• Korea Journal of Hospital Management
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• v.4 no.2
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• pp.266-285
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• 1999

The purpose of this study is to identify influencing factors for successful introduction, implementation and management of HMRPS through assessment of the employees attitude toward HMRPS in technical, administrative, and organization behavioral areas. Data were collected from 157 HMRPS employee members' self-reporting questionnaire in three university hospitals in the city of Seoul and Kyonggi Province from November 5 to November 10, 1997. Relevant literature on industry company MPR system theory was reviewed to develop the theoretical framework. The results were as follows: The employee's recognition of tangible benefit were more significantly influenced success than intangible benefit for successful operation relating the HMRPS. Concerning the employee's recognition of the successful HMRPS and the factor of influenced success was significantly positive correlation between tangible and intangible benefits and success factor in technical, administrative, and organizational behavior area. This study showed that major factor affecting the employee's recognition of tangible and intangible benefit for successful HMRPS. For tangible benefits; Success factors in the technical areas were quality of the data and information, efficiency of inventory management and rescheduling of operation plan. Success factors in the administrative areas were: role of top management. Success factors in the organization behavioral areas were; simplicity of the HMRPS, human resistance to change. For intangible benefits; Success factors in the organization behavioral areas were; user involvement, simplicity of HMRPS, human resistance to change. Futhermore as the exact evaluation of successful factors of HMRPS implement is needed, research for the development of systemic variables of physical distribution system control, methods, capacity of system, duration and other environment in many of 30 hospitals or more, and for the empirical study for HMRPS.

• Anxiety and mood
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• v.8 no.2
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• pp.153-160
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• 2012

Objectives : The purpose of this study was to develop an employee's stress response scale (ESRS) and examine its validity and reliability. Methods : The study was conducted as follows : item generation, and test of validity and reliability. Items were developed via literature review, review of instruments, and data acquired from email-survey of counselors in the field of Employee Assistance Program (EAP). In order to test validity and reliability, data were collected from 400 employees. Results : The result of exploratory factor analysis of ESRS suggested 4 factor structures (work-related, anger, somatization, depression & anxiety) with a total of 25 items. ESRS showed a relatively strong positive correlation with Hospital Anxiety-Depression scale (HAD), Perceived Stress Scale (PSS), and Psychological Wellbeing Index (PWI), which showed ESRS had high convergent validity. Cronbach's ${\alpha}$ and test-retest reliability was .95 and .610 respectively. Conclusion : The ESRS is reliable and valid brief scale for measuring stress responses of employees. This scale would be useful in quantitatively evaluating job stress in workplace.

• The Korean Journal of Health Service Management
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• v.10 no.4
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• pp.13-23
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• 2016

Objectives : This research used an exploratory approach to identify factors affecting business strategies due to changes in the healthcare market and customer loyalty factors. Methods : The research model was formulated using antecedents divided into diagnosis quality, employee attitudes, and servicescape. Moreover, differences in the structured model were analyzed according to hospital size. The data were gathered through surveys on clients, who has received care at participating hospitals. From the 200 that were distributed, 150 questionnaires were analyzed, to facilitate analysis of the research model. Results : The effects of diagnosis quality, employee attitudes, and servicescape, on customer loyalty were mediated by trust. We also found the differences between small and large hospitals. Conclusions : Customer loyalty in small hospitals was affected by servicescape, whereas that in large hospitals was affected by diagnosis quality and employee attitudes. The research results could be used to develop strategies to improve customer loyalty.

• Korea Journal of Hospital Management
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• v.12 no.4
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• pp.96-118
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• 2007

