• Korean Journal of Radiology
• /
• v.25 no.5
• /
• pp.414-425
• /
• 2024

Objective: This study aims to explore the opinions on the insurance coverage of artificial intelligence (AI), as categorized based on the distinct value elements offered by AI, with a specific focus on patient-centered outcomes (PCOs). PCOs are distinguished from traditional clinical outcomes and focus on patient-reported experiences and values such as quality of life, functionality, well-being, physical or emotional status, and convenience. Materials and Methods: We classified the value elements provided by AI into four dimensions: clinical outcomes, economic aspects, organizational aspects, and non-clinical PCOs. The survey comprised three sections: 1) experiences with PCOs in evaluating AI, 2) opinions on the coverage of AI by the National Health Insurance of the Republic of Korea when AI demonstrated benefits across the four value elements, and 3) respondent characteristics. The opinions regarding AI insurance coverage were assessed dichotomously and semi-quantitatively: non-approval (0) vs. approval (on a 1-10 weight scale, with 10 indicating the strongest approval). The survey was conducted from July 4 to 26, 2023, using a web-based method. Responses to PCOs and other value elements were compared. Results: Among 200 respondents, 44 (22%) were patients/patient representatives, 64 (32%) were industry/developers, 60 (30%) were medical practitioners/doctors, and 32 (16%) were government health personnel. The level of experience with PCOs regarding AI was low, with only 7% (14/200) having direct experience and 10% (20/200) having any experience (either direct or indirect). The approval rate for insurance coverage for PCOs was 74% (148/200), significantly lower than the corresponding rates for other value elements (82.5%-93.5%; P ≤ 0.034). The approval strength was significantly lower for PCOs, with a mean weight ± standard deviation of 5.1 ± 3.5, compared to other value elements (P ≤ 0.036). Conclusion: There is currently limited demand for insurance coverage for AI that demonstrates benefits in terms of non-clinical PCOs.

• Journal of Korean Public Health Nursing
• /
• v.1 no.1
• /
• pp.45-61
• /
• 1987

This Study was an attempt to estimate the optimum numbers of Operating Room Nursing Manpower by measuring the amount of service hours required by the patients in Operating Room in relation to the service amount actually provided by the nurses. The major concern of this study was placed on the measurement of Nursing Service Requirements by using the Operating Room (O. R) Patient Acuity System recently developed by M. M. Hart to classify the O. R. patients into four groups according to the degree of the complexity of operative procedure and some other elements which increase nursing activities in respect of patient care; Acuity IV group is the one requires nursing services most, on the other hand Acuity I requires least. nu sing The objectives of this study were as follows; 1. To analyze functions of the nursing personnel in O. R. by time unit and to estimate the average time a nurse can activate for productive functions. 2. To measure the actual amount of nursing times provided by nurses to the surgical patients. 3. To develop a patient classification system in order to measure the amount of Nursing services required by the patients. 4. To calculate an appropriate number of nursing manpower to meet the needs of the patients. In order to conduct the research both selected nurses and patients in 'S' University Hospital were Studied by utilizing the O. R. Patient Acuity System as well as the Classification Chart developed by Association of Operating Room Nurses (A. O. R. N) as a means of classifying functions of O. R. nurses. That is; Functions of the 10 selected O. R. nurses observed during the period of June 30 to July 4, 1986, whereas the amount of nursing services required by or provided to the 974 patients who had received surgeries during the period of June 9 to July 4, 1986. The results of this study were as follows; 1) The actual working hours per a nurse averaged 6.7 hours a day. 2) Each nurse's daily routine schedule consists of $71.4\%$ for Technical Functions, $16.1\%$ for Nonprodective Functions, $6.6\%$ for Assessment and Evaluation, $3.9\%$ for Overseeing and Supervision and the rest $2.0\%$ for Patient Preparation respectively. 3) Preoperative waiting time per a patient was 24.1 minutes on the average; for the first case was 10.7 minutes, whereas for the following cases was 32.0 minutes. 4) Total Operation time for the 974 patients during the period of observation for this study amounted to 2759.6 hours, weekly hour was equivalent to 689.9 hours, Whereas daily operation time averaged 130 hours. Meanwhile the average operation time per patient was 2.8 hours ; for the case of Acuity IV was 5.6 hours, 5. 1 hours for the case of Acuity III, 2.3 hours for Acuity II and 1.1 hours for Acuity I. 5) According to the O. R. Patient Acuity System, $64.5\%$ of the whole patients belonged to Acuity II, $23.7\%$ to Acuity III, 11. $3\%$ to Acuity IV and $0.7\%$ to Acuity I respectively. 6) Required amount of nursing times based on the preoperative waiting time and operation time was 7167.8 person hours, which showed that $5.5\%$ of them needed for preoperative nursing care, whereas the rest $94.5\%$ for intraoperative nursing care. In terms of the O. R. Patient Acuity System, $49.7\%$ of total nursing service requirements was needed for Acuity II patients, $27.4\%$ for Acuity III patients, $17.2\%$ for Acuity IV patients and $0.2\%$ for Acuity I patients. 7) The rate of the nursing services provided against the required nursing times was about $81.4\%$ on the average; some departments, like those of Plastic Surgery, Otolaryngology and Ophthalmology whose patients mostly belonged to Acuity II recorded hegher provision rate than average, whereas other departments of Thoracic Surgery. Neurosurgery and Orthopedic Surgery whose patients belonged to Acuity III and Acuity IV as well as Acuity II recorded lower provision rate than average. 8) Subsequently, required numbers of nursing manpower was 10.7 nurses additionally. Based on the above findings the following recommendations will be made; 1) this study recommends, develops. and adopts an accurate and realistic O. R. Patient Acuity System which can help measure the nursing service requirements objectively to elicit the rationales of allocation of nursing personnels. 2) this study proposes storongly place nurses who take the role of preoperative nursing care exclusively for the waiting patients in O. R. and shortening their waiting time by close communication between the designated O. R. and the ward.

