• PNF and Movement
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• v.18 no.2
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• pp.223-231
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• 2020

Purpose: The purpose of the study was to compare the effects of different methods of pelvic control on abdominal muscle activity and lumbopelvic rotation angle during active straight leg raising (ASLR) in patients with chronic back pain. Methods: The study participants were patients with low back pain (n = 30). They were instructed to perform ASLR with pelvic control, ASLR with pelvic belt, and ASLR only. Surface electromyography data were collected from the ipsilateral rectus femoris (IRF), ipsilateral internal oblique (IIO), contralateral external oblique (CEO), and ipsilateral rectus abdominal (IRA) muscles, and lumbopelvic rotation angle was measured using a motion analysis device. Results: Activation of all abdominal muscles was greater in the ASLR with pelvic control group than in the ASLR with pelvic belt and ASLR groups. The lumbopelvic rotation angle was lower in the ASLR with pelvic control group than in the other two groups (p < 0.05). Conclusion: These results suggest that ALSR with pelvic control is an effective means of increasing abdominal muscle activity and reducing unwanted lumbopelvic rotation in patients with chronic low back pain. Controlling the pelvis using the opposite leg is an effective form of ASLR exercise for patients with chronic low back pain.

• Korea Journal of Hospital Management
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• v.7 no.4
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• pp.172-192
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• 2002

The purpose of this study is to ascertain whether the effect of introduction of OCS(Order Communication System) to the hospital is satisfied or not comparing the anticipated effect with the actual effect. For this purpose, a domestic hospital which has introduced and has been operating OCS for several years was chosen. Based on the internal data of S Hospital prepared before introducing OCS, researcher has analyzed the basic direction, design standard and status of operation after the introduction of OCS, etc. After analyzing the status of operations of several departments using OCS and interviewing with the chiefs of pertinent departments, a survey form was designed. Actual survey and interviews were conducted by the researcher for weeks to know whether doctors, nurses, medical technicians and clerks of the patient management dept. were satisfied with OCS and to find if they have any recommendations to improve OCS. Based on the analysis of survey, the effect of OCS was evaluated whether it has satisfied the anticipated effectiveness. For the question if they feel convenient in using OCS, doctors, nursing staffs in charge of ward and the staffs of billing dept. has answered that they were all satisfied(100%). The answers for the same question were relatively high in the case of nurses in charge of outpatient and staffs of radiography. Of course, there have been some nurses and staffs who complained for the inconvenience. However, overall satisfaction was high on the average. Some common problems occurred after the introduction of OCS were frequent errors due to instability of OCS system, paralysis of function of hardware on data back-up system and redundant investment due to erroneous choice of DB program in setting DB. It was also pointed out that lack of computer education and low participation of medical staffs has resulted in failure of developing effective software. As a result, it has lowered the efficiency of OCS. For example, some works have to be done by hands even after OCS. Based on the result of this research, recommendations to maximize the effect of OCS were presented as follows. First, strong leadership of CEO and active cooperation of doctors are mandatory. Second, all the process of hospital work should be analyzed and be redesigned in more efficient ways. Third, OCS should be designed to be user-based system which can be used efficiently by all staffs of the hospital. Forth, prior to the operation of OCS, proper tests of the program and trainings of the pertinent staff are required. Fifth, prior to the selection of hardware, BMT(Bench Marking Test) should be conducted. Sixth, before introducing OCS, staffs in charge of OCS should visit many hospitals operating the OCS system and take their cases into account.