This study were tried to suggest basic materials for making education and training plan, and members of organization were researched about thinking of education and training effectiveness and perceptible level. The subjects of this study were 762 hospital employee selected from ten of university hospitals in Seoul, Incheon, and Kyung Gi which are doing an education and training, and conducted a self-completion questionnaire. As a result of study and plan for raising the effectiveness were indicated following statements. Firstly, according to the general specific, training effectiveness was appeared similar. So, it requires suitable alternatives to make educational programs. Secondly, according to analysis of education and training necessity, achieving a goal for education and training have difference. it needs to be scientific analysis about necessity of education and training. Thirdly, when contents of education and training program are satisfied to educatee and fit for them, thinking of education and training effectiveness is higher. Therefore, establishing the goal of education training is concrete, realistic, and measurable for increasing learning motivation. Next to, thinking of education and training effectiveness is higher, when education and training person in charge taught to educatee very well, and they were satisfied about teaching. Consequently, they who nourishment of education and training person in charge within company have to improve their ability. And then, when educatee fit for teaching technique and satisfied about it, thinking of education and training effectiveness is higher. So, education and training were tried to find many of technique for fitting the desire of educatee. Sixth, the more education and training environment is satisfactory, the more educatee have high thinking of education and training effectiveness. CEO in hospitals have to think about many-sided solution for employee. Seventh, the more education and training have correct achieving organizational goal, the more educatee have high thinking of education and training effectiveness. Accordingly, hospital management should make up for education and training system. Then, thinking of education and training effectiveness is higher, when education and training measure an effect, and reflect to personnel management and assessment of an employee's performance. It should be the feedback for using information which is planning education and training. In conclusion, when result of measurement of education and training reflect to make a education and training plan, thinking of education and training effectiveness is higher, and result of measurement of education and training should reflect to make a education and training plan.

• Korea Journal of Hospital Management
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• v.6 no.1
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• pp.85-106
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• 2001

Since physical damages caused by passive smoking had been widely recognized, the Korea parliament enacted the National Health Promotion Law on September, 1995. The law specified nonsmoking areas in all public facilities, including hospitals. But this law is not strictly enforced. The benefits of a nonsmoking policy can not be expected by the public. Even though hospitals should preserve a smoke-free-environment, most of hospitals are not under full controls against smoking. The purpose of this study is to identify factors related to smoking in general hospitals. Field study and surveys were simultaneously performed at study hospitals in Busan. 9 of 24 general hospitals were selected and survey was performed for 10 days by investigators during January of 2000. Nine hospitals had nonsmoking regulations, but only 8 hospitals had designated nonsmoking areas. Two hospitals among those hospitals had a nonsmoking committee. Patients' smoking rate was 35.0%, while hospital employees' smoking rate was 22.5%. The smoking rates of physicians, nurses, administrators and medical technicians were 45.38%, 0.85%, 31.73% and 40.70%, respectively. In the question of the severity of damages caused by passive smoke, only 29.2% of the smoking group considered smoking as a serious health risk, while 69.4% of non-smoking group did. Christian employee showed lower smoking rate compared to other employee did. Even though physicians should educate patients and other professions about smoking, physicians' smoking rate (45.4%) was higher than other professions. As a consequence, this study insists that general hospitals should enhance their nonsmoking policy and implement any practical policy for smoking free hospital environment.

• Journal of the Korean Society of Food Culture
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• v.31 no.2
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• pp.161-169
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• 2016

This study examined co-worker relationship on of life between employees of contract foodservice in general hospital. Contract foodservice managed general hospitals surveyed from 1 October 2015 to 31 October 2015. A total of 230 questionnaires (cook-30 questionnaires, nutritionist-50 questionnaires, cook's helper-150 questionnaires) were distributed, and 177 questionnaires were used for the study. As a result, the quality of life of employees contract foodservice general hospital was composed of sub-factors (employee engagement, stress at work, home-work interface, working condition, general well-being). co-worker relationship was composed of sub-factors (cooperative co-worker relationship, competitive co-worker relationship). Causal relationship between variables was through regression analysis, and significant results were shown. ooperative co-worker relationship had an effect on employee engagement, stress at work, working condition and general well-being. competitive co-worker relationship.

• Journal of Preventive Medicine and Public Health
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• v.7 no.2
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• pp.319-325
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• 1974

