• 보건의료생명과학 논문지
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• 제10권1호
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• pp.111-118
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• 2022

본 연구는 임상병리사들의 성별, 연령, 경력, 병원 형태, 근무 형태에 대한 직무만족도, 근무환경, 대인관계, 교육수준, 소속, 여가, 이직 의도, 총 만족도 등의 차이를 알아보고, 특히 직무만족도와 이직 의도 간에 미치는 영양을 확인하고 향후 임상병리사들의 업무 효율성을 높이는데 기초자료로 활용 하고자 시도하였다. 연구결과 임상병리사의 총 만족도는 3.33±0.52점으로 나타났다. 요인 별로는 대인관계 만족도 3.83±0.52점으로 가장 높았고, 직무 만족도, 교육 만족도, 소속 만족도, 근무환경 만족도, 여가 만족도, 이직 의도 순으로 나타났다. 임상병리사의 직무 만족도는 나이와 경력이 많아질수록, 정규직일수록 만족도가 높았다. 임상병리사의 직무 만족도를 높이고 이직 의도를 감소시키기 위해서는 직무만족도가 가장 낮고, 이직 의도가 가장 높은 20대, 경력 1-3년차의 정규직, 비정규직 모두에서 복지, 임금, 근무환경 등의 실질적인 변화를 고려해야 할 필요가 있으며, 이러한 요인 분석을 토대로 이직 의도를 파악하고 효율적인 인사정책을 수립하는데 초점을 맞춰야 할 것으로 사료된다.

• 한국응급구조학회지
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• 제15권1호
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• pp.47-63
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• 2011

Purpose : This research is to examine the work and job satisfaction of paramedics in the emergency room of university hospitals. This research is done to provide basic data needed for establishing work realms of paramedics in hospitals and to enhance their degree of satisfaction. Methods : Research questionnaire survey was conducted on 141 paramedics working in the emergency room of 32 university hospitals from August 24, 2010 to September 30, 2010 through direct visits and telephone interviews or email to explain the purpose of this research and assurance of confidentiality of responses on the questionnaires. As the tool for the degree of job satisfaction, 'The Index of Work Satisfaction' developed by Slavitt, et al(1978) and revised and supplemented by Soon-shim Kim and Hye-ran Kwon(2002) was used. The collected data were analyzed by evaluating frequency, percentage, mean, standard deviation, t-test and ANOVA, Cronbach's $\alpha$ by using SPSS WIN 18.0 program. Results : 1. Investigating the work and role of paramedics in the emergency room of university hospitals, electrocardiogram(EKG) was found to be highest with $\alpha$ was widely used with the rate of patient evaluation and test area. In the medical treatment for patients area, cardiopulmonary resuscitation(CPR) with 95%(134 persons) and ventilation assistance through ambu bagging(BVM) with 95%(134 persons) were found to be high. $\alpha$ were performed. In the role within the hospital and other areas, a member of CPR team in the hospital accounted for 78%(110 persons). 2. In the measurements of the job satisfaction of paramedics working at university hospitals, the total mean score was 2.91. The mean score in each question area indicated: section on job 3.48, autonomy 3.05, interaction 3.01, organizational demand 2.85, working conditions 2.67, salaries 2.40. This result obviously demonstrates the work of paramedics itself was most satisfied but the salaries were most dissatisfied. 3. In the measurements of the job satisfaction of paramedics working at university hospitals, job satisfaction based on the general characteristics showed significant difference in age (F=6.547, p=.002), gender (F=4.436, p=.000) marital status (F=-3.270, p= .001), religion (F=2.041, p= .043), motive for application (F=3.603, p= .015), and salary (F=6.658, p= .000). 대학병원 응급실 내 1급 응급구조사의 업무와 직무만족도 The Journal of the Korean Society of Emergency Medical Technology Vol. 15 (1) 63 4. In the measurements of the job satisfaction of paramedics working at university hospitals, job satisfaction based on the working environmental characteristics showed significant difference in total number of paramedics (F=3.779, p= .012), form of employment (F=5.601, p= .001), existence or non-existence of intention to change jobs (F=-4.037, p= .000). Conclusion : The work of paramedics in the emergency room of university hospitals consists of lots of treatment processes after specialized diagnosis and performance of professionally subdivided works. However, current legislation does not reflect such circumstances to which paramedics are exposed; thus, it should be considered for further revision and modification. The degree of job satisfaction of paramedics in the emergency room of university hospitals was high but low in salaries and working conditions were the weak points. The measures to enhance their degree of job satisfaction should be taken though improvement of labor conditions such as consideration of the rate of increase in salaries, compensation for overtime work, providing rest areas, improvement of current employment system, and conversion of temporary employees into regular employees.

