• 임상간호연구
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• 제26권1호
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• pp.75-85
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• 2020

Purpose: The purpose of this study is to develop a nursing salary guideline for Korean hospitals. Methods: Literature review and a mobile survey were conducted regarding staff nurses' salary. Regression analysis and simulation model were applied to develop the nurses' salary guideline. Results: The United Kingdom, Australia, and Germany have standard salary guidelines which demonstrated the standard salary of nurses. These were determined mainly by nursing experience and expertise. The results of the mobile survey indicated that the maximum to minimum ratio of the salary was as high as 4.5 among staff nurses working in Korean hospitals. Two models (exponential and linear) for a standard nursing salary guideline were developed and the simulation results demonstrated an improved salary structure for staff nurses. Conclusion: This developed salary guideline for staff nurses is recommended to be applied in Korean hospitals which provide total nursing care services.

• 한국직업건강간호학회지
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• 제20권3호
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• pp.319-327
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• 2011

Purpose: The purpose of this study was to measure patient satisfaction among injured workers and determine the factors that affect satisfaction of the hospital services. Methods: The subjects of this study were 231 injured workers hospitalized in I WC Hospital and D WC Hospital located in one of the major cities in Korea, all of whom agreed to participate in this research. The questionnaires were selected as literature suggested for explaining satisfaction of the hospital services, general characteristics of injured workers, characteristics of the hospital services. The data were analyzed with descriptive statistics, t-test, ANOVA, multiple regression analysis by SPSS/WIN 18.0. Results: The patient satisfaction level is at 3.2 point, which is lower than general patient satisfaction in previous study. There were significant differences in satisfaction scores, depending on the gender, degree of medical treatments, the specialty of medical team, staff's kindness, medical treatment process, the cleanliness of hospital and the convenience of facilities. It was found that the patient satisfaction among injured workers is affected by the characteristics of the hospital services. Conclusion: It is necessary to promote medical facilities, specialization of doctors and nurses, staff's kindness, medical treatment process and hospital cleanliness for developing Workers' Compensation hospital services.

• Journal of Korean Neurosurgical Society
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• 제58권3호
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• pp.231-235
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• 2015

Objective : Degenerative changes in the cervical spine are commonly accompanied by cervical kyphosis which can cause neck pain. This study examined the relationship between neck pain and cervical alignment. Methods : A total of 323 female nursing staff from our hospital were enrolled. Sagittal radiographs of the cervical spine, Body Mass Index (BMI), Visual Analogue Scale (VAS) measures of neck and arm pain, Neck Disability Index (NDI) and the Short Form (36) Health Survey (SF-36 scores) were obtained and reviewed retrospectively. Global lordosis (GL) of the cervical spine was measured on radiograph images. Correlations between GL and questionnaire scores were investigated using the following three methods : 1) correlation between GL and questionnaire scores among the entire sample; 2) subgroup analysis of patients with "kyphosis (KYP) : GL scores<0" vs. those with "lordosis (LOR) : GL scores>0" on questionnaire measures; and 3) subgroup analysis of patients with pain vs. those without pain, on GL and questionnaire measures. Results : There was no significant correlation between GL and any questionnaire measure. There was a significant difference between the mean GLs of the KYP and LOR groups, but there were no group differences in BMI, age or any questionnaire measures. There was no difference between the pain (n=92) and pain-free (n=231) groups in age, BMI or GL, but there were differences in neck, and arm pain, and physical function and NDI scores. Conclusions : Our data suggest that kyphotic deformity was not associated with neck pain.

• Journal of Hospice and Palliative Care
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• 제4권2호
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• pp.145-153
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• 2001

