• Culinary science and hospitality research
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• v.8 no.3
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• pp.107-122
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• 2002

The analysis result regarding the influence where the enterprise culture goes mad to a duty satisfaction with afterwards is same. First. The enterprise culture factor who causes an effect in the supervision factor of duty satisfaction joint ownership of management idea, appeared with the example by leadership factor. Second. The enterprise culture factor who causes an effect in the promotion factor of duty satisfaction appeared with the all feeling factor of system. Third. The enterprise culture factor who causes an effect in the wages factor of duty satisfaction appeared with the all feeling factor of system. Fourth. The enterprise culture factor who causes an effect in the duty form factor or duty satisfaction clearness or example by leadership and belief, duty affirmation appeared with the factor. Fifth. The enterprise culture factor who causes an effect in the service environment factor of duty satisfaction appeared with the all feeling factor of system. Conclusion the enterprise culture appeared with the fact that it causes an effect duty satisfactorily.

• The Korean Society of Law and Medicine
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• v.23 no.4
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• pp.133-170
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• 2022

Supreme Court 2018Da228486, on July 29, 2021, ruled Article 750 of the Civil Act as the basis for liability for damages due to the violation of the supervisory duty of the responsible mental patient. This judgment recognizes that the legal guardian is liable for tort due to neglect of the responsibility of supervision under Article 750 of the Civil Act because the duty of protection bears the duty of supervision over the mental patient under the law. However, unlike the case of Article 755 Paragraph 1, which explicitly requires a legal obligation to supervise, Article 750 only stipulates general tort liability. Thus, to admit tort liability under Article 750, it is not necessary that the basis of the supervisory duty by the law. In this case, the supervisory duty may also be acknowledged according to customary law or sound reasoning. The duty of supervision of a legal guardian is not a general duty to prevent all consequences of the behavior of a mental patient but a duty within a reasonably limited scope. Therefore, the responsibility of the burden of care should be acknowledged only when the objective circumstances in which it is appropriate to hold the legal guardian for the acts of the mental patient are admitted. Under the Act on the improvement of mental health and the support for welfare services for mental patients, a legal guardian cannot even be granted the supervisory duty to prevent the mental patient from harming others.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.3
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• pp.513-524
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• 1999

The shortage of nursing personnel was become one of the most serious problems in operating pediatric oncology nursing unit which was the first pediatric oncology nursing unit in Korea. The purpose of this study was to estimate the optimal number of nursing personnel by calculating nursing care hours. The subjects were 13 staff nurses and inpatients of pediatric oncology nursing unit at Seoul National University Hospital during the period of May 20, 1996, to June 2, 1996. The number of nurses' duty was 132, the number of patients treated was 1288 for these 2 weeks. The tools used for this study were pediatric patient classification indexes and direct & indirect care indexes. Each nurse measured the time that they spent for their activities by self record under the supervision of their nurse manager. The method used to calculate the number of nursing personnel was multiplication of the average number of nursing care hours per patient per day with the number of patients. Percentage, average, t-test, F-test were used for data analysis. The results of this study were as follows : 1) The distribution of patient class : Class I & II none, Class III 86.8%. Class IV 12.9% 2) Direct nursing care hours for a patient per shift according to patient classification: Class III : 27.64 minutes, Class IV : 54.64 minutes The average direct nursing service hours for a patient per shift(3 shift) was 31.54 minutes(94.62 m/day). The average indirect nursing service hours for each patient per duty(3 shift) is 21.3 minutes (63. 91 m/day). 3) The average nursing hours for a patient per duty was 52.80 minutes(2.64h/day). 4) The group of administering medications in direct care activities showed the highest percentage (38.9%). Checking vital signs among observation took the most time am.ong each direct care activity (6.88 minutes for a patient per duty). 5) Charting took the most time of each indirect care activity(52.53 minutes/ duty/nurse). 6) The average personal time per duty is 29.40 minutes, which 'was below 30 minutes of this hospital regulations. 7) The average nursing hours that a nurse provided for a duty was 8.60 hours, which meant that a nurse worked 1.10 hours overtime. 8) Standardizing to a 33 bed to a unit, 17 nurses were needed at the present nursing level.

