• Research in Community and Public Health Nursing
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• v.17 no.2
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• pp.195-209
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• 2006

Purpose: This study attempted to access the health promotion activities and employee's health promotion needs in workplaces. Methods: Subjects were 280 health care managers employed at small to large scale enterprises in national-wide areas of Korea. The instrument was a structured questionnaire included characteristics of workplace and respondents, health promotion activities, health promotion needs, and bottlenecks to operate programs. Data was analyzed using SAS 8.1 by applying $x^2-test$, t-test and ANOVA. Results: 1, 25.4% of the total workplaces employed health care managers. 2. Musculoskeletal management programs(49.6%) were the highest operating program. 3. The highest needs of health promotion programs were lifestyle management and disease prevention. 4. Health promotion activities were significantly different according to the type and size of workplaces. The programs were more frequently applied in manufacturing industries than non-manufacturing and in large-scale enterprises than small and middle-scale enterprises. 5. The needs of health promotion programs were high in non-manufacturing industries than manufacturing industries in all programs. 6. The major bottlenecks to operate programs were the difficulty in securing time, lack of budgets and lack of legal regulations. Conclusions: Health promotion activities were linked to their work environments including budgets, time, and law. Therefore, to operate effective health promotion programs in workplaces, various health promotion programs are required to be developed and systems for governmental support and management should be established.

• Journal of Digital Convergence
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• v.16 no.10
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• pp.261-270
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• 2018

The purpose of this study is to investigate the effect of work-family conflict and social support on retention intention in married female nurses. Participants were nurses working in 5 general hospitals in C city and data were collected from September 1 to 15, 2017. Data were analyzed by t-test, one-way ANOVA, Pearson's correlation, multiple regression analysis using SPSS Win 23.0. Factors influencing retention intention were identified as following; time-based conflict, more than one child, charge nurse, support of a co-workers, managers' support, with 37.3% explanatory power. This study shows that time-based conflict has negative effect on retention intention, while support of co-workers and managers have positive effect. This result may be useful in developing new strategies for enhancing retention intention. Further research is needed to identify other factors affecting the retention intention of married female nurses.

• Korean Journal of Schizophrenia Research
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• v.20 no.2
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• pp.55-60
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• 2017

Objectives : Severe mental illness is a major risk factor for suicide. This study aimed to identify characteristics of patients who died by suicide among subjects who had been received service from a community mental health center. Methods : We searched individuals who had committed suicide in Gwangju Bukgu Community Mental Health Center since 2006. Sociodemographic and clinical data were gathered from medical records and their case managers and they were compared with those of general members in the center. Characteristics of schizophrenia patients who died by suicide were particularly summarized. Results : Twelve person committed suicide between 2006 and 2016. The characteristics of those who died by suicide were male (67%), diagnosis of schizophrenia (75%), aged below 50 (83%), unemployed (92%), past history of psychiatric hospitalization (100%), recent admission within 3 months (67%), past history of suicidal attempt (78%), family history of schizophrenia (58%), poor adherence to medication (58%), and use of daily rehabilitation program (42%). Ten out of twelve (83%) showed warning sign for suicide. All identified method of suicide in patients with schizophrenia was jumping from high building. Many patients with schizophrenia, who committed suicide, suffered from comorbid depressive symptoms (67%) and auditory hallucination (78%). Conclusion : Case managers should pay attention to and carefully manage individuals who showed suicidal warning, particularly with risk factors for suicide, such as unemployment, admission state or recent discharge from psychiatric hospital, poor adherence to medication, family history of schizophrenia, and a history of suicidal attempt.

• The Korean Journal of Health Service Management
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• v.11 no.1
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• pp.67-78
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• 2017

Objectives : This study investigated the fatigue, emotional labor and job embeddedness factors influencing the turnover intention of clinical nurses. Methods : A survey was conducted with 479 hospital nurses. Data were analyzed using descriptive statistics, t-tests, ANOVA, Pearson correlation coefficients. and multiple regression with SPSS/WIN 23.0. Results : The mean scores fatigue, emotional labor, job embeddedness. and turnover intention were $3.06{\pm}0.71$, $3.43{\pm}0.60$, $2.94{\pm}0.47$, and $3.39{\pm}0.62$, respectively. Turnover intention was positively correlated with fatigue and emotional labor, but negatively correlated with job embeddedness. Multiple regression analysis showed that the factors affecting turnover intention were job embeddedness, emotional labor, gender, and with studying. Conclusions : The results indicate that emotional labor and job embeddedness are very important factors affecting nurses turnover intention. Therefore nurse managers should decrease nurses emotional labor and maximize their job embeddedness by developing various emotional sensitivity and support programs.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.1
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• pp.23-31
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• 2006

