• Korea Journal of Hospital Management
• /
• v.8 no.2
• /
• pp.24-48
• /
• 2003

It is important how the leader leads the organizational members with leadership appropriate to environment changes as the leader has great influence on the management of hospital organization. These data were collected from the questionnaire surveyed, from February 14 through February 28, 2003, to 218 people among those in the field of doctorship, management administration, nursing, technology, medical engineering, management engineering, and general affairs, working for three hospitals under S medical foundation in Pusan. The principal findings of this research are as below : 1. Type of leadership and job satisfaction had positive correlation in terms of both transformational and transactional leadership, with former having more relation than the latter. 2. Type of leadership and organizational commitment had positive correlation in terms of intellectual stimulus and situational rewards, having little relation statistically. 3. Type of leadership and turnover intentions had negative correlation only in individual consideration, situational rewards, and exceptional management, showing that transactional leadership had more relation than transformational leadership. 4. In terms of leadership and its effect on the organizational performance and turnover intentions, transformational leadership had more correlation than transactional leadership. But transactional leadership also turned out to have effect on organizational performance. When transformational leadership used, turnover intentions were lower than when transactional leadership used. However, both transformational and transactional leadership had negative correlation to turnover intentions. 5. Effect that type of leadership according to job classification, status, age, and academic career has on organizational performance and turnover intentions was differed by those factors; especially, in the occupation of doctor, both transformational and transactional leadership had positive correlation to turnover intentions. 6. Regression analysis on the factors of organizational performance and turnover intentions showed that higher age had positive correlation to the organizational performance in terms of socio-demographical features and that the more leadership was used for charismatic and situational rewards and the less leadership was used for intellectual stimuli, the higher organizational performance was likely. In short, hospital operators and managers should examine each manager's qualification, type, and style of leadership in the hospital organization, and they must develop lasting programs for effective education and training for developing characteristics of leadership are in needed to have managers with appropriate managerial mind to respective post and status. It should be kept in mind that manager's leadership especially has great effect on members' goal-setting, goal-achievement, organizational performance, and turnover intentions as it is a decisive factor of organizational members' attitude and motivation.

• Korea Journal of Hospital Management
• /
• v.20 no.4
• /
• pp.31-49
• /
• 2015

The purpose of this study is to propose an effective leadership in the hospital management by analyzing the relationship of the effect of the specialty hospital CEO's leadership on the employees' organizational effectiveness as well as the customer orientation, and the mediation effects of the organizational effectiveness on the relation between hospital CEO's leadership and the customer orientation. The questionnaires of the survey targeting the 99 specialty hospitals were collected that 786 copies of them were utilized in analysis. The major outcomes of the research can be summarized as follows. Firstly, transformational leadership of specialty hospital CEO generally has the greater impact on the employees' job satisfaction, organizational commitment and turnover intention than his transactional leadership. Secondly, the most important sub-variable of specialty hospital CEO leadership affecting the organizational effectiveness of the employees are charisma of transformational leadership and contingent reward of transactional leadership. Thirdly, the sub-variable of specialty hospital CEO leadership which has the greatest impact on customer orientation of employees is the active management-by-exception of transactional leadership. Fourthly, the sub-variables in the organizational effectiveness such as job satisfaction, organizational commitment and the turnover intention of hospital employees play mostly the partial mediation role between the customer orientation of employees and the leadership of a specialty hospital CEO. This means that the more the organizational effectiveness of specialty hospital employees improves, the more the customer orientation does. Thus, specialty hospital CEOs need to pay attention to the sub-variables in organizational effectiveness so as to improve the customer orientation of the employees. To explore further the nature of the effect of hospital leadership in the future, apart form the variables of the organization effectiveness used in this study to improve the customer orientation of employees through the leadership of the specialty hospital CEO, the research to identify other factors which have greater influence and explanatory power will be needed.

