• Health Policy and Management
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• v.18 no.2
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• pp.39-66
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• 2008

This study examines organizational qualities such as vision, mission, teamwork, fairness, and empowerment and their effects on organizational members. As a result of analysis, these qualities are identified to affect member satisfaction, but not to affect job involvement. Member satisfaction affects job satisfaction, and this relationship retains indirect influence through an increase in member satisfaction. Further, improved member satisfaction and job involvement are found to affect organizational commitment. These results are derived from complete enumeration on members of an organization where particular traits such as member position, job classification, and the privity of contract are intermixed. In case where research is conducted on the aforementioned traits separately, different results would be anticipated depending on each trait. The implications of this study are as follows. First, clear-cut organizational vision and mission established by the top management of an organization prevent confusion amongst its members, and thus have the highest level of effect on member satisfaction. Second, teamwork in reference to the. relationship amongst team members of a work group and goal awareness improves member satisfaction. Third, autonomy for job performance and related empowerment improve member satisfaction. Last, fairness in wages and promotion affects member satisfaction. Therefore, internal qualities of an organization perceived by its members have a higher degree of influence over external qualities including compensation and promotion on the members. In addition, these internal qualities indirectly affect job involvement through an increase in member satisfaction, and, in turn, member satisfaction and job involvement affect organizational commitment of the members. In case of member satisfaction, not only does it affect organizational commitment of the members of an organization directly, but also affects organizational commitment indirectly through job involvement. This study is conducted with only one hospital in consideration, and thus its findings may not be generalized for every medical organization. However, this study retains distinct attributes of complete. enumeration, and the precedence of each variable is closely investigated.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.2
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• pp.109-122
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• 1997

This Study was dosigned to test the relationship between effectiveness of nursing organization and related variables of organization on the perspectives of total quality management, The data were collected through self reported questionnaires from 138 nurses working in, 288 patients hospitalized in one tertiary hospital in Seoul from May 30 to October 10 in 1996. The data were analyzed by using the pc-SAS program. The information was obtained of descriptive statistics, correlation analysis, multiple regression, ANOVA & Tukey's multiple comparison test. Results showed that the managing change, the managing job design, the managing conflict, the formation and the centralization of nursing organization structure were shown to be relating variables for nurses' job satisfaction. Especially the managing change was the predictor of nurses' job satisfaction, It explained 57% of total variance. According to clustor analyses of the variables of the managing change, the managing job design, the managing conflict, the nursing units were divided three clusters and according to ANOVA, there was significint difference in nurses' job satisfaction The nurses' job satisfaction was higher in the nursing units revealed to have high job management score. But there was no significant difference in patient satisfaction among three clusters.

• Quality Improvement in Health Care
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• v.1 no.1
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• pp.66-94
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• 1994

Hospital Accreditation Programme(HAP) has been introduced in many countries in the world for these recent years. This article reviews the HAP in the aspects of the organization, survey and evaluation process, evaluation criteria, and its impact to the hospital quality improvement. The nations included in this study are USA, UK, Canada, Australia, and Korea. To carry out this comparative study, the authors have reviewed articles and accreditation manuals having been issued in many countries. An expert panel of medical doctor, nurse, pharmacist, administrator, and specialist in health facilities formulated a study framework. The results of this study enhance understanding about hospital accreditation activities according to each nation's health care system. In recent years, the Korean government has launched the plan to improve the quality of health services by strengthening the hospital accreditation programme. This study results can provide useful information in development and implementation of the national hospital accreditation programme in Korea.

• Asian Journal of Business Environment
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• v.7 no.3
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• pp.17-22
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• 2017

Purpose - Clarifying one of the biggest public Hospital Costs and incomes according to patients' case mix. It leads to prepare financial information about pubic medical tariffs and hospital operational costs. Research design, data, and methodology - This study calculates the costs both, with and without taking into account capital costs. This holds for comparison of hoteling based on case mix in all medical procedures. The checklists were reviewed and filled by reviewing accounting documents of the hospital, warehouse exclusion list, and daily books of laundry and CSR. Data was analyzed descriptively by using Excel. Results - In both cases, the hospital is losing in terms of hoteling. Because the buildings and equipment are new, this loss is not tangible. However, this will be revealed when costs of reconstruction and replacement of equipment. The loss rate per day of hospitalization was 569318 Rials for Coronary Care Unit (CCU), 528171 Rials for Post Intensive Care Unit (Post ICU), 474570 Rials for ICU, 233183 Rials for Post CCU and 204803 for Surgical ward. Conclusions - Income of hoteling was lower than its costs. ANOVA showed a strong relationship between case mix and hospital costs as well as case mix and its income. This suggests that optimal case mix can minimize the costs and maximize income.

• Korea Journal of Hospital Management
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• v.7 no.2
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• pp.1-23
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• 2002

