• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.12
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• pp.659-669
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• 2016

The purpose of this study was to examine, among quality improvement (QI) department employees, the effects of perception of the healthcare accreditation on job stress and to identify factors affecting turnover intention. Research data was collected between 1 June and 15 June 2016. The sample included QI department employees who had participated in a healthcare accreditation survey. The collected data were analyzed to obtain frequency, percentage, mean and standard deviation results, which were assessed by using Student's t-test, ANOVA, and multiple regression analysis. The scores for QI employees' perceptions of the healthcare accreditation, job stress, and turnover intention were 3.35, 3.66, and 3.32 of the perception by general characteristics. There were significant differences between scores according to gender, age, QI department section, position, and job satisfaction. In addition, job stress and turnover intention scores showed significant differences according to position, age, QI department section, and job satisfaction. A positive correlation was observed between healthcare perception and job stress, while turnover intention was negatively correlated with healthcare perception. The results indicate that the perception of healthcare accreditation positively affects job stress; in contrast, it decreases the number of people intending to change departments. Among the sample of lower level workers, the younger age workers who were employed for more than 10 years expressed lower satisfaction with their job, which indicates that they are affected by their notion of healthcare accreditation more than by other factors. Thus, in order to lessen work stress and employees' thoughts of leaving the department, the QI department should be encouraged to lessen job stress and provide various supports to the employees.

• Journal of East-West Nursing Research
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• v.20 no.2
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• pp.73-80
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• 2014

Purpose: This research aims to identify the physio-psychological effects of applying a qi massage program as an independent complementary intervention for employees with hypertension in a workplace. Methods: A quasi-experimental design was employed using a nonequivalent control group with pre- and post-tests. The study was performed from August 18 to October 10, 2008 on hypertensive employees being treated with a qi massage program in a company. The control group was recruited first to prevent treatment diffusion. The experimental group was subsequently recruited and received individual treatment for 30 minutes. Collected data was analyzed using SPSS16.0 version. ${\chi}^2$-test, Mann-Whitney U test, Wilcoxon signed ranks test, Fisher's exact test and paired t-test were implemented in order to examine the effects of individual intervention on patients who are treated with the qi massage program. Results: The experimental group showed a greater improvement in systolic blood pressure, diastolic pressure, stress, and quality of life than did the control group. Conclusion: A qi massage program may be implemented as a complementary intervention to effectively treat hypertensive persons.

• Quality Improvement in Health Care
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• v.8 no.2
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• pp.172-185
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• 2001

Background : This study was carried out to assess the quality improvement(QI)activities in Korean hospitals. Methods : A mailed questionnaire survey was conducted between September 15 and October 30, 2000. The staffs being charge of QI each of the hospitals with 400 beds or more responded to the questionnaire. Of the 108 hospitals eligible for inclusion in our study, 69 participated, yielding a response rate of 63.9%. Results : Based on these survey, 87.3 percent of the responding hospitals were performing QI projects and 54 percent of the hospitals had a separate department for QI activity. About 62 percent of hospitals performing QI activity (QI hospitals) had a QI manager and 58 percent had a separate budget for QI activities. Among the QI hospitals, 85 percent had cross-functional or cross-departmental teams as the major mechanisms for doing QI projects, 94 percent had one or more educational programs on QI. The level of physician's participation level for QI projects was lower than other staff(CEO, nurses and other administrators). Conclusion : The majority of the hospitals have undertaken activities in QI. For the successful implemented QI, the involvement of and education for employees(including physicians and other health professionals)are needed as well as management strategy and leadership. Understanding of other hospitals experience would be helpful for health care managers to plan and initiate QI activities.

• Health Policy and Management
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• v.11 no.4
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• pp.54-69
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• 2001

This study was conducted to assess factors associated with the degree of performance of qualify improvement(QI) activities. A mailed questionnaire survey was conducted between September 15 and October 30, 2000, with the staffs being charge of QI at each of the hospitals with 400 beds or greater. Of the 108 hospitals eligible for inclusion in our study, 79 participated, yielding a response rate of 73.1%. After excluding 12 hospitals that did not perform any QI activities, 117 responses from 67 hospitals were used for the analysis. Using the Malcolm Baldrige National Quality Award Criteria(MBNQAC), perceived performance of QI was measured in terms of the improvement of the quality of clinical practice, clinical supporting department, administrative procedure of receiving care, customer satisfaction, efficiency and standardization of work process. Factors evaluated for the association were the extent of QI implementation, compliance to 5 QI principles, participation of hospital CEOs, budget allocation, history of QI, and bed size. Path analysis was performed to assess the relationship between QI performance and these factors. Major findings of this study are as follows. Hospitals showing higher degree of QI implementation (path coefficient=0.5967, p<0.001)) and better compliance with the basic principes of QI(0.5736, p<0.05) tended to achieve better performance. Path analysis results showed that interest and participation of hospital CEOs(0.1954, p<0.05) and compliance with the basic principes of QI(0.4028, p<0.0001) indirectly affected the outcomes of QI by influencing the intermediate variable of the level of QI implementation. This study results suggest that having employees have a good orientation of the basic concept and principes of QI through relevant training be the most important requirement to achieve better outcomes from QI activities. In addition, to educate leaders of hospitals the need of active implementation of QI is important to encourage their participation and draw strong support for QI programs.

