• Journal of Korean Academy of Nursing Administration
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• v.7 no.2
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• pp.349-359
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• 2001

This study was attempted to provide the basic data concerning development of stress management program for hospital nurses, and to focused on the analysis of job stress and social support according to the types of behavior pattern. The subjects were 296 staff nurses at a general hospital in Seoul. Data were collected with self-reported questionnaires and analyzed by SPSS-PC+ 8.0 win for descriptive analysis and ANOVA analysis. The results of this study indicated that; 1) The perceived job stress was negatively correlated with social support and was positively correlated with TABP. 2) The score of the perceived job stress was higher in TABP nurses than TBBP. The TABP nurses usually perceived more support from peers than from supervisors These results showed that the staff nurses who supported from supervisor felt less stress, and the score of the perceived job stress was higher in TABP nurses than in TBBP. So the differences in social support and job stress according to the types of behavior pattern must be considered significantly in development of the staff nurses' stress management program. Also it was needed to develop the strategies that TABP nurses was effectively supported by the supervisor.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.2
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• pp.166-175
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• 2012

Purpose: This study was done to identify the relationship between transformational leadership by head nurses and positive psychological capital, psychological well-being, stress and somatization of staff nurses. Method: Participants in this study were 300 staff nurses in general hospitals located in G and B cities. Data were collected using self-administered questionnaires and analyzed using SPSS Win 18.0 program. Result: The major findings were as follows; 1) There were positive influences of transformational leadership on positive psychological capital, psychological well-being, and a negative effect on stress. 2) Positive psychological capital had a positive influence on psychological well-being, and negative effects on stress and somatization. 3) In the analysis of the mediating role of the positive psychological capital, transformational leadership was shown to indirectly affect psychological well-being and stress through positive psychological capital. Conclusions: These findings suggest that transformational leadership has important influences on employees' psychological well-being and stress via employees' positive psychological capital. To enhance psychological well-being and reduce stress for nurses, it is important to develop not only the leadership of head nurses but also the positive psychological capital of staff nurses.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.3
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• pp.381-392
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• 2002

Purpose : The purpose of this study was to examine the degrees of turnover intention among Korean staff nurses(N=175) and to identify discriminating factors of their turnover intention. Method : The data were driven from a larger study and staff nurses who had worked more than 1 year as nurses were included in the analyses. The original data were collected from May 1999 to March 2000. Descriptive and discriminant analyses were utilized. Results : 87% of the participants reported turnover intention. Nurses were grouped into three group(GP)s depending on the frequencies of turnover intention: Never GP(N=23), Sometimes GP(N=107), Frequent GP(N=43). With three GPs, two functions were produced and only function 1 was significant that significantly discriminated Never and Frequent GPs. Additional discriminant analysis with only Never and Frequent GPs produced function classified 93% of the participants correctly into two GPs. Sub-dimensions of work satisfaction were significant discriminating factors. Nurses who are satisfied with doctor and nurse relationship, pay, and hospital administration tend to report no intention in turnover. Conclusion : Based on the findings of this study, possible managemental intervention for increasing interpersonal skills and assertiveness of nurses, inviting medical residents in ward team meeting, increasing incentives or baseline adjustment of annual income for registered nurses were suggested.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.1
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• pp.17-29
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• 2002

The purpose of this study was to examine the application of the Activity-based Costing(ABC) system to analyze the cost of nursing services in the delivery room in a major medical center.The results of this study are as follows;1. In order to calculate the cost of nursing activities, 67 activities of staff nurses on a delivery room were identified and classified as direct nursing activities(45.2%), the indirect activities(32.1%), general management activities(13.9%) and others(8.8%).2. Nursing cost in the delivery room was classified into activity cost(29.9%) and common cost(70.1%). Activity cost involved direct activity cost of staff nurses. The common costs were categorized into indirect activity & general management cost of staff nurses, management cost of the head nurse and activity cost of assistants.3. The final cost objects of nursing services in the delivery room were nursing service for women who had normal vaginal deliveries and nursing service for women who had preterm labor.The total cost of nursing service for a woman who had a normal vaginal delivery was 165,710 won (100.0%). The cost incurred through direct activity cost of staff nurses(58,242 won, 35.1%), indirect activity & general management cost of staff nurses (55,643 won, 33.6%), management cost of head nurse (16,211 won, 9.8%), activity cost of assistants (35,614 won, 21.5%).If the number of days of hospitalization was presumed to be 14 days, the total cost of nursing service for woman who had preterm labor would be 1,845,901 won (100.0%). The cost incurred by direct activity cost of staff nurses in the activity cost (341,349 won, 18.5%), indirect activity & general management cost of staff nurses in the common cost(779,002 won, 42.2%), management cost of head nurse(226,954won, 12.3%), activity cost of assistants in the common cost(498,596 won, 27.0%).In this study, the cost of the nursing services in the delivery room was calculated based on the ABC system. The results of this study showed that resources are assigned to the nursing activities in the delivery room and the mechanisms for assigning the cost of activities for nursing services.

