• Title/Summary/Keyword: Hospital personnel

Search Result 620, Processing Time 0.031 seconds

Continuous Subcutaneous Administration of Morphine Using Patient Controlled Analgesia Device for Control of Cancer Pain (암성 통증 조절을 위한 자가통증조절장치를 이용한 몰핀의 지속적 피하투여 -증례 보고-)

  • Lee, Kyong-Ho;Lee, Cheol;Kim, Won-Tae
    • The Korean Journal of Pain
    • /
    • v.11 no.2
    • /
    • pp.321-325
    • /
    • 1998
  • Most of the patients with pain resulting from advanced cancer need opioid for adequate analgesia. Various Methods of drug administration to control the pain have been developed. One of them, continuous administration of intravenous morphine is used for more effective pain control in the patient with severe pain that cannot be satisfactorily controlled by other Methods of morphine administration. But this is not a suitable method at home because of the possibility of serious infectious complications and the difficulty in managing intravenous access by untrained personnel. Continuous subcutaneous adminstration of drugs can not only overcome such disadvantages of continuous intravenous infusion but also get almost the same effect of pain control as continuous intravenous infusion, and allows opportunity to move freely and return home, improving quality of life. We used continuous subcutaneous morphine and metoclopramide in the patients with cancer pain via a portable PCA device, and accomplished satisfactory pain relief without significant side effect.

  • PDF

Structural Relationships among Job Embeddedness, Emotional Intelligence, Social Support and Turnover Intention of Nurses (간호사의 직무 배태성, 감성지능, 사회적지지, 이직의도 간의 구조적 관계)

  • Lee, So-Jung;Woo, Hye-Jong
    • Journal of Korean Academy of Nursing Administration
    • /
    • v.21 no.1
    • /
    • pp.32-42
    • /
    • 2015
  • Purpose: This study was done to elicit basic data for effective human resource management by identifying the relationships among job embeddedness, emotional intelligence, social support, and the turnover intention of Nurses. Methods: Research design was to build a hypothetical causal model between variables and to verify its fitness. The sample for this study was 283 nurses with careers of more than 6 months in one hospital of more than 800 beds located in Seoul. They agreed in writing and this study was approved by the Institutional Review Board. Data were analyzed using SPSS 18.0 and AMOS 18.0 program. Results: Differences in general characteristics for the variables were significant for age, marital status, education, work experience, job title, income, and department. Job embeddedness, emotional intelligence and social support were significantly correlated to turnover intention. Job embeddedness to emotional intelligence and social support showed positive effects and a negative effect to turnover intention. Emotional intelligence to turnover intention showed a positive effect, but social support was not significant. Conclusion: Organizations should provide ways to minimize voluntary turnover of a competent workforce and demonstrate their competency. Also it should develop training and management programs to effectively utilize emotional intelligence.

An Empirical Analysis of Costs related to Nursing Practice (간호 관련 비용의 실증적 사례분석 연구)

  • Ko, Yu Kyung;Park, Bo-Hyun
    • Journal of Korean Academy of Nursing Administration
    • /
    • v.23 no.2
    • /
    • pp.139-150
    • /
    • 2017
  • Purpose: The purpose of this study was to identify nursing service costs associated with all health care costs incurred by the institution. Methods: This study was an empirical case study research in which the nursing cost was separated from total medical cost. The nursing cost index was calculated through a cost allocation method after summarizing costs for personnel, raw materials and administration of each department in one public hospital. The 2014 budget plan, published in 'Public Hospitals Alert', was used as data and the data were analyzed using the Microsoft Office EXCEL 2013 program. Results: When comparing total medical costs and nursing costs, the nursing cost were 27.14% of the total medical cost. The nursing cost per nurse per hour was calculated as \29,128 The nursing cost per inpatient per day was calculated as \157,970, and the administration cost per patient was calculated as \133,710. Conclusion: The results of the research present the process of cost allocation of specific cost elements in the hospital and evidence for administrative costs which in the past have been only vaguely formulated. These are the significant implications of this study.

Summary of the Chronic Obstructive Pulmonary Disease Clinical Practice Guideline Revised in 2014 by the Korean Academy of Tuberculosis and Respiratory Disease

  • Yoon, Hyoung Kyu;Park, Yong-Bum;Rhee, Chin Kook;Lee, Jin Hwa;Oh, Yeon-Mok;Committee of the Korean COPD Guideline 2014
    • Tuberculosis and Respiratory Diseases
    • /
    • v.80 no.3
    • /
    • pp.230-240
    • /
    • 2017
  • Chronic obstructive pulmonary disease (COPD) results in high morbidity and mortality among patients both domestically and globally. The Korean clinical practice guideline for COPD was revised in 2014. It was drafted by the members of the Korean Academy of Tuberculosis and Respiratory Diseases, as well as participating members of the Health Insurance Review and Assessment Service, Korean Physicians' Association, and Korea Respiration Trouble Association. This revised guideline covers a wide range of topics, including the epidemiology, diagnosis, assessment, monitoring, management, exacerbation, and comorbidities of COPD in Korea. We drafted a guideline on COPD management by performing systematic reviews on the topic of management with the help of a meta-analysis expert. We expect this guideline will be helpful medical doctors treating patients with respiratory conditions, other health care professionals, and government personnel in South Korea.

