• 대한방사선기술학회지:방사선기술과학
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• 제41권6호
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• pp.617-626
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• 2018

This study aims to provide the basic data helpful for the improvement of rights and interests of radiological technologists, by understanding the current working environment and if they get the proper reward through the analysis on the perception of appropriateness of current wage and job satisfaction of radiological technologists. Survey was conducted to evaluate the perception of satisfaction with job and wage system, work intensity, necessity of the radiological technologist limit system, and turnover in accordance. The appropriate starting salary was low in case of women and non-capital area, and when the age, academic background, career, and hospital size were lower. The appropriate wage was low in case of women and non-capital area, and when the academic background and hospital size were lower. The negative perception of the necessity to change the wage system was shown in university hospitals. Regarding the work intensity, in case of women and low career, and when the age, academic background, and hospital size were higher, the work intensity was perceived as high. When the academic degree and hospital size were lower, the positive perception of the radiological technologist limit was shown. The turnover intention was high in case of women, and when the age, academic background, career, and hospital size were lower. In order to increase the job satisfaction of radiological technologists, it would be necessary to the appropriate reward and the environment where they could concentrate on work.

• 대한방사선기술학회지:방사선기술과학
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• 제46권1호
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• pp.43-52
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• 2023

The purpose of this study was to investigate the actual conditions related to the working environment of radiological technologist who is working in small or medium-sized hospitals or clinics. The results of this study were intended to improve the working environment of radiological technologist and care for patients. For data collection, a structured questionnaire was used as a research tool, and 838 women (52.4%) were used as a general characteristic of 1,598 people subject to this questionnaire. The annual salary of radiological technologists with less than one year experience was 33.76 million won, and the average annual salary of radiological technologists with more than 10 years of experience was 41.33 million won. It showed an increased of 1.84% per year. Among 1,540 radiological technologists, 879 workers were paid holiday work allowances, 340 workers did not, and 321 holiday workers work during the week. In addition, a total of 817 workers received overtime payment, of which 112 received overtime wage on a monthly basis regardless of the overtime hours. In addition, a total of 348 radiological technologists were not paid overtime wage, and 138 workers were included in the basis salary. There were no union in 85% of the them. According to the results of this study, the wages and working environment of radiological technologists in small or medium-sized hospitals or clinics were not appropriate. Therefore, the efforts of the radiological association and its members are necessary to provide a better working environment for radiological technologists. In addition, it is expected that this study will be used as basic data for the association's policy to improve the working environment of members who work in poor conditions.

• 한국의료질향상학회지
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• 제26권2호
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• pp.66-76
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• 2020

Purpose:Hospitals provide top medical service using exceptional manpower, medical technology, and state-of-the-art equipment, thus raising the standard of customer satisfaction. In addition, their medical service is becoming higher than before. One-stop service is a good way to improve the quality of customer-centered service as a qualitative marketing strategy. This study thus aims to facilitate subsequent research and compare customer satisfaction before and after one-stop service. Methods: The study included 72 patients who received the reserved examination and one-stop service for 20 days from April 23 to May 12, 2014. The surveyed questionnaire data were analyzed using SPSS 18.00. Results: The comparison results of customer satisfaction showed that the satisfaction score was generally high in the areas of kindness of examination staff, the speedy/accuracy of work processing of examination staff, and the kindness of reservation staff. The group before one-stop service showed their dissatisfaction with repeated visits and difficulty of booking a desired day. The group after one-stop service showed dissatisfaction with the long waiting time for examination or same-day treatment. Conclusion: The one-stop service showed good results, but new uncomfortable issues for the customer were revealed as well, which may result in more work of employees. Considering the characteristics of various clinical departments, the author hopes to find an efficient operation plan through the development and improvement of an appropriate one-stop service method.

• 대한방사선기술학회지:방사선기술과학
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• 제45권3호
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• pp.213-223
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• 2022

Although the number of computed tomography(CT) is increasing every year, it is insufficient to establish appropriate workload calculation standards of radiologic technologist to provide optimal medical services to patients, such as patient safety management and infection management. The purpose of this study is to present guidelines for calculating the appropriate workload of radiologic technologist by analyzing the work flow of CT procedures and the time required for CT examination in major hospitals. As for the study subjects and methods, the appropriate process for each step of CT examination was investigated to systematically present the process and time required for the actual examination, and the CT procedure time of 104,105 adult patients and 465 pediatric patients under the age of 6 were analyzed. For the time required, data according to the use of contrast medium, procedure type, and adult/child were collected and compared. The test time of CT examination using contrast medium took about 13 minutes when one radiologic technologist worked and about 9 minutes when two radiologic technologists worked. The time required for the procedures were statistically significant depending on the presence or absence of contrast medium, multi-phase procedure, and patient age (considering pediatric patients). As a result, in order to thoroughly perform patient safety and infection management, the appropriate workload increased by about 40% when there were two radiologic technologists. The limit workload was an average of 32 people per day with one radiologic technologist per 15 minutes, and 48 people per day with two radiologic technologist per 10 minutes. This is a marginal workload, and in the case of procedures that require more time to acquire radiographic images, the interval between reservations should be widened.

