• 보건의료산업학회지
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• 제8권4호
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• pp.35-45
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• 2014

This study aimed to identify the relationship between the awareness of employees in medical institutes on the protection of medical information and their practice, and basic data of the development of a protection policy is presented. The subjects of the study were 433 employees of general hospitals located in G city and they were interviewed to ascertain their awareness of the protection of medical information and their practice level. The collected data was analysed with a t-test, a dispersion analysis, a Pearson analysis, and a multi-regression analysis. The mean scores on the awareness of protection of medical information was $4.0{\pm}0.7$, and that for the proficiency level was $3.7{\pm}0.7$. As a relevant factor for awareness and proficiency, education in medical information protection was significantly related to awareness. Education experience in medical information protection and the daily mean number of patients in hospitals had a significant relationship with scores on awareness.

• Safety and Health at Work
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• 제5권4호
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• pp.198-202
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• 2014

Background: The economy is being lifted by the new concept of robotics, but we cannot be sure of all the possible benefits. At this early stage, it therefore becomes important to find out the possible benefits/limitations associated with robotics, so that the positives can be capitalized, established, and developed further for the employment and motivation of employees in the health care sector, for overall economic development. The negatives should also be further studied and mitigated. Methods: This study is an exploratory research, based on secondary data, such as books on topics related to robotics, websites, public websites of concerned departments for data and statistics, journals, newspapers and magazines, websites of health care providers, and different printed materials (brochures, etc). Results: The impact of robotics has both positive and negative impacts on the employment and motivation of employees in the retail sector. So far, there has been no substantial research done into robotics, especially in the health care sector. Conclusion: Replacing employees with robots is an inevitable choice for organizations in the service sector, more so in the health care sector because of the challenging and sometimes unhealthy working environments, but, at the same time, the researchers propose that it should be done in a manner that helps in improving the employment and motivation of employees in this sector.

• 보건의료산업학회지
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• 제8권2호
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• pp.49-59
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• 2014

This study attempted to provide some implications for human resource management of health services organizations by investigating the influence of job rotation on motivation and organizational commitment. For empirical analysis, a study model based on literature review of previous researches was developed, and a survey was conducted for the employees of 8 hospitals located in Busan area. In processing the data, frequency analysis, correlation analysis and path analysis were performed using SPSS 18.0 and AMOS 18.0. Main results of empirical analysis can be summarized as follows: First, procedure of job rotation, did not significantly affect tissue immersion and stimulation, but effect of job rotation, has been found to provide a significant effect. Second, motivation was shown to have a significant influence on emotional and normative commitments, sub-factors of organizational commitment variable. In conclusion, suggest that intentions and opinions of the organizational members need to be actively reflected in job rotations of which the effect can be maximized when they are regularly and reasonably implemented.

• 한국병원경영학회지
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• 제2권1호
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• pp.162-182
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• 1997

This study was carried out to assess the current status of hospital wage structure and to find out the characteristics and problems in the current hospital wage structure. so as to provide empirical data for establishing a rational wage structure. The data were collected from administrative personnels in charge of wage management in 31 hospitals by using a structured questionnaire through direct visiting and mailing in Pusan Metropolitan City. The major findings in this study were as follows: First, the hospital wage structure applied differently to the basic wages between doctors and the other employees. The wage structure for doctors included performance rate of 51.6%, followed by a synthesis rate of 29.0%, while the wage for the other employees had the synthesis rate of 74.2%, followed by the seniority rate of 12.9%. Second, the wage consisted of a basic wage for 57.5%. the allowance for 21.1% and monthly installed bonus for 21.4%, and the basic wage comprised 68.3% of the total wage for doctors, as compared to 51.9% for nurses and medical technicians and 52.4% for administrative and managerial personnel. The annual rate of the bonus was average 460%, and 96.8% of the hospital did not consider personnel preformance appraisal when paying the bonus. Third, 80.6% of the hospitals applied the legal rate to the retirement allowance while 19.4% applying cumulative rates more than the legal rate, and all of university hospitals applied cumulative rates. Retirement reserves were practiced only in 54.9% of the hospitals. Forth, many hospitals seemed to be interested in applying graded wage system according to performance, by showing that 42.9% of the hospitals were planning to apply it in the future, despite only 9.7% practicing it. Fifth, the wage structure appeared to be complicated due to various kinds of allowances. The kind of the allowances varied among hospitals, ranging from 2 to 26 kinds, and increased as the size of hospital was larger. Sixth, the opinions leading to improve the basic wage structure favored the seniority rate for 51.6% either to maintain the present seniority rate(16.1%) or to apply the incentive pay in addition to the senior rate(35.5%). and also favored the performance rate for 35.5%, followed by the job rate for 12.9%. In conclusion, the current hospital wage structure seemed to be too complicated to reflect personal ability, contribution and performance and to become a big barrier to inducing worker's motivation and to strengthening in competitveness. Therefore it is suggested that the current wage structure should be revised to the one emphasizing on job and ability base with considering characteristics and situation of the hospital, rather than seniority factors.

