• Journal of Preventive Medicine and Public Health
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• v.46 no.3
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• pp.134-138
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• 2013

This road map aims to establish a stable and integrated healthcare system for the Korean Peninsula by improving health conditions and building a foundation for healthcare in North Korea through a series of effective healthcare programs. With a basic time frame extending from the present in stages towards unification, the roadmap is composed of four successive phases. The first and second phases, each expected to last five years, respectively, focus on disease treatment and nutritional treatment. These phases would thereby safeguard the health of the most vulnerable populations in North Korea, while fulfilling the basic health needs of other groups by modernizing existing medical facilities. Based on the gains of the first two phases, the third phase, for ten years, would prepare for unification of the Koreas by promoting the health of all the North Korean people and improving basic infrastructural elements such as health workforce capacity and medical institutions. The fourth phase, assuming that unification will take place, provides fundamental principles and directions for establishing an integrated healthcare system across the Korean Peninsula. We are hoping to increase the consistency of the program and overcome several existing concerns of the current program with this roadmap.

• Fire Science and Engineering
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• v.28 no.1
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• pp.58-63
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• 2014

This study was performed to propose measures to improve and secure safety in the scene activities of firefighters. First, the majority of firefighters thought that working environment and equipment in fire station were inadequate for perforeming work tasks safely. Second, influential factors threatening safe scene activities mainly arose externally such as insecure working conditions of firefighting or emergency scene. Third, improvement in working environments was pointed out as the most urgent issue to secure safety. Firefighters recognized the expansion of field workforce in system, personnel management and the foundation of hospitals for firefighters hospital in working environment, and the development and distribution of safe equipment and change and inspection of air respirator facepiece on regular basis in equipment as urgent issues to be improved.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.5
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• pp.2859-2869
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• 2014

The present study aims to examine job satisfaction and stress in relation to features of jobs taken by nursing assistants. The subjects for study are 469 nursing assistants active at work in various medical clinics and hospitals in Seoul Metropolitan City, engaged in a study conducted from May 1, 2013 through September 4, 2013. The positive analysis was verified at a significance level of five percent, and SPSS/WIN18.0 was used for statistics process. The analysis of frequency, t-test, one-way analysis of variance, and multiple regression analysis were conducted, and was then analyzed by multiple range test for statistics. The analysis reveals that job satisfaction level marks significant variance in accordance to the year of nursing assistant certificate acquired, age, and their final academic backgrounds. As to the job satisfaction variances in accordance to job features, the location of working places, fields of jobs, and the mode of jobs mark the highest. The study indicates that standardized directions for tasks in specific fields of jobs and education programs should be implemented for consistent management are requisite for improved efficiency of nursing assistants and professional nursing workforce.

• Journal of Korean Medical Science
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• v.33 no.43
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• pp.272.1-272.12
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• 2018

Background: In Korea, the breastfeeding (BF) rate of infants aged 6 months or more is drastically decreasing, and this phenomenon is particularly worrisome for the future health of the population. The present study aimed to identify an antenatal strategy for initiation and continuation of human BF, and to identify how Baby-Friendly Hospitals (BFHs) may positively influence the intention to breastfeed. Methods: A total of 414 pregnant Korean antenatal women were surveyed using questionnaires to determine current knowledge of the benefits of human breast milk, whether they planned to breastfeed after delivery, to continue BF after reinstatement in the workforce, are willing to abide by rooming-in care for infants, and plan to give birth at BFHs. Results: We found that planning room-in care, greater awareness of BF benefits for infant and mother, participation in antenatal education programs, and provision of BF facilities in the workplace were positively associated with plans for exclusive breastfeeding (EBF) and longer BF duration. The mothers who planned to give birth at BFHs also desired to breastfeed immediately after birth, implement in-room care, continue BF at their workplace, participate in antenatal BF educational programs, and were more aware of the benefits of BF. Conclusion: If the beneficial effects of BFHs were well known to individuals, these would enhance the success rate of BF in Korea. Antenatal education and consequent acquisition of better knowledge of the benefits of BF are important for increasing the rate of BF practices.

