종합병원 직원의 노동조합성격에 따른 노조몰입 결정요인

김욱수,하호욱,손태용,Kim, Wook-Soo,Ha, Ho Wook,Sohn, Tae Yong 보건의료산업학회 2008 보건의료산업학회지 Vol.2 No.1

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subject of this study were 686 employees in 12 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from March 20 to May 10, 2005 through survey questionnaires. The main results of this study were as follows: 1. the commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the job and role related variables were higher those who had higher satisfaction level to their job and manager, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was satistically significant positive correlation. In other words, the commitment level of the subjects according to the subjects' labor union involvement was higher in those who had higher satisfaction in labor union and perceived their colleagues' attitudes more positively in all hospitals. Regarding the atmosphere of the relationship between union and employer and the level of commitment in labor union, the better the atmosphere of the relationship between union and employer was, the higher the level of commitment in labor union was in all hospitals. 4. The results of multiple regression analysis shows that formal and informal socialization, union participation to the union management cooperation program, job satisfaction, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. Job and role-related variables, union-related variables, variables jointly controlled by union and employer, and labor union commitment level were all found significantly different in accordance with the characteristics of unions concerned. To summarize study results, the level of commitment in labor union depends on job satisfaction, manager's attitudes, satisfaction to their jobs, union satisfaction, their colleagues attitudes toward union and the atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization, union participation to the union-management cooperation program is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Since this study deals with psychological nature of workers not a few drawbacks and shortcomings may be detected in the finding. Nevertheless, the finding of this study, to become a momentum that will stimulate further research to detect all the cues of labor union commitment and to provide valuable reference in forming logical union commitment and labor union-management cooperation.

서울지역 중소병원의 부서간 조직효과성에 관한 연구

김욱수 ( Wook Soo Kim ),하호욱 ( Ho Wook Ha ),손태용 ( Tae Yong Sohn ) 한국병원경영학회 2002 병원경영학회지 Vol.7 No.1

The purpose of ths study is aimed to grasp the factors, which may mfluence the harmonized organizational efficiency of the objects of hospital structure as well as its structural constituents of each departments of adrmnistration, nursing, and para-medical personnels, in order to provide basic data enable to contribute in the development of hospital. The survey data involved in the study was derived from 385 personnels working in 5 medium and small sized hospitals in Seoul area. The main finding of the study can be summarized as follows; 1. The organizational efficiency in accordance with the general characteristics of subjects in order of male, over 30 years of age, university graduates, long-term tenure and high position is higher, whereas, in as much as wage and well trained personnels in administration departments are higher, its organizational efficiency is higher in comparison with those of nursing and para-medical departments. 2. The organizational efficiency in accordance with satisfaction and the motive contributional factors is higher as much as the high satisfactory level in every departments in general. 3. The organizational efficiency in accordance with the factors of job characteristics is higher in as much as difficulty of the jobs is lesser, however there was not statically significance between administration and para-medical departments. In as much as the job circulation is intact, job standard level is hgher and the more job responsibility the higher organizational efficiency, while the more workload and the more work feud resulted lower organizational efficiency. It was obvious that the higher professional expertise as well as the training and application level are improving the organizational efficiency. 4. The organizational efficiency in accordance with the factors of structural characteristics was higher in as much as the intercommunication was smooth and the S~IUCW formalization level are higher, however there was not statically significance between the participation level of decision making and the organizational efficiency. 5. In as much as higher educational level of over university graduates, management of organization and the job level are satisfied, the psychological motive contributional level is higher, whde the lesser job difficulty, the smooth job performance, the higher level of professional expertise, the higher structural formahzation level, the smooth intercommunication, have affected as major influence factors of the structural characteristics of organizational efficiency. 6. As the management of hospital organization, the job level and personal relation are satisfied or psychological motive is provided, especially when there are no difficult jobs or smooth job circulation and no job feud are prevailing, it was apparent that the organizational efficiency is improving accordingly. The nursing departments has high educational standard and is satisfied in the management and job level of hospital organization as there are no difficult jobs while the level of hospital s organizational formality is high and the intercommunication is smooth, which are improving the organizational efficiency. The para-medical departments is also

의료기관과 심사기관의 심사업무인식도 비교연구 - 종합병원 청구직원과 건강보험 심사평가원 심사직원을 중심으로-

이수연 ( Soo Yun Lee ),하호욱 ( Ho Wook Ha ),손태용 ( Tae Yong Sohn ) 한국병원경영학회 2004 병원경영학회지 Vol.9 No.3