• Safety and Health at Work
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• 제12권3호
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• pp.377-383
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• 2021

Background: This study investigated the longitudinal associations between the degrees of positive and negative spillover in work-life balance (WLB) at baseline and reports of depressive mood at a 2-year follow-up in Korean women employees. Methods: We used a panel study design data of 1386 women employees who participated in the Korean Longitudinal Survey of Women and Families in both 2014 and 2016. Depressive mood was measured using the "10-item Center for Epidemiologic Studies Depression Scale." Associations between the positive and negative spillover in WLB at baseline and reports of new incidence of depressive mood at 2-year follow-up were explored using a multivariate logistic regression model. Results: Negative spillover in WLB at baseline showed a significant linear association with reports of depressive mood at 2-yearfollow-up after adjusting for age, education level, marital status, number of children, and positive spillover (P = 0.014). The highest scoring group in negative spillover (fourth quartile) showed a significant higher odds ratio of 1.95 compared with the lowest scoring group (first quartile; P = 0.036). Conclusion: Positive spillover in WLB showed a U-shaped association with depression. The degrees of positive and negative spillover in WLB among Korean women employees at baseline were associated with new incidence of depressive mood within 2 years. To prevent depression of female workers, more discrete and differentiated policies on how to maintain healthy WLB are required.

• 융합정보논문지
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• 제11권10호
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• pp.230-238
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• 2021

본 연구는 병원 종사자의 워라밸과 직무성과의 관계에서 직무 열의의 매개효과를 파악하고자 하였다. 부산·경남 소재의 병원 종사자를 대상으로 구조화된 설문지를 이용한 자기기입식 설문조사를 통해 수집된 자료를 SPSS 26.0와 Process Macro 프로그램을 사용하여 분석하였다. 분석 결과, 직무성과인 역할 내 성과와 역할 외 성과에 직무 열의가 가장 큰 정(+)의 영향을 미쳤으며, 워라밸은 직무 열의를 높이는 요인으로 검정되었다. 또한, 워라밸이 직무성과에 직접적으로 정(+)의 영향을 미치기도 하였으나, 직무 열의를 매개로 간접적으로 영향을 미치기도 하였다. 특히, 워라밸과 역할 외 성과간의 관계에 있어서 직무 열의는 완전 매개하는 것으로 검정되었다. 조직 차원에서 병원 종사자의 직무성과를 향상시키기 위해서는 직무열의를 높여야 하는데, 그 일환으로 워라밸을 중시하는 조직 문화를 구축하기 위한 노력이 필요함을 의미한다.

• 한국산업보건학회지
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• 제16권3호
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• pp.193-201
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• 2006

This study was performed to investigate employee exposures to waste anesthetic gases, such as enflurane and sevoflurane in operating rooms of general surgical, children's and dental clinics of a large hospital located in Seoul and to analyze factors affecting the concentrations of waste anesthetic gases. The results of the study are summarized below. 1. Based on results of personal and area samples for airborne enflurane, all of the employees investigated in this study were exposed to airborne enflurane concentrations below the ACGIH-threshold limit value (TLV) of 75 ppm. 2. However, based on results of personal samples for sevoflurane, employees of two (2) out of eleven (11) operating rooms were exposed to sevoflurane concentrations in excess of the NIOSH recommended exposure limit (REL) of 2 ppm. A similar trend was found in the area samples. 3. To investigate the source of sevoflurane emissions, airborne sevoflurane concentrations were measured on an anesthesia machine, a drug cabinet and a desk. It was indicated that the geometric means were 0.93 ppm, 0.83 ppm and 0.72 ppm, respectively. 4. Factors affecting waste anesthetic gas concentrations were the age of anesthesia machine, the volume of operating room and the extent of ventilation (p<0.05). 5. It is recommended that the use of anesthesia equipments be properly controlled, the operating room be well ventilated, and the airborne concentrations of anesthetic gases be continuously monitored.