목적 : 본 연구는 자원봉사자에 의해서만 호스피스 활동이 이루어지고 있는 W병원의 호스피스 활동을 확대시키고 체계화시키기 위한 목적으로 1단계 호스피스 자원봉사자의 활동분석에 이은 2단계 연구로서 직원들의 호스피스 프로그램에 대한 태도를 조사한 서술연구이다. 방법 : 연구대상자는 W병원의 의사, 간호사, 의료 관련기사, 사무직 등 전체 1200여명의 직원에서 각 직종별 층화표집법을 이용하여 임의표출된 430명이다. 자료수집은 본 연구자들이 개발한 질문지를 이용한 자가보고법에 의하여 수행되었으며, 자료분석은 SPSS를 이용한 서술통계와 내용분석법을 이용하였다. 결과 : 1) 호스피스 개념에 대한 이해를 조사한 결과 대상자의 97% (n=417)가 호스피스에 대해 알고 있었고, 97.4%(n=419)가 죽음을 앞둔 환자들은 존귀한 대접을 받아야한다고 응답한다. 또한 호스피스팀 구성요원에 대한 의견조사 결과 가족(57%), 의사(17.9%), 성직자(9.5%), 간호사(7.9%)가 포함되어야 한다고 응답하였으며 이외에도 사회사업가, 자원봉사자, 물리치료사등 다양하게 응답하였다. 2) 호스피스 프로그램 운영에 대한 태도를 조사한 결과 W병원의 체계적인 호스피스 프로그램 운영을 위하여 최우선적으로 이루어져야 할 활동은 "호스피스 전담부서를 만든다"가 31.4%(n=135)로 가장 높았으며, 다음은 "호스피스 전담병동을 만든다"로 28.6%(n=123)였다. 또한 현재 자원봉사자에 의한 W 병원의 호스피스활동 인지도는 대상자의 67.2%(n=289)만이 알고 있었으며, 반면에 호스피스 서비스 이용 의도는 85.3%(n=367)로 나타났다. 호스피스 프로그램 운영시 장점은 '기독교 정신을 바탕으로 한 인간존중의 병원사명 구현'이 45%로 가장 높은 분포를 보였다. 3) 말기환자에 대한 태도를 조사한 결과 죽음에 대한 태도(4점척도)를 조사한 결과 평균 2.84점(SD=.471) 이었으며, 말기환자들의 병원입원 치료이외에 필요로 되는 서비스는 '종교, 가족, 환자간 지지체계의 구축'이 28.3%로 가장 높은 분포를 나타냈다. 결론 : 본 연구결과 W병원 직원 대부분은 체계적인 호스피스 활동의 필요성을 인식하고 있으며 이를 위하여 최우선으로 필요한 것은 호스피스 활동을 위한 행정구조적 지원임을 알 수 있다. 그러므로 본 연구결과는 W병원의 호스피스 프로그램을 계획하고 추진하는데 기초자료로 활용될수 있을 것으로 기대된다.

• 한국병원경영학회지
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• 제10권3호
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• pp.1-24
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• 2005

This study purports to investigate the determinants of individual personnel rating of the employees at a university hospital in Seoul, Korea. The sample used in this study consisted of 63 nurses, 41 para-medical staff (Clinical Pathologist, and Radiologist), and 67 administrative staff. Independent variables of the study included the achievement level of the selection test (English, major subject, and interview), post-entrance development factors (education and training, career development, supervisory support, co-worker support, and organizational support), and demographic characteristics. Data for the achievement level of the entrance exam and years for the first promotion were collected from the administrative records of the study hospital, while data for the post-entrance development factors were collected from the survey with self-administered questionnaires using 5-point Likert Scale during June 10-25, 2003. Collected data were analyzed using hierarchical multiple regression. The results of the study showed that achievement level of the interview and English exam at the selection test, education and training, organizational support, and supervisory support while working at the hospital, and length of duration (below 8 years) and educational background (4-year college graduates) among demographic variables had significant positive effects on the personnel rating. The results of the study imply that hospital administrators should make an effort to improve the validity of the selection test, and to motivate the employees to receive more education and training.

• 간호행정학회지
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• 제21권5호
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• pp.469-479
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• 2015

Purpose: The purpose of this study was to compare hospitalized patients in comprehensive nursing care units and general care units as to satisfaction with nursing care and factors influencing their intent to revisit the hospital. Methods: A cross-sectional study was conducted with 178 patients who had been hospitalized in a comprehensive nursing care unit and a general care unit in one hospital. Participants completed self-report questionnaires. Data were analyzed using SPSS 21.0. Results: There was a significant difference between the comprehensive nursing care unit and general care unit for intent to revisit the hospital (p=.036). Factors influencing intent to revisit the hospital for patients in the comprehensive nursing care unit were 'satisfaction with nursing care' (p<.001) and 'use of additional costs for comprehensive nursing care' (p=.041). The factor influencing intent to revisit hospital for patients in the general care unit was 'satisfaction with nursing care' (p<.001). Conclusion: Findings indicate that comprehensive nursing care service in which all care is provided by nursing staff only, without family or private caregivers, increases intent to revisit the hospital. These results can be used as the foundation of reviewing the operation and expansion of comprehensive nursing care service.

