• 한국병원경영학회지
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• 제13권2호
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• pp.36-63
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• 2008

This study carried out a covariance-structural analysis to verify formed causations between general variables and the influences of Medical Social Work Service of officers and NCOs in Korean Community Military Hospitals. The subjects were 7 hospitals, 337 military hospital executives in rear area, and the results of the survey are as below. First, about empowerment level, culture in the organization turned out to be the primary direct influential factor, and personal, organizational, and functional character were influential factor. There was no indirect influential factor present. Second, in Medical Social Work Service, empowerment level was significant on direct effect. In case of personal character indirect effect was important. It showed that the significant influence factor that affects Medical Social Work Service in total effectiveness is personal character and empowerment level. It's productive to suggest the possibility of application of furnish the outcome as a basic data for Military Medical Social Work Service revitalization plan. On the basis of the result, we propose several suggestions for Military Medical Social Work Service as follow. First, to educate empowerment increase program of officers and NCOs in Military Hospital, specific system which allows entrust education to a certain civil education institution or KAMTSW(Korean Academy of Military Social Welfare) is required. Second, need to provide the medical social work service that matches with Military Hospital and distinct from usual hospital. Last, for specific study we expect various follow-up researches on the basis of this study, which can develop concrete empowerment model by inquiring research, would come out.

• 한국의료질향상학회지
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• 제19권2호
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• pp.80-88
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• 2013

Objectives: With the increase in the number of people who are marginalized in receiving medical services, the role of Seoul National University Hospital as a public hospital is being emphasized. However, many patients are either experiencing delays in receiving medical services or simply being left out as a result of the inaccessibility to the department of social work on part of both the patients and the medical staff. Methods: In order to increase consultation from other departments and the accessibility to the department of social work for the socially marginalized group through early consultation from other departments, the following steps were taken. First, an orientation program for novice medical residents led by clinical social worker was introduced/implemented. Second, posters and brochures on various financial aids programs were produced and distributed. Third, a system of early screening was built/constructed, and once a week rounds and early screening meeting were executed/carried out. Result: The department of social work's rate of consultation from other departments increased by 4.4% compared to last year, while it showed 61% increase for those wards that had an early screening meeting. In addition, the average time of consultation from other departments was reduced by 3.1 days, securing sufficient amount of time for clinical social work services, both in terms of quality and quantity. Conclusion: It is believed that the various promotional activities, along with the strengthening of accessibility to clinical social work services and early consultation on part of social disadvantaged/marginalized group, would undoubtedly help provide quality services to patients and increase their level of satisfaction. In this way, the wards can effectively reduce the number of unnecessary hospital stay days while the hospital can prevent the accumulation of outstanding bills/fees as well as contribute to the publicness of hospitals. The promotion of clinical social work programs in various ways are crucial to ensuring the satisfaction of patients and hospital staff.

• 보건행정학회지
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• 제12권4호
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• pp.34-55
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• 2002

In this study, the impact of organizational culture on the quality of social work services in hospitals were empirically analysed. A mailed questionnaire survey was conducted between February 19 and April 10, 2001. A sample of total 70 hospitals, including general hospitals with one social worker at least and single-department hospital with two social workers or more, were identified nationwide through the registry of Korean Association of Medical Social Workers and Korean Association of Hospitals. According to coping strategy and reacting pattern with the environmental changes, four types of organizational culture in each hospital, classified as group culture, developmental culture, hierarchial culture, and rational culture, were adopted for the independent variables. Three dimensional aspects of quality of social work service - structure, process, and outcome were selected as dependent variables in this study. Also the quality of social work service was distributed into provider-perceiving quality and consumer-perceiving quality The major findings were as following in summary; First, most social workers reported that the characteristic of culture in their hospitals are group culture the first, hierarchial culture the second, developmental culture the third, and rational culture finally in order of comparing the level of quality perceived between social worker's recognition. Second, service provider and consumer, The provider-perceiving quality showed less score than that of consumer, especially the lowest was the score of quality of outcome perceived by provider. Third, according to the types of organizational culture, there were significantly different levels of quality in total social work services, structure dimension and process dimension. The quality of outcome dimension did not show significant differences among the type of organizational culture. Finally, the most influential variables to the quality of social work service ice proved departmental form of social work unit, leader of social work unit, and developmental culture of hospital To assure quality services, accordingly, social work unit in hospital is required to be organized as a single unit, that means to be an independent department of which qualified social worker is supposed to control the unit. It is strongly recommended to develop leadership for the leaders of social work unit.

• 한국병원경영학회지
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• 제18권3호
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• pp.43-61
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• 2013

The purpose of this study is to analyze the relations between publicness and profitability of national university hospitals in Korea. Finance and management data from 2008 to 2010 were collected from balancing accounts and annual reports in 13 national university hospitals. The dependant variables are used profitability indicators which are operating margin, net profit to gross revenues, normal profit to gross revenues. The independent variables are publicness indicators which are medical social work, ratio of medical aid in inpatients, ratio of medical aid in outpatients, publicness index. The results show that operating margin, net profit to gross revenues in profitability indicators are affected by medical social work in publicness indicators. Normal profit to gross revenues in profitability indicators is strong related to medical social work and hospital province in publicness indicators. Based on these results, this study suggests implications to balance the publicness and the profitability in national university hospitals.

