로 하였고, 자료 수집기간은 2017년 3월 15일에서 3월 30일까지였다. 수집된 자료는 SPSS2/WIN 22 program 으로 t-test, ANOVA, Pearson's correlation coefficient and multiple regression으로 분석하였다. 연구결과 대상자의 조직시민행동은 이직경험 유무(t=-4.260, p=.000)와 현 직장근무연수(t=3.297, p=.039)에 따라 통계적으로 유의한 차이가 있었다. 조직시민행동은 조직기반 자긍심 (r=.454, p=<.000), 직무열의에 높은 정도의 양의 상관관계((r=.595, p<.000)가 있는 것으로 나타났으며, 통계적으로 유의하였다. 조직시민행동을 설명하는 유의한 변수는 직무열의, 조직기반 자긍심, 현 직장 근무 경력 순이었고, 전체 설명력은 41%였다. 이직경험유무는 조직시민행동에 영향을 미치지 않았다. 따라서 병원행정 직원이 자신이 소속된 조직에 자긍심을 가질 수 있도록 내부마케팅이나 복리후생을 높이고, 자신의 업무가 중요한 부분이며 자신의 업무를 스스로 즐기고 자신의 업무처리에 자율성을 부여하는 등의 조직 문화를 조성하여 병원경영의 발전을 도모할 필요성이 있다.

• 디지털융복합연구
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• 제16권6호
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• pp.251-258
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• 2018

종합병원 행정직원의 우울수준(CES-D: Center for Epidemiologic Studies Depression scale)과 관련된 융복합적 요인들을 조사하였다. 설문조사는 2017년 7월 3일부터 2017년 7월 29일까지 임의로 선정된 J지역 9개 종합병원의 재직자 201명에 대하여 무기명 자기기입식 설문지를 사용하였다. 위계적 다중회귀분석 결과, 자아존중감(RES: Rosenberg Self-Esteem Scale)이 낮을수록, 피로(MFS: Multidimensional Fatigue Scale)가 높을수록, 사회심리적 스트레스(PWI-SF: Psychosocial Well-being Index Short Form)가 높을수록 우울이 높았으며 이들의 설명력은 32.5%이었다. 이상의 연구결과를 볼 때, 종합병원 행정직원의 우울수준을 낮추기 위해서는 자아존중감을 높이고, 피로 및 사회심리적 스트레스를 낮추는 노력이 필요하다. 이러한 결과는 종합병원 행정직원의 우울수준을 낮추는 조직인사관리 및 산업보건교육에 활용될 수 있다. 추후연구에서는 종합병원 행정직원의 우울수준에 영향을 미치는 구조방정식 모형의 분석이 필요하다.

• 한국병원경영학회지
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• 제10권4호
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• pp.23-50
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• 2005

The main objectives of this study are to compare the regional differences and to analyse the affecting factors of customer satisfaction. The subjects are 9 hospitals(5 Daegu region, 4 Seoul region) patient satisfaction index that were surveyed the 2004 Hospital Accreditation Program performed by KHIDI(Korea Health Industry Development Institute) and MOHW(Ministry of Health and Welfare). The sample used in this study consisted of 450 inpatients and 454 outpatients. The survey instrument is composed of physical environment items, physician factors, nursing staff factors, ancillary staff factors, administrative procedure items, and quality of hospital stay items. And overall satisfaction, intent to revisit, and intent to recommend as dependent variables are measured. Basically, the reliability and validity of survey items was evaluated. And the T-test was performed to compare regional differences of customer satisfaction. Finally to analyse the affecting factors on overall satisfaction, and customer loyalty(intent to revisit and intent to recommend), the multiple regression analysis was used. This study shows firstly, the Daegu region's patient satisfaction level of inpatients and outpatients is lower than Seoul region. Especially, nursing staff factors and quality of hospital stay items are very low on inpatient's satisfaction. Also all independent variables except the sufficiency of goods in hospital stand are very low on outpatient's satisfaction. Secondly, as a result of multiple regression analysis, ancillary staff factors(Beta=0.281) have a significant effect on overall satisfaction of inpatient cases in Daegu region. In regard to intent to revisit and intent to recommend, physical environment factors have a significant effect. Thirdly, in Seoul region, physical environment factors(Beta=0.430) have a significant effect on overall satisfaction of inpatient cases. In regard to intent to revisit and intent to recommend, administrative procedure items and nursing staff factors have a significant effect, respectively. In conclusion, these results indicate that hospitals in Daegu region make an effort to improve the customer satisfaction level, especially, of physical environment factors on inpatients and administrative procedure factors on outpatients

