• The Journal of Industrial Distribution & Business
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• v.10 no.3
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• pp.73-83
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• 2019

Purpose - This study is to clarify the structural relationship between the direct supervisor and organizational commitment and organizational citizenship behavior through mediation of the Leader-member exchange (LMX) in the hospital organization, and to confirm the mediating effect of the LMX. Through this study, we will provide basic data on the aspects of HR to enhance organizational immersion and organizational civic behavior in hospital organizations, and present suggestions on academic contribution and effective organizational operation measures. Research design, data, and methodology - This study is to investigate the relationship between authentic leadership and OC and OCB of the organization member, which is proposed to secure more active and high competitiveness in the recent changing medical environment, with multi-regression and B&K(1986) method. For this purpose, 653 employees of senior hospitals in Seoul and Kyeong-In area were surveyed using structured questionnaires. Each questionnaire was composed of 7-point scale, and each hypothesis was testified by multiple leaner regression and by BK method for testifying mediator effect. Result - As a result of the analysis, it was found that the male and non-medical staff had higher recognition level than the medical staff in the LMX, organizational commitment and organizational citizenship behavior. In the senior management or more than 5 years' experience group, organizational commitment and organizational citizenship behavior were recognized higher than the group of subordinate managers. Second, authentic leadership has a positive influence on LMX, organizational commitment and organizational citizenship behavior, and LMX has a significant positive impact on organizational commitment and organizational citizenship behavior. In addition, as a result of analyzing LMX mediating effect in the relationship of authentic leadership and organizational effectiveness by BK method, LMX had partial mediating effects between authentic leadership and organizational citizenship behavior, and between authentic leadership and organizational commitment. Conclusion - Results of the study confirmed that all the members of the hospital organization that were lacking served as positive factors for the relationships of authentic leadership and LMX, and authentic leadership and organizational effectiveness. It is expected that the hospital organization will be able to suggest such as the organizational approach to expect high organizational effectiveness centering on authentic leadership ability as psychological capital.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.4
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• pp.448-457
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• 2008

Purpose: This study examines how the types of organizational culture at a public health center affect job satisfaction and organization commitment of nurses. Method: The study selected 139 nurses from six public health centers located in G city, J province as subjects. The data was collected from April 1 to May 31 in 2008. Result: In regard to type of organizational culture had significant correlation with both job satisfaction and organization commitment, job satisfaction and organization commitment also showed high correlation. Concerning type of organizational culture, two variables of affiliated culture and innovative culture explained 26.3% of job satisfaction and 29.3% of organization commitment. Conclusion: The job satisfaction and organization commitment of nurses varied according to types of organizational culture of a public health center, and showed high correlation. The more affiliated and innovative the organizational culture was, the higher job satisfaction and organization commitment turned out. Therefore, it is advisable to develop a strategy that systematically creates a affiliated and innovative organizational culture that pays attention to goal achievement of the nurse.

• 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.

• Korea Journal of Hospital Management
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• v.5 no.1
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• pp.129-155
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• 2000

This empirical study, activity-based costing, a newly introduced approach that has proved to be an improvement over the conventional costing system in product or service costing, is applied at department of clinical pathology in K university hospital. The study subjects were 233 test procedures done in clinical laboratory of K university hospital. Activity analysis was done by interview, questionnaires, and time study, and the amount of resources consumed by each activity and their costs are then traced and applied to the laboratory tests. The main purpose of this study were to compare the test costs of activity-bases costing with those of conventional costing, and test fees of medical insurance, and to provide accurate cost informations for the decision makers of hospital. The major findings of this study were as belows. 1. The cost drivers for application of activity-based costing at clinical laboratory were cases of sample collection, case of specimen, cases of test, and volume-related allocation bases such as direct labor hours and total revenue of each test. 2. The profits of each clinical laboratory fields analyzed by conventional costing were different from the profits analyzed by activity-based costing, especially in the field of Urinalysis(approximately over estimated 750%). 3. The standard full costs by conventional costing were quite different from the costs computed by using activity-based costing, and the difference is most significant with the tests of long labor time. 4. From the comparison between costs computed by using activity-based costing and medical insurance fees, some test fees were significantly lower than the costs, especially in the non-automated fields. As described in this study, activity-based costing provides more accurate cost information than does conventional costing system. The former approach is especially important in the health care industry including hospitals in which planning and controlling the costs services provided are the key to maintaining a healthy financial status for the organization. Despite the contribution of activity-based costing the economic as well as technical feasibilities of implementing such a cost accounting system in an organization must be evaluated. In the development of activity-based costing systems, an activity analysis has to be conducted to identify activities that consume resources. This involves a detailed study of the organization's logistics and accounting information systems, and it is an expensive project in itself. Besides, it can be quite difficult and time consuming to identify and trace resource consumption to a specific activity. Thus the activity-based costing system should be implemented only when the decrease in cost of error far exceeds the increase in cost of measurement. By combining activity-based costing with standard costing, health care administrators can better plan and control the costs of health services provided while ensuring that the organization's bottom line is healthy.