• Korea Journal of Hospital Management
• /
• v.17 no.4
• /
• pp.71-86
• /
• 2012

The study was a descriptive research to investigate the effect of job satisfaction and self-leadership of members of small and middle-sized hospital on organizational commitment. Collection of data was conducted throughout members of small and middle-sized hospitals with explanation of purpose from 2011, Oct, 1st to 10th. Collected data was analyzed by T-test, ANOVA, Scheffe test and hierarchical regression analysis with utilizing SPSS Win 16.0. As a result of the expected effect, a degree of effect on organizational commitment has explanation 65.1%(F=183.804) on job satisfaction and self leadership. Also, it was job satisfaction that was found to be more effective, where explanation for it was ${\beta}$=.755 and self-leadership ${\beta}$=.264. With considering these facts, both factors are effective for organizational commitment. Therefore, to improve organizational commitment, it pays systemized strategies and ever more proactive efforts. To strengthen the self leadership, it needs changes in cultural aspects of hospitals to enlarge accessibility to information and opportunities for education and to expand freedom in their responsibility. Great effort on changing in cultural aspects of hospital would, based on effective interrelationship with members, improve efficacies of organization and efficiency of management.

• Archives of Plastic Surgery
• /
• v.45 no.4
• /
• pp.375-378
• /
• 2018

In this report, we present a case of successful treatment of a bowel fistula in the open abdomen by perforator flaps and an aponeurosis plug. A 70-year-old man underwent total gastrectomy and developed anastomotic leakage and dehiscence of the abdominal wound a week later. He was dependent upon extracorporeal membrane oxygenation, continuous hemodiafiltration, and a respirator. Bowel fluids contaminated the open abdomen. Two months after the gastric operation, a plastic surgery team, in consultation with general surgeons, performed perforator flaps on both sides and constructed, as it were, a bridge of skin sealing the orifice of the fistula. The aponeurosis of the external oblique muscle was elevated with the flap to be used as a plug. The perforators of the flaps were identified on preoperative and intraoperative ultrasonography. This modality allowed us to locate the perforators precisely and to evaluate the perforators by assessing their diameters and performing a waveform analysis. The contamination decreased dramatically afterwards. The bare areas were gradually covered by skin grafts. The fistula was closed completely 18 days after the perforator flap. An ultrasound-guided perforator flap with an aponeurosis plug can be an option for patients suffering from an open abdomen with a bowel fistula.

• Asia pacific journal of information systems
• /
• v.15 no.1
• /
• pp.81-113
• /
• 2005

IT has affected the hospital management via information systems and multimedia systems such as hospital information systems(HIS) and Order Communication System(OCS). A large number of researches have been done on the topic of success factors of information systems implementation, but a few on the topics of hospital information systems. Thus in this study, the success factors of the military hospital information systems implementation was analysed. To this end, a number of previous researches were reviewed and about 71 items of success factors were deduced. For doing empirical analysis, a questionnaire with 71 items was prepared and sent to proper organizations. The statistical analysis such as factor analysis was applied to about 400 of them returned. The six success factors and 20 sub success factors were resulted from factor analysis. The six success factors include systems management factor, technology and organization factor, the efficiency of IT department factor, technology application factor, outsourcing factor and environment factors. This study finds the outsourcing and environment factors are very important factors as much as other success factors which previously were mentioned.

• Journal of Korean Academy of Nursing Administration
• /
• v.15 no.3
• /
• pp.314-324
• /
• 2009

Purpose: This research was conducted to investigate the nurses' awareness and behavior on coaching and its relation with job characteristics in a hospital. Methods: Total 300 nurses in a university affiliated hospital were surveyed with questionnaires between April and May, 2008. The data was analyzed using SAS 9.1. Results: The data showed that 88.9 % of nurses responded the need of coaching training program while only 80.9% of general nurses and 75.7% preceptor nurses would like to participate in the training. The current level of knowledge for coaching was not different by the age, education level, and career. However, coaching behavior and job characteristics were significantly higher in the nurse managers than in general nurses or preceptors. The correlation between coaching behavior and job characteristics were identified. Conclusion: The gaps between the perceived necessity of coaching program implementation and willingness to participate in the coaching program were due to worry about the burden of extra hours needed to participate the program. To introduce coaching program to a nurses' organization successfully, the efforts should be made to develop the coaching training program for nurses based on the results and to support them systematically.

