Effect of the public hospital trusteeship based on the employee satisfaction / 中国卫生政策研究

Objective: To investigate the hospital employee satisfaction and trustworthiness in the background of the trusteeship mode and to find out the problems after trusteeship.Methods: Minnesota satisfaction questionnaire (MSQ) and the self-made questionnaire were used to conduct the survey.Results: The overall employee satisfaction (3.80±0.86) and trustworthiness (3.95±0.77)were higher.The highest level of trustworthiness concerned the cultural connotation (84.8%) followed by the management concept (82.8%) for overall satisfaction.The lowest level of employee satisfaction concerned income and workload (53.7%), followed by the working conditions and environment (55.3%).The administrative staff satisfaction was higher compared to that of medical staff (p=0.001), which showed significant statistical differences.Conclusions: The hospital has made some achievements after the trusteeship system reform, however, it still needs improvement and further strengthening in many aspects.The hospital must always keep abreast of the demands of workforce and improve the staff satisfaction so as to promote its continuous and sustainable development.

Seroprevalence of IgG Anti-HAV in Hospital Employees below 40 Years Old / 대한소화기학회지

BACKGROUND/AIMS: Hepatitis A is an acute infectious disease transmitted by fecal-oral route. As the incidence of hepatitis A has been increased in Gwangju and Chonnam province of Korea recently, the number of hepatitis A patients in hospital employees has also increased. Thus, we investigated the seroprevalence of IgG anti-HAV in hospital employees below 40 years old. METHODS: We analysed the seroprevalence of anti-HAV IgG from 1,002 Chonnam national university hospital empolyees (men: 190, women: 812) who were below 40 years old. The age group was divided by 5 years; 21-25 years old 199 (19.9%), 26-30 years old 426 (42.5%), 31-35 years old 215 (21.5%), 36-40 years old 162 (16.1%). RESULTS: Overall seropositive rate of IgG anti-HAV was 32.8% (329/1,002). The seropositive rate of men was 40.5% (77/190) and that of women was 31.0% (252/812). The seropositive rates of each age group were 1.5% (3/199) in 21-25 years old, 21.6% (92/426) in 26-30 years old, 48.4% (104/215) in 31-35 years old, and 80.2% (130/162) in 36-40 years old. The seropositivity rate of the high risk group (doctors, nurses, technicians) was 28.9% (234/809). CONCLUSIONS: The seropositive rate of IgG anti-HAV was the lowest in early twenties of hospital employees and below 50% in early thirties. Therefore, hepatitis A vaccination may be warranted in the hospital empolyees below the early thirties.

Hospital Employees' Awareness about Medical Student's Clerkship / 한국의학교육

PURPOSE: With our medical school accepting graduate level students, there may be more conflicts between the older students and hospital employees. These issues need to be dealt with in order to improve the quality of education of medical students during clerkship. This study aims to improve the setting of clerkship by analysing how knowledgeable hospital employees are about medical school clerkship. METHODS: Study subjects included 206 hospital employees working at a university hospital in Pusan. Subjects completed a self-reported questionnaires on the hospital employees' knowledge about medical student's clerkship. Means and standard deviations were based on a five point scale, and data were analyzed using statistical methods including chi-square-test, two-sample t-test, ANOVA, and partial correlation. RESULTS: Opinions about the awareness of educational role of the university hospital, necessity of clerkship, influence that clerkship has on doctor's careers, necessity for clerkship students to understand roles of other hospital employees, and degree to which hospital employee explain their roles to clerkship students, were positive, but opinions about the attitudes of clerkship students were neutral, and opinions about attachment to clerkship students, clerkship students' efforts to understand the roles of hospital employees were negative. Opinions about the necessity of clerkship, influence that clerkship had on doctor's careers, clerkship students' efforts to understand roles of hospital employees showed significantly positive correlations with opinions about the attitude of clerkship students, attachment to clerkship students and the degree of explaining hospital employee's roles to clerkship students. CONCLUSION: To increase attentiveness in hospital employees towards medical clerkships, it seems necessary both to educate hospital employees on the clerkship itself and on working together with medical students, and to have clerkship students continue to be taught on the roles of other employees of the hospital.

Carrying out Hospital Employee Assistance Program to Enhance Hospital Culture Construction / 中华医学教育探索杂志

With reformation and innovation in hospital management,hospital culture is playing a more important role than before in the development of hospitals.HEPA(Hospital Employee Assistance Program) is considered as the efficient means of enhancing hospital culture construction with "put the human fundamental" as its principal.This present article is going to introduce the origin,development and function of HEAP as well as the concept of hospital culture,indicating that HEAP may contribute to increment of employees' achievement,improvement of hospital management and enhancement of hospital culture construction.

