• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.12
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• pp.5550-5557
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• 2011

These days, the hospital management are paying more and more attention to the issue about the increasing employee's turnover ratio in hospital. Such issues are very important because the high turnover ratio reduce the productivity and morale of remaining workers, and means the unavoidable drainage of the accumulated know-how and technology of the hospital to the outsides. The result of such a negative development means the loss of competitive advantage compare to other hospitals. The purpose of this paper is to investigate how the management's leadership style influence on the job-satisfaction for the employees and the employee's turnover intension. At this time we will refer the effect of the hospital brand image as moderator. The result of this study could present the guide line to the hospital managers about the desirable leadership style to enhance the employee's productivity and also to reduce the turnover intention ratio.

• Korea Journal of Hospital Management
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• v.19 no.3
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• pp.29-42
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• 2014

This study included empirical methods of study such as surveys and interviews with military hospital administrators from 14 military hospitals across the country. The results of the study is described below. First, results by demographic characteristics show that higher level of organizational commitment was found in males than females and in singles than married couples. Also, by organizational units, major units of military hospitals showed higher level of organizational commitment as well as job satisfaction. Second, Fair compensation had positive(+) effects on the study participants' job satisfaction and organizational commitment as the research hypothesized. Compensation included monetary and social benefits for the work performed. A transparent compensation system to reward members that performed the best for the department and the corps with appropriate amounts must be in place. Third, the organization culture of being considerate had positive(+) effects on job satisfaction and organizational commitment while the culture of giving commands had negative(-) effects. Fourth, Conflict factors had negative(-) effects on job satisfaction with no direct effect on organizational commitment. Any organization must take measures when adverse effects of conflicts surface. As shown by the analysis results, conflict factors bring negative results to job satisfaction and organizational commitments. Department managers should utilize the proper function of conflicts as an accelerator in organization operation.

• Journal of Korean Clinical Nursing Research
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• v.18 no.3
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• pp.354-367
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• 2012

Purpose: This study was done to verify validity and reliability of a neonatal patient classification system (NeoPCS-1). Methods: An expert group of 8 nurse managers and 40 nurses from 8 Neonatal Intensive Care Units in Korea, verified content validity of the measurement using item level content validity index (I-CVI). The participants were nurses caring for 469 neonates. Data were collected from November 11 to December 14, 2011 and analyzed using descriptive statistics, ANOVA, intraclass correlation coefficient, and K-cluster analysis with PASW 18.0 program. Results: Nursing domains and activities included 8 items with 91 activities. I-CVI was above .80 in all areas. Interrater reliability was significant between two raters (r=.95, p<.001). Classification scores for participants according to patient types and nurses' intuition were significantly higher for the following patients; gestational age (${\leq}29$ weeks), body weight (<1,000 gm), and transfer from hospital. Six groups were classified using cluster analysis method based on nursing needs. Patient classification scores were significantly different for the groups. Conclusion: These results show adequate validity and reliability for the NeoPCS-1 based on nursing needs. Study is needed to refine the measurement and develop index scores to estimate number of nurses needed for adequate neonatal care.

• Journal of Nutrition and Health
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• v.35 no.3
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• pp.394-401
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• 2002