• 대한간호학회지
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• 제19권2호
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• pp.147-159
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• 1989

The main Purpose of this survey was to identify for elements of an effective hospital infection control program for Korea. Nurses and doctors who had participated in an education program for infection control or were re s ponsible for hospital infection control were selected as data informers. The data were collected from 51 subjects by employing a Delphi technique in a series of three rounds from september 1, 1987, to March 31, 1988. IN each round the responses to questionaires were analyzed and the results were communicated back to the individuals. Finally 32 elements of effective hospital infection control program were reduced to 10 elements. 10 elements are as follows ; 1) Hospital administrator's knowledge of importance and necessity for HIC(hospital infection control) 2) Supporting HIC administratively 3) Constituting infection control committee and role of ICC 4) Developing an eductional program and providing a work manual for the hospital infection control staff 5) Educating and informing medical staff about hospital infection 6) Surveillance for hospital infection 7) Developing patient care technique 8) Controlling the hospital environment 9) Executing regular health examination of all medical staff 10) Recruiting the medical staff sufficiently Three rankings of response rate about 32 elements are as follows ; 1) Hiring a full tim staff member for the HIC(66%) 2) Establishing a hospital policy and standards for the HIC(66%) 3) Activating the infection control committee and taking administrative action to support the ICC(63%) In addition the rankings of importance score by Likert 5 scale are as follows ; 1) Washing hands scrupulously(4.88) 2) Nurses participation as key members of the ICC(4.75) 3) Reviewing and evaluating all ongoing aseptic techniques (4.69) In conclusion, first of all, administrative support must be given to hiring a full time staff member and to organization of infection control committee for the HIC in Korea.

• 한국의료질향상학회지
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• 제27권2호
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• pp.30-44
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• 2021

Purpose: The aim of this study was to investigate the changes in perception of the New Diagnosis-Related Group (DRG)-based payment system, make overall evaluation after participation, and examine opinions on further policy improvement among employees of a public hospital participating in the pilot project in Korea. Methods: We investigated changes in perception of the New DRG-based payment system before and after participation in the pilot project using a qualitative research method. We conducted individual in-depth interviews with the management and healthcare professionals and Focus Group Interviews (FGIs) with the staff in the nursing and administrative departments. Results: Before implementing the pilot project of the New DRG-based payment system, the management was in favor of participating in the pilot project, whereas the healthcare professionals were strongly opposed to participation in the pilot project, and the staff in the nursing and administrative departments were slightly opposed to participation. After implementing the pilot project, there were remarkable changes in the perception of the New DRG-based payment system among healthcare professionals and the administrative staff. Healthcare professionals' perception was altered in a positive way, while the administrative staff's perception of the system became negative. Conclusion: There were no restrictions on clinical practice or deterioration of quality of care observed in association with the participation in the New DRG-based payment system. However, certain unintended consequences of the New DRG-based payment system may arise as well. Therefore, the government needs to examine the problems identified in this study to reflect on and improve the New DRG-based payment system for stable expansion.

• 한국산학기술학회논문지
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• 제16권7호
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• pp.4697-4703
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• 2015

본 연구는 병원의 조직차원 경력관리활동이 병원행정직 종사자들의 고용불안 심리에 어떠한 영향을 미치는지를 파악하여, 내 외부 고객과의 상호작용을 강화하기 위한 조직차원의 효율적인 경력관리방안을 제시하고자 하였다. 연구대상은 부산권역에 소재한 종합병원 7개, 병원 7개, 총 14개 병원의 행정직종사자 192명을 대상으로 하였으며, 연구방법은 SPSS통계프로그램을 이용하여 요인분석 및 신뢰도 검정, 회귀분석, 상관분석을 실시하였다. 조직차원의 경력관리활동은 타당성과 내적일관성 검증결과 직접적인 경력관리활동과 간접적인 경력관리활동으로 구분되었으며, 고용불안 심리는 직접적인 경력관리활동에 의해 유의한 영향을 받는다는 것을 알 수 있었다. 그리고 조직차원의 직접적인 경력관리활동 중 '조직구성원들의 경력을 위해 필요한 훈련을 받을 수 있는 대책강구'가 고용불안 심리와 가장 강한 상관관계가 있었으며, '새로운 직무기회에 관한 충분한 정보제공' 과 '직원들을 참여시켜 경력관리 계획과정 개발'도 상대적으로 높은 상관관계를 가지고 있었다. 따라서 고객과의 상호작용을 강화하기 위한 조직차원의 효율적인 경력관리방안은 경력관리 대책 수립 시 조직구성원들을 참여시켜는 것이 바람직함을 시사하였다.