• Korean Journal of Occupational Health Nursing
• /
• v.8 no.2
• /
• pp.193-211
• /
• 1999

This study was carried out to investigate the management and support system affecting to the occupational health nursing services(OHNS) provided in group occupational health agencies(GOHA). Questionnaire was developed and distributed to 82 nurses who were working in GOHA and who agreed to participate in the survey. The results were as follow: 1. OH nurses responded were mostly in the age of twenty to thirties(89%), married(73.7%), technical college graduates(88.9%), worked in hospital(85.4%) and participated more than 1 year in group occupational health services (96.3%). 2. Fifty eight point four percent of the OH nurses worked in number of workplace more than 30 to less than 60 in the OHNS form. The figure of workplaces undertaken by nurses was ranged greatly from 9 to more than 100. Number of employees who cared by nurses were mostly under 5,000 peoples in 93.3%. The types of industry was mostly manufacturing and located in the order of factory complex area, suburban, urban and others. 3. Most OH nurses(87.8%) were fully involved in the OHNS for the SSE. Their working days to visit SSE was 5 days per week(77.8%) and one day in the GOHA at 41.3%. 4. The OH documents using by nurses were found in more than 23 different types. However, they were largely summarized in the types of 'Workplace Health Management Card', 'Personal Health Counselling Card', 'Daily Health Management Report', 'Visiting List of Workplace' and 'Sick Employee List'. 5. The items of laboratory test provided by GOHA were mostly achieved in the purpose of basic health examination. They were used to be the blood pressure check(98.8%), blood sugar test (98.8%), urine sugar and protein(91.4%), SGOT and SGPT(85.3% each), cholesterol (82.9%), hepa vaccine immunization(82.9%), r-GPT(81.7%), hemoglobin(79.3%) and triglyceride(75.5%). 6. The OH nurses(92.7%) followed the work pattern to visit the GOHA before and after small-scale enterprises(SSE) visit by car driven by nurses in 74.3%. They were payed by GOHA for transportation fees in certain amounts. However, nurse is the main person(75.0%) who covers up in case of traffic accident. If the GOHA has no transportation regulation for the formal workplace visit, data showed that nurses had been responsible to take charge(31.7%). 7. The personnel manager who takes in charge for nursing services was 'nurse' in 61.7% and 41.2% worked as the final decision maker related to nursing work. The OH nurses' opinions about factors affecting to the management were classified in the four areas such as 'Nature(Quality) of health professional'. 'Content of OHNS', 'Delivery system of the GOHS', and 'Others'. The factors were indicated highly in 'Authority as health professional', 'Level of perception of director on the OH' and 'Physical work condition for OHNS'. The things that this study suggests in the recommendation would be summarized in such as the management and supporting system working for SSE in the OHNS is necessary to reform thoroughly. The reconsidered aspects might be in the matters of number of workplaces undertaken by nurses, development of effectively practical health documents, preparation for guideline of the laboratory test in the workpleces, establishment of convenient and encouraging support system and cooperation between other health professionals with respect and skill.