• Quality Improvement in Health Care
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• v.5 no.2
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• pp.278-294
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• 1998

This study was planned to provide basic data for activating quality improvement by genera hospital with more than 400 beds across the country, of which 65 coordinators answered. Main results of the study are as follows.. 1. Job satisfaction and organizational commitment by individual characteristics were compared. It was revealed that the sense of self-efficacy was related to job satisfaction positively. But job satisfaction and organizational commitment by locus of control showed no significant difference. 2. In terms of the characteristics of QI activities, the active participation of QI coordinators in QI planning process and smooth communication among hospital staffs were showed positive relationship to job satisfaction significantly. 3. Also support system was proposed as most significant variable related to the job satisfaction and the organizational commitment of QI coordinators. Especially support to QI activities by CEO's, seniors, and other hospital staff was a factor to enhance the job satisfaction and organizational commitment of QI coordinators. 4. In the aspect of organizational culture, culture which were tendency to be recognized high autonomy in their work and organizational identity strongly and to operate reasonable compensation system were related to job satisfaction and organizational commitment positively. The more formalized climate, supportive communication, cooperative teamwork and promoting creative/risk take behavior, it showed the higher organizational commitment. 5. For the aspect of QI job characteristics, QI coordinators' job satisfaction was high when QI office was arranged for independent department which was exclusively in charge of QI activities and their role is exclusively in charge of QI. It can be concluded that organizational support in the aspect of relation and finance and efforts of encouraging their motivation and providing on the job training program are need.

• 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.

• The Korean Journal of Health Service Management
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• v.2 no.1
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• pp.28-36
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• 2008

The purpose of this study was effect that get to purchase decision-making factor of medical device decision making. A survey of 262 hospitals to 480 hospitals was conducted from December 3, 2007 to January 4, 2008 in the Busan area. The data generated in the survey was analyzed with SPSS/Win version 10.0 and appropriate tests and statistics including t-tests, ANOVA analyses were used. A summary of the actual results of this analysis are as follows : Of the 262 hospitals surveyed 249(95.1%) were male and 13(4.9%) were female, which shows an absolute higher ration of the male respondents. On a question of Medical device purchase sanction rise 50% occupy. CEO of a hospital($4.58{\pm}.80$) is highest at medical device purchase. The highest factor of medical device purchasing is picture quality($4.86{\pm}.37$), after service($4.84{\pm}.40$), cost($4.36{\pm}.75$). Through the results of the above study, Principle and department influence are put than human relations in the medical device purchase decision making.

• Journal of the Korea Safety Management & Science
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• v.18 no.1
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• pp.83-88
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• 2016

Currently many geriatric hospitals have been built in Korea because increasing aging rapidly. However the increasing geriatric hospitals make the increasing safety accidents. Therefore this study is conducted by survey and face-to-face talk with the fire safety managers for analyzing safety problem of geriatric hospitals which number is twelve among 15 geriatric hospitals in the north of Chung-buk area. The result of this study is that geriatric hospitals are very old. Fire safety managers holding the fire safety license are a level 2 issued by the Korea Fire Safety Association(KFSA). And the fire safety inspection ability of them is normal (58%). Furthermore a fire safety budget ratio is 83% (A little) in the company yearly budget. And ratio having the fire inspection equipment in the building is 42% (A little) and 33% (Nothing). Satisfaction ratio of their duty is 66% and they also get stress from heavy duty and heavy responsibility. In conclusion, CEO needs to invest and interest the improvement of job performance, satisfaction ratio and fire safety facility. Also government needs the improvement of system to support and supervise the fire safety of geriatric hospitals consistently.

• The Korean Journal of Health Service Management
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• v.7 no.4
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• pp.233-241
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• 2013

The purpose of this study is to investigate factors affecting workers' knowledge sharing on knowledge sharing and innovation behavior in general hospitals. This study is based on factors of knowledge sharing such as incentives, reciprocal benefits, behavioral control, and subjective norm, CEO's support, rewards system, IT system, and trust. Data were assessed using 148 workers who work in 3 hospitals in Seoul, Kyunggi, Chunkcheong-do. Data were collected with self-administered questionnaires from April 1 to 31 in 2013 and analyzed SPSS 18 and SEM(structural equation modeling). The results of the study were as follows. First, knowledge sharing intention as well as innovation behavior was statistically significant in behavioral control and IT system. Second, knowledge sharing intention turned out to be positive effect for innovation behavior. This study identified a couple of factors affecting workers' knowledge sharing on knowledge sharing intention and innovation behavior. The the implications of these factors are discussed and areas for developing hospital's knowledge management strategies are fostered and knowledge sharing intention and innovation behavior.