The purpose of this study was to : (a) examine diabetic patients' sensory evaluation and food preferences, (b) analyze the portion sizes & plate wastes, (c) investigate the factors affecting plate wastes, and (d) determine the nutritional & mometary values of the plate wastes. A questionnaire for determining food preference and sensory evaluation was developed. Thirty-three diabetic patients who were hospitalized in Sanggye Paik hospital in Seoul were studied. Serving sizes and plate wastes were weighed by using an electric scale, and the CAN-Pro program was used to evaluate the nutritional value or the food consumed. The data were analyzed using the SAS package program for descriptive analysis, t-test, ANOVA, and the Pearson correlation. Using a five-point Likeu-type scale, the temperature s[ore ranged from 3.1 to 3.3 (1 : very poor, 5 : excellent), the preference store was 3.0-3.2 (1 : very dislike, 5:very like), the taste score was 2.9-3.2 (1 : very poor, 5 : excellent), and the amount of food served score was 2.8-3.0 (1 : too little, 5 : too much). Serving sizes were considered insufficient by patients because most of the DM diet was low in calories. Average plate waste for the DM diet was 26.2% of the total served, by weight, and was lower than that for patients consuming a normal diet, which was 30.3%, found in previous research. Those subjects who had been previously hospitalized and who wished to participate in a campaign for food waste reduction produced less plate waste than other groups (p<.05). Plate wastes of the DM diet were negatively correlated with taste, temperature, and preference, and were positively correlated with the amount served: however, these results were not statistically significant. It was found that diabetic patients consumed adequate levels of energy, protein, Ca, Fe, Vitamin B$_1$, Vitamin B$_2$, and niacin, but inadequate levels of Phosphorus, Vitamin A and Vitamin C. The plate wastes were calculated to be 26.2% of the total cost (￦ 3,489), which is ￦9l5. This represents a significant wastage of resources from the hospital. The results of this study could assist foodservice managers in both controlling food wastage, and improving the quality of hospital food services.

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.117-128
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• 2012

This study purports to investigate the difference between upward and downward feedback and to find out the strategy to enhance the validity and reliability of the multi-source feedback system. Data were collected from 88 middle-level managers working at divisions of nursing, administration, and clinical technology at a university hospital located in north-eastern part of South Korea. Data about multi-source feedback of the year 2008 and 2009 were obtained from the department of personnel management under the permission of hospital top management. The collected data were analyzed using t-test, and correlation analysis. The major findings of the study were as follows: First, the scores of downward feedback were always higher than those of the upward feedback. Second, the scores of downward feedback were always higher than those of the upward feedback in both nursing and administrative staff, while no significant difference was found in technological staff. Third, the upward and downward feedback scores were significantly different in terms of the evaluation factors. Fourth, there were significant correlations between total scores of downward and upward feedback, and evaluation factor scores. In conclusion, the composition and weight of measurement items of multi-source feedback needs to be designed differently in terms of each job characteristics.

• Journal of the Korean Dietetic Association
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• v.6 no.2
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• pp.148-160
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• 2000

The purpose of this research was to analyze the tasks on foodservice ․ clinical nutrition service in hospital dietetic departments. A survey of 30 hospital food and nutrition service departments was undertaken and detailed informations were collected from each, including surveys of 176 dietitians and 30 foodservice managers. Statistical data analysis was completed using the SAS/win 6.11 package for descriptive analysis and t-test. The results of this study can be summarized as follows : Regarding dietitian's training period, 38.6% dietitians answered that they spent 1~2 years in mastering food service management. 28.4% dietitians replied that they needed 2~3 years in learning clinical nutrition management. It was shown that 48.9% dietitians were engaged in food service management, while 26.7% were engaged in clinical nutrition and 26.7% were engaged in both. The 13 elements of food service management showed low performance level. These elements were food temperature, food intake, menu selection, contaminated substances and serving mistake and reliance on hospital food. These should be controlled with caution. The average score of dietitian's life satisfaction within the work place was 3.42 out of 5. The most dissatisfactory element was physical environment of the workplace. 5 elements for improving nutrition service activities showed low performance level with high importance score. Problem analysis showed low difference score between importance and performance level. Hospitals under contract foodservice management received higher points on clinical nutrition performance(P<.05) than hospitals under self-operated foodservice management.

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.575-586
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• 2016

The purpose of this study was to investigate the influential factors of organizational cynicism of nurses in hospitals, and to examine data contributing the effective organizational management and the organizational effectiveness. Data were collected from 320 nurses working in a hospital in 2005. A total of 295 questionnaires were analyzed by the SPSS WIN 21.0. The leadership, job interdependence, job stress, positive and negative affectivity had significant effect on the organizational cynicism of hospital nurses. Also, the organizational cynicism had significant mediating effects on job satisfaction and organization commitment, and organizational climate showed significant indirect effects on the job satisfaction and organizational commitment. In conclusion, hospital managers and nursing directors need to adopt following strategies; open communication, friendly feedback, trust among staff, co-operation between departments and intra-departments, sharing information, creating joyful organizational climate, adequate organizational supports, fair compensation, and favorable organizational culture.