• Journal of Korean Public Health Nursing
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• v.10 no.1
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• pp.118-138
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• 1996

Because of accelerated urbanization public body visiting nursing project that started according as matter of health on urban class in the lower brackets of income was concentrated on Social interests has a unsatisfied points to propel project efficiently from the lack of rating materials. Therefore centering around written contents in documentary literature of citizen health by household in five years from starting year of project to now. visiting frequency by medical manpower was evaluated quantitatively and qualitatively in aspect of management hereupon. for the sake of giving a basic materials for public health project of this field. This research presents documentary literature of citizen health which become materials is that as one person's charged region of nurse in duty scale. district is Kang-Buck Gu. the object is resident in the lower brackets of income grounded livelihood protection law and who is admitted by the head of organ~chief of health care). and the number of material centering around the head of a household is 415 copy. The result of research is summarized. as follow. 1. Average visiting frequency examinated by medical manpower show difference according to valuables of supervision characteristics namely average visiting. Frequency of nurse has long term residence in case registration season is early and supervision season is the first year and is high incase a kind of house is unlicdnsed mountain town. Average visiting frequency with doctor is high incase supervision season is the first year and the medical insurance system is admitted by chief of health care. That shows that a man of discomfort behavior left alone are yet many in local society. The meaning of this result shows that the continuity of official relation about class in the lowest brackets of income of long term residence goes well between househole who is a user of visiting nursing service of the object according to midway income under management influences a given duty of nurse s and so causes quantitative decrease. 2. In case behavier and condition of health that nurse diagnoses are bad. as the type matter is a lack of health and the number of patient is large. the average visiting frequency of nurse is high. because average visiting frequency with doctor is high as the condition of health is bad and the number of patient is large. That is similar with that of nurse. CD Average visiting frequency of nurse s seen by matter of disease is very high only in apoplexy by 39.50 and is confined within limits from 7.63 to 11.36 in other disease. But average visiting frequency with doctor is double as many as that of nurse but defined in apoplexy hypertension and articulate. (1) Average visiting frequency of nurse by existence in inoculation of hepatitis is low by 6.73 in unidentified group and very high by 26.89 in group of non-inoculation and the case of the antigenic positive man of B type hepatitis or epileptic who can't be inoculated shows 13.00 and that even family nursing service is needed to them. That result shows that though one person nurse of local charge has a large scale of duty. as visting nursing service is given a class who has a large demand preferentially by respectively accurate nursing diagnosis. the number of diagnosis service is similar with it. 3. During five years. average visiting frequency of nurse is 10.84 and average visiting frequency with doctor is 76.50 seeing from the official scale of nurse. visiting by household is performed two more per year to the average. Seeing this by type of service. average visiting frequency of nurse is higher in indirectly nursing than in directly nursing and that suggests that at the time of visiting household nurse performs education of protection lively save patient but at the time of contrastedly visiting with doctor. directly nursing is more contents of service show no difference by man power and medication dressing by demand is 14.3 and 18.6 the aid of hardship term of doctor and nurse is high by 18.7 and 17.00 in the request of hospitalization when seeing by demands. 4. Action by turns exemplified 1994 is well in sequence of 2/4 turn. 3/4 turn. 1/4 turn. 4/4 turn. When seen by average visiting frequency of nurse but gradually is even. Without difference by turns. average visiting frequency of doctor is much higher in 1/4 turn than other turns. Type of service by turns is all even but directly nursing is inactive in 4/4 and indirectly nursing. Very increases in 4/4 and so. Nurse's quantity of duty is plentiful that shows that by evaluation of last turn and plan of project. Contents of service follows that medication and dressing is the highest by' 5.57 in 1/4turn. goes down gradually by turn. becomes 3.57 in 3/4 turn. and increases again by 4.83 in 4/4 turn. the rest service is higher in 2/4 turn than other turns. 5. Total visiting frequency of nurse is explained to total $37.5\%$ by six valuables of visiting frequency of doctor. nursing demand. demand of diagnosis. condition of behavior. year. Special terms and magnitude of influential power is the same as sequence of enumerated valuables. Namely. the higher the visiting frequency of doctor. the bigger nursing and demand of diagnosis is. the worse the condition of behavior is. the older the object is and the more the household of special terms is. the high total visiting frequency of nurse is.

• International Journal of High-Rise Buildings
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• v.4 no.4
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• pp.261-270
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• 2015

Hong Kong is a renowned small city with densely placed skyscrapers. It is no surprise that heavy duty or even mega foundations are built over the years to support these structures. To cope with the fast construction pace, several heavy deep foundation types have been widely adopted with some prescribed design rules. This Paper has selected two commonly adopted but distinctive foundation types, namely large diameter bored piles and percussive steel H-piles to illustrate the special design and construction considerations related to these pile types in related to local context. The supervision requirement in related to foundation works for which again may be unique in Hong Kong will also be highlighted. A case history is also discussed in the later part of the Paper to illustrate the application of one of these foundations and to highlight the importance of considering foundation design and basement excavation method in a holistic manner.