A Study on the Immune Status to Rubella Virus among Employees in a University Hospital / 감염

BACKGROUND: In Korea, there was resurgence of rubella among adolescents in 1995-6. The risk of rubella infection is higher in hospital employees than that in others because of higher chances to exposure to rubella viruses. As rubella infection during pregnancy can cause congenital rubella syndrome, special preventive measures should be taken for female employees under reproductive age in the hospital. METHODS: The subjects were 440 employees(male 100, female 340) aged from 18 to 45 years in Soonchunhyang university hospital. Rubella IgG antibody was assayed by microparticle enzyme immunoassay (MEIA). RESULTS: Among 440 subjects, the positive rate for rubella IgG antibody was 91.4% (402/440) that was 95% (95/100) in male and 90% (307/340) in female. The overall titer of the antibody was 105+/- 113IU/mL (mean+/-SD). The titer of rubella antibody was 144+/-135 IU/mL in male and 94+/-103 IU/mL in female with statistical significance (P<0.05). The titer was 152+/-142 IU/mL in doctor and 90+/- 99 IU/mL in female employee with statistical significance (P<0.05). CONCLUSION: Because 8.6% of hospital employees was susceptible to rubella, we recommended that the hospital employee should be checked for rubella antibody and be vaccinated when they are seronegative.

Investigation of Immune Status to Rubella Virus and Rubella Vaccination in Hospital Employees for Nosocomial Infection Control / 병원감염관리

BACKGROUND: The risk of rubella infection is higher among hospital employees than others because of more exposure to rubella viruses. Because rubella infection during pregnancy can cause congenital rubella syndrome, special preventive measures should be taken for female employees in the hospital. METHODS: 309 employees in Soonchunhyang Kumi Hospital, aged from 18 to 45 years old, were included this study. Rubella IgG antibody was detected by the method of MEIA (microparticle enzyme immunoassay). And non-immunized employees were received by Wister RA 27/3 rubella vaccination and rechecked rubella antibody titers at 2 months later after vaccination. RESULTS: Among 309 subjects, 276(89.3%) were positive for rubella IgG antibody. The overall mean titer of rubella antibody was 72 IU/mL (SD: 67 IU/mL). The rubella antibody in titer decreased gradually with aging. The seroconversion rate after vaccination was 100%(28/28). CONCLUSIONS: The authors recommend that the employees susceptible to rubella or all employees in the hospital should be vaccinated for preventing rubella.

Job Satisfaction and Commitment of General Hospital Employees / 예방의학회지

This study was intended to enhance the level of hospital personnel management through analysing job satisfaction of hospital employees in terms of structural, personal and environmental variables. The sample of this study consist of a total of 790 persons including doctors, residents, interns, pharmacists, nurses, medical engineers, office workers and manual workers who have worked for general hospitals with 200 beds, 300 beds and 800 beds respectively. The Likert's 5 scales were used for the measurement of satisfaction. The results can be summarized as follows: 1. Structural variables. The level of satisfaction on the job itself was generally low 2.8 in Likert`s 5 scales, with the order of role ambiguity(3.87), routinization(2.6), work overload (2.45) and autonomy(2 37). Hospital employees are aware of their responsibility and they regarded their work as heavy one. The compensatory satisfaction degree was 2.5 which was also low: There were in the order stability(3.l), distributive justice(2.57), pay(2.3) and promotion(l.9). Usually hospital employees showed high degree of stability, while, their satisfaction on promotion possibility is quite low due to specially differentiated structures of hospitals. The degree of satisfaction on the internal conditions of organizational culture was relatively higher as 2.92: They were co-worker's support(3.69), supervisory support(3.15), role conflict(2.64) and welfare(2.17) in order. The satisfaction on welfare as an economic condition was the lowest. 2. Personal Variables. The level of satisfaction on personal variables was 3.27 which seemed to be quite high: contribution to the hospital(3.38), attitude on job performance(3.28) and pride as a member of the, hospital(3.07). They seem to believe that their work has been helpful to the performance of hospitals. 3. Environmental Variables. The degree of satisfaction on these variables was 3.07 the average which was derived from environmental factors such as family-role conflict and community support related to hospital employees' environment. The order of satisfaction for each variable is community support(3.2) and family-role conflict(2.94). They turned out to be fairly satisfied with their job in community and yet, they wanted more spare time to spend with their family.