• Journal of agricultural medicine and community health
• /
• v.28 no.1
• /
• pp.39-51
• /
• 2003

Objectives: The oriental medical care has been getting popular in community health centers because of uniqueness, changing of disease patterns, and increasing of elderly population. From 1998, oriental medical doctors has been working in several rural community health centers for their military obligations. At this point of time, it is necessary to evaluate the oriental public health doctors system. This study was performed to investigate the utilization patterns, the degree of satisfactions, needs of oriental medical care service provided by community health center in a designated Gun area. This study focused on the need for extending over Myun area of community health center's oriental medical care services. Methods: Person-to-person interview survey method through a structured questionnaire was done by a personnel at a oriental medical care service room in a Gun community health center. The major statistical method used for the analysis were the t-test, ANOVA, and logistic analysis. Results: The total number of responded subjects in this study was 163 residents. Among these 65.0% were aged 61 or over, and only 13.5% recognized themselves were healthy. 73.7% of the respondents demanded establishment of more oriental medical care services provided by community health center to other Myun area. Factors affecting the need for enlargement of oriental medical care service room were education level, subjective awareness of access to community health center, and cost satisfaction of oriental medical service provided by community health center. Thus, a resident who had graduation of middle school achievement or above(OR=3.35), had a long way to center(OR=2.47), satisfied with oriental medical service cost(OR=2.78) had demonstrated increased chance of need by logistic regression analysis.

• Journal of Korean Academy of Nursing Administration
• /
• v.6 no.2
• /
• pp.259-279
• /
• 2000

This study is a descriptive analytic research measuring nursing service quality, using SERVQUAL model, to make fundamental data and strategies for nursing service improvement. Data were collected by self-reported questionnaire from 202 patients and 142 nurses, from June 7 to 14, 1999. The reliability of instrument were adequate(Cronbach ${\alpha}=.94$). SAS program was utilized for statistical analysis of collected data. The results were as follows; 1. There was a gab between patient's expectation and perception on nursing service(Gap B). Gap D was indicated an affecting factor to decide nursing service quality. Gap C was indicated an indirect affecting factor of nursing service quality. Because it was not statistically significant in total item analysis, but in individual item analysis, 7 items were appeared statistically significant. Gap A was not a gap occurrence factor of nursing service quality. 2. Focuses of nursing service quality improvement strategies were; (1) to direct qualitative improvement of nursing service in order to correspondence patient's nursing service expectation. (2) to make nurse's service activity modified because nurse's practice were not reached patient's expectation level. (3) to need internal, external factor analysis affecting nurse's service activity. 3. Nursing service quality was decided by rather environmental inappropriateness provided nursing service than itself. Therefore, to make nursing service quality improvement, it is required to improve nursing service environment. For this, followings are required; (1) to strengthen nurse's education on lower part of nursing service satisfaction and QI activities. (2) to balance demand and supply of nursing personnel. 3) to fix computerized system for reducing other duties weight except nursing care through analysis of nursing activity. (4) to construct rational cooperating system among related departments. 4. The important parts for nursing service quality improvement were indicated as follows: (1) Gap B: 'prompt reaction', 'examination symptom before patient's complaint', 'hearted nursing service reducing patient's dissatisfaction', 'explanation goals of nursing activities', 'having special Knowledge enough', 'maintenance position comfortably', 'management of patient's physical hygiene'. (2) Gap C: 'maintenance physical safety', 'explanation about hospital rules and facilities'. (3) Gap D: 'tender, safe injection and wound care'. Because above items are mostly improved through nurse's attitude change and quality improvement, it is required to establish nursing standardization and to strengthen nurse's clinical education. As the based on above results, followings are suggested; 1. SERVQUAL model is very useful to make strategies for nursing service quality improvement because it indicates multiple factors affecting hap occurrence. 2. At individual items analysis of Gap C, statistically significant 7 items appeared higher nurse's perception level than patient's perception level on nursing service were trouble perception level on nursing service quality improvement. So. it need further research to analysis about these difference occurring factors. 3. At analysis of Gap D, it is indicated that in nursing service performance process, multiple factors lowing nursing service quality were intruded. So it needs further research to analysis what these factors are and how each factors affect on nursing performance process. 4. nursing service quality measurement is changeable according to sample select time or sampled subject's characteristics. So to develope strategy for nursing service quality improvement is based on the results of periodical analysis.