• The Korean Society of Law and Medicine
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• v.19 no.2
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• pp.41-72
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• 2018

In the division of labor (or teamwork) in medicine, the responsibility of medical and nursing staff should be separated or distributed to justify negligent criminal offenses. The present work refers to the standards by which the due diligence and responsibility of the individual persons are to be determined and delimited. In this context, it has been proven that objective theory as a measure of due diligence is appropriate. From a moral point of view, when assessing due diligence, it makes sense to impose greater individual or higher performance demands on the perpetrator, but law and order require that due diligence should result from socially relevant human behavior. To give objective measure of negligence and to provide the highest level of personal responsibility, so that man can not be burdened too much responsibility and it is accordingly with an equality theorem. Afterwards some points are presented, which should be considered in a concrete fact in the determination of the medical negligence. Medical action has specific characteristics such as professionalism, discretionary and exclusive, unbalance of information. These characteristics distinguish medical actions from general negligence. The general level of knowledge, the urgency, working condition and working environment of the medical facility, duration of the professional practice, assessment of the medical activity are crucial in this context. As a standard of delineation of due diligence, I have used the permitted risk and the principle of trust. In the horizontal division of labor, the principle of trust applies. The principle of trust applies in principle in cases of division of labor interaction, when doctors in the same hospital exercise their own specific occupational field or everyone works in another hospital. However, this is not true for every case. In the vertical division of labor, the principle of trust does not apply and the senior physician can not trust the assistant doctors. In this case, the principle of trust is converted into a duty of supervision for assistant doctors by the senior physician. This supervision requirement could be used as a random check.

• The Korean Society of Law and Medicine
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• v.11 no.2
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• pp.149-179
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• 2010

In November 2007, the Korean Constiutional Court held that a joint penal provision in which the individual employer is punished when his or her employee is determined to have committed a crime was unconstitutional, because the joint penal provision had no contents for the culpability of an individual employer and thus violated the constitutionally protected principle of culpability. After the Korean Constitutional Court's judgment, since December 2008 the Ministry of Justice began to change the old joint penal provision into the new revised joint penal provision. On January 2010, the old joint penal provisions of 110 laws were revised. The new revised joint penal provision adds only an additional sentence: "If a juristic person, an entity or an individual perform due care and supervision over its employee for the prevention of such a crime, it will be exempted from the punishment". But an presumption of negligence clause that is added in the new revised joint penal provision is still vacuum in concerned with supervision responsibility. Probably the new form of penal provision, that is understood to be a kind of the presumption of negligence, could let the burden of proof be changed from the public prosecutor to the accused, in other words employer-side. Especially, when joint penal provision is applied to hospital as administrative punishment, according to the hospital is a (juridical) foundation or not, the application of the joint penal provision is different and unfaithful. In my opinion, therefore, a corporation liability could be considered according to various liability of employee's business and the crime its employee committed because of an organizational failure of the corporation.

• Journal of Nutrition and Health
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• v.29 no.6
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• pp.651-660
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• 1996

The purpose of this study was to examine and analyze the degrees and the influence factors of job satisfaction of dietitians working in hospitals in relation to performance of duty in their works and to provide effective management of hospital dietitians for high quality health and food service in hospital. The questionaire was prepared with reference to the previous studies on job satisfaction of dietitians working in hospitals throughout the nation. 201 dietitians in the country were surveyed. The period of research was from January 20 to February 28, 1995. The results are as follows. 1) In regard to the degree of job satisfaction of hospital dietitians, they showed the highest degree of job satisfaction in the relationships with fellow dietitians followed by worth and self-confidence, aptitude and interests, relationships with cooks, job stability, degree of recognition of the dietitians competence, supervision of the superiors, degree of application of professional knowledge, work load, wage level, degree of recognition of the importance of duty, cooperative relationships with load, wage level, degree of recognition of the importance of duty, cooperative relationships with doctors, degree of performance of clinical work, the number of dietitians, the prromotion system, and welfare system in that order. On the other hand, they showed the highest dissatisfaction with food service facilities. 2) The influence factors on job satisfaction are as follows. (1) Wage factor : Shorter weekday working hours and higher bonuses make greaster job satisfaction (R2=0.3115). (2) Working condition factor : Larger number of monthly holidays(R2=0.5142), shorter weekday working hours(R2=0.1077), longer previous food service experience and computer utilization (R2=0.1432) make greater job satisfaction. (3) Welfare factor : Welfare system (R2=0.4132) and promotion system (R2=0.1624) have to do with computer utilization. Job stability has to do with marital status and computer utilization (R2=0.1165). consequently, those married dietitians who use computers show higher job satisfaction. (4) Human relationship factor : Smaller mumber of patients receiving food makes greater job satisfaction (R2=0.1334). (5) Superivision factor : Shorter weekday working hours and larger number of monthly holidays make greater job satisfaction (R2=0.1709). (6) Achievement factor : Marriage, larger number of dietitians(R2=9.2293), age, larger number of monthly holiday, higher monthly wages and computer utiliazation (R2=0.1088) make greater job satisfaction. (7) Speciality factor : Marriage, longer current hospital tenure, higher position and working in seoul(R2=0.1142) make higher job satisfaction. (8) Job inclination factor : working in general hospitals rather than in oriental hispitals, working in seoul(R2=0.1776) and better bonuses(R2=0.1078)make greater job satisfaction. As a result, the following is suggested for the job satisfaction of hospital dietitions on the basis of this study : hospital dietitians can achieve miximum job satisfaction through smooth relationships with coworkers, and the responsible managers should improve welfare and working conditions for the job satisfaction of hospital dietitians.

