• Journal of Convergence for Information Technology
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• v.7 no.4
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• pp.27-38
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• 2017

The purpose of this study was to ascertain new policies fo the development of the Korean Hospital Accreditation Program (HAP) by comparing and reviewing the domestic HAP of Korea, the U. S. and Australia as well as the International Accreditation Program of the International Society for Health Care Quality. The results of this study are as follows. First, it is necessary to improve the standards of the HAP such as 'patient and community centered standards' and 'staffing related standards'. Second, it is necessary to strengthen patient safety through the HAP. Third, the linkage among the HAP, clinical indicators and patient experience evaluation should be strengthened. Fourth, the competencies of surveyors should be improved. Fifth, the HAP of small and medium hospitals also needs to be vitalized. Sixth, it is necessary to improve the disclosure of the healthcare quality evaluation results. The findings of this study can be used as a basis to improve the Korean HAP.

• Perspectives in Nursing Science
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• v.6 no.1
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• pp.77-83
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• 2009

The number of nurses per bed at acute-stage hospitals is quite low in Korea compared with other OECD countries. In order to prevent the degradation of the quality of inpatient nursing services due to insufficient nurse staffs, the national health insurance introduced the differentiated nursing care fee system. This did not work as a motive for inducing the employment of nursing staff due to insufficient cost compensation. Because of insufficient nursing staff, family members have to stay with the patient or patients have to hire a personal care attendant. This increases the burden and cost to families. For the activation of hospitals without guardians, there should be policies for raising additional nursing staff such as standardizing jobs among nursing staff, particularly between nurses and nursing assistants, setting adequate standards of staffing in nursing according to medical service, substantiating the cost of nursing under the differentiated nursing care fee system, improving the medical fee system of hospitals without guardians including health insurance payment, supplying nursing staff stably through improving their working conditions such as providing child rearing services and salary increase, clarifying the qualification of personal care attendants working at acute.stage hospitals, developing indexes for assessing the quality of nursing care services, and monitoring for the management of uniform quality.

• Journal of Technology Innovation
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• v.23 no.3
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• pp.201-223
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• 2015

Existing research on international standardization has largely taken a qualitative approach focusing on comparative studies of national institutions and policies on standards or international rivalries from the perspectives of international relations or innovation studies. While there exists a handful of quantitative studies, they are mostly confined to simple numeric counts of essential patents, new work item proposals, or secretaries staffing international standards development organizations (SDOs). This study aims to contribute to our understanding of the dynamics of international standardization by the analysis of the data coding systematically national activities in the standardization process of the International Organization for Standardization (ISO), by far the largest international SDO. Our analysis of the four critical types of standardization documents generated in the Working Group 7 of the ISO/IEC Joint Technical Committee 1 reveals interesting dynamics among key players of global ICT standards regime. First, while the US takes a dominant share of the personnel as well as new work item proposals for standardization, its quality of activities rather falls behind as it mostly focuses on keeping in check other countries' standardization activities. Second, European countries tend to spread their effort evenly across different types of standardization activities. Finally, despite such differences between the US and European countries, both rely heavily on multinational companies to gain an advantage in the voting stage of standardization process.

• Perspectives in Nursing Science
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• v.6 no.1
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• pp.67-76
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• 2009

Recently, small and medium-sized hospitals which are located in rural areas have many difficulties in securing high quality nurses. That is because working environments for nurses in small and medium-sized hospitals in rural areas are poor compared with those of big hospitals in urban. As a result, the migration of nurses from small and medium-sized hospitals in rural areas to big hospitals in urban is continuously happening. In general, big hospitals provide nurses with high level of salary and fringe benefits. To prevent the migration of nurses, chief executive officers of small & medium hospitals in rural areas have been interested in improving nurses' working conditions including wages. Also, they have raised nurses' salary and improved working conditions. But, basically these individualized efforts have some limit. In connection with this, medical interest groups have produced various voices in terms of interpretation and solutions for these issues. However, from the future perspectives, it seems evident that two approaches for both manpower supply and demand plans of nurses are necessary. They should contain not only accurate estimation of the supply-demand of nursing manpower but also the improvement of working conditions and wages of nurses. Estimation of nursing manpower supply-demand depends on the standards and criteria being used. Supply and demand may be met or not in accordance with the points emphasized on the decision. In the articles, issues regarding nursing manpower, levels of salary, other working conditions and social support system for child care are discussed. According to Joe's report (2005), most health institutions did not meet the guidelines of nurse staffing in Medical Law. The wages of nurse vary on every hospital and there is a big difference in wages' range. The average starting salary for a nurse is 22 million won a year. In case of tertiary hospitals, it reaches up to 30 million won a year. Nurse as a profession should have a strong responsibility and should take care of the patients for 24 hours with three working shifts. Also, most of them are female who have the burden of child rearing. Therefore, it is suggested to increase the salary, to provide comfortable working conditions, and to have social support system for nurses with household affairs.

