• 의료ㆍ복지 건축 : 한국의료복지건축학회 논문집
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• 제7권2호
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• pp.27-36
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• 2001

This study aims to provide space organization of the Postpartum Care Center and basic data for architectural planning in the reasonable size. Nurturing method of infants at independent Postpartum Care Center combines rooming-in and non rooming-in and space organization is planned accordingly. Types of the existing floor plans are classified as a type centered on maternity protection room, a type of the separate space for multipurpose, a near type to the infants' room. New types of plane are presented as follows a core type concentrate upon nurse room, the infants' room and the same environmental and balanced corridors between the both. When an average capacity of 20 at Postpartum Care Center is planned, proper suitable floor space of Postpartum Care Center is above $753.9m^2$ and $37.69m^2$ per postpartum woman is required. It is indicated that an average floor space per postpartum woman of the reviewed facilities is smaller than one of the Postpartum Care Center in a plan and plane distributed by function too lack in nursing space. Expansion of space for the Postpartum Care Center is generally required, also the enlargement of nursing space is necessary to be harmonized with the management of a medical facilities and those mutual cooperation.

• 대한방사선기술학회지:방사선기술과학
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• 제42권3호
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• pp.231-238
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• 2019

Medical institutions are abundant in human resources and have a unique structure with diverse professions and various organizational cultures coexist. This organizational culture influences organizational effectiveness and influences the effectiveness of the organization as a factor of leadership and organizational culture. Leadership is an important factor in linking employee behavior to organizational commitment to achieve job satisfaction. The purpose of this study was to analyze the effect of organizational effectiveness on organizational culture, leadership perception, and job stress in a special organization called radiologist. As a result, organizational culture and transformational leadership showed high correlation with 0.627. Among the organizational effectiveness variables, organizational commitment showed the highest influence with transformational leadership(${\beta}=0.284$, p<0.001), and job satisfaction was also the highest with transformational leadership (${\beta}=0.440$, p<0.001). The results showed that the expectation of transformational leadership affects organizational commitment and job satisfaction. In order to expect a positive change in the effectiveness of the organization, the radiologist culture requires an organizational culture that can fully demonstrate autonomy and creativity, and transformational leadership is required for this.

• 디지털융복합연구
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• 제13권10호
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• pp.459-470
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• 2015

이 연구는 의료기관의 종합적 품질경영(TQM)이 내부고객만족에 미치는 영향을 파악하여 내부고객인 직원들의 만족도를 높여 고객에 대한 서비스의 질을 향상할 수 있는 방법을 알아보고자 시행하였다. 이를 위하여 부산광역시, 대구광역시, 울산광역시, 경상남도의 5개 대학병원 종사자 500명을 대상으로 2015년 2월 2일부터 4월 30일까지 설문조사를 실시하였으며, 총 476부를 최종연구에 활용하였다. 조사결과로는 첫째, 경영층의 리더십은 품질경영활동 중 교육훈련과 직원참여에 영향을 미치는 것으로 분석되었으나, 인적자원관리와 업무의 질에는 영향이 없었다. 둘째, 병원조직문화는 품질경영활동의 모든 변수에 영향을 미치는 것으로 분석되었다. 셋째, 품질경영활동, 경영층의 리더십, 병원조직문화는 내부고객만족에 영향을 미치는 것으로 분석되었다. 따라서 내부고객인 직원들의 만족도가 높아야 외부고객인 환자들에 대한 의료 서비스 질이 높아질 수 있고, 이것이 병원의 경쟁력으로 작용하여 경영수익의 향상을 기대할 수 있다.

• 의료ㆍ복지 건축 : 한국의료복지건축학회 논문집
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• 제22권3호
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• pp.7-15
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• 2016

Purpose: As medicare services have gotten spreaded, clinical laboratory has been dominant position. So, it has been acted for quality control and clinical pathology accreditation. But there has been quite deficient information to evaluate working space and technical standards of medical laboratory for accreditation. This study goals to figure out accreditation standard and design guideline for clinical laboratory, and to give safe and efficient design information. Methods: This study has been searched by literature for accreditation standards and design guidelines of clinical pathology in USA, UK, and Germany. Results: Three countries have accredited based on working lab space, staff space, storage space, patient space and health and safety equipment. Design guidelines of three countries commonly have focused on worktable layout, worktable distance and module, and specific laboratory biosafety level. And USA guidelines stress on the architectural design such as design process and passage distance for escape, UK stress on the efficiency as functional work flow and construction cost, lastly Germany design guidelines stress on the operator's safety distance and workstation. Three countries have not only accreditation standards but also design guidelines for more specific quality management, separating from accrediting institute. Implications: In korea, it has been needed to make clinical laboratory design guideline for the safe and efficient environment and reliable and competitive medical service.