• Journal of the Korean Society of Safety
• /
• v.35 no.3
• /
• pp.64-71
• /
• 2020

Safety is not a service provided selectively by the country, and it is a basic right that human beings should enjoy. However, as the recent expansion of outsourcing due to the efficient corporate management, fatal accidents such as the Taean Power Plant where subcontractors are pinched on conveyors continued to occur. In addition, public safety concerns have been widespread as there are constant safety-related accidents in public institutions such as KTX trains derailing. As public institutions require safety as a top priority for management rather than profit, the government needs a leading role to enhance the level of private safety activities. The government announced the "Measures to strengthen the workplace safety of public institutions" and is promoting measures to protect the lives and safety of the people. The purpose of this study was to in-depth analysis of the accident and death situation in public institutions in the last 5 years from 2014 to 2018. A recognition survey was also conducted and the results were analyzed. As a result of the analysis of industrial accident death, it showed that the number of industrial accident deaths in public institutions was about 50 people per year, and it occupied about 6.1% of all industrial accidents. Following the government's public policy measures, positive changes as a result of the survey on awareness were detected in the order of rising safety awareness and participation of management (56.9%), safety and health organization and personnel composition (37.9%), and increasing safety awareness and participation of members (18.9%). However, the obstacles to the implementation of government measures were followings; 1) consciousness and lack of participation (42.1%), 2) indifference from other departments (35.1%), 3) absence, or lack of competency of safety manager (33.3%). In addition, safety investments and safety management of contractors and ordering works were analyzed to have remained largely unchanged even after the implementation of safety measures. Through this study, it is intended to provide basic data for strengthening the level and activities of safety in public institutions.

• Journal of Korean Academy of Nursing Administration
• /
• v.7 no.1
• /
• pp.127-144
• /
• 2001

The purpose of this study is to provided a basic administrative data for effective personnel management of nurses' by investigation their assessment and satisfaction with the job rotation and by analyzing the relation between their satisfaction and organizational commitment. Data were collected from Nov. 20 to Nov. 25, 2000 through self-reporting questionnaires taken by 280 nurses working at a university hospitals The 3 structured instruments were used for collecting the data; Questionnaires for measuring the utility and the problem of job rotation, Questionaires for measuring the satisfaction with the job rotation, and Mowday's Organizational Commitment Questionnaires. The data obtained were analyzed using frequency, percentage, average, standard deviation, range, Cronbach's alpha coefficients, Peason's correlation coefficients, t-test, one-way ANOVA, and chi-square test, multiple regression. The Results were as follows : 1. The supporters for regular job rotation account for 67% while the opponents to it account for 33%. The chief reason for endorsing the regular job rotation is quoted ${\lceil}$to attain more diverse job experiences${\rfloor}$, followed in order by ${\lceil}$to improve the job motivation and morale through the realization of personal needs${\rfloor}$, ${\lceil}$to place the right man in the right position${\rfloor}$. The reasons for opposing to the regular job rotation were listed in order ${\lceil}$difficulties to secure the expertise of nursing${\rfloor}$, ${\lceil}$personal needs not fully reflected in the job rotation${\rfloor}$, ${\lceil}$job rotations prompted rather by the administrative needs than by personal aptitude and ability${\rfloor}$. 2. In the assessment of job rotation, the points affirming the utility of the job rotation are $2.60({\pm}.66)$ out of possible 5 points and those admitting the problems the job rotation are $3.58({\pm}.59)$. The satisfaction with the job rotation is rated at $2.98({\pm}.55)$. 3. In the analysis into the relation between the assessment of job rotation and satisfaction with the job rotation, fairly high positive correlation is revealed between the satisfaction and utility of job rotation, whereas, considerably high negative correlation is seen between the satisfaction and problems with the job rotation(p=.000). 4. There is relatively high positive correlation between the satisfaction with the job rotation and organizational commitment(p=.000). In conclusion, the utility of on the job rotation and their satisfaction with the job rotation have positive correlation and the satisfaction with the job rotation and organizational commitment showed the positive correlation, too. Therefore, it is thought desirable to take administrative strategies well as education to improve the recognition of the job rotation's utility and to reduce the recognition of the problems with the job rotation to remain in the direction toward contributing to enhancement of the organizational commitment.