Effects of the Organization's Empowerment on Organizational Commitment and Service Quality of Employees -Focusing on Dental Hospital's Employees- (조직의 임파워먼트가 직원들의 조직몰입, 서비스품질에 미치는 영향 - 치과병,의원 직원들을 중심으로 -)

  • Kwon, Su-Jin;Choi, Yu-Jin
    • The Korean Journal of Health Service Management
    • /
    • v.5 no.3
    • /
    • pp.101-110
    • /
    • 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.

The Effect of Iridium-192 Implant in the Treatment of Head and Neck Cancer (두경부암에서 방사성이리디움 삽입치료의 효과)

  • Yoo Seong-Yul;Koh Kyoung-Hwan;Cho Chul-Koo
    • Korean Journal of Head & Neck Oncology
    • /
    • v.4 no.1
    • /
    • pp.13-19
    • /
    • 1988
  • Brachytherapy is known to be a good modality to achieve local control as a boost treatment following limited external irradiation, which may reduce the external beam related acute radiation sickness, particularly in head and neck cancer. The authors developed iridium-192 ribbons recently to replace the radium needles. Total of 13 head and neck cancer patients had been treated with Ir-192 ribbons during last one year from October 1986 to September 1987, and the results were analysed to assess the applicability of the fabricated sources. The conclusion is as follows; 1) Iridium implant achieved 54% (7/13) of complete response and 69% (9/13) of overall response rate in head and neck cancer. 2) Iridium is superior to radium and cecium in brachytherapy because of easier to use and lesser exposure to the personnel. 3) Afterloading technique is useful to modify dose distribution, to expand treatment site and method, and to develop interstitial hyperthermia.

  • PDF

The Effects of Self-leadership Reinforcement Program for Hospital Nurses (병원간호사의 셀프리더십 강화 프로그램의 효과)

  • Park, Eun Ha;Chae, Young Ran
    • Journal of Korean Biological Nursing Science
    • /
    • v.20 no.2
    • /
    • pp.132-140
    • /
    • 2018
  • Purpose: This study has been carried out in order to develop and verify the effects of self-leadership reinforcement program for hospital nurses. Methods: The research design was a non-equivalent control group pre-posttest design. Participants were 64 individuals (32 in each group), all of whom were nurses working at a university hospital, with less than five years of job experience. Experimental group was provided with two hours of self-leadership reinforcement program, once per week, for four weeks. The questionnaire for pre and post test included general characteristics, transfer motivation for learning, self-leadership, communication ability, clinical nursing competency, organizational commitment, and turnover intentions. Results: There was a significant difference in self-leadership scores between experimental group and control group (F= 15.10, p<.001). There was also a significant difference between the experimental group and the control group in terms of transfer motivation for learning (t = -5.44 p<.001), communication ability (F = 15.29, p<.001), clinical nursing competency (F = 15.23, p<.001), and organizational commitment scores (F = 7.21, p=.009). Conclusion: The self-leadership reinforcement program developed in this study was effective in improving self-leadership, communication ability, clinical nursing competency, and organizational commitment. Thus, by implementing the program at clinical levels, it will be a basis for nursing personnel resource administration.

Job Descriptions of Hospital Based Home Care Nurse Practitioners in Korea by DACUM Technique (의료기관 가정전문간호사의 직무분석)

  • Hwang, Mun-Suk;Lee, Seung-Ja;Lim, Nan-Young;Lee, Mi-Kyoung
    • Journal of Home Health Care Nursing
    • /
    • v.18 no.1
    • /
    • pp.48-57
    • /
    • 2011
  • Purpose: The aim of this study was to develop and to analyze the task of hospital based home care nurse practitioners in Korea. Method: The definition of home care nurse practitioners and job description was developed based on developing a curriculum(DACUM) by 7 panels who have experienced in home care nursing. One hundred fifty four nurses who were working at hospital based on home care were participated. Result: Fourteen kinds of duties were identified : the selection of home care patients; basic home care nursing; advanced home care nursing; patient/family education and counseling; medical decision making and coordination of patient service; management of home care supplies and drugs for patients; management of medical records; management of home care the agency; management of home care personnel; management of the home care supplies for agency; home care public relations; improvement of home care quality; management of long-term care service; and self-improvement. Ninety-six tasks were classified. Conclusion: The abilities for quality improvement and the advanced nursing practice of home care nurses should be empowered.