D. W. Organ(1977) published a paper about the importance of Organizational Citizenship Behavior(OCB) in an organization. Since then, the studies of OCB have been continuously increased. As recent business environment has changed with rapidity and uncertainty, OCB for the improvement performance of organization should be more emphasized. Role behaviors of organization are divided into two parts such as in-role behavior and extra-role behavior. In recent, although the researches about extra-role behavior have been studied, they are still not sufficient. This study attempted to examine relationships between organizational culture, organizational commitment and organizational citizenship behavior, Sample was 193 employee engaged in hospitals of Pusan. In this study I chose four factor(affective, conservative, task and innovative culture) of organizational culture and three factors (affective, continuous and normative commitment) of organizational commitment and five factors(altruism, conscientiousness, courtesy, civic virtue and sportsmanship) with regard to organization citizenship behavior. The major findings of the empirical research are as follows ; 1. The Causal relation of dimensions of organizational culture and dimensions of OCB. 1) Affective culture has significant impact on courtesy, civic virtue of OCB. 2) Conservative culture has no significant impact on all of OCB. 3) Task culture has significant impact on conscientiousness, civic virtue, sportsmanship of OCB. 4) Innovative culture has no significant impact on courtesy, civic virtue of OCB. 2. The Causal relation of dimensions of organizational commitment and dimensions of OCB. 1) Affective commitment has significant impact on all of OCB. 2) Continuous commitment has no significant impact on all of OCB. 3) Normative commitment has significant impact on courtesy, civic virtue of OCB. In brief, though this study has several limitations in research design and methods, the results suggest that organizational culture of hospitals and organizational comitment of hospitals shows a strong relationship to the organization citizenship behavior.

• Journal of Korean Academy of Nursing
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• v.38 no.1
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• pp.45-54
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• 2008

Purpose: The purpose of this study was to develop a balanced scorecard (BSC) for performance measurement of a Korean hospital nursing organization and to evaluate the validity and reliability of performance measurement indicators. Method: Two hundred fifty-nine nurses in a Korean hospital participated in a survey questionnaire that included 29-item performance evaluation indicators developed by investigators of this study based on the Kaplan and Norton's BSC (1992). Cronbach's alpha was used to test the reliability of the BSC. Exploratory and confirmatory factor analysis with a structure equation model (SEM) was applied to assess the construct validity of the BSC. Result: Cronbach's alpha of 29 items was .948. Factor analysis of the BSC showed 5 principal components (eigen value>1.0) which explained 62.7% of the total variance, and it included a new one, community service. The SEM analysis results showed that 5 components were significant for the hospital BSC tool. Conclusion: High degree of reliability and validity of this BSC suggests that it may be used for performance measurements of a Korean hospital nursing organization. Future studies may consider including a balanced number of nurse managers and staff nurses in the study. Further data analysis on the relationships among factors is recommended.

• Asian Pacific Journal of Cancer Prevention
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• v.17 no.10
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• pp.4549-4551
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• 2016

• The Korean Journal of Health Service Management
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• v.5 no.3
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• pp.101-110
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• 2011

This study analyzed affecting factors of employees working at dental hospitals to the organizational commitment and service quality, and then tried to utilize it as a basic data in executing personnel training policies for dental hospital's practitioners. The survey was conducted from July 1st to July 30th, 2010, and used 193 copies for this research analysis. As a hypothetical verification result through regression analysis, means and capabilities among empowerment factors influenced significant positive (+) effects, and self-determination and influences did not make significant effects. Also, organization commitment was displayed as influencing significant positive (+) effects to the service quality. When considering this research's results as a basement, an alternative for the managerial innovation shall be established for promoting mutual developments of individuals and organization in midst of promptly changing economic environments. That is, a personal training system has to be set up in which more decision-making rights on given assignments of dental hospital's employments are endowed, and then responsibilities are directed to be charged so much by introducing the empowerment concept instead of the managerial technique centering on controls.

• Korean Journal of Digital Imaging in Medicine
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• v.6 no.1
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• pp.19-23
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• 2003

In recent years, many computer systems that are used for patient diagnostic and treatment purpose s are being introduced within hospitals. Therefore, being in a position to manage the hospital entirely, efforts to integrate their own unique system into one have started. A system values humans and creates the surrounding atmosphere into one which maximizes the abilities of individuals. For this, a scientific integration management operation system is required. The type of system that is demanded due to this requirement is an ERP(Enterprise Resource Planning) system. Lately, even the hospital industry is beginning to show interest in efficient administrative methods. To deliver more predominant medical services, hospitals are trying to introduce scientific administrative methods, whose superiority were proven in enterprises, to the operation system of the hospital organization. ERP values humans over systems, and within a superior system, emphasizes the efficiency of the organization. This sort of process does not just evaluate and manage the working abilities of individuals, but provides an advanced working environment that increases the abilities of members within the organization by fold. Therefore, this research estimates through questionnaires and introductive cases how the introduction of ERP may change the work of customers within hospitals such as the radiologic technology department, and how it may also change the environment of medical services, thus striving to create a radiologic technology department that will not fall behind the times.

• Korea Journal of Hospital Management
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• no.spc
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• pp.85-95
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• 2016

This study is to introduce a comprehensive framework of a crisis management system developed at a prominent hospital in South Korea. Throughout recent decades, especially in the recent years, the way in which to cope with both internal and external challenges has been one of the most critical issues. Since the incident management system in the U.S. is acknowledged as the most advanced crisis management model in the world, a portion of this study refers to the Hospital Incident Command System(HICS) provided by the California Emergency Medical Services Authority(EMSA). Nevertheless, the framework suggested in this article was designed based on a distinctive Korean hospital setting. The main contents of this study are as follows; categorization of each type of crisis, organization of a crisis management team in a non-crisis or crisis state, crisis assessment by life cycle stage, and establishment of crisis management protocol. Even though many types of crises are unspecified, those can be categorized into external crisis, medical crisis, and utility & activity failure. A crisis management organization should be operated and consisted differently- depending on a crisis or non-crisis situation. From a life-cycle perspective, the range by which the crisis should be managed extends from pre-stage to post-stage of the crisis. It is important to set proper scenarios and manuals by crisis type to develop a crisis management framework of high quality. With continuous efforts, hospitals can prepare for the uncertainty to better concentrate on core business operations.