Purpose: The purpose of this study was to test the empowerment structural model based on Kanter's work empowerment theory. Method: A predictive, nonexperimental design was used in a sample of 279 nurses from 3 university affiliated hospitals. Data were collected with self-administered questionnaires and analyzed using mean, standard deviation, pearson correlation coefficient and path analysis. Results: The results showed that the overall fitness of the hypothethical model to the data was good(chi-square=.7751, df=4, p=.942, GFI=.999, AGFI=.996, RMSEA=.000). Both formal power and informal power directly influenced on nurses' perceived empowerment level and empowerment directly influenced on nurses' organizational commitment and indirectly influenced on nurses' intent to stay. Conclusion: The results imply that hospital and nurse managers should provide the empowering working condition for nurses to be stayed in hospitals.

• Proceedings of the Korea Inteligent Information System Society Conference
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• 2001.01a
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• pp.373-377
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• 2001

This study is to examine the factors that influence the performances of service quality in university hospitals by investigating systematically the condition of service quality. A synthesis of the health care quality is conducted to identify physical quality, operating process quality, and human resources quality that relate to both the overall satisfaction and intention of revisit. Based on the proposed hypotheses, the relationships between the service quality factors and performance are examined using data collected from 167 patients in three hospitals, Korea. Reliability and validity tests are performed for examining its relationship with service quality in health care systems. Total eight independent variables with respect to three service quality levels and two dependent variables for performance are identified for relationships between service quality and performance in health care systems. The results provide health care managers with a managerial insight to the planning function of performance with service quality in health care systems as well as other operations (business, government, or other service organizations) systems. Implication of the study for theory, future studies, and practices are discussed.

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.247-258
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• 2012

Nurses are critical human resources for the hospitals. However, in Korean hospitals, human resource management practices for nurses are not well established, and nurses' turnover rates are very high. Although the causes and tasks for shortage of nurses are analyzed, suggestions for the specific ways of HRM management practices for hospital managers are rare. In this article, the management challenges for nurses are discussed, and high commitment human resources management model for nurses are suggested. And future research directions and topics are suggested.

• The Journal of Information Systems
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• v.20 no.3
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• pp.25-40
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• 2011

Small and Medium sized hospitals are exposed to severe managerial environments recently. Around 8.0% of the hospitals are bankrupted every year. The adverse managerial environment does not only come from external factors such as patients' preference for larger hospitals, regulations on the medical charges; more serious problems come from the way the medium and small sized hospitals deal with those exogenous changes including lack of management skills, lack of change management skills, lack of managerial decision support systems, etc. This paper aims to support managers to make decisions regarding the exogenous changes. This paper can be interpreted as an attempt of a merge of the two techniques; BSC and system dynamics. Starting with a BSC system, the development of a system dynamics model can take advantages of the BSC information.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.1
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• pp.53-63
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• 2015

Purpose: The purpose of this study was to describe nurses' experience of health communication with doctors in the clinical fields. Methods: Eight experienced clinical nurses working in various units of general hospitals participated. Data were collected through in-depth individual interviews and analyzed using the Colaizzi' method. Results: Five themes of nurses' experience of communication were identified: exploring the speaker seriously, becoming aware of emotions and controlling them, developing relationships after lining up for battle, having superficial and withered relationships with doctors, having few resources to promote communications with doctors. Conclusion: The results of the study indicate that humanistic and warm interpersonal relationships and genuine sharing of information are necessary to ensure effective communication. Thus, practice guidelines should be re-evaluated and developed to meet the proposed standards; safety-net programs and education for health communication should also be established. Nurse managers should create a high-touch work environment.

• Journal of the Korean Operations Research and Management Science Society
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• v.37 no.4
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• pp.139-151
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• 2012

This paper introduces an Internet-based generic simulator for outpatient clinics, named PIOS (Postech Internet-based Outpatient Simulator). Unlike other simulation tools, PIOS is operated on the Internet, is straightforward to use for outpatient process analysis, and is open to public via http://logistics.postech.ac.kr/pios with free of charge. Therefore, non-simulation expert users such as hospital administrators and managers can easily access to PIOS and conduct simulation study by themselves. In this paper, we describe the main components and programming logic of PIOS, and demonstrate its validity by comparing the output results of PIOS and a commercial software package.