• 한국식품조리과학회지
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• 제3권2호
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• pp.87-99
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• 1987

병원급식의 관능적인 품질, 특히 적온 관리 실태를 평가하기 위해, 서울시내 소재한 종합병원 20개 병원의 급식제도, 식품운반체계 조사 및 식품생산과정 중 소요시간-온도상태를 조사하였다. 또한 대부분의 병원들이 중앙배선화 되어가는 현시점에서 중앙 및 병동 배선의 장.단점을 비교.분석하기 위하여 두 가지 배선방법을 함께 실시하는 H병원을 대상으로 조사하였고, H병원의 특수한 상황을 배제한 보편적인 실태 비교를 위해 H병원과 병상규모가 유사한(360~520병상) 7개 병원(병동배선 : 4, 중앙배선 : 3)의 배선방법을 비교하여 다음과 같은 결과를 얻었다. 1. 조사대상 20개 병원의 노동관리 실태를 조사한 결과, 병상당 종업원 수를 외국과 비교했을 때 현저히 적었으며, 주당노동시간은 미국의 경우보다 2배 많았다. 또한 사용하는 급식제도는 모두 전통적인 급식제도를 이용했고, 식품운반체계는 최근 1~2년 내에 대부분의 병원들이 중앙배선화 되어 현재 중앙배선 실시 병원은 60%에 달하였으며, 35%가 중앙배선으로 이행해 가는 과도기에 있었고, 단지 5%만이 병동배선을 실시하고 있었다. 그러나 전통적인 급식제도와 중앙배선체계의 단점인 적온관리를 위한 기기 도입을 통해 특별한 배려를 하는 병원은 단지 3개 병원에서 일부 음식에 제한되어 실시되고 있는 실정이었다. 2. 서울시내에 소재한 20개 종합병원에서 제공되는 밥, 국, 육찬(또는 어찬)의 소요시간-온도상태를 조사한 결과, 병동배선 실시 병원의 I, II group의 국과 III group의 밥만이 미각기준온도를 만족시키며, 나머지는 모두 미달하는 수준이었다. 특히 조리후 급식까지 장시간 동안 방치되는 육찬 또는 어찬의 경우는 최저 99.1분에서 최고 199.1분까지 소요되어 급식온도 는 $20.6^{\circ}C$에서 $25.7 ^{\circ}C$로 미각 만족 온도에 크게 미달하는 온도로 급식되고 있었다. 또한 중앙배선방법을 이용하는 병원은 밥의 경우 $^45.3{\circ}C$~52.9$^{\circ}C$, 국의 경우 $43.1^{\circ}C$~ $54.0^{\circ}C$의 범위로 급식되었고, 병동배선을 이용하는 병원도 특별한 적온관리의 배려가 없는 III group 은 55.8$^{\circ}C$로 미각기준온도인 밥 : $65^{\circ}C$, 국 : $70^{\circ}C$에 미달된 것으로 나타났다. 그리고 급식당시의 온도에 영향을 미치는 변수들의 상관관계를 분석한 결과는 중앙 배선시 정량후 급식까지 소요시간이 -.78로 가장 높게, 병동배선의 경우는 정량시 온도가 .61로 가장 높게 나타났다. 3. 중앙배선 및 병동배선 비교연구 결과 중 소요시간-온도상태의 비교연구 결과, 병동배선이 유의적으로 높은 온도를 나타냈으나, 두 배선방법 모두 미각 만족온도에는 미달되는 수준이었다. H병원에서 조사한 환자수응도 비교연구 결과는 배선방법간에 유의적인 차이가 없었다. 또한 노동가 연구 결과 H병원의 경우 중앙배선시 병동배선에 비해 노동시간이 21.0% 절약되었고, 노동임금도 17.9%가 낮았으며, 서울시내 7개 병원의 조사결과는 중앙배선시 병동배선보다 노동시간이 38.4%, 노동임금이 21.35%가 절약된 것으로 집계되었다. 즉 중앙배선을 실시하는 경우 노동임금이 절약되는 잇점이 있으나, 급식되는 온도는 병동배선시보다 유의적으로(P<.01) 낮게 나타나 효과적인 적온관리를 위한 적절한 배려가 절실히 요청된다.