• 한국문헌정보학회지
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• 제51권1호
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• pp.245-269
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• 2017

의학도서관 사서들의 직무 소진 현황을 파악하고 영향요인을 구명하기 위하여, 한국의학도서관협회 산하 138개 회원기관의 사서들을 대상으로 개인적 배경과 직력, 조직적 특성, 소진 수준, 극복 활동에 대한 이메일설문조사를 수행하였다. 소진측정 도구로는 MBI-GS가 사용되었다. 2016년 12월 2주간 수행된 조사에 158명이 응답하였으며(응답률 65.6%), 데이터는 기술적 통계, t-검증, 분산분석, 상관관계 방법으로 분석하였다. MBI-GS 규준에 따르면, 의학도서관 사서들의 소진 상태는 정서적 탈진과 직업효능감은 중간 단계에 속하나, 냉소는 매우 높은 단계에 속하는 것으로 나타났다. 사서들의 소진은 나이, 의학사서자격, 근무경력, 관종, 업무의 수, 극복프로그램 참여에 따라 유의한 차이가 있고, 업무량, 역할갈등, 의사결정 및 성과평가의 합리성, 조직내 의견교환, IT환경, 계속교육 등과 유의한 상관관계가 있는 것으로 판명되었다. 분석결과에 기초하여 소진완화를 위한 개인적, 조직적, 그리고 전문직 단체의 관리방안을 제언하였다.

• 한국의학물리학회:학술대회논문집
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• 한국의학물리학회 2002년도 Proceedings
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• pp.497-500
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• 2002

The objectives of the International Organization for Medical Physics (IOMP) are to organize international cooperation in medical physics, to contribute to the advancement of medical physics in all its aspects, especially in developing countries; and to encourage and advise on the formation of national organizations of medical physics in those countries that lack such organizations. The objectives of the Asian-Oceania Federation of Medical Physics (AFOMP) are to advance medical physics in our geographic region, especially in those countries that do not yet have national organizations of medical physics. We must focus on the development of AFOMP in science, professional relations, education and training in our geographic areas and to seek funding and support from the IOMP for these activities. Since its formation in 2000, the Asian-Oceania Federation of Medical Physics (AFOMP) has been participating actively in IOMP. Our goal now should be to gain more influence by placing members on various committees of IOMP as well as preparing members for leadership roles at the upper levels. AFOMP is already on the world map of medical physics with the upcoming two world congresses - Sydney and Seoul.

• 의학교육논단
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• 제25권1호
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• pp.3-16
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• 2023

Unlike in the past, standards for the quantity and quality of work expected from medical school faculty are continuously rising, causing changes and stress in various areas. This highlights the need for career development among medical school faculty for professional, personal, organizational, and societal reasons. The role of medical school faculty has become more diverse, leading to an increase in the types and levels of competencies required. Medical schools must support their faculty members with diverse identities in fully utilizing their capabilities to achieve the institution's mission. Furthermore, societal changes suggest that career development for medical school faculty will become even more crucial in the future. To achieve this, both individuals and organizations must make efforts and play appropriate roles. For this purpose, medical schools use a combination of promotion and tenure evaluations and faculty development programs, while individual faculty members follow a career path within the medical school environment. Medical school faculty must be able to meet the evolving demands at each stage of their careers. It is important for professors, who engage in career development, to have a clear sense of their identity and values, and to prioritize their career goals. Medical schools should also ensure that the implicit messages they convey align with the organization's explicit values. Finally, proactively preparing for future changes in society and generations is essential from a long-term perspective.

• 한국콘텐츠학회논문지
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• 제9권5호
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• pp.156-165
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• 2009

