• Quality Improvement in Health Care
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• v.7 no.1
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• pp.32-45
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• 2000

Background : Critical pathway is an optional sequencing and timing of interventions by physicians, nurses, and other staff for a particular diagnosis or procedure, designed to minimize delays and resource utilization, and to maximize quality of care; abbreviated versions of case management plans that show critical outcome and key incidents that occur in a predictable and timely fashion to achieve an appropriate length of stay. This study is to develop a critical pathway for vaginal delivery and cesarean section to assess the degree of contentment of the patients and medical personnel and to implement clinical application to see how we could meet the need to guide patients to achieve continuum of care. Method : Critical pathways were developed for normal vaginal delivery and casarean section. LOS(length of stay) target for vaginal delivery was 1 day after delivery & 5 days after C-section. It was distributed to the mother at the OPD and explained thoroughly. It was applied when patients got into the Labor & Delivery Floor. We applied total of 42 patients (30 normal deliveries & 12 C-sections) from February to March, 2000. We performed patient satisfaction survey to all 42 patients, 24 nurses, and 7 residents for internal customer satisfaction. Results : Twenty six patients out of 42 responded to the survey. Twenty one patients out of 26 answered satisfactory. Eighty four percent of 21 respondents replied Critical pathway worked very well. Treatment column got the most compliance. Eleven out of 31 employees thought critical pathway is very helpful for the patient care. Eighteen people didn't see any difference. In their opinion, treatment got the least compliance, which is the contrary to patients opinion. Fifty eight percent of respondents thought that critical pathway can expedite early discharge. Conclusion : Patient satisfaction was higher than we expected but we still need to revise the form. It is recommended to analyze the cost and variance check in the future.

• The Journal of the Korea Contents Association
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• v.20 no.11
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• pp.590-602
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• 2020

This study was conducted to understand the effects of job stress, empowerment, and organizational commitment of nursing care workers on burnout For this study, nursing care workers working at long-term care institutions in Gwangju and Jeonnam were conducted. As a result of the study, it was found that excessive role, role conflict, and role ambiguity perceived by nursing care workers had a positive effect on burnout. Individual competencies, job relationship competencies, and organizational environment competencies were found to negatively affect burnout. In addition, it was found that emotional and normative commitment negatively affected burnout, and continuous commitment had a positive effect. Overall, it was found that job stress, empowerment, and organizational commitment had an effect on burnout in order. Based on the results of these studies, it is necessary to establish a fair personnel management system, such as assigning roles appropriate to the nursing care worker's ability and aptitude, selecting, placing, and evaluating targets. It is necessary to create a systematic work environment such as training and provision of supervision. In addition, nursing care workers should relieve stress that occurs in the process of performing their duties, and provide an appropriate rest area for leisure to facilitate work.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.1
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• pp.127-144
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• 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 Administration
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• v.5 no.2
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• pp.237-251
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• 1999

The purpose of this study is to suggest successful strategies through which the effect of the information system of a hospital can be forecasted at the nursing department. In order to set up successful strategies, in the first place, both the methods of CSF(Critical Success Factor: Rockart, 1979) and ULD(User-Led Development) method and the method suggested by the Korea Productivity Center were applied. In order to measure the improvement of nursing productivity, the Dissonance theory was used. The data were collected from 100 employees serving at the clinic department of Kwangju Patriots' and Veterans' Hospital from July 4 to July 25, 1998 with reference to all 222 cases, for sampling work; then the part of the efficiency of the treatment or management of hospital business - simplification of the process of the treatment of hospital business and reduction of the time of the treatment of hospital business were measured; and in order to forecast organizational behavior, 100 cases of organization behavior were analysed, based on the well structured, questionnaires. In order to forecast the user's organizational behavior, a tool(Ronald. 1988; Stephen, 1982: Senn, 1992: Olsen, 1980: Anderson, 1988: Kim. 1992: Cho. 1994) to measure the extent or degree of the user's recognition or understanding whose reliability coefficient is 0.63 was used: and regarding the items expected by the users concerning the convenience of the system, a tool created by Bernadett, Szajna and Richard W. Scamell(1993) whose reliability coefficient is 0.88 was used. And finally, those data were analysed, utilizing the statistical package of SPSS/PC 6.0. successful strategies are suggested as follows: 1. In order that the Kwangju Patriots' and Veterans' Hospital's purpose can be successful through its strategic, information system, the quality of its services should be elevated. and for elevating the quality of medical services, elevation of the quality of medical expertism or specialty is an important factor in determining such quality. 2. In order to make the hospital information system to be successful, the hospital's top manager should participate in the effort making it successful with helping hands of the members or personnel of the hospital. 3. In order to make users participate in the hospital information system, it is prerequisite that all nurses in a hospital should voluntarily participate in the system 4. In order to reduce the expense, the time in coping with business per duty should be reduced by 10${\sim}$33.23%. The time of the direct nursing care which added value is relatively high should be elongated in order to elevate the quality of hospital services. 5. Since the introduction and spread of the hospital information system are influenced by the duration in the experience of computer use, the user of the hospital information system should have a plan to receive well-planned computer education. Finally it is suggested that the forecast of long-term productivity through a review of the user's expectation of the system should be inspected and tested through continuous studies of its effectiveness.