• 한국치위생학회지
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• 제2권1호
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• pp.97-113
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• 2002

This research is an attempt to establish a basic material in discovering the subjective types of the dental coordinators occupational consciousness, utilizing the Q-Method Theory, which is capable of measuring the subjective nature of human being by scientific and systematic method. The characteristics of each type were analyzed so as to have the dental coordinator to possess the desirable understanding of the occupational view together for them to have self-confidence as a lifetime specialty occupation. Upon completion of the study, it was found that there are three types of subjective views pertaining to the occupational consciousness on the dental coordinator. The result on the analysis of the characteristics is as follows : Type 1 is the Taking Serious View on the Patient Service, which priority is placed on kindness and looking after any difficulties of the patient, namely, it is the type that puts the importance on the high level medical examination and treatment based on good service. Because of the kind service to the patient, those under this category considered their job satisfaction have been improved. It goes without saying that they were developing the services, which satisfy themselves, and it was confirmed that they thought that they should make things smooth for any development of problems that may arise between the patient and the dentist. Type 2 is the Taking Serious View on Career and Organizational Strength. This is a type that aims on the systematic nature of the internal job, namely, organizational strength itself viewed from the stand point thai either self-confident or work merit is proportional to experience. This type is to actively treat the problem and endeavor to solve the issue when dissatisfaction is held by the dental hospital system, which is either followed according to the work responsibility or by an organization having an appropriate system on remuneration, Type 3 is the Placing of Importance on the Overall Circumstances. This is the type that places importance on the overall now of the dental hospital, and it is the type, that most greatly recognizes the importance of the role of the dental coordinator. The dental coordinator should provide the sense of reliability to both the dentist and to the staff of the medical examination and treatment and should be able to adjust smoothly the overall now of the medical treatment. The dental coordinator is expected to be a medical service specialist, who is capable to solve the problems of the staff of the medical treatment intuitively and to adjust the relation between the employees. With the above result, it was found that although there was no mutual exclusiveness between the respective types, there are particular characteristics among each type. Therefore, this research has discovered and analyzed the subjective view types relative to the occupational consciousness of the dental coordinator for the proper understanding on the characteristics of each type to enable the dental sanitary students and the graduates of the Dental Sanitary Department, who are aspiring to become dental coordinator, as the basic guide material to be actively utilized.

• Journal of Preventive Medicine and Public Health
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• 제32권3호
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• pp.269-275
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• 1999

Background : In April 6, 1990, a male researcher who has worked at a research unit at the Basic Research Building of Seoul National University(SNU) College of Medicine admitted to SNU Hospital due to persistent fever. He was diagnosed serologically as hemorrhagic fever with renal syndrome(HFRS). Another female researcher in the same unit was also diagnosed as HFRS at the same hospital several days later. Epidemic investigation of HFRS was conducted to determine the magnitude of the problems since these two cases were strongly suspected to have laboratory-acquired infections of HFRS. Methods : All researchers and employees working at the Basic Research Building(BRB) of SNU College of Medicine as of April 1, 1996 were recruited for the study, information on symptoms of HFRS and history of contact to experimental animals were collected by self-administered questionnaires and serological tests among study subjects were also conducted by indirect immunofluorescent antibody(IFA) to hantavirus. The experimental animals were also serologically tested for infection with hantavirus by IFA. Results : Among 218 surveyed, six researchers and an animal caretaker had hantavirus antibodies above 1:20 in IFA titer. Five of seven sero-positive subjects had antibodies above 1:640 in IFA titer and had shown clinical symptoms compatible to HFRS during Jan. 1 to Apr, 20, 1996. The sero-positive persons had handled animals more frequently than sero-negative persons (OR, 19,68; 95% Cl, 1.11-350.40) and handling animals at the animal quarter at School of Public Health(SPH) had shown consistently higher risk to get infected with hantavirus irrespective of types of animals handled (OR, 4.90-6.37). Sero-positivity of rats of the aniamal quarter at BRB was 30-60%, whereas 80% of rats at SPH tested were shown sero-positivity. Conclusion: There was a epidemic of HFRS in research units of a medical school during the period from Jan. through Apr, Further investigation is needed to determine the extent and the mode of transmission of the laboratory-acquired infection with hantavirus in other research facilities.