• Safety and Health at Work
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• v.12 no.3
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• pp.304-310
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• 2021

Background: Healthcare settings have been recognized among the most hazardous places to work. Based on the five categories of occupational hazards that were identified by the ILO and WHO, this study aimed to analyze policy framework relevant to occupational health protection of health workers (HWs) in public health service in China, then discussed how to share the experience of the National Health Service (NHS) England for improvement. Methods: Based on policy learning theories, policy analysis and qualitative interview were used in this study. Results: In the Chinese public health service, at least five laws related to the regulation of occupational health protection for HWs; however, enforcement of relevant laws was separated and multi-centered; the national monitoring system, which targeted to occupational hazards and health outcome for HWs in China, had yet to be developed; the top three priorities were workplace violence, bloodborne pathogens, and musculoskeletal disorders; national strategies included Security Hospital, and Healthy China 2030. In NHS England, three laws were fundamental; several monitoring systems had been set up, including NHS Staff Survey, Commissioning for Quality and Innovation incentive scheme; mental health, musculoskeletal problem, and nutrition disorder and overweight were raised great concern; Health and Safety, and NHS Healthy Workforce Program were critical nationwide strategies. Conclusion: There were several similarities as well as differences between the Chinese public health system and NHS England, which laid foundation of learning by China. Recommendations of improving occupational health policies in China were provided, based on the lessons learned from the NHS England.

• Safety and Health at Work
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• v.10 no.2
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• pp.205-212
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• 2019

Background: Workforce health is one of the primary and most challenging issues, particularly in industrialized countries. This article aims at modeling the major factors affecting accidents in the workplace, including general health, work-family conflict, effort-reward imbalance, and internal and external locus of control. Methods: A cross-sectional study was conducted in Esfahan Steel Company in Iran. A total of 450 participants were divided into two groups-control and case-and the questionnaires were distributed among them. Data were collected through a 7-part questionnaire. Finally, the results were analyzed using SPSS 22.0 and Amos software. Results: All the studied variables had a significant relationship with the accident proneness. In the case group, general health with a coefficient of -0.37, worke-family conflict with 0.10, effort-reward imbalance with 0.10, internal locus of control with -0.07, and external locus of control with 0.40 had a direct effect on occupational stress. Occupational stress also had a positive direct effect on accident proneness with a coefficient of 0.47. In addition, fitness indices of control group showed general health (-0.35), worke-family conflict (0.36), effort-reward imbalance (0.13), internal locus of control (-0.15), and external locus of control (0.12) have a direct effect on occupational stress. Besides, occupational stress with a coefficient of 0.09 had a direct effect on accident proneness. Conclusion: It can be concluded that although previous studies and the present study showed the effect of stress on accident and accident proneness, some hidden and external factors such as work-family conflict, effort-reward imbalance, and external locus of control that affect stress should also be considered. It helps industries face less occupational stress and, consequently, less occurrence rates of accidents.

• Journal of The Korean Society of Integrative Medicine
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• v.10 no.2
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• pp.187-202
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• 2022

Purpose : This study is a descriptive research study to establish basic data for stable operation of dementia relief center as a part of national responsibility system for dementia and to establish the role of the professional workforce. Methods : This study is a survey study involving 126 nurses working at 19 dementia relief centers. The collected data were analyzed using the SPSS/WIN 23.0. Results : The importance tasks that nurses think of were Dementia Diagnosis, Counseling, Register and Classification and Dementia Preventive Projects. In addition, tasks that showed high performance were in the order of Dementia Diagnosis, Counseling, Register and Classification, Management of Dementia subjects. As a result, the final items of work areas and contents included 45 subcategories of work content for eight work areas. Conclusion : Through this study, it was possible to investigate the overall work area and content of nurses at the Dementia relief Center. It is necessary to develop a work description suitable for nurses who are medical personnel specializing in dementia safety centers. It is necessary to develop a work description suitable for nurses who are medical personnel specializing in dementia safety centers. In connection with the purpose of establishing the centers for disease control and prevention, it is necessary to operate a systematic and continuous program to manage dementia patients and those with mild cognitive impairment in the community.

• Journal of Preventive Medicine and Public Health
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• v.56 no.2
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• pp.180-189
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• 2023