• 한국보건간호학회:학술대회논문집
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• 2006.06b
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• pp.175-176
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• 2006

• The Korean Journal of Health Service Management
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• v.1 no.1
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• pp.16-30
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• 2007

The point of this study is to analyze the difference between the outsourcing staff and the permanent staff. Also, to do a comparative analysis of the degree of understanding of the two groups with regards to elements of the major organization culture. The subjects of the study carne from 9 Catholic hospitals, the outsourcing staff being 198 and the permanent staff being 206. A survey was conducted with them, using SPSS 12.0 and carrying out t-test and ANOVA. A summary of the actual results of this analysis are as follows: Among the elements of organization culture (principles of understanding, practice, education, values, work environ) there appeared a high level of understanding among the permanent staff. As for satisfaction about the facilities, the outsourcing staffs' satisfaction level was higher. Second, the results of analyzing the effectiveness of the factors in job satisfaction and involvement - show that as the elements of education, values, work environ etc. were rated higher, job satisfaction came out higher. Contrary to that, job satisfaction was lower as the work hours lengthened. Through the results of the above study, education program for the outsourcing staff are helped to understand the hospital's special characteristics, unique philosophy and values. Therefore, it is needed the development of new techniques of management for the outsourcing staff; through setting up a department whose whole responsibility is the education and administration of the outsourcing staff, their job satisfaction and involvement will improve.

• Journal of Digital Convergence
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• v.16 no.6
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• pp.251-258
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• 2018

We study convergent factors to depression(CES-D: Center for Epidemiologic Studies Depression scale) among administrative staff in general hospital. The questionnaire was used using an unregistered self-administered questionnaire for 201 staff from 9 general hospitals located in J area from Jul. 3rd, 2017 to Jul. 29th, 2017. The hierarchical multiple regression analysis shows the following results. The depression of respondents turned out to be significantly higher in following groups: a group in which Rosenberg Self-Esteem Scale(RES) is lower, a group in which Multidimensional Fatigue Scale(MFS) is higher, a group in which Psychosocial Well-being Index Short Form(PWI-SF) are higher. The results show explanatory power of 32.5%. The results of the study indicate that the efforts, to increase RES, and to decrease MFS and PWI, are required to improve the depression among administrative staff in general hospital. These results could be used in organizing human resource management and industrial health education to lower the level of depression in general hospital administration staff. Following studies need to analyze the structural equation model that effects the depression levels of administrative staff in general hospital.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.119-128
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• 2022

In the context of the COVID-19 era, due to the serious epidemic and heavy workload, medical staff often work overtime. The frequency of overtime work is directly related to organizational trust, so the impact of overtime work is of high importance to medical staff. This study focuses on the role of overtime work and validates the level of organizational trust among healthcare workers. The mediating effect of personal achievement as a mediator between overtime work and organizational trust was also explored. According to the results, both voluntary overtime and inoluntary overtime of medical staff have a positive impact on organizational trust. The results also suggest that personal accomplishment has a mediating effect between overtime work and organizational trust. This study focuses on exploring the impact of medical staff overtime work on organizational trust and proposes options for improving organizational trust among medical staff.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.1
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• pp.97-105
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• 2002

The purposes of this study is to identify the relationship between coping strategies and the nursing organizational effectiveness in hospital nurses and to provide the basic data concerning the development of job stress management program for hospital nurses. The subjects showed that the twenties and single nurses who had worked under one year used more frequently 'the avoid and the symptom coping strategies' better than 'the control'. Also, they showed significantly lower satisfaction and higher 'the intent to leave' than others. The main factors that affected the satisfaction and 'the intent to leave' were age and the control coping strategies.In conclusion, this study showed that the staff nurses who were twenties, single, and new employed used more frequently 'the avoid and symptom management coping strategies' than others. Also they showed lower satisfaction and higher 'the intent to leave' than others. So Age and the control coping strategies should be considered in the development of staff nurses' stress management program. Especially, it was needed to focused on the nurses who were twenties, single, and new employed.

• Korea Journal of Hospital Management
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• v.18 no.2
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• pp.33-56
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• 2013

The purpose of this study is to analyze the change of hospitals that patients safety and quality improvement by accreditation process and to examine the impact or interrelation of leadership, organizational culture, hospital management activities and recognition of hospital management performances. The data were collected through a review of the literature, and selfadministered survey with a structured questionnaires to 714 subjects from several medical staff members, administration staff members, nursing staff members, medical technicians and other staff members working in 23 accredited hospitals in Korea. In this analysis hierarchical multiple regression and structural equation model were used. The conclusion of this study provides a theoretical model for understanding organizational changes brought about by accreditation system. Factor on improvement of efficiency and raise the morale, rather than increase of medical income and reduce of the cost factors, had a stronger influence on the accreditation process. In the future, the hospital's participation to induce the accreditation program voluntarily will come up with an alternative policy concern about financial perspective. Also, the hospitals which preparing accreditation program to achieve the goal efficiently, will make use of transformational leadership through enhancing individual consideration and intellectual development to leading members participation. Additionally, non-accredited hospitals should aim at professional culture by innovative and creative approaches, and inviting members to learning and growth in the organization.