• 한국병원경영학회지
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• 제11권3호
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• pp.42-55
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• 2006

The present study is designed to develop surveying tools to measure stressors of and social supports for Radiological Technologists which may play a role to alleviate their stresses caused from their job environments. For this purpose, an analysis of reliability by factors of personal stressors was conducted on 890 radiologists who are working at 44 general hospitals in 16 cities and provinces across the country. The results of the analysis may be summed up as follows: Six factors in 2 concerned fields turned out to be major tools for use as items of questionnaires to measure social supports for and organizational culture of Radiological Technologists. The factors determined to be applicable for survey with reliability coefficient of more than 0.7 measured by factors for internal coherence included social supports on the job(0.90), off-the-job social supports(0.81), job satisfaction(0.80), devotion for job by length of service(0.81) and emotional devotion for job(0.80), all deemed to be appropriate as survey items. In the verifying process of the results, it was found that normative devotion for job(0.61) showed lower reliability as its statistical coefficient was analyzed to be less than 0.7. It seemed, therefore, necessary to reconstruct items or re-select such ones only that can maintain internal coherence in order to analyze appropriateness of related measuring tools, or to develop new measuring tools. Although the outcomes of this study can be used to verify reliability and appropriateness of concerned concepts to assess stresses caused during the job performance of Radiological Technologists, it may be improper to adopt them to measure all types of social supports and stresses that occur generally under the job environment. It is desired, however, to compare and analyze the findings of the present study with others and to utilize them as basic data for further development of tools that can maintain internal coherence in terms of reliability and appropriateness in spite of changing social environments.

• 대한임상검사과학회지
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• 제51권4호
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• pp.495-503
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• 2019

본 연구는 채혈실의 적정인력에 대한 표준산출모형을 제시하기 위하여 임상병리사의 채혈 업무량 평가에 따른 적정인력 규모를 산정하였다. 연구대상으로 600에서 2,000병상 사이의 11개 대학병원을 선정하였다. 표준산출모형을 위한 채혈 관련 주요 인자를 선정하고 국내현황조사, 인자의 병원 간 분석, 표준채혈시간을 제시하여 채혈 적정인력을 산정하였다. 연구대상으로 600에서 2,000병상 사이의 11개 대학병원을 선정하였다. 소아와 노인을 제외한 20세 이상~60세 미만의 성인 외래채혈환자를 대상으로 측정한 14단계 표준채혈시간은 4분 8초이었다. 하루 8시간 기계적 채혈을 한다고 가정할 경우 1명의 임상병리사가 채혈 할 수 있는 최대건수는 100건으로 분석되었다. 결론적으로 채혈에 종사하는 임상병리사의 1일 적정채혈 환자 건수는 100건 이하로 하는 것이 적정할 것으로 사료된다. 그리고 채혈적정인력은(채혈업무 100% 비중)=연간적정건수/((1일 근로시간/건당 소요시간)×연간 근무일수)이므로 채혈 적정인력(채혈업무 100%비중)=연간적정건수/(100×연간 근무일수)라 할 수 있다.

• 과학기술학연구
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• 제14권2호
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• pp.127-164
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• 2014

이 글의 목적은 최근 한국에서 유행하고 있는 적정기술의 의미와 그것이 지향하는 바와 그 배경에 있는 문제의식을 파악하여, 적정기술에 더 풍부한 이론적, 실천적 가능성을 열어줄 수 있는 토론거리를 제시하는 것이다. '적정기술자'들이 출판한 책과 논문, 이들이 행한 강연 및 발표 자료, 언론 기사 등을 참고하는 한편 몇 명의 적정기술자들을 인터뷰하여 적정기술에 대한 생각, 그리고 적정하지 않은 기술에 대한 생각을 물었다. 적정기술자들은 어려운 이웃을 돕겠다는 봉사의 마음, 신앙심, 한국의 발전에 대한 자부심을 바탕으로 삼아 적정기술 활동에 나서고 있다. 그러한 배경의 영향으로 한국의 적정기술 활동은 구체적인 기술이나 현실에 대한 비판과 성찰에서 동력을 얻는 운동이기보다는, 주어진 상황을 인정하고 이를 긍정적으로 개선해보려는 윤리적 노력이라고 할 수 있다. 이와 같은 긍정성은 현재 한국에서 적정기술 활동이 다양한 배경과 관심사를 가진 사람들을 불러 모을 수 있는 동력이 되고 있다. 다른 한편으로 한국의 적정기술은 기술-사회에 대한 비판적 논의에서 한발 물러나 있는 비정치적 성격을 띤다. 적정기술자는 기술-사회를 이루는 조건 자체에 의문을 제기하기보다는, 일단 주어진 조건을 받아들이고 그 한도 내에서 가장 나은 해결책을 내놓는 역할을 맡으려 한다. '소외된 90%를 위한 디자인'을 중요한 표어로 삼고 있는 한국의 적정기술 활동에 참가하는 사람들은 대부분 스스로를 소외된 90%가 아니라 혜택 받은 10%에 속하는 것으로 인식하고 있으며, 적정기술은 '우리'보다는 '그들' 또는 '현지인'을 위한 기술로 제시되고 있다. 한국의 적정기술 운동은 기술을 수단으로 하는 온정주의적, 윤리적 태도에서 더 나아가 한 사회의 토대로서 기술이 가지는 사회적, 정치적 성격에 대한 논의로 확대될 필요가 있다.