  • PDF

The Roles and Professional Competencies of Health Education Specialists in Private Health Care Setting (민간 의료기관에서 보건교육사의 활동 영역과 능력 개발)

  • Kim, Young-Bok
    • Korean Journal of Health Education and Promotion
    • /
    • v.27 no.2
    • /
    • pp.37-48
    • /
    • 2010
  • Objectives: In health care setting, patient education and health promotion services are inexpensive and effective initiatives to change health behavior due to use medical service resources and personnel. This study performed to define the responsibilities and competencies of health education specialist in private health care setting. For our suggestion, we reviewed regulatory, recommendation, and programs related to health education and promotion in clinics and hospitals. Results and Conclusion: The health promoting hospital and health services in Europe and innovative hospitals of community health promotion in the U.S. were examples of approaches that supply target groups with health promotion services in health care setting. The National Commission for Health Education Credentialing has suggested the specified responsibilities and competencies of health education specialist in health care setting according to their general duty. Considering the recommendation of the NCHEC, our suggestion included: 1) the three kinds of job scope, 2) the major targets, 3) the specified responsibilities and competencies, and 4) the available health promotion programs in clinic and hospital setting. The suggestion will contribute to the development of job market for health education specialist and to the cooperation with community health resources in health promotion services and comprehensive health care.

A Study on the cost allocation method of the operating room in the hospital (수술실의 원가배부기준 설정연구)

  • Kim, Hwi-Jung;Jung, Key-Sun;Choi, Sung-Woo
    • Korea Journal of Hospital Management
    • /
    • v.8 no.1
    • /
    • pp.135-164
    • /
    • 2003
  • The operating room is the major facility that costs the highest investment per unit area in a hospital. It requires commitment of hospital resources such as manpower, equipments and material. The quantity of these resources committed actually differs from one type of operation to another. Because of this, it is not an easy task to allocate the operating cost to individual clinical departments that share the operating room. A practical way to do so may be to collect and add the operating costs incurred by each clinical department and charge the net cost to the account of the corresponding clinical department. It has been customary to allocate the cost of the operating room to the account of each individual department on the basis of the ratio of the number of operations of the department or the total revenue by each operating room. In an attempt to set up more rational cost allocation method than the customary method, this study proposes a new cost allocation method that calls for itemizing the operation cost into its constituent expenses in detail and adding them up for the operating cost incurred by each individual department. For comparison of the new method with the conventional method, the operating room in the main building of hospital A near Seoul is chosen as a study object. It is selected because it is the biggest operating room in hospital A and most of operations in this hospital are conducted in this room. For this study the one-month operation record performed in January 2001 in this operating room is analyzed to allocate the per-month operation cost to six clinical departments that used this operating room; the departments of general surgery, orthopedic surgery, neuro-surgery, dental surgery, urology, and obstetrics & gynecology. In the new method(or method 1), each operation cost is categorized into three major expenses; personnel expense, material expense, and overhead expense and is allocated into the account of the clinical department that used the operating room. The method 1 shows that, among the total one-month operating cost of 814,054 thousand wons in this hospital, 163,714 thousand won is allocated to GS, 335,084 thousand won to as, 202,772 thousand won to NS, 42,265 thousand won to uno, 33,423 thousand won to OB/GY, and 36.796 thousand won to DS. The allocation of the operating cost to six departments by the new method is quite different from that by the conventional method. According to one conventional allocation method based on the ratio of the number of operations of a department to the total number of operations in the operating room(method 2 hereafter), 329,692 thousand won are allocated to GS, 262,125 thousand won to as, 87,104 thousand won to NS, 59,426 thousand won to URO, 51.285 thousand won to OB/GY, and 24,422 thousand won to DS. According to the other conventional allocation method based on the ratio of the revenue of a department(method 3 hereafter), 148,158 thousand won are allocated to GS, 272,708 thousand won to as, 268.638 thousand won to NS, 45,587 thousand won to uno, 51.285 thousand won to OB/GY, and 27.678 thousand won to DS. As can be noted from these results, the cost allocation to six departments by method 1 is strikingly different from those by method 2 and method 3. The operating cost allocated to GS by method 2 is about twice by method 1. Method 3 makes allocations of the operating cost to individual departments very similarly as method 1. However, there are still discrepancies between the two methods. In particular the cost allocations to OB/GY by the two methods have roughly 53.4% discrepancy. The conventional methods 2 and 3 fail to take into account properly the fact that the average time spent for the operation is different and dependent on the clinical department, whether or not to use expensive clinical material dictate the operating cost, and there is difference between the official operating cost and the actual operating cost. This is why the conventional methods turn out to be inappropriate as the operating cost allocation methods. In conclusion, the new method here may be laborious and cause a complexity in bookkeeping because it requires detailed bookkeeping of the operation cost by its constituent expenses and also by individual clinical department, treating each department as an independent accounting unit. But the method is worth adopting because it will allow the concerned hospital to estimate the operating cost as accurately as practicable. The cost data used in this study such as personnel expense, material cost, overhead cost may not be correct ones. Therefore, the operating cost estimated in the main text may not be the same as the actual cost. Also, the study is focused on the case of only hospital A, which is hardly claimed to represent the hospitals across the nation. In spite of these deficiencies, this study is noteworthy from the standpoint that it proposes a practical allocation method of the operating cost to each individual clinical department.

  • PDF