• Journal of Korean Clinical Nursing Research
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• v.23 no.2
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• pp.131-141
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• 2017

Purpose: This study was to investigate the nationwide operational status of the professional medical support staffs (PMSS) who practice the expanded roles in the hospital setting. Methods: The data were obtained through survey from 36 hospitals with over 500 beds from 25th May to 12th July 2016. Data from 1,666 PMSS were analyzed. Results: Since the job titles varied, we classified them into 5 groups according to their roles; advanced practice nurse, clinical nurse expert, PA (physician assistant), coordinator, and others. There were differences in the operation status of PMSSs depending on the region, nurse staffing grade and number of hospital beds. Qualification criteria varied from hospital to hospital, and almost half of the hospitals didn't have any qualification standards for them. There were differences in age, educational level, clinical careers, rewards, and job satisfaction in 5 groups. Especially PA group had low salary, poorer working conditions, more difficulties in performing their work, and lower job satisfaction than other groups. Most PMSS (99.5%) were using a delegated prescription authority, however only 68.3% had job description and 19.9% had documented delegated role. Conclusion: Adequate training curriculum, documented delegated roles, and the protocols for legal protection and efficient medical services are needed.

• The Korean Journal of Archival Studies
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• no.56
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• pp.5-48
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• 2018

The main factors for successful records management are the organization and human resources, and the responsibilities and authority that are assigned to them. Therefore, the innovation of public records management should include i) redefining the role of records management institutions to meet the requirements of professional standards, ii) improving organizational setup and staffing policies, and eliminating the legal obstacles. This paper aims to suggest the innovation tasks above areas for strengthening the expertise of each type of public records institution. The tasks are presented in four categories, such as the records centers, local archives, institutional archives of legislative body and Judicial authorities, and professionalism and ethics. Based on parts of the Public Records Management Innovation TF(2017.9-2017.12) report, it is rearranged considering the pending issues and reflecting the opinions of the record managers in public sectors to reinforce the basis for setting the tasks.

• Journal of Korean Clinical Nursing Research
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• v.27 no.2
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• pp.149-164
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• 2021

Purpose: The purpose of this study was to develop a Korean Nurse Residency Program (KNRP) in order to facilitate new nurses' transition to clinical practice working at tertiary hospitals in Korea. Methods: The KNRP was developed through a literature review, investigation of NRP cases in United States, two rounds of expert consultation, and appropriateness survey. For appropriateness survey of the program, a questionnaire with 118 items and 14 subcategories including overview and operation of KNRP, education programs, staffing criteria for new nurses' education, preceptor supporting strategies, evaluation standards for new nurse's education, infrastructure, and KNRP benefits was used. Data were collected from 369 nurses including nurse educators, nurse managers, preceptors, and new nurses working at 43 tertiary hospitals in Korea from February 16, 2021 to March 22, 2021. Data were analyzed with descriptive statistics. Results: Appropriateness score of KNRP was 3.42±0.31 (out of 4) and those of 14 subcategories ranged from 3.18±0.47 to 3.58±0.46. The final version of the KNRP postulated is a one-year program, which is composed of off-job training and on-site training including preceptorship over 3 months, and competency reinforcement and adaptation supporting programs. Conclusion: The application of the one-year KNRP will facilitate new graduate nurses' transition to clinical practice. In order for effective application of the KNRP, cooperative efforts of the government, professional associations, and hospitals are needed.

• Journal of Korean Clinical Nursing Research
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• v.29 no.3
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• pp.296-311
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• 2023

Purpose: This study aimed to identify factors related to the workload of intensive care unit nurses through a systematic literature review and meta-analysis to provide basic data to explore the direction of development of nursing staffing standards. Methods: This study involved quantitative studies about nurses working in intensive care units related to nursing workload published in English or Korean since 2000. Search terms included 'intensive care unit', 'nursing workload', and their variations. Databases such as RISS, DBpia, MEDLINE(PubMed), CINAHL, PsycINFO, and Web of Science were utilized. Quality assessment was conducted using the Joanna Briggs Institute's Critical Appraisal Checklist for Analytical Cross-Sectional Studies. JAMOVI software facilitated the analysis of effect sizes, employing a meta-analysis approach for 7 studies with correlational or regression data. Results: From 16 studies on the workload of intensive care unit nurses, a total of 20 patient and nurse-related factors were identified. Patient-related factors included severity of illness, length of stay, and age. Meta-analysis was conducted for three patient-related factors: age, severity of illness measured by SAPS 3, and length of stay. Only severity of illness measured by SAPS 3 was significantly associated with nurse workload (Zr=0.16, p<.001, 95% CI=0.09-0.24). Conclusion: In previous studies, the characteristics of intensive care units and patients varied across studies, and a variety of scales for measuring workload and severity of illness were also used. Sustained research reflecting domestic intensive care unit work environments and assessing the workload of intensive care unit nurses should be imperative.