• 한국의료질향상학회지
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• 제12권1호
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• pp.18-39
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• 2006

Background : This study was carried out to examine the changes of job stress after adoption of order communication system(OCS) and its related factors. Methods : Two hundreds and twenty one employees in a university hospital were surveyed 4 months before and 1 year after the OCS had been adopted. Author used Korean version of Karasek's job content questionnaire(K-JCQ) to evaluate job stress. The questionnaire developed by Doll's was used to assess the satisfaction for the OCS. Result : With the adoption of OCS, the scores of skill discretion increased significantly from 29.9 to 30.8 that meant job stress was decreased. In use of OCS, direct user group showed significant increase of skill discretion, whereas the indirect user group showed significant increase in psychological job demand, and it was statistically significant when compared to direct user group(p<0.05). Among the changes in job stress, skill discretion score change was significantly different by age(p<0.05). This study revealed that there was statistically significant relationship between the change of skill discretion score and time computer use, level of satisfaction for content of provided information(p<0.05). And psychological job demand score change was significantly different by time of computer use(p<0.05). Conclusion : Adoption of OCS into hospital may increase job stress, but when it is adopted wisely and appropriately, it may enhance skill discretion of each individual, and decision authority while reducing psychological job demand.

• 한국병원경영학회지
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• 제15권2호
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• pp.61-83
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• 2010

The purpose of this study is to analyze the effects of the introduction of 'business performance evaluation program' on the changes in organizational culture and employee commitment. The data for this study were collected three times, in 2006, 2008, and 2009 from the employees at a public hospital in Korea. The main findings of this study are as follows. 1. Organizational culture has gradually changed as the 'business performance evaluation program' was introduced and implemented. Regarding the changes in the different type of culture, we can see that group culture, developmental culture and rational culture has been stronger and, on the other hand, the introduction of 'the program' did not have as much impact on the hierarchical culture as on the other types of culture. 2. The group culture has have more impact on the organizational commitment than other types of culture. In case of the hierarchical culture, however, statistically significant relationships could not be found between the organizational commitment and the introduction of business performance evaluation program.

• 한국병원경영학회지
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• 제8권2호
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• pp.70-92
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• 2003

The main objective of this paper is to investigate the factors affecting organizational citizenship behavior of hospital employees, and based on the investigation, to suggest some implications for effective human resources management of hospitals. For this purpose, physical therapists were selected as the subject of the research. Using their individual characteristics, job characteristics, professionalism and group cohesiveness as the variables affecting organizational citizenship behavior, an empirical model was constructed and tested. A survey was conducted through structured and self-administered questionnaire for the physical therapists working at hospitals of Busan-Kyongnam area, and data from 240 therapists were utilized in the final analysis. Major results of the empirical analysis are as follows: First, perception on professionalism and the degree of organizational citizenship behavior were higher for male, older, relatively more-educated and higher-grade employees. It is necessary to develope some measures to educate and motivate the employees who are in lower state of professionalism and organizational citizenship behavior. Second, among the individual characteristics, need for growth was found to have significant, positive influence on professionalism and group cohesiveness, but no direct effect on organizational citizenship behavior. On the other hand, extroversion had direct, positive effect on organizational citizenship behavior, as well as on professionalism and group cohesiveness. This result suggests that personnel selection and personality education should be conducted carefully. Third, job characteristics appeared to have very large, positive effect on professionalism, but not directly on organizational citizenship behavior. Fourth, professionalism was found to have very large, positive influence on group cohesiveness and direct, positive effect on organizational citizenship behavior. This implies that enhancing professionalism of physical therapists can strengthen organizational citizenship behavior in hospitals, and hence top management should actively support the programs for job re-design, skill education and quality improvement to enhance professionalism of their employees. Fifth and last, as an intervening factor, group cohesiveness appeared to have the largest, direct, positive effect on organizational citizenship behavior. It is, therefore, important for top management to improve group cohesiveness by exploring ways toward greater harmony and solidarity among the members of physical therapy department.