• Korea Journal of Hospital Management
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• v.20 no.2
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• pp.82-87
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• 2015

As recruitment environment of hospitals has changed, employment opportunity for graduates of the hospital management majors has been reduced in larger hospitals. So, it is necessary to reestablish the status of an academic discipline to foster the professional managers of healthcare organizations. For this, curriculum contents and teaching methods might be improved. Although we need individual efforts of the society members for educational improvement, there is a need for organization and leadership of the society.

• Information Systems Review
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• v.15 no.2
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• pp.41-58
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• 2013

The purpose of the present study is to theoretically assess IT Implementation Model of Cooper and Zmud (1990) in a hospital IS use context. A case study was applied to analogical study by interview from several end-users of the information systems at a university hospital. This study presented an EMR(Electronic Medical Record) systems how is initially implemented at an initial stage, continually adopted, adapted, accepted at an adoption stage, and finally rountinized and infused into an organization. Our study also elaborated IT Implementation Model as defining EMR development and its impact on nature of IS use in a hospital. This case study explained the characteristics of EMR and hospital organization context conceptually.

• Korea Journal of Hospital Management
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• v.14 no.4
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• pp.103-123
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• 2009

The purpose of this study is to investigate antecedents and consequences of perceived justice of performance appraisals, which is classified as distributive and procedural justice, in hospital organization. The results of this study are summarized as follows. First, for distributive justice of performance appraisals, the influential factors are the pertinence of performance appraisal method, the opportunity of self-reporting, the availability of performance appraisal, and the feedback of performance appraisal. For the procedural justice of performance appraisals, they are the leadership style of performance appraisers, the ratee-rater exchange relationship, the pertinence of performance appraisal method, the opportunity of self-reporting, and the feedback of performance appraisal. Second, the perceived justice weakly affects outcome variables, organizational commitment and job satisfaction. By these results, the performance appraisal system needs to be changed in order to enhance distributive justice through the improvement of suitable methods of the performance appraisal, the opportunity of self-reporting, the availability of performance appraisal, and the feedback of performance appraisals. If it is difficult to increase the level of distributive justice due to the environmental restrictions in hospitals, the way to enhance the procedural justice more than the distributive one should be considered.

• Korea Journal of Hospital Management
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• v.20 no.4
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• pp.62-71
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• 2015

The purpose of this study is to investigate the intra CSR for the sustainable hospital management. The company was proactive stance on CSR carried out in the environmental field as a preemptive countermeasures movement of citizens and government regulations. CSR, while performing for employees, is recognized as a problem within the enterprise, it was reluctant to respond to the performance and results published. This study aims to determine whether the effect is substantially reflect If you want to include in the process of demonstrating the impact of CSR within the organization to make decisions in labor union composed of employees of internal stakeholders as a parameter. In particular, research in the field of performing a public function such situations, hospitals are lacking. Internal CSR performance of the general hospital (professional) in this study was found to have mad that the generally positive effect on improving labor productivity within the organization. In particular, its performance was more positive than in the virtuous cycle that meets the expectations and internal performance improvements improve equity executives expect employees to be borne if your blood and your liver collaborative decision-making behavior. Therefore, the internal CSR awareness by investing in sustainable management of the partnership is expected to achieve improved financial performance and labor productivity by performing more active at the same time.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.4
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• pp.469-476
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• 2005

Purpose: This study is to identify the effect of organizational characteristics on knowledge sharing in a general hospital nurses. Method: The objects of this study were 358 nurses who had worked in a general Hospital. Data were collected from May, 3rd to May, 10th in 2004 through questionnaire. Five structured Instruments were used to collect the data. Result: The knowledge sharing of nurses was the positive correlation with openness of communication, learning orientation, the support of director of nursing department, and application of information technology(r=.431${\sim}$.611, p=.000). The degree of nurse's knowledge sharing showed a significant difference according to nurses' education level, duration of working, duty shift, working field, position in Hospital(p=.05). Openness of communication appeared into a most important predictor in knowledge sharing of Nurses, and then was learning orientation, the support of director of nursing department, application of information technology in order(p=.000). All of these variables explained 55.1% of knowledge sharing of nurses. Conclusion: To increase knowledge sharing of nurses, nursing organization will have to make up organization culture of opening communication and learning orientation of nurse, promote up the support of director of nursing department and application of information technology.

• Health Policy and Management
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• v.18 no.2
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• pp.67-85
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• 2008

This study evaluated the specialization status of Korean hospitals by applying index measures that were developed to determine how hospitals are specialized. In addition, multivariate regression analysis was applied to assess how the measures responded to the internal and external factors of hospitals. National Health Insurance claims for 2004 were used to calculate the information theory index, internal Herfindahl index, number of distinct diagnosis-related groups (DRGs) treated, and percent of the five most common DRGs. Data from the Ministry of Health and Welfare and Korean Hospital Association were used to determine the size, ownership, teaching status, organization type, and location of the hospitals. The four indexes analyzed showed that there were significant differences in the specialization status of providers, depending on the provider size, organization type, and location. Hospitals that were smaller and located in metropolitan areas tended to provide specialized services; this is considered to constitute a competitive strategy for hospitals. It is expected that specialized hospitals will increase given the current market structure. Therefore, policy makers will need an index for measuring how hospital services are specialized. Information from such an index could provide a picture of how hospital services are mixed and change over time.