• Health Policy and Management
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• v.22 no.2
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• pp.249-262
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• 2012

The purpose of this study is to investigate the determinants of intent to use the medical-application(M-APP) of smart phone of nurses working at the nursing department of two university hospitals in Korea. The independent variables used in the study are performance expectancy, effort expectancy, social influence, facilitating condition, attitude toward using technology, self efficacy, anxiety, ability to use a smart phone easily and socio-demographic characteristics. The sample used in the study consisted of 378 nurses selected from two university hospitals located in Seoul and Wonju, Korea. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of this study revealed 5 independent variables of attitude toward using technology, self efficacy, anxiety, ability of using APP and interest in smart phone have the significant effect on the intent to use the M-APP. The results imply that the hospital administrators and nursing managers should try to give more chances to learn the skills of using M-APP, provide sufficient resources and establish the stable hospital information system in order for their employees to use the M-APP more easily at their working places.

• Korean Medical Education Review
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• v.25 no.2
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• pp.159-173
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• 2023

The purpose of this study was to develop and validate a competency tool for new nurses and to pilot-test it with new nurses. A Delphi survey was conducted to develop a competency tool, and a self-evaluation was conducted among new nurses who pilot-tested the finally derived competencies. The Delphi survey panel consisted of 18 people, including adjunct professors at the College of Nursing, nursing managers, and nurses with master's degrees. The Delphi survey asked about the validity of the competencies constructed in two rounds. After analyzing the Delphi results with mean, standard deviation, content validity ratio, degrees of convergence, and degrees of consensus, 12 core competencies and 36 enabling competencies were finally derived. The competencies consisted of clinical judgment and management (nine items), task competence (four items), patient orientation (five items), moral value orientation (three items), cooperation (two items), supply management (two items), professional development (three items), confidence (one item), self-control (two items), flexibility (two items), influence (one item), and nurturing others (two items). The finally derived competencies were pilot-tested with 229 new nurses who had worked for 2-12 months. The self-evaluation scores of new nurses were distributed differently according to their working period. In this study, the competencies required for new nurses were identified and the corresponding enabling competencies were identified. In the future, it is expected that a competency-based education program will be prepared based on these findings, and furthermore, it will be possible to provide high-quality medical and nursing services that meet patients' needs by improving the competency of new nurses and lowering the turnover rate.

• Journal of Environmental Health Sciences
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• v.46 no.5
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• pp.495-503
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• 2020

Objective: This study aimed to compare the characteristics of humidifier disinfectant-like products (HD-like products) and humidifier disinfectant products (HD products) and introduce actual cases of the usage of HD-like products in hospitals based on an on-site investigation. Methods: The characteristics, chemical components, and usage of HD-like products (Hichlor or Biospot) and HD products (N-with) containing NaDCC (sodium dichloroisocyanurate) were compared. In the process of conducting the on-site investigation, four hospitals were identified as previously using HD-like products. Each on-site investigation to identify the use of HD-like products was composed of four parts: 1) hospital infection control guidelines, 2) manual for humidifiers in patient's rooms, 3) interviews with nursing staff, infection managers, and purchase managers, 4) searching on the product purchase system. Results: Although HD-like products (Hichlor and Biospot) and HD products (N-with) were sold for different usage purposes, they were all white-colored and coin-shaped foaming tablets with the same chemical component, NaDCC. The manual for using HD-like products and HD products was similar (inserting the tablet in a humidifier container with water). Among the four hospitals, one had used Hichlor in the same manner as HD (N-with) by inserting a tablet in 1L of water in a filled humidifier container and Biospot as a kind of detergent for humidifier container cleaning. Another two hospitals had used Biospot and/or Aniosyme as a kind of detergent for humidifier container cleaning. The other hospital had used unknown product in the same manner as N-with, so we thus assumed it was either an HD products (N-with) or HD-like products (Hichlor, Biospot). Conclusion: This study raises the possibility of the development of adverse health effects similar to exposure to an HD-products when exposed to an HD-like products and the possibility of further use in other medical institutions or multi-use facilities. Therefore, an expansion of the investigation is needed in order to confirm whether there have been similar cases in the past.