• Title/Summary/Keyword: Public Hospital

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A Study on Sociomedical Characteristics of Homeless People Reflected in Medical Records (의무기록에 반영된 부랑인 환자의 사회의료적 특성에 관한 고찰)

  • Park Hyo-Sook
    • Journal of Korean Public Health Nursing
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    • v.10 no.2
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    • pp.74-89
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    • 1996
  • It hasbeen individual and social problems that mattoids, alcohols and old people alienated from their families have wandered about the streets for rapid urbanzation, industrialization and nuclear families. In our country, measures for proper guidance for the tramps under the supports of government in 1982 have been carried out. But it has been difficult that we protected without Welfare Acts for them. According to those the study has aimed to provide for the fundamental data to advance public utilities as needs of an administrative organ with focus on contents of nursing records charts, furthermore general traits of subjects perceived details related to diseases. Medical record service has been a 'D' municipal hospital. All the subjects were a total of 4,855 persons, 2.436 in 1992, 2.419 in 1994. 1. Social Traits They mainly have attended a hospital, especially Thursday and Friday from a week and winter from the seasons. They equally have attended a hospital in the beginning, middle and end of the month. They equally have attended a hospital in the months. Government and public offices such as police stations and district offices have trusted them to a hospital. After they left a hospital. their residence has been their home confirmed in the ratio of $59.2\%$. 2. Controling Characteristics of a Medical Institution The proportion of males to females was 7 to 1. In the ages, the adults at the first of adulthood from 25 years to 44 years were $52.6\%$ mostly entered a hospital. In the observations the percentage of patients should be entered total was $8.8\%$. In general. the proportion of changes by fee was about $4\%$. Then the number of patients were on an average from 30. 76 to 32, 55 persons in 1992. It was from 25. 63 to 26. 87 in 1994. But the numbers were 5 to 6. It showed that the number was decreased. 3. Medical Traits The number of days by measured and the number of days which have been entered to a hospital have not made differences. The kinds of diseases were 1.11 in 1992. but were 1. 16 in 1994. In terms of 17 kinds of international diseases divided. the diseases recorded probably have been accidents. poisoning and violence( XVII). digestive trouble(IX). endoctrin disoders. metabolism and dystrophy(III) in orders, then they have been measured $51.0\%,\; 12.7\%,\; 6.8\%$. All patients who have been entered to a hospital severly have been drinking. As the seriousness of drinking and the kinds of diseases have indicated positively correlated. It have indicated that the more serious drinking have been. the more the number of diseases have been. As we have known according to abover results. the Acts for Homeless People related to special medical problems been have revised. furthemore they need to support the basic medical adds in order to maintaim their lives.

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Job Satisfaction and Commitment of General Hospital Employees (종합병원인력의 직무만족요인과 충성지수)

  • Han, Dong-Woon;Eom, Seung-Sub;Moon, Ok-Ryun
    • Journal of Preventive Medicine and Public Health
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    • v.28 no.3 s.51
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    • pp.588-608
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    • 1995
  • This study was intended to enhance the level of hospital personnel management through analysing job satisfaction of hospital employees in terms of structural, personal and environmental variables. The sample of this study consist of a total of 790 persons including doctors, residents, interns, pharmacists, nurses, medical engineers, office workers and manual workers who have worked for general hospitals with 200 beds, 300 beds and 800 beds respectively. The Likert's 5 scales were used for the measurement of satisfaction. The results can be summarized as follows: 1. Structural Variables The level of satisfaction on the job itself was generally low, 2.8 in Likert's 5 scales, with the order of role ambiguity(3.87), routinization(2.6), work overload (2.45) and autonomy(2.37). Hospital employees are aware of their responsibility and they regarded their work as heavy one. The compensatory satisfaction degree was 2.5 which was also low: There were in the order stability(3.1), distributive justice(2.57), pay(2.3) and promotion(1.9). Usually hospital employees showed high degree of stability, while, their satisfaction on promotion possibility is quite low due to specially differentiated structures of hospitals. The degree of satisfaction on the internal conditions of organizational culture was relatively higher as 2.92: They were co-worker's support(3.69), supervisory support(3.15), role conflict(2.64) and welfare(2.17) in order. The satisfaction on welfare as an economic condition was the lowest. 2. Personal Variables The level of satisfaction on personal variables was 3.27 which seemed to be quite high: Contribution to the hospital(3.38), attitude on job performance(3.28) and pride as a member of the hospital(3.07). They seem to believe that their work has been helpful to the performance of hospitals. 3. Environmental Variables The degree of satisfaction on these variables was 3.07 on the average which was derived from environmental factors such as family-role conflict and community support related to hospital employees' environment. The order of satisfaction for each variable is community support(3.2) and family-role conflict(2.94). They turned out to be fairly satisfied with their job in community and yet, they wanted more spare time to spend with their family.