A study on the status of sickness and medical care of insured and non-insured groups of employee and his family in Naju fertilizer company, in the year of 1973, was carried out. The results obtained are as follows: 1. 66.8% of all employee was subscribed in this medical insurance program. No woman employee was subscribed and the rate of subscription was increased from 16.1% to 92.0% by age increases. 2. Also, as of period of service, the rate of subscription was increased from 11.3% to 89.4% by the period gets longer. 3. Employee who reside within boundary of the company (76.2%) subscribed more than that whom reside outside boundary (63.9%). 4. Rate of subscription was also indreased by family size becomes larger. In case of single, it was only 19.6% but in the case of family size became more than 6, it increased to 87.4%, 5. As of amount of monthly income, although no one had subscribed those who get less than 30,000 won a month. Subscriber, increased by monthly income get greater. 6. Subscribed family reside within company boundary utilized hospital 35.5 times a year whereas non-subscribed family reside within these utilized 12.5 times. And, subscribed family reside outside boundary utilized hospital 32.2 times a year and non-subscribed family utilized 9.6 times. Regardless of resident area, family who subscribed to this program utilized hospital more often than non-subscribed family. 7. The utilization of the hospital became gradually frequent from 15.6 times to 36.5 times per family by family size became larger. but in non-subscribed group, although it was increased from 8.3 times to 16.5 times per family, it was droped to the least 6.9 times at 2 person family. 8. 17,496 hospital visits were made by all employee and his family in the year 1973. 86.9% of them was made by subscribed group and the rest (13.1%) was made by non-subscribed group. Observing of the type of these sickness by the classification of WHO, only three types of VII (26.7%), XVII (25.0%) and IX(19.3%) were made more often by non-subscribed group while the others were made more by subscribed group. 9. Anual average medical expenditure per family was 13,098.9 won for subscribed family while it was 3,076.1 won for non-subscribed family. 10. Anual average hospital visits per capita was 6.5 times for subscribed groups and 3.4 times for non-subscribed group. Anual average medical expenditure per capita was 2,580.8 won for subscribed group while it was 1,061.0 won for non-subscribed one.

• Korea Journal of Hospital Management
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• v.8 no.2
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• pp.5-23
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• 2003

To survive in the competitive environment, hospitals pay more attention to patient satisfaction than ever before. Nurses are the employee that have frequent interactions with patients in a hospital, and therefore, the effective management of nursing staff is crucial to maintain high level of patient satisfaction. Searching for a way to an effective human resource management in nursing, this study attempted to investigate the pre-dispositional factors of customer orientation of registered nurses in a hospital. The customer orientation concept is originated from marketing literature and defined as the attitude of employee that focus on establishing a long term relationship rather than short term gains in dealing with customers. The study hypothesized that the personal trait of individual and the perceived level of empowerment affect the level of customer orientation of nurses. We tested the hypothesis 10 a teaching hospital. Three-hundred seventy two nurses were surveyed and 235 responses were collected. Out of the 235 responses, 24 responses were discarded due to the incomplete answers to the questionnaire and 211 responses were analyzed. The data were analyzed using factor analysis and multiple regression analysis. The results showed that the enjoyment dimension of customer orientation was affected by the agreeableness, consciousness, and openness of personal traits and the need dimension of customer orientation was affected by the agreeableness and level of empowerment. Based on the results the research and nursing resources management implications were discussed.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.18 no.3
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• pp.185-188
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• 2008

Objectives: The purpose of this study is to analyze the occupational safety and health(OSH) state of precarious employee. Methods: The questionnaire of this survey is composed of 9 categories that are the workplace general information and the state of occupational injury and disease, OSH organization, OSH education and training. The subjects of this survey were the Manufacturing. The hypothesis of this study is where the proportion of precarious employee is higher, the OSH state is worse. To verify this hypothesis, we grouped the subjects into three categories by the proportion of precarious employee like as 0%(all standard employee), less than 30% and 30% or more. Using the SPSS 12.0 program to analyze the data, logistic regression analysis were implemented to find affective factors for the rate of occupational injury and disease. Results: 2,633 manufacturing workplaces were included for subjects. The proportions of precarious employee were 9.6 %. In manufacturing industry, about 70 % companies had no precarious employee. 16.8 % companies were in less than 30 % group, 13.2 % companies were in 30% or more group. For the rate of occupational injury and disease, the precarious group were 0.85(${\pm}1.8$), 1.19(${\pm}2.9$), 0.59(${\pm}1.1$). There was a trend that the higher precarious proportion groups was the higher rate of occupational injury and disease by the logistic regression analysis. It is more strong relationship than company size and OSH committee. Conclusions: We could find a significant result there was a positive relationship between the hiring proportion of precarious employee and the rate of occupational injury and disease in manufacturing industry with 50 employees and more.

• Korea Journal of Hospital Management
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• v.15 no.2
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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.