This study conducted a comparative analysis of awareness level of review standards, continuing education, and awareness about the need for speciality and educational courses in order to improve quality of Korean health insurance review work and to present directions for policies of personnel development and continuing education to smoothly perform hospital`s insurance claim work and Agency`s review work. The analysis unit of the study is individuals, and survey was conducted among hospital`s claim officers and Agency` review officers by distributing questionnaires. The major results of the study are as follows: First, it is found that hospital`s claim officers and Agency`s review officers have conflicting awareness about review standards; more Agency`s review officers think that current review standards are universal and reasonable, while more hospital`s claim officers believe that they need to be revised. Especially, hospital`s claim officers replied that it is possible that review results can differ according to government`s policies. Second, there is no significant difference between the two groups in the opinion that there are individual differences in awareness level of review standard. In particular, both groups share the opinion that review results can differ according to officer`s interpretation of review standards. Third, Both review officer groups feel the need for further training and continuing education. Fourth, there is no difference between the two groups in the opinion that both groups members should be educated in review related educational institutions. However, while 81.5% of Agency`s review officers the education should be offered at the Agency, only 45.2% of hospital`s claim officers agreed to it. Fifth, both review personnel do not show any difference in awareness of needed experience to successfully perform review work; both groups replied that three to four years experience is necessary to smoothly perform claim work and review work. This study was tried in order to search for directions to improve Korean insurance review work in quality rather than to explore characteristics themselves of individual factors. In this sense, this study presupposed an intention that the educational subjects for further training and continuing education for the two groups should be the same in order to narrow the awareness gap between hospital`s claim officers and Agency`s review officers. Thus, this study suggests that it is desirable to offer beginner courses at junior colleges or in undergraduate courses and advanced courses in professional graduate school for six to twelve months. In that a comparison of awareness level of hospital`s claim officers and Agency`s review officers who are actually in practice should precede appropriate presentation of directions for the qualitative improvement of insurance review work in Korea, the significance of this study lies in comparatively analyzing the awareness level of hospital`s claim officers and Agency`s review officers and in presenting the establishment of future further training and continuing education.

백내장 환자의 병원선택기준에 관한 연구 -서울시내 안과전문병원과 대학병원을 중심으로-

김용란 ( Yong Ran Kim ),하호욱 ( Ho Wook Ha ),손태용 ( Tae Yong Sohn ) 한국병원경영학회 2000 병원경영학회지 Vol.5 No.2

전공의 수련교육제도의 발전 방안에 관한 연구 - 수련부장의 인식도 조사결과를 기초로 -

김기철 ( Gi Chul Kim ),하호욱 ( Ho Wook Ha ),황인경 ( In Kyoung Hwang ) 한국병원경영학회 2001 병원경영학회지 Vol.6 No.1

This study was carried out to provide the essential information in improving the graduate medical education in Korea. For the study, a survey targeting the directors of FME of nationwide teaching hospitals was performed with a questionnaire asking the questions such as the directors` perception on the quality of GME, trainees` salary level, trainees` specialty selection tendency, training system and its duration. The collected data were analyzed using t-test, ANOVA, and χ^2-test. The results were as follows : 1. The survey were executed on 240 teaching hospitals in Korea and the response rate was 66.2% (159 hospitals replied). 2. The bigger a hospitals is the better in quality of education. Lager hospitals tend to have better status in all items including medical specialists` experience, contents of medical curriculum, general environment for medical education and medical trainee`s salary level. The result supported the general perception on the positive relationship between hospital size and quality of GMA. 3. Providing convenience for medical trainees who prepares for the medical specialist qualifying examination didn`t affect the results of the examination. 4. The directions of GME have a perception that the trainees give positive impact on financial performance of their hospitals. This seems to be one of the reasons that hospitals try to retain as many trainees as possible. 5. The directors of GME considered medical trainees as an educate, and most of them responded positively on the need of governmental supports for the education cost and the trainee`s salary. Considering above results, it seems that GME would get more social attention and the trainees` impact on hospitals operation would be increased more than before. In response to these trends, hospitals would find out the ways to lower dependency on trainees, and this change of attitude of hospitals on the GME would cause problems in operation of hospitals and GME itself. In order to prevent these problems the policy on GME should be directed in following ways. 1. The contents of qualifying examination for specialist should be improved. 2. The curriculum of GME should be strictly followed. 3. The status of trainee in a hospital has to defined as eductee. 4. Government has to support a half of the education cost and salary of trainee. 5. The distribution of the trainee among the hospital group have to be based on total available. 6. The financial support and welfare of trainee should be improved gradually and systematically.

병원 구성원들의 직종별 조직몰입의 영향요인에 관한 연구

방용주 ( Yong Joo Bang ),하호욱 ( Ho Wook Ha ),손태용 ( Tae Yong Sohn ) 한국병원경영학회 2002 병원경영학회지 Vol.7 No.4

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 herarchical confhct 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 slull 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

종합병원 수익성에 미치는 영향요인 분석

김지형 ( Ji Hyoung Kim ),하호욱 ( Ho Wook Ha ),이해종 ( Hae Jong Lee ),손태용 ( Tae Yong Sohn ) 한국병원경영학회 2005 병원경영학회지 Vol.10 No.3