• 한국방사선학회논문지
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• 제16권5호
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• pp.639-647
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• 2022

본 연구는 영남지역에서 초음파검사를 담당하고 있는 방사선사를 대상으로 직무특성을 분석하였다. 연구에 사용한 측정도구는 설문지로 2021년 08월01일부터 11월30일까지 영남지역에 소재하는 의료기관에서 초음파검사를 담당하는 방사선사를 대상으로 하였다. 코로나19 상황을 감안하여 비대면 방식으로 e-mail, SNS 등을 이용하여 연구에 적합한 158부를 SPSS/PC Ver 18.0 프로그램을 이용하여 분석하였다. 연구대상자의 일반적 특성과 초음파검사자의 직무특성을 기술통계, 신뢰도분석, t-test, 분산분석, 상관관계, 회귀분석으로 실시하였다. 영남지역에서 초음파검사를 담당하는 방사선사의 직무특성을 전체 직무만족수준으로 분석한 결과 직무만족수준은 3.24 ± 0.61로 나타났다. 평균 3.0점 보다 높은 수준으로, 직무특성요인이 직무만족에 미치는 영향에서는 전문적 지위, 자존감, 신뢰관계 형성이 높게 나타났다. 그러나 보상과 업무의 적절성에서는 불만족하는 요인으로 파악되었다. 그러므로 영남지역에서 초음파검사를 담당하는 방사선사의 직무특성과 만족수준을 향상시키기 위해서는 의료기관의 적절한 업무환경개선과 초음파검사를 담당하는 방사선사의 지속적인 전문성확보를 위한 노력에 최선을 다하여야 할 것이다.

• 대한임상검사과학회지
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• 제52권3호
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• pp.271-277
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• 2020

"건강검진"이란 건강상태 확인과 질병의 예방 및 조기발견을 목적으로 건강검진기관을 통하여 진찰 및 상담, 신체계측, 진단검사, 병리검사, 영상의학 검사 등 의학적 검진을 시행하는 것을 말한다. 건강검진의 종류에는 일반건강검진, 종합건강검진, 특수건강검진, 기타건강검진이 있다. 건강검진센터에서 근무하고 있는 임상병리사들의 일반건강검진 업무의 비중은 전체 업무에서 50% 이상 기여를 하고 있는 것으로 추정할 수 있다. 질환의심 비용적인 측면은 25% 이상 기여하는 것으로 추정할 수 있다. 진단검사 비용은 약 5%로 추정되며 의학진단 사용 비율은 70%를 차지하고 있다. 본 연구 결과에서 임상병리사들이 건강검진 업무에서 사회적, 경제적, 정책적인 타당한 처우를 받고 있는가를 검토되어져야 할 것이다. 임상병리사의 미래는 향후 업무적으로 정밀의료와 원격의료에서 진단검사 및 질 관리에서 전문성이 더욱 확대될 것으로 예측된다. 따라서 임상병리사들은 국가건강검진 관련 정부정책결정에 적극적으로 참여하고 더불어 처우개선의 노력이 필요할 것이다.

• 한국병원경영학회지
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• 제11권2호
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• pp.16-31
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• 2006

Through investigating communication contents, extent of conflict, and its causes between medical residents and nurses/technicians, this study will provide the effective communication skills to ease interpersonal conflicts and maintain healthy partner relationships. This is a descriptive study to find out the communication contents, extent of conflicts and its causes between medical residents and nurses/technicians. Data were collected from April $1^{st}$, 2004 to April $8^{th}$, 2004 from 118 medical residents, 288 nurses, 85 radiology technicians and 107 laboratory technicians in 4 university hospitals in Seoul capital region. Data analysis was done with SPSS version 11.0 using descriptive statistics, ANOVA and chi-test. Interpersonal conflict towards medical residents were rated higher by nurses than technicians (Nurses > Technologists = Medical residents). Causes of conflict showed regional differences. In communication contents, all regions showed "Thank you" and "Well done" as most pleasant comments. Medical residents proved other medical residents' negative comments as most unpleasant and nurses and technicians proved residents' commanding phrases, disrespectful speech, and urging comments to be most unpleasant. Communication between the center members of the medical organization is very important in treating patients and understanding each other. For smooth conflict resolutions and maintaining healthy partner relationships, continued education and support for appropriate communication and interpersonal relationship skills is needed.