Objectives: The coronavirus disease 2019 (COVID-19) pandemic has led to a global shortage of medical resources; therefore, we investigated whether COVID-19 impacted the quality of non-COVID-19 hospital care in Korea by comparing hospital standardized mortality rates (HSMRs) before and during the pandemic. Methods: This retrospective cohort study analyzed Korean National Health Insurance discharge claim data obtained from January to June in 2017, 2018, 2019, and 2020. Patients' in-hospital deaths were classified according to the most responsible diagnosis categories. The HSMR is calculated as the ratio of expected deaths to actual deaths. The time trend in the overall HSMR was analyzed by region and hospital type. Results: The final analysis included 2 252 824 patients. In 2020, the HSMR increased nationwide (HSMR, 99.3; 95% confidence interval [CI], 97.7 to 101.0) in comparison to 2019 (HSMR, 97.3; 95% CI, 95.8 to 98.8). In the COVID-19 pandemic zone, the HSMR increased significantly in 2020 (HSMR, 112.7; 95% CI, 107.0 to 118.7) compared to 2019 (HSMR, 101.7; 95% CI, 96.9 to 106.6). The HSMR in all general hospitals increased significantly in 2020 (HSMR, 106.4; 95% CI, 104.3 to 108.5) compared to 2019 (HSMR, 100.3; 95% CI, 98.4 to 102.2). Hospitals participating in the COVID-19 response had a lower HSMR (HSMR, 95.6; 95% CI, 93.9 to 97.4) than hospitals not participating in the COVID-19 response (HSMR, 124.3; 95% CI, 119.3 to 129.4). Conclusions: This study suggests that the COVID-19 pandemic may have negatively impacted the quality of care in hospitals, especially general hospitals with relatively few beds. In light of the COVID-19 pandemic, it is necessary to prevent excessive workloads in hospitals and to properly employ and coordinate the workforce.

• Journal of Home Health Care Nursing
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• v.31 no.1
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• pp.5-15
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• 2024

Purpose: The study aim was to examine the home healthcare system and relevant education, as well as the special certification examination, and propose a plan to increase the supply of home health nurses. Methods: A narrative literature review was conducted using data from research articles, Korean and U.S. educational institutes and organizations, Korean national statistical data, government press releases, and related medical legislation. Results: Between 2005 and 2006, 763 home health nurses were certified through the special qualification examination; however, in the 16 years from 2007 to 2023 (after the graduate-level program was established), a total of 555 home health nurses were certified, with an average of approximately 35 per year. Currently, 790 home health nurses are working at 194 medical institutions nationwide. Relatively few institutions exist in rural areas, and the supply of home health nurses is low. Only seven educational institutions offer home health nurse certification programs, with a total of 77 designated students. In contrast to Korea, post-master's certification courses are offered in the U.S.. Conclusion: To expand the supply of home health nurses, we recommend revising the rules for the special qualification examination and introducing a post-master's certification program for home health nurses. Future studies should provide additional education for applicants from other specialties in post-master's certification programs.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.3
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• pp.333-345
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• 2000

The health care environment becomes more competitive every day. It has fallen to nurse managers - from vice presidents of patient care to nurse managers and their assistants - to recruit and develop a workforce that successfully meets the needs of both patients and the organization. This means employees who demonstrate advanced critical thinking skills, creative problem solving, and sound decision making skills combined with clinical skills and patient advocacy. The environment which nurse managers create and the way they relate to their workforce, are pivotal to organizational viability. Especially leadership of first -line nurse managers contributes to the success of their organizations. First-line nurse managers are deserved to be one of the most administrative supervisors through the middle stratum in a hospital organization as being a manager in the field service if assessed from the overall aspects of hospital, as being an interim managers in the nursing department as well as being a supreme supervisor in a unit in terms of an organizational structure in the hospital. Similarly, as a compete leader, the first-line nurse managers have not only a professional which is qualified to perform a role of appropriate coordination with medical staff and key personnel but also hold an important key position a being responsible for performing his or her given role. The first-line nurse manager is expected to manage human and fiscal resources in ways not required before. While an identified need for well-prepared first-line nurse manager continues to plague the profession, first-line nurse managers often have difficulty providing the leadership required. The need leadership training to function effectively in their positions. But we hardly find a useful leadership training program for first-line nurse managers, therefore the purpose of this study was to developed the leadership training program for them. The steps of leadership program development were below: 1st step, 2 studies were done before develop a leadership program. One was done to ask to first-line nurse managers what they want to learn through leadership training, the other one was to ask the staff nurses what their opinions are for their first-line nurse managers leadership. 2nd step was searching other leadership programs contents. The results of this study were below: The total amount of hours is 24. Leadership training program contents are : Future of nursing profession (210min), understanding basic factor's of leadership and leadership theories(310 min), self understanding as first- line nurse managers(320 min), basic principle and practice of interpersonal relationship(210 min), assertiveness training, conflict management (180min), and group study(210min). This is challenging time to be a leader, especially in nursing. As nurse managers look toward the new millennium, it seems as through the same struggles are ahead that are behind. So nurse managers need to embrace change with a positive attitude. They need to demonstrate risk taking and support it in their staffs. All these things are possible that after they participate the leadership training program.