• 간호행정학회지
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• 제20권5호
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• pp.525-534
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• 2014

Purpose: The purpose of this study was to identify moderating and mediating effects of social support in the relationship between work-family conflict, job satisfaction and turnover intention among married women nurses. Methods: The sample for this study consisted of 225 married female nurses from two hospitals located in Seoul. Data were collected through structured questionnaires and analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and hierarchical multiple regression with the SPSS 21.0 program. Results: (a) Social support of married female nurses had significant moderating and mediating effects between work-family conflict and job satisfaction. (b) Social support of married female nurses had significant moderating and mediating effects between work-family conflict and turnover intention. Conclusion: The results of the study indicate that social support is an important factor in work-family conflict, job satisfaction and turnover intention among married female nurses. Supervisor support is important to married nurses as social support as it is controlled by the organization. Therefore, supportive relationships based on mutual respect between supervisors and nurses are necessary for a creative organizational atmosphere and system.

• 한국사회복지학
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• 제59권2호
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• pp.223-249
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• 2007

학제간 팀 접근을 통해 사회복지서비스를 제공하는 의료현장에서는 의료팀의 사회복지사 역할에 대한 명확한 인식과 기대를 파악하는 것이 사회복지사의 효과적인 역할수행에 매우 중요하다. 이에 본 연구는 의사, 간호사, 영양사 등의 의료팀성원을 대상으로 의료사회복지사의 역할에 대한 인식유형과 각 유형의 특성을 Q방법론을 활용하여 조사하였다. 연구결과 의료사회복지사에 대한 인식은 심리사회적 상담자 유형, 자원개발 및 연결자 유형, 복합기능수행자 유형의 3가지 유형으로 도출되었다. 이상의 결과를 바탕으로 의료사회복지실천의 함의를 찾아보았다.

• Journal of Korean Neurosurgical Society
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• 제29권12호
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• pp.1620-1627
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• 2000

Objectives : DAMA cases were analyzed to examine what the main casual factors of DAMA were and how to deal with these cases effectively in hospital with the DAMA interdisciplinary team including medical social worker whose role is to perform psycho-social assessment, family counsel, to evaluate family's DAMA need. Patients and Methods : The content analysis of medical record and social work record were reviewed in 37 cases referred by medical doctor to DAMA team. These cases were reported by patients' self discharge request or family's request for discharge from September 1998 to February 2000. The DAMA team consists of Assistant Director of Hospital as team leader, medical staff in-charge, social worker, QI nurse, other staff members who are not involved in direct treatment for patient, and administrative clerk. Results : The results of content analysis are as follows : 1) The most causal factors of DAMA consist of combination of more than 2 factors. 2) The major decision-maker is revealed to be son and daughter of patient. 3) In 59.4% of cases, family was not informed of patients' prognosis, alternatives, the consequence of DAMA at all. 4) In cases of DAMA report, the rapid intervention of social worker is carried out. Conclusion : In this study, we propose the interdisciplinary team approach to make decision legitimately and ethically for DAMA. The suggestions from this study are as follows : 1) To deal with DAMA case properly, the interdisciplinary team approach should be considered. 2) The criteria for DAMA case should be formed carefully. For the explicit selection of DAMA case, preliminary system for high-risk patient screening is recommended. 3) The medical social worker is available for the psycho-social problems of the patient once family members. For the effective family counselling, discharge planning and nursing home placement, the participation of medical social worker should be mandatory.

• Safety and Health at Work
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• 제13권2호
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• pp.213-219
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• 2022

Objective: The Job Demand & Resources model suggests work characteristics are related to mental well-being and work engagement. Previous work describes the development of a combined construct 'engaged well-being at work' (EWB). To what extent changes in measures of this construct are responsive to changes in job demands and resources or associated with changes in job-related attitudes has not been established. Methods: Longitudinal employee-level data from three waves (German Linked Personnel Panel) were used. Logistic and linear fixed effects regression analyses explored longitudinal associations between changes in EWB for participants over a three-year period with changes in job demands and resources and job-related attitudes (job commitment, satisfaction, and turnover intentions). Results: While job resources were associated with increased odds for a change into a healthier and/or more engaged category of EWB, job demands reduced them. Job resources were more strongly related to higher EWB (OR_range = 1.22 - 1.61) than job demands (OR_range = 0.79 - 0.96). Especially psychological job demands showed negative associations with improved EWB (OR = 0.79). A change from the least desirable category 'disengaged strain' to any other category of EWB was associated with greater odds by up to 20.6 % for increased commitment and job satisfaction and lower odds for turnover intentions. Discussion: Improving work characteristics, especially job resources, could increase employees' EWB, emphasizing the importance of job characteristics for a healthy workplace. Because EWB seems to be associated with job attitudes, an improvement of this indicator would be relevant for employees and employers.

• 한국사회복지학
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• 제3권
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• pp.111-123
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• 1982

• Safety and Health at Work
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• 제10권2호
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• pp.248-249
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• 2019