이 연구는 치과위생사의 정서적 조직몰입에 영향을 미치는 근로생활의 질 요인을 분석함으로써 이들의 근로생활의 질 향상과 더불어 조직에의 애착과 몰입을 추구하고 근로생활의 보람과 궁극적인 삶의 만족도를 높이는 방안을 찾고 치과경영에서의 인적관리의 방향성을 제시하고자 하였다. 조사대상은 부산 경남 지역에 위치한 치과 의료기관에 근무하는 치과위생사를 대상으로 설문조사 하였고 197부의 설문지를 연구에 이용하였다. 연구결과 근로생활의 질과 정서적 몰입의 구성요소 간 요인별로 높은 상관관계를 보였고, 정서적 조직몰입에 영향을 미치는 근로생활의 질 요인 분석 결과 근무환경, 인간관계, 사회적 유익성이 정서적 조직몰입에 유의한 영향을 미쳤다. 이에 치과 의료기관은 인적 경영관리 차원에서 근무환경 및 복리후생 개선과, 직원 간 원활한 인간관계를 형성할 수 있도록 하며, 정기적 사회봉사나 지역주민을 위한 서비스 제공으로 자긍심과 애사심을 고취시키고, 치과위 생사들은 보다 긍정 적 인 생각으로 근무기관과 자기발전을 위해 끊임 없는 노력으로 업무능력 향상과 직업적 가치를 높이는 것이 중요하다고 생각된다.

• 한국병원경영학회지
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• 제18권1호
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• pp.70-87
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• 2013

This study investigated contents of mission statements for Strategic Management of hospitals in Korea and Japan. For the study, 44 tertiary care hospitals in korea, which were accredited by the Ministry of Health and Welfare, were selected. And 83 special functioning hospitals in Japan, which were approved by the Minister of Health, Labour and Welfare, were included. Both quantitative and qualitative analyses were conducted by classifying 5 components of the mission statement; market, service, philosophy, image, contribution. Findings from this study are as follow. First, hospitals in Korea emphasized image(93.2%) and philosophy(81.8%) components in their mission statements, whereas hospitals in Japan highlighted components of service(89.2%) and market(72.3%). In detail, mission statements of Korean tertiary care hospitals describe the components of hospital's image (93.2%), philosophy(81.8%), contribution(56.8%), market(22.7%) and service (18.2%) in order. On the other hand, mission statements of Japanese special functioning hospitals describe hospital's service(89.2%), market(72.3%), contribution(61.4%), image (49.4%) and philosophy(34.9%), respectively. Second, as results of Content analysis, there were some differences in mission statements of hospitals between two countries, and it is mainly from the divergences of standards for recognition of medical institutions, environmental factors, and different ways of mission statement description. For strategic hospital management, carrying out innovative restructuring organization or promoting of research and training for medical development is considered as a desirable approach. However, clear description of mission statement is more important and it is required for effective control and managing organization. And then the mission should be communicated within an organization so all internal members understand it and put their efforts to achieve the mission of organization. In conclusion, it is recommended that a leader and senior managers should re-evaluate its mission statement whether it reflects characteristics of an organization. In addition, a mission statement should be created or improved based on critical decision, as well as it should be clearly shared within an organization in order to become a future oriented organizations.

• 간호행정학회지
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• 제5권1호
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• pp.5-21
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• 1999

Nursing organization culture is common patterns of believing, thinking and behaving resulted from a variety of experiences and interaction nurses in the same setting. This study was performed based on the assumption of existence of different subcultures within meta-culture, to identify the differences of subculture among 5 nursing units and to analyze the relationship between nursing organization culture and organizational commitment In this study, two kinds of instruments were used. One was the instrument of nursing organization culture developed by researcher through literature review and interview with nurses. The other one was Mowday's Organizational Commitment Questionnaire to measure organizational commitment of nurses. Both of them were structured with 5 scale. The answers were analyzed using SPSS program. The results were as follows : The meta-culture of the nursing organization culture was the people stable culture. There were significant differences in people development culture and people stable culture among 5 nursing units and all 5 units had different culture score. Especially, emergency room had strong development culture, and stable culture was dominant in operating room. Other units except emergency room and operating room had high scores in people stable culture than other culture types, but revealed different distribution. There were significant differences of the nursing organizational culture types -people development, task development, people stable, task stable-among 5 units. Four types of nursing organizational culture consisted of competing values in one organization. Nurses's organizational commitments were sign ificantly different among the units. The score per ceived by nurses who work in emergency room, operating room and leu was higher commitment score than that of medical/surgical nursing units Nurse's commitment to nursing organization was also related to total work period as nurse in any setting and work period in this hospital. Organizational commitment was significantly different among the nursing culture types, indicating that the scores of developmental culture were higher than stable culture. In conclusion, there were many different subcultures in nursing organization. In subculture, the organizational commitment was different. Therefore, the change of nursing organization culture or nursing unit culture needs to be considered to hire, give orientation, teach. and reallocate nurses efficiently. Research on nursing organization culture using both qualitative and quantitative method needs to be further considered. Furthermore, the strategy in nursing organization culture for nursing administrator to manage human resources efficiently and to change nursing unit effectively, needs to be developed.