• Clinical and Experimental Otorhinolaryngology
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• v.11 no.4
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• pp.233-241
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• 2018

Objectives. As endoscopic instrumentation, techniques and knowledges have significantly improved recently, endoscopic ear surgery has become increasingly popular. Transcanal endoscopic ear surgery (TEES) can provide better visualization of hidden areas in the middle ear cavity during congenital cholesteatoma removal. We aimed to describe outcomes for TEES for congenital cholesteatoma in a pediatric population. Methods. Twenty-five children (age, 17 months to 9 years) with congenital cholesteatoma confined to the middle ear underwent TEES by an experienced surgeon; 13 children had been classified as Potsic stage I, seven as stage II, and five as stage III. The mean follow-up period was 24 months. Recurrence of congenital cholesteatoma and surgical complication was observed. Results. Congenital cholesteatoma can be removed successfully via transcanal endoscopic approach in all patients, and no surgical complications occurred; only one patient with a stage II cholesteatoma showed recurrence during the follow-up visit, and the patient underwent revision surgery. The other patients underwent one-stage operations and showed no cholesteatoma recurrence at their last visits. Two patients underwent second-stage ossicular reconstruction. Conclusion. Although the follow-up period and number of patients were limited, pediatric congenital cholesteatoma limited to the middle ear cavity could be safely and effectively removed using TEES.

• Clinical and Experimental Otorhinolaryngology
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• v.11 no.4
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• pp.288-292
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• 2018

Objectives. To investigate the common causes of persistent septal deviation in revision septoplasty and to report the surgical techniques and results to correct them. Methods. A total of 100 consecutive patients (86 males) who had revision septoplasty due to persistent septal deviation from 2008 and 2014 were included in the study. Their mean age was 35.6 years and the mean follow-up duration was 9.1 months. Presenting symptoms, sites of persistent septal deviation, techniques used to correct the deviation, and surgical results were reviewed. Results. The mean interval between primary and revision surgery was 6.2 years. Forty-eight patients received revision septoplasty and 52 received revision septoplasty combined with rhinoplasty. Nasal obstruction was the most presenting symptom in almost all patients. The most common site of persistent septal deviation was middle septum (58%) followed by caudal septum (31%). Correcting techniques included further chondrotomy and excision of deviated portion in 76% and caudal batten graft in 39%. Rhinoscopic and endoscopic exams showed straight septum in 97% and 92 patients had subjective symptom improvement postoperatively. Conclusion. Middle septum and caudal septum were common sites of persistent deviation. Proper chondrotomy with excision of deviated middle septum and correction of the caudal deviation with batten graft are key maneuvers to treat persistent deviation.

• Korea Journal of Hospital Management
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• v.16 no.4
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• pp.131-160
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• 2011

The purpose of this study was 1) to understand the job transfer in education & training(E&T) programs & organizational situational characteristics, and 2) to analyze the effects of the E&T programs & organizational situational characteristic groups on each of the levels of job transfer. There is intimate relationship between E&T programs characteristics & organizational situational characteristics and job transfer, so we can't think of them separately. With this point of view the most frequently discussed problem is how to apply the theory in actual job, but in reality it's true that the improvement of job transfer can't reach the expectations of the E&T programs. In literature view study, the concepts of job transfer in E&T, the general theory on E&T, and the actual condition and points at issue of the existing E&T practices in the medium and small-sized hospitals were defined. As the results from empirical analysis, we could find followings: First, in evaluation of the job transfer, demographic characteristics (seniority, occupational category, position) variables have a significant different. Second, in degree of the job transfer, E&T programs characteristics(contents of E&T, design of E&T, conditions of E&T, teaching ability of lecturer, methods of E&T) variables have a different influence upon each of the evaluation levels of E&T. Third, support of CEO variables have a different influence on the job transfer according to contents, design, conditions of the E&T programs. Fourth, support of co-works variables have a different influence on the job transfer according to design, conditions, method of the E&T programs. Fifty, support of organizational atmosphere variables have a different influence on the job transfer according to contents, design, conditions of the E&T programs.