• 한국산학기술학회논문지
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• 제18권6호
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• pp.290-301
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• 2017

본 연구는 리더십유형과 조직몰입 및 직무성과의 인과관계를 연구하여 병원조직의 조직성과 향상 및 효과적인 인적자원관리 방법을 제시하는데 그 목적이 있다. 조사기간은 2016년 10월 6일부터 10월 20까지 이며, 병원에 근무하고 있는 직원 375명을 최종 조사대상으로 선정하였다. 분석방법은 측정변수의 타당도를 분석하고자 신뢰도 및 확인적 요인분석을 실시하였으며, 리더십과 조직몰입 및 직무성과의 인과관계를 파악하고자 공분산 구조방정식 분석을 실시하여 결론을 도출하였다. 결과를 보면 리더십, 조직몰입 및 직무성과는 직종(p<0.05), 연령(p<0.05), 근무기간(p<0.05)별로 유의한 차이가 나타났으며, 개별적 배려(p<0.001), 조건적 보상(p<0.001)이 조직몰입과 직무성과에 높은 인과관계를 나타냈다. 앞으로 조직 구성원의 개별적인 특성을 고려한 배려와 능력을 발휘할 수 있는 리더십과 업무달성도를 측정한 후 합리적인 보상체계의 구축이 필요하다. 또한 직종별 뿐만 아니라 성별, 연령, 근무기간 등을 감안하여 조직의 성과를 촉진시킬 수 있는 상황에 맞는 리더십이 필요하다. 그리고 관리자는 구성원들이 조직에 대한 충성심과 애착을 가질 수 있도록 조직문화 형성과 관련교육프로그램 제공 등의 노력이 요구된다.

• Asian Pacific Journal of Cancer Prevention
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• 제15권16호
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• pp.6571-6574
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• 2014

Background: Alcohol is well established as a risk factor for cancer development in many organ sites. To assess the reliability and validity of the Alcohol Use Disorders Identification Test - Consumption (AUDIT-C) for detecting alcohol use disorders or risky drinking in Japanese adults the present study was conducted. Materials and Methods: A test-retest method was applied with a 2-week interval with 113 health care employees. The k coefficient, Cronbach's coefficient alpha, Spearman's correlation coefficient, and intraclass correlation coefficient (ICC) were determined and the validity of the AUDIT-C was analyzed using the data from a nationwide survey on adult alcohol use conducted in 2008 (n=4,123). Results: The reliability of the AUDIT-C score was high (${\kappa}$ coefficient=0.63, Cronbach's alpha=0.98, correlation coefficient=0.95, and ICC=0.95). According to the likelihood ratio and Youden index, appropriate cutoffs for the AUDIT-C were ${\geq}5points$ in men and ${\geq}4$ points in women. The sensitivity and specificity of these cutoffs for identifying ${\geq}8$ points on the AUDIT were 0.88 and 0.80, respectively, for men (positive likelihood ratio [LR+]=4.5) and 0.96 and 0.87, respectively, for women (LR+=7.7). The sensitivity and specificity of the cutoffs for identifying ${\geq}12$ points on the AUDIT were 0.90 and 0.84, respectively, for men (LR+=5.8) and 0.93 and 0.94, respectively, for women (LR+=15.8). The sensitivity and specificity of the cutoffs for identifying ${\geq}16$ points on the AUDIT were 0.93 and 0.80, respectively, for men (LR+=4.7) and 0.92 and 0.98, respectively, for women (LR+=55.6). With higher scores on the AUDIT, the specificity decreased and false-positives increased. The appropriate cutoffs for identifying risky drinking were the same for both genders. Conclusions: The reliability and validity of the AUDIT-C are high, indicating that it is useful for identifying alcohol use disorders or risky drinking among the general population in Japan, a group at high risk of cancer development.

• 한국산학기술학회논문지
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• 제18권3호
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• pp.428-436
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• 2017