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Efficiency Benchmarking of Hospitals Using DEA (DEA를 이용한 의료기관의 효율성 벤치마킹)

  • Seo, Su-Kyong;Kwon, Soon-Man
    • Korea Journal of Hospital Management
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    • v.5 no.1
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    • pp.84-104
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    • 2000
  • This paper analyzes the technical efficiency of thirty two hospitals in Korea using DEA(Data Envelopment Analysis). DEA provides an efficiency measure for each hospital compared to the most efficient one. The amount and sources of inefficiency that are identified by the DEA are useful for benchmarking to improve efficiency. The results from multiple regression analysis and Wilcoxon Rank Sum test show that bed turnover, hospital size, and average length of stay are related to hospital efficiency.

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Potential Therapeutic Efficacy of Curcumin in Liver Cancer

  • Dai, Xin-Zheng;Yin, Hai-Tao;Sun, Ling-Fei;Hu, Xiang;Zhou, Chong;Zhou, Yun;Zhang, Wei;Huang, Xin-En;Li, Xiang-Cheng
    • Asian Pacific Journal of Cancer Prevention
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    • v.14 no.6
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    • pp.3855-3859
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    • 2013
  • Purpose: Liver cancer, one of the most common cancers in China, is reported to feature relatively high morbidity and mortality. Curcumin (Cum) is considered as a drug possessing anti-angiogenic, anti-inflammation and anti-oxidation effect. Previous research has demonstrated antitumor effects in a series of cancers. Materials and Methods: In this study the in vitro cytotoxicity of Cum was measured by MTT assay and pro-apoptotic effects were assessed by DAPI staining and measurement of caspase-3 activity. In vivo anti-hepatoma efficacy of Cum was assessed with HepG2 xenografts. Results: It is found that Cum dose-dependently inhibited cell growth in HepG2 cells with activation of apoptosis. Moreover, Cum delayed the growth of liver cancer in a dose-dependent manner in nude mice. Conclusions: Cum might be a promising phytomedicine in cancer therapy and further efforts are needed to explore this therapeutic strategy.

Development of the System for Home Visiting Physical Therapy (가정방문 물리치료 시행을 위한 시스템 개발)

  • Han Dong-Wook;Moon Tae-Ho;Lee Eun-mi;Jeon Sung-mi;Jung Won-Suck
    • The Journal of Korean Physical Therapy
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    • v.17 no.1
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    • pp.1-26
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    • 2005
  • The most of patients and protectors point that the Home Visting Physical Therapy is necessary and compulsive. A Public Health Center and a Welfare Center have to help a home visiter for treatment cure to ask for professional medical services in general hospital. On getting a name lists of patients a treatment of doctors, they must remark the conditions of the patients to keep the mutual relation general hospital. A home visiting physical therapists in the welfare center and public health center need to discuss a main doctors in a same center for revaluation of patients. The system in a general hospital consists of the medical department and the administration with the doctor of hospital as the central figure. A department of home visiting physical therapy has a physical therapy team closely connected with various medical office in hospital. The system in a public health center is composed of the health executive office, health direction medicine office, and the community health office. Department of home visiting physical therapy belongs to community health office. Home visiting physical therapy in a welfare center belongs to home visiting service office. The qualifications of a physical therapist is intended for people who have received clinic experience of three years and regular education. The theory (352 hours) and practice (248 hours) total to 600 hours. They can develop professional skills through these education courses. The frequency of home visiting is proper third a week after talking with a medical attendant about the state of patient. The care time is proper from 30 to 60 minutes.