• Proceedings of the KOSOMBE Conference
• /
• v.1998 no.11
• /
• pp.255-256
• /
• 1998

In this paper, we propose the multi-axial classification system using parallel coding method that is systemic and flexible properties for representing dental clinical behavior. The methodology and organization of this thesis as follows. First, an analysis of other classification systems. Second, the domain of medical behavior and axises using selected elements was were determined. Third, the new code system is constructed of these common factors in properties of prediction of hierarchy, brevity, simplicity, flexibility and mnemonic usage. Finally, the framework of classification system for dental was made using multi-axial code system. The result of the this study, the eight bases axis of multi-axial code system is composed and can be basic information of research for construction of classification system of all medical domain.

• Journal of Chest Surgery
• /
• v.47 no.1
• /
• pp.63-65
• /
• 2014

Ameloblastomas are rare odontogenic epithelial tumors that occur mainly in the mandible. Despite their benign histologic appearance, they are locally aggressive with a high recurrence rate. However, a metastasizing ameloblastoma has been rarely reported. According to the current World Health Organization classification system, the definitive diagnosis of metastasizing ameloblastoma can only be carried out in retrospect, after the event of metastasis. This case report describes a patient with metastatic pulmonary ameloblastoma, 17 years after the surgical excision of an odontogenic tumor, preoperatively misdiagnosed as primary squamous cell carcinoma.

• Journal of Korean Clinical Nursing Research
• /
• v.26 no.2
• /
• pp.154-163
• /
• 2020

Purpose: The aim of this study was to develop an evidence-based guideline for stoma management providing institutional policy, assessment, complications and follow-up care. Methods: The guideline adaptation manual consisting of 23 steps developed by the National Evidence-Based Healthcare Collaborating Agency was used for this study. It presents an overview of the process used to develop the guideline and lists specific recommendations from the guideline. Results: It provides 55 recommendations that include the following 8 topics: 1) Organization and policy recommendations, 2) Preoperative nursing; Ostomy education, stoma site marking, 3) Ostomy formation, 4) Postpoperative nursing; education, assessment, high output stoma management, 5) Selection of ostomy products, 6) Colostomy irrigation, 7) Stomal and peristomal complications, 8) Follow-up care after discharge. Conclusion: The guideline can be used to address stoma management in hospital settings. The intent of the guideline is to provide information that will assist healthcare providers to manage adult patients with ostomies, prevent or decrease complications, and improve patients' outcomes.

• The Korean Journal of Health Service Management
• /
• v.5 no.2
• /
• pp.63-76
• /
• 2011

It is necessary to access managing human resources of hospitals with diversity in order to operate hospital organization successfully and efficiently. The research tries to analyze affecting factors of organizational effectiveness of hospital workers according to their positions. The research has been performed on the 836 hospital workers of 8 different positions in the Busan & Gyeong-nam area, utilizing SPSS version 19.0 for processing and analyzing the data. The major results of the research are as following. First, among such factors of organizational effectiveness as sense of belonging to work, pride, work settlement, wage satisfaction, job satisfaction, colleague perception, and unstable consciousness of their job, there is a meaningful difference according to the kinds of working institution and positions. Second, there was higher organizational effectiveness(a sense of belonging and pride) as to higher work settlement and wage satisfaction within all kinds of positions. In addition, there was higher organizational effectiveness(a sense of belonging and pride) as to higher job satisfaction and colleague perception within all kinds of positions except for physical therapist, general adminstration, facilities, nutrition, and etc. There was higher organizational effectiveness(a sense of belonging and pride) within all kinds of positions except for general adminstration, facilities, nutrition, and etc, as to lower job or work complaint.