• Asia pacific journal of information systems
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• v.33 no.3
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• pp.831-862
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• 2023

The rapid adoption of smartphones and tablets among employees has recently forced organizations to proactively embrace bring your own device (BYOD). The situation of COVID-19 makes the concept of BYOD even paramount. Allowing employees to bring their own mobile devices to the workplace has helped companies realize productivity gains and cost benefits. However, BYOD has also blurred the boundaries between work and personal life, thereby creating a stressful environment for employees (Doargajudbur and Hosanoo, 2023). This study explores the relationships between several BYOD attributes and investigates the effects of these attributes on work-to-life conflict. It contributes by introducing workplace connectivity after hours as a new dimension of BYOD attribute to influence work-to-life conflict. Based on boundary theory, a theoretical model is developed and tested with an online survey. The results reveal that flexibility and workplace connectivity after hours positively influence productivity, and flexibility helps to relieve instead of increase work overload. Meanwhile, a higher level of flexibility and productivity can help reduce work-to-life conflict, and a higher level of work overload induces a higher level of work-to-life conflict.

• Journal of Korean Society for Quality Management
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• v.43 no.2
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• pp.127-140
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• 2015

Purpose: To obtain the area for improvement, the Importance-Performance analysis(IPA) uses relatively simple questions, that is, satisfaction and importance at attribute level. However, no attempt has been made to consider the gap between own company's performance and those of competitors in IPA, in the field of quality management. This study is aimed to suggest a new prioritizing method for improvement and to test for validity of the proposed technique. Methods: This study used data collected from Song and Lim(2015), which is satisfaction of employees, customers and competitors as well as importance data for 7 quality attributes of K animal hospital. A correlation comparison with other priority methods such as Bacon(2003)'s model and Matzler and Hinterhuber(1998)'s QI index is conducted. Results: The priority results by the proposed method shows better in correlation coefficient with customer perceived priority for improvement than other methods. Conclusion: From the result of the current study, it can be concluded that the result of the proposed method is valid, while it is relatively easy to understand and analyze, and therefore no additional survey is necessary for improvement priority.

• Quality Improvement in Health Care
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• v.15 no.2
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• pp.121-130
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• 2009

Objectives : To evaluate the effect of heath examination program which introduce web-based input system, OCS(Order communicating system) and interface with national health insurance corporation, this study was done. Method : To Exam/Order and tests separately at anytime, the experimental health examination program which had web-based questionnaire input system, on-line measurement input system, interface program with national health insurance corporation and introduced OCS was developed. Experiment and old examination program were compared in terms of satisfaction and cost. Result : The 95.7% of respondents were satisfied with web-based input system, the 95.4% satisfied with OCS use, and 97.8% satisfied with test at anytime they want. The cost and time reduction between experiment and old program were 4,159,000won and $600.3{\pm}5.75$(seconds) per man input-time. Conclusion : The experimental health examination program is good for employee and hospital. If the health examination program for non-employee will be developed, it will be done efficiently and effectively, but Internet securities will be considered.

• Quality Improvement in Health Care
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• v.7 no.1
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• pp.118-131
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• 2000

Background : A continuous healthcare quality improvement is needed to provide high quality healthcare service as well as to maintain trust in terms of satisfying the needs of the patients. Recently it also became an essential issue. in hospital management, recognized for it's competitive potentiality among healthcare organization groups. This study was conducted to analyze patient complaints and issues received by the Quality Improvement Department. Its purpose is to improve healthcare qualities within the hospital, as well as establish policies and appropriate strategies in hospital management. Method : From July 1st to September 30th of the year 1999, we analyzed all complaints and issues made by various patients and their families, which were received through 24 hour phone consultation, numerous suggestion boxes, letters and E-mails, The issues were classified into 16 different categories based on a Patient Satisfaction Assessment Tool. All data were segregated according to the departmental frequencies and their contents. To come up with for environmental and patient satisfaction improvement, all complaints or issues were communicated with hospital administrators, medical and nursing staff and employees. Comprehensive customer satisfaction activities including improving phone etiquette were discussed in Customer Satisfaction Team, CQI Team and each Department. All opportunities for improvement were implemented. Feedback actions were discussed. Results : A total of 317 cases were collected. Issues regarding parking and other accommodation facilities were most common complaints that were 14.5% of total. Issues regarding admission rooms (10.7%), admission procedures (10.7%), waiting room environment (8.8%), nurses and nurse assistants (7.6%), physicians (6.6%) and others (23%) followed. Thirteen of 45 departments received more than 8 complaints. The Nursing Department had the most complaint, receiving 9.8% of total complaints. Complaints regarding the Nursing Department were predominantly related to the environment of patient rooms. The Department of Psychiatry for phone etiquette (4.7%), Department of Otolaryngology for the nursing staff's attitude and phone etiquette (4.4%), and the Admission Department followed. As a part of efforts to improve patient satisfaction, a new parking structure was built and reallocation of the parking space was done. Renovation of other accommodation facilities were carried out by hospital administration, Monthly phone call and answering attitude survey was done by QI Department. Based on this survey we made a phone etiquette manual and distributed throughout the hospital. Compare to the last year, Patient Satisfaction Index measured by Korea Productivity Center using National Customer Satisfaction Index was improved 7 points. According to our organization's own study, we confirmed the phone etiquette was improved 11% than last year. Conclusions : Issues related to parking and other accommodation facilities ranked first followed by complaints made regarding the patient care area, the admission and cashier process, and nurses' and doctors' attitude. The Nursing and Psychiatry Departments need improvement regarding phone etiquette. Results were shared and played a vital role in policymaking and strategic planning of the hospital. It is imperative that we keep our database updated by listening to and solving the needs of each patient. The CQI activities can be achieved only by full commitment of the hospital top management supported by related personal.