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The Level of Emotional Labor among Workers in One University Hospital (한 대학병원 종사자의 감정노동 수준과 그에 영향을 미치는 요인)

  • Kim, Hyun-Joo;Lee, Bo-Woo;Hwang, Ji-Hye;Lee, Moo-Sik;Na, Baeg-Ju;Lee, Jin-Yong
    • Health Policy and Management
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    • v.22 no.1
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    • pp.129-144
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    • 2012
  • Purpose : The purpose of this study was to investigate the level of emotional labor and to identify affecting factors on emotional labor among one university hospital employees. Material and Method : This study was based on cross-sectional, self-administered, and Internet-based survey. The survey was conducted from Mar. 2 to Mar. 28. 2011. Total subjects were 812 employees working in one university hospital. Total response rate was 61.5%. Modified evaluation tool was used, which was originally developed by Morris and Feldman, to measure the level of emotional labor among hospital personnel. In order to identify the affecting factors on high level of emotional labor, we conducted logistic regression. The SPSS statistical software package was used to perform the statistical analysis. All statistical tests were 2-sided and a p-value<0.05 was considered statistically significant. Results : Average score of emotional labor was 3.06. Employees(3.39) who are working at the emergency department and hemodialysis room indicated the highest level of emotional labor, followed by wards(3.14), department of administration(3.14), department of ambulatory cares(3.06). The factors affecting on the high level of emotional labor were the highest level of schooling, types of department, and types of personality(p<0.05). Conclusion : The survey results showed that there was significant level of emotional labors among hospital employees. Therefore, the efforts to reduce the level of emotional labors are needed.

Factors Affecting on Organizational Commitment of Military Hospital Nursing Officers (군병원 간호장교의 조직애착에 영향을 미치는 요인)

  • Kim, Eun-Hee;Kam, Sin;Lee, Kyung-Eun;Han, Chang-Hyun;Park, Ki-Soo
    • Health Policy and Management
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    • v.11 no.4
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    • pp.109-128
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    • 2001
  • This study was conducted to investigate the factors affecting on organizational commitment of military hospital nursing officers. For the purpose of this study, the self-administerd questionnaire survey was done with 440 military hospital nursing officers during february, 2001. The major results of the study were summarized as follows: By path analysis using LISREL 7.0, variables such as met expectations, work involvement, pay, work definiteness, positive affectivity, family support, peer support, promotion opportunity, expectations before entering a military hospital had significant positive effect on Job satisfaction in order of size, however, vertical conflict and horizontal conflict had significant negative effect in order of size. Variables such as job satisfaction, met expectations, promotion opportunity, positive affectivity, pay had significant positive direct effect on organizational commitment in order of size, however, job routinization, job opportunity had significant negative direct effect in order of size. It was found that the following variables, listed m order of size, had significant total effects on organizational commitment: job satisfaction, met expectations, positive affectivity, promotion opportunity, pay, vertical conflict, job routinization, family support, work involvement, work definiteness, job opportunity. In considering above findings, the program or plan for job satisfaction promotion, met expectations, fair promotion opportunity, adequate pay, work definiteness, solving conflict, positive affectivity promotion would be implemented to increase organizational commitment of military hospital nursing officers.

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Influence of Organizational Culture Type and Job Satisfaction on Nurses' Innovation Behavior in a University Hospital (대학병원 간호사들의 조직문화 유형 인식 및 조직만족이 혁신행동에 미치는 영향)

  • Han, Yoon-Ja;Lee, Sang-Gyu;Kwon, Ho-Jang
    • Korea Journal of Hospital Management
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    • v.15 no.4
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    • pp.63-77
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    • 2010
  • The purposes of this study were to describe the effects of perception of organizational culture type and job satisfaction on university hospital nurses' innovation behavior. A survey was conducted with 418 respondents working in a university hospital in Cheonan City. Organizational culture types (developmental, group, rational, hierarchical), job satisfaction and individual characteristics were surveyed. The relationships between each variable and the innovation behavior were analyzed by univariate analysis and the independent effects of these variables were examined with multiple regression. The mean score of general employees innovation behavior was 3.33 (p=.58) and that of managers was 3.53(p=.64). For general employees, there were statistically significant differences in innovation behavior according to education level. For managers, there were statistically significant differences in innovation behavior for education level, marital status and duration of work. On multiple regression analysis, the factors affecting innovation behavior of general employees were developmental culture( =.297, ${\beta}$ p<.01), group culture (${\beta}$=.184, p<.01) and job satisfaction(${\beta}$=.148, p<.05). And the factors affecting innovation behavior of managers were developmental culture(${\beta}$=.181, p<.01), rational culture(${\beta}$=.171, p<.01) and group culture(${\beta}$=.408, p<.01), In conclusion, the results of this study show that organizational culture and job satisfaction influence hospital nurses'innovation behavior.

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