• Management & Information Systems Review
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• v.31 no.4
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• pp.57-82
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• 2012

The purpose of the study is to suggest the measure for the improvement of job satisfaction and level of empowerment of sanatoriums' social workers by analyzing factors of empowerments' effect on the job satisfaction, and investigating level of empowerment and job satisfaction of social workers of sanatoriums for the elderly and the handicapped. The result of investigation and analysis on subjects of 420 social workers of sanatoriums for the elderly and the handicapped in Youngnam area for this is as follows: First, job characteristic that is empowerments' influence factor of sanatoriums' social workers is appeared in order of feedback, and function variety, and in organization characteristic is appeared in order of leadership, reward, and employee development. Second, level of empowerment that is recognized by sanatoriums' social workers is appeared a little higher than normal level and significance is appeared highest, and next are capability, self-determination ability, and influence. Third, features that showed significant difference with significance in general characteristic of sanatoriums' social workers were 'sex', 'marital status', and 'religion', and features that showed significant difference with capability were sex, age, marital status, academic background, and employment history. And features that showed significant difference with self-determination ability were sex, age, marital status, and employment history, and features that showed significant difference with influence were sex, age, employment history and types of facilities. Fourth, the whole average of job satisfaction of sanatoriums' social workers was 3.82 out of 5, which is generally high, features that showed significant difference statistically were age, marital status, academic background, employment history, and types of facilities. Thus, job satisfaction was appeared as high as 'more than age of thirty' in age, 'married' in marital status, 'under graduates of colleges' in academic background, and 'less than three years' in employment history. Fifth, as for factors that had influence on job satisfaction, the indirect effect with empowerment was appeared that had significant effect in organization characteristic, and had few effect in organization features. On these results, practical measures to increase job satisfaction of sanatoriums' social workers are as follows: First, political approach is required to standardize duty system(by various types of facilities and clients' characteristic) of social workers of sanatoriums for elderly and the handicapped, and help to do the role as professionals with giving better treatment and building self-respect by enough reward. Second, to suggest chances to perform the responsibility for the duty of the scenes by the regular supervision, establish regular supervision system of social workers of sanatoriums for the elderly and the handicapped, and the extension of duty to increase the functional varieties. Third, it is required to motivate to have self confidence for the work and to use potential ability with transforming leadership, and to have more chances of education for the self-development. To increase job satisfaction of sanatoriums' social workers who give direct services in sanatoriums for the elderly and the handicapped, more active and positive empowerment's level improvement is in need by improvement of empowerment for them.

• Journal of Korean society of Dental Hygiene
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• v.10 no.5
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• pp.807-817
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• 2010

Objectives : The purpose of this study was to analyzes the job implementation of dental hygienist at dental hospital(university), dental clinic and general hospital in the city of Gwangju. Methods : The subjects in this study were dental hygienists who worked at dental hospital(university), dental clinic and general hospital in the city of Gwangju. A survey was conducted by post from June 10 to August 10. Out of the collected data, 204 answer sheets were analyzed. Results : 1. 'Medical & Dental history taking', 'Extra & Intra oral examination' and 'Dental hygiene care plane' in dental clinic were significantly higher than dental hospital(university) and general hospital(p<0.001). 'Remove of extrinsic stain' and 'Treatment of hypersensitivity tooth' in dental clinic and general hospital were significantly higher than dental hospital(university)(p<0.001). 'Preventive dental caries treatment' and 'Diet control' were shown the low frequency of job implementation. 2. Almost task elements of dental assistance duty shown that dental hygienists under the 24 years old were significantly higher dental hygienists over the 30 years old(p<0.05) and dental clinic and general hospital were significantly higher than dental hospital(university)(p<0.05) in frequency of job implementation. 3. 'Dental staff supervision', 'Patient management' and 'Dental chart arrangement' shown that dental hygienists over the 30 years old were significantly higher than dental hygienists under the 24 years old in frequency of job implementation(p<0.05). 'Infection control' of dental hygienists over 30 years old was significantly lower than dental hygienists under the 24 years old(p<0.001). Conclusions : The results of this study indicate that a scope of dental hygienists' job need to extend also in order to accomplish a job efficiently, is suggested that the effort is necessary to improve a quality of dental hygienist and to change of recognition of the dentist about dental hygienists' job.