본 연구는 B 광역시와 K시에 소재하는 요양병원 종사자들의 호스피스 완화의료 서비스에 대한 인식 및 활성화 방안의 조사에 목적이 있다. 13개 요양병원의 종사자들 183명 대상으로 조사를 실시하였다. 2016년 7월 1일부터 7월 30일까지 한 달 동안 연구자들이 기관을 방문하여 관련 자료를 직접 조사하였고 조사대상자들의 인식 및 활성화 방안은 설문조사를 실시하였다. 회수된 설문지는 SPSS 21.0을 활용하여 기초적인 자료를 분석하였다. 연구결과 조사기관 13개 중 호스피스 완화의료 교육은 9개 기관에서 실시하고 있었으며 한 해 1회 실시되고 있었다. 183명 대상으로 조사한바 호스피스 완화의료 교육 이수자는 저조하였으며(20.9%) 주로 병원프로그램의 한 유형으로 시행하였다고 응답하였다. 대부분의 종사자들은 호스피스 완화의료의 개념은 인지하고 있었고 좋은 프로그램이라 생각하며 시행되기를 바란다고(81.9%) 응답하였다. 그러나 호스피스 완화의료가 시행되지 못하는 이유는 '수행할 인력이 부족하다(50.8%)', '호스피스 완화의료 프로그램을 잘 몰라서(25.4%)' 등으로 나타났고 이에 개선방안 및 활성화로 '보험수가 도입(15.8%)', '서비스 교육(15%)' 그리고 '정부의 재정적 지원(14%)'의 순으로 나타났다.

• 대한디지털의료영상학회논문지
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• 제12권2호
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• pp.103-111
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• 2010

A total of 200 hospital employees participated in this study from January 2009 to June 2010. For the survey, each participant was given necessary items for external health exams. Cronbach's alpha was calculated for the survey regarding wireless networks. There was a need for educating data processing workers in the medical field regarding fundamental information prior to wireless network construction. The reason is high scores would be collected, which would reflect knowledge regarding data processing used at hospitals and the differences between paper charts and electronic charts. However, low scores were obtained which reflected knowledge regarding the differences between wired and wireless networks and Mini-PACS. Time for each patient was shortened to a maximum of three minutes and minimum of one minute for treatment and transmitting medical images when comparing pre and post wireless network construction(p < 0.01). Scores from the pre and post construction survey increase 1.98, 1.65, and 1.43 points for activity in the health screening area, usage of space in the health screening vehicle, and patient information storage respectively(p < 0.05). The number of patients receiving external health screenings twelve times was 3,655 prior to construction of a wireless network system. However, the number increased to 4,265 after construction. The increasing percentage was 17% in total. Prior to construction, X-ray images were taken 527 times, but after construction of a wireless network, this number growed to 1,194 and it was 116% increase. The loss of patient's medical treatment charts was reduced from 19.8% to 18.7% after construction. We believe that educating medical workers on Mini-PACS and Mini-OCS Systems will not only increase their efficiency but also make patients receiving better treatment.

• 보건행정학회지
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• 제29권4호
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• pp.382-393
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• 2019

The right to petition is a classical right of the people in constitutional states, and in Korea, it is a statutory right in the Constitution, the National Assembly Law, the Petition Law, and the Local Autonomy Act. The healthcare community first made a successful petition to the National Assembly when it achieved the amendment of the Government Organization Act through a petition to the National Assembly for the independence of the Ministry of Health, and this achievement served as the basis for further petitions. Since then, the healthcare community has successfully achieved the enactment and amendment of related occupational laws through National Assembly petitions, such as the amendment of Article 41, Paragraph 7 of the former Medical Insurance Act (Korean Medical Association, 14th Assembly), enactment of the Dental Health Act (Korean Dental Association, 15th Assembly), and amendment of the Health Functional Foods Act (Korea Pharmaceutical Association, 16th Assembly). Its petition accomplishment rate is higher than the total petition accomplishment rate of the Health and Welfare Committee of the National Assembly. However, along with the overall decrease in the number of National Assembly petitions, the Korean Medical Association and Korea Pharmaceutical Association have not achieved any results through petitioning since the 16th Assembly (June 2000), and the Korean Hospital Association and Korean Nurses Association have not achieved any results through petitioning since the 17th Assembly (April 2004). Furthermore, no National Assembly petitions have been made at all for 5 years (2014-2018). The Korean Medical Association and Korea Pharmaceutical Association previously showed a high petition accomplishment rate through their accumulated experience with National Assembly petitions and vigorous policy assistance from doctors/pharmacists/nurses turned lawmakers. More specifically, healthcare organizations have achieved results by actively conducting organized activities with the National Assembly, as implemented by a national assembly director and employees, and in case of petitions for legislation, each group has established infrastructure for reviewing the relevant laws by appointing a legislative director, as well as a legal advisor and advisory counsel. Although the organization that has submitted the most petitions to the National Assembly is the Korean Hospital Association, the group with the highest petition success rate is the Korean Medical Association, which may be linked to the relatively high proportion of doctors who have become lawmakers. Furthermore, the fact that other healthcare organizations were highly interested in petitioning the National Assembly has had major implications for the petition activities of healthcare organizations.