• Asian Pacific Journal of Cancer Prevention
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• 제13권12호
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• pp.5985-5987
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• 2012

A cross-sectional study was conducted among nursing staff of a missionary hospital of Delhi in June 2009. All the nurses were invited to participate in the training programme on breast cancer and techniques of breast self examination (BSE). A questionnaire was administered to all 259 participants seeking information on their level of awareness regarding breast cancer and relevant screening guidelines. With the help of 5 training workshops all the nurses were imparted training regarding the most appropriate technique of doing breast self exams. The mean age of the participants was 35.8 years. Out of a total of 259 nursing staff members 77.2% correctly answered all the 10 questions regarding high risk factors for breast cancer and after the training programme this increased to 100% (p<0.05). Only 65.2% of the participants gave correct responses to all the 8 questions regarding correct technique of performing a BSE, which after the training programme increased to 99.3% (p<0.05). At the baseline only 56.8% knew all the three screening methods correctly and after the intervention 98.7% could correctly mark the responses regarding screening (p<0.05). The actual practice of following the screening guidelines amongst the nursing staff was poor. Only 26 (10.03%) had ever done a BSE, none performed it monthly, 58 (22.4%) had ever gone themselves for a CBE and 18 (6. 94%) had ever undergone mammography.

• 한국정보통신학회논문지
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• 제17권1호
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• pp.49-56
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• 2013

최근 IT 기술과 의료기술이 접목된 유헬스케어 서비스 중 불치병을 갖고 있는 환자에게 의료서비스를 제공하는 체내삽입장치 기술이 각광을 받고 있다. 그러나 체내삽입장치 기술은 환자의 생체정보를 무선구간에서 제3자에게 쉽게 유출되어 악용될 수 있는 보안문제가 나타나고 있다. 본 논문에서는 환자와 병원관계자간 동기화를 통해 환자와 병원관계자가 서로 생성한 랜덤값과 인증서버가 생성한 랜덤값을 이용하여 환자와 병원관계자를 인증하는 인증프로토콜을 제안한다. 특히, 제안 프로토콜은 환자와 병원관계자가 사전에 인증서버에 등록된 정보를 이용하여 생성한 보안 정보를 세션키 생성과정에 이용함으로써 인증서버에게 허락 받지 못한 제3자의 접근을 차단함으로써 안정성을 높이고 있다.

• 한국병원경영학회지
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• 제7권4호
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• pp.24-56
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• 2002

The purpose of this study was to analyze the characteristics of socio-demographic, organizational culture, organizational conflict and organizational commitment, and to examine the interrelation of influential factors in the organizational commitment. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics the respondents' level of the organizational commitment was higher in a administration staff members than others, for males than females, and for employees aged more than forty, as working for longer time, and as higher level of the working position. 2. According to the organizational culture characteristics the progressive culture, affiliative culture, and task-focused culture among many types of organizational culture were moderately and positively correlated with the level of the organizational commitment while the hierarchical culture was negatively correlated. 3. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the organizational commitment was higher. And, technical conflict experiences were expressed greater than hierarchical conflict experiences. 4. According to the job satisfaction characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the organizational commitment was higher. The most important factor of the satisfactions was the fellowship among the respondents while the level of job satisfaction for the promotion and salary was average. 5. Overall, according to the result of Multiple Regression as older age and longer working hours, the level of the organizational commitment was higher and as a higher level of the satisfaction for the promotion, working itself, salary, and fellowship in the organization, it caused more effective factors for the organizational commitment. 6. According to the result of Multiple Regression for the doctor staff members in special hospitals rather than general hospitals the hierarchical culture and task focused culture was positively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was negatively correlated with the organizational commitment. For the nursing staff members the affiliative culture and the job satisfaction for the promotion, working itself, salary, and fellowship were positively correlated with the organizational commitment. For the administration staff members as the job satisfaction for the fellowship was positively correlated with the organizational commitment. For medical and pharmacy staff members as more working experience, correlation with the organizational commitment was positive. Besides, as he or she has a high perception of the affiliative culture, it caused statistically more effective factors for the organizational commitment. For the skill and technicians, male worker expressed greater organizational commitment in the organization than female worker. And also older age along with higher education also showed higher organizational commitment. Moreover, the job satisfaction for the fellowship was positively correlated with the organizational commitment. This study identified the major effective factors of the organizational commitment and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital of industrial accident and organizational development. However, this study has a problem, which is not to identify a valuable model for examining the relationship between organizational factors such as organizational culture, conflict, satisfaction, and commitment. Therefore, further study is needed and strengthened in the field of organizational commitment for hospital for industrial accident.

• 보건의료산업학회지
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• 제1권1호
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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.