• Journal of Korean Academy of Nursing
• /
• v.30 no.5
• /
• pp.1156-1169
• /
• 2000

The study was aimed at developing an independent hospice center model that would be best suited for Korea based on a literature review and the current status of local and international hospices. For the study, five local and six international hospice organizations were surveyed. Components of the hospice center model include philosophy, purpose, resources (workers, facilities, and equipment), allocation of resources, management, financial support and hospice team service. The following is a summary of the developed model: Philosophies for the hospice center were set as follows: based on the dignity of human life and humanism, help patients spend the rest of their days in a meaningful way and accept life positively. On the staff side, to pursue a team-oriented holistic approach to improve comfort and quality of life for terminally ill persons and their families. The hospice center should have 20 beds with single, two, and four bed rooms. The center should employ, either on a part-time or full-time basis, a center director, nurses, doctors, chaplains, social workers, pharmacists, dieticians, therapists, and volunteers. In addition, it will need an administrative staff, facility managers and nurses aides. The hospice should also be equipped with facilities for patients, their families, and team members, furnished with equipment and goods at the same level of a hospital. represented by a center director who reports to a board and an advisory committee. Also, the center director administers a steering committee and five departments, namely, Administration, Nursing Service, Social Welfare, Religious Services, and Medical Service. Furthermore, the center should be able to utilize a direct and support delivery systems. The direct delivery system allows the hospice center to receive requests from, or transfer patients to, hospitals, clinics, other hospice organizations (by type), public health centers, religious organizations, social welfare organizations, patients, and their guardians. On the other hand, the support delivery system provides a link to outside facilities of various medical suppliers. In terms of management, details were made with regards to personnel management, records, infection control, safety, supplies and quality management. For financial support, some form of medical insurance coverage for hospice services, ways to promote a donation system and fund raising were examined. Hospice team service to be provided by the hospice center was categorized into assessment, physical care, emotional care, spiritual care, bereavement service, medication, education and demonstrations, medical supplies rental, request service, volunteer service, and respite service. Based on the results, the study has drawn up the following suggestions: 1. The proposed model for a hospice center as presented in the study needs to be tested with a pilot project. 2. Studies on criteria for legal approval and license for a hospice center need to be conducted to develop policies. 3. Studies on developing a hospice charge system and hospice standards that meet local conditions in Korea need to be conducted.

• The Journal of the Institute of Internet, Broadcasting and Communication
• /
• v.16 no.6
• /
• pp.43-54
• /
• 2016

The occurrence of cyber crime is on the rise every year, and the security control center, which should play a crucial role in monitoring and early response against the cyber attacks targeting various information systems, its importance has increased accordingly. Every endeavors to prevent cyber attacks is being attempted by information security personnel of government and financial sector's security control center, threat response Center, cyber terror response center, Cert Team, SOC(Security Operator Center) and else. The ordinary method to monitor cyber attacks consists of utilizing the security system or the network security device. It is anticipated, however, to be insufficient since this is simply one dimensional way of monitoring them based on signatures. There has been considerable improvement of the security control system and researchers also have conducted a number of studies on monitoring methods to prevent threats to security. In accordance with the environment changes from ESM to SIEM, the security control system is able to be provided with more input data as well as generate the correlation analysis which integrates the processed data, by extraction and parsing, into the potential scenarios of attack or threat. This article shows case studies how to detect the threat to security in effective ways, from the initial phase of the security control system to current SIEM circumstances. Furthermore, scenarios based security control systems rather than simple monitoring is introduced, and finally methods of producing the correlation analysis and its verification methods are presented. It is expected that this result contributes to the development of cyber attack monitoring system in other security centers.

• Journal of the Korea Convergence Society
• /
• v.7 no.4
• /
• pp.107-121
• /
• 2016

This study aimed to seek the way of effectively managing job stress of shift work nurses, to improve nursing performance, the influence of job stress of shift work nurses on nursing performance through convergence research. A total of 244 questionnaires obtained by a survey targeting nurses, who were doing shift work in a university hospital located in B city, in the period from March 2 to 15, 2015 were analyzed using the SPSS 21.0 program. As a result, the mean score of job stress was 3.57 points, and the mean score of nursing performance was 3.69 points. Job stress made a significant positive(+) influence on the sub-dimensions of interpersonal duty. Therefore, efforts should be made to more accurately identify shift work nurses' job stress and efficiently manage the nursing personnel. Moreover, if shift work nurses' job stress is effectively managed by preparing practical job stress management intervention programs for continuous improvement of nursing performance, high quality medical services will be provided through high quality nursing practice.