• Journal of dental hygiene science
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• v.3 no.2
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• pp.51-57
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• 2003

This research is to empirically analyze the effects of leadership styles on job satisfaction and job performance and to provide some basic for organizational and personnel management in dental hospitals. The test results of this study are as follows for each hypothesis: 1. The recognition of leadership styles has nothing to do with sex, educational background, post, job type, and career, but job satisfaction has something to do with age. 2. Job satisfaction has nothing to do with sex, educational background, and job type, but job satisfaction has something to do with age, post, career. Job performance has nothing to do with sex, age, educational background, post, job type, but job performance has something to do with career. 3. The recognition of leadership styles has something to do with the recognition of situations. 4. Job satisfaction and job performance has something to do with leadership styles. In consequence, while the most effective style is one of a patriarchal warmhearted type, most hospital managers show either democratic or dictatorial one, is an evident example. Therefore, the hospital managers are required to adopt a leadership style which is like an affectionate patriarch.

• Journal of the Korean Dietetic Association
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• v.8 no.2
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• pp.163-174
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• 2002

The purpose of this study is to gather basic data on dietitian's general characteristics, working conditions, job achievement and job satisfaction. Thereby, a formulation can be worked out to improve dietitian's job achievement and satisfaction. The study was conducted during one week period, spanning July 23 to July 30, 1998. The method of the study was to distribute 560 questionnaires to the primary school dieticians working in the city of Tae Jun, located in Choong-Cheong Province. Out of 560 questionnaires that was distributed, 327 were returned. Moreover, 318 out of 327 questionnaires that was returned was valid enough to be processed by the SAS Program. About sixty percent of the respondents(61.1%) indicated that they were between 26 to 30 years old. Moreover, approximately half of the respondents(48.8%) were unmarried. In terms of the level of education, the bachelor's degree was reported as the most common education level(56.3%), while 3.8% of the participants reported achieving graduate degrees. The number of years in working in the profession ranged from 2 to 5 years. Furthermore, approximately 74% of the respondents indicated that, on average, they earned over ￦800,000 per month. In terms of the type of the school setting, 52.8% of the respondents worked in the urban setting, whereas, 60.0% worked in the rural school setting. Of these schools, about thirty eight percent(38.7%) of the schools were relatively small sized schools(400 students or less ). In terms of dietitian's sense of job satisfaction, the areas that showed relatively high level of satisfaction was in the menu control work(3.90) and purchase control work(3.90). However, appallingly low job satisfaction was indicated in the areas of personnel management (2.96%), and nutritional education and counsel(2.73%). Furthermore, job satisfaction varied greatly depending on age, wage, type of the food service, and type of school. The highest satisfaction was indicated in the areas of supervisory position(3.42), work itself(3.31%), co-workers(3.11). Other facets that led to job satisfaction were periodic wage increase(2.19%) and promotion opportunities(2.79%). In conclusion dietitian's job achievement showed significant correlation with job satisfaction. The study suggests that, in order to improve the overall job satisfaction of the dieticians, it is necessary to improve the working conditions of dieticians in primary schools. Secondly, there is a necessity for improving the status of the dieticians by raising the salary and treating the dieticians with the same level of respect in comparison with teachers or executive officials. Finally, another way of raising the job satisfaction of the dieticians is to provide opportunity for continuing education. So that, they can further their career in their chosen field.

• Journal of the Korean Institute of Landscape Architecture
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• v.41 no.3
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• pp.83-93
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• 2013

This study has been performed to analyze and consider the problems after 30 years in terms of landscape design competition process in Korea, so that it can provide the basic data, which can improve the future landscape design competition. We have used Delphi Investigation to carry out a survey that targets professionals and identifies problems. The results are summarized as follows. Firstly, the results of the analysis of Landscape Design Competition for institution theory and case studies showed that there is an issue from four perspectives which are 'method of design competition', 'guidelines for design competition', 'winner selection process', and 'design changes after winning' Secondly, the process by professional Delphi performed expert analysis, and agree with expert opinion. As a result, we derived the problems of a landscape design competition system with the 12 items. Third, in the 'design competition style', two items, the 'design competition style' and 'problem of design public offering period' had become a problem. Fourth, the 'Guidelines for design competition', 'non-hierarchical excess of the amount of instructions', 'directive determined the guidelines', and the 'provision of confusion' three items had also become a problem. Fifth, 'sex expert committee review selection process winning work', 'Problems of participation', 'examination scoring system experts lack', and 'non-landscaping' had become a problem. Sixth, 'The design of the original order' as much as possible 'design changes after the winning work' Four 'order to Comments to reduce the creativity of the design of the climate', 'original extension', 'contractor feedback of excess without the promise of frequent personnel changes', design period of the person in charge is reflected in excess item has become a problem. I considered that a continuous research on the improvement of the problems of the landscape design competition system based on the results must be performed.

• Journal of the Korea Institute of Construction Safety
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• v.2 no.2
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• pp.70-75
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• 2019

The purpose of this study is to conduct survey on the DfS system for employees who perform construction-related tasks, analyze the results, and present improvement directions. The results of the survey showed that the system was gradually being settled, with about 82% and 93% positive results on the recognition and necessity of the system. In addition, the three highest response rates for the improvement of the system were first, improving the expertise of DfS-related performance personnel, second, improving the awareness of DfS-related actors, and third, reflecting the appropriate costs associated with DfS. For the realization of the above improvements, it was proposed to prepare a curriculum for improving the professionalism of the staff, to implement an incentive system for improvement of perception, and to prepare appropriate payment criteria for preparing reports available during the construction phase. In addition, the Korea Infrastructure Safety and Technology Corporation will need to perform its active role in order to become a system for preemptive management of risk factors for construction accidents from the design stage.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.16 no.6
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• pp.43-54
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• 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
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